Is showing up for work a badge of honor or a health hazard?

Health · Published 20 October 2026 Swipe more like this →

In short: We often praise the employee who powers through a fever, but the science of presenteeism reveals a complex duality. It isn't just about being 'reliable'; it can be a performative act of organizational citizenship or a maladaptive response to extreme stress that compromises both the worker and the workplace.

Presenteeism is the act of attending work despite illness, injury, or exhaustion. While it is often viewed as a negative productivity drain, researchers note it can be a performative measure or a sign of 'organizational citizenship'—where an employee's devotion to their role inspires admiration. However, it also carries significant risks, such as creating workplace epidemics when employees work while contagiously ill. The motives vary widely: some work out of financial necessity, others due to a fear of damaging career prospects, and some because they feel irreplaceable.

Recent research distinguishes between 'functional' and 'dysfunctional' presenteeism. In a study of 227 healthcare professionals during protracted conflict, researchers found that personal resilience and organizational trust were linked to functional presenteeism (adaptive functioning). These traits helped workers maintain effective performance by lowering strain symptoms. Conversely, high perceived stress was directly associated with dysfunctional presenteeism (maladaptive functioning), where the act of showing up does not translate into effective work and may instead stem from a failure to manage psychological strain.

The phenomenon is also tied to digital habits and life balance. A 2025 study of 680 nurses in Wuhan identified that problematic short-video use was linked to higher presenteeism, specifically through the mechanism of 'work interference with personal life.' This suggests that when work bleeds into personal time, it can create a cycle of presenteeism. To mitigate these effects, experts suggest focusing on off-job recovery, establishing healthy digital boundaries, and strengthening organizational resources to support workers facing prolonged adversity.

General information, not professional advice. Spotted an error? Flag the card or see corrections and complaints.

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