Digital presenteeism

In today's world, Digital presenteeism has become a topic of increasing interest and debate. With so many different opinions, research, and perspectives, it is difficult to come to a definitive conclusion on this matter. However, it is undeniable that Digital presenteeism awakens passions and challenges people's mentalities. Whether viewed from a scientific, social, political or economic perspective, Digital presenteeism continues to generate controversy and affect the lives of millions of people around the world. In this article, we will explore the various facets of Digital presenteeism and try to shed some light on this very complex topic.

Digital presenteeism is the expectation or pressure for employees to be available and responsive on digital communication platforms, such as email, instant messaging, or collaboration tools, even during non-working hours or when they are not physically present in the workplace. This phenomenon is often driven by the desire to demonstrate commitment, productivity, and responsiveness, and it can lead to overwork, burnout, and a poor work-life balance.[1] It has also been attributed to job insecurity and fear of being made redundant.[2]

Digital presenteeism has become more common following COVID-19.[3][4][5]

References

  1. ^ Hughes, Owen (July 25, 2022). "Digital presenteeism is creating a future of work that nobody wants". ZDNET. Retrieved 25 August 2024.
  2. ^ "How to stamp out 'digital presenteeism' among remote workers". Yahoo Finance. 2021-07-21. Retrieved 2024-09-05.
  3. ^ II, Julian Hayes (Mar 25, 2024). "The Rising Dark Side Of Remote Work That CEOs Need To Pay Attention To". Forbes. Retrieved 25 August 2024.
  4. ^ Cox, Josie (July 24, 2023). "Why we can't shake presenteeism". www.bbc.com. Retrieved 25 August 2024.
  5. ^ Thomson, Peter; Johnson, Mike; Devlin, J. Michael (24 November 2017). Conquering Digital Overload: Leadership strategies that build engaging work cultures. Springer. p. 148. ISBN 978-3-319-63799-0. Retrieved 25 August 2024.
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