Abstract

Due to the major impact of non-work-related presenteeism (NWRP) on employees’ work performance, the objective of this study is to investigate the impact of distributive and procedural justice on NWRP, with the moderating role of equity sensitivity. Linear regression and moderation analyses were performed to draw the results. The results reveal that distributive justice and procedural justice have a significant negative impact on NWRP. It is established that equity sensitivity moderates the relationship between procedural justice and NWRP, such that the relationship will be strengthened when equity sensitivity is high and vice versa. Next, the results do not support the moderating role of equity sensitivity in the relationship between distributive justice and NWRP. To the best of our knowledge, no study attempted to examine organisational justice with NWRP and the moderating role of equity sensitivity between organisational justice and NWRP and it can help both academicians and practitioners to look at this phenomenon from a new perspective.