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Summary We meta‐analyzed the correlations between voluntary employee lateness, absenteeism, and turnover to (i) provide the most comprehensive estimates to date of the interrelationships between these withdrawal behaviors; (ii) test the viability of a withdrawal construct; and (iii) evaluate the evidence for competing models of the relationships between withdrawal behaviors (i.e., alternate forms, compensatory forms, independent forms, progression of withdrawal, and spillover model). Corrected correlations were .26 between lateness and absenteeism, .25 between absenteeism and turnover, and .01 between lateness and turnover. These correlations were even smaller in recent studies that had been carried out since the previous meta‐analyses of these relationships 15–20 years ago. The small‐to‐moderate intercorrelations are not supportive of a withdrawal construct that includes lateness, absenteeism, and turnover. These intercorrelations also rule out many of the competing models of the relationships between withdrawal behaviors, as many of the models assume all relationships will be positive, null, or negative. On the basis of path analyses using meta‐analytic data, the progression of withdrawal model garnered the most support. This suggests that lateness may moderately predict absenteeism and absenteeism may moderately predict turnover. Copyright © 2011 John Wiley & Sons, Ltd.

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Over the last two decades in Europe and North America, many more employers have been requiring Sunday work. The current study examines attitudes towards days worked in a North American retail sample where most employees had to work on Sunday. We use Exchange Theory to develop hypotheses examining how factors related to working Sundays, such as organizational tenure, pay premiums, scheduling control, and scheduling flexibility, are associated with attitudes towards days worked. To test the hypotheses, employees were categorized into groups based on whether they worked Sundays and the premiums they received for working Sundays. Organizational tenure, higher premiums for Sunday work, and greater scheduling control were related to more positive attitudes towards days worked. In addition, employees more willing to work Sundays for scheduling control and flexibility had more negative attitudes towards their days worked. We discuss the practical implications in relation to work schedule management.