Absentee workers back on the job: The case of GM

Dilts, David A.; Deitsch, Clarence R.

doi:10.1016/0007-6813(86)90069-8

Cited by 6 publications

(1 citation statement)

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“…Dalton and Perry (1981) supported this general notion. They argued that formal and informal policy provisions can have the effect of making absenteeism easier or more profitable for the employee, thereby leading to higher absence rates for the organization (see also Dilts & Deitsch, 1986; Leigh, 1981; Winkler, 1980). Other researchers have more strongly concluded that some organizational policies not only tolerate but also reward employee absence (Dilts et al, 1985).…”

Section: Organizational Absence Policiesmentioning

confidence: 99%

On the extent and reduction of avoidable absenteeism: An assessment of absence policy provisions.

Dalton¹,

Mesch²

1991

Journal of Applied Psychology

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This field study of employees (A' = 1,292) of a public utility company had several objectives: (a) to identify that portion of employee absenteeism that is avoidable; (b) to compare this measure of avoidable absenteeism with more traditional measures, and (c) to examine the relationship of the measure of avoidable absenteeism with a selected absence policy-a waiting-time provision whereby employees were compensated differently for absenteeism. The avoidable absenteeism measure was more robustly related to predictor variables than were more traditional absence measurements. The results indicate that absenteeism policy is a far better predictor of avoidable absenteeism than any individual or attitudinal factor singly in or combination. Also, a relatively small percentage of employees were responsible for the vast majority of avoidable absenteeism.In this research, we compared the variance in several criterion absence indexes-including a measure developed here, which we refer to as avoidable absence-explained by a number of predictor variables. In addition, we examined the explanatory power of an absence-policy provision relative to a series of demographic and attitudinal predictor variables. We first present a brief overview of absenteeism as an organizational concern and then discuss organizational policy as a robust predictor of actual absenteeism and measurement issues in absenteeism research.

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