Comments on employee absence/attendance as a dependent variable in organizational research.

Smulders, P.

doi:10.1037/0021-9010.65.3.368

Cited by 58 publications

(46 citation statements)

References 12 publications

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“…However, these measures have been shown to be contaminated because measures of purported voluntary absence spuriously assess involuntary absence, and vice versa (Hammer & Landau, 1981). Criterion contamination is exacerbated by the process of classification that takes place when the absent employee or clerk who logs absence occurrences decides how to categorize these events for inclusion in the personnel files Hammer & Landau, 1981;Smulders, 1980).…”

Section: Dispositional Influences On Attributions Concerning Absenteeismmentioning

confidence: 99%

“…This conclusion fits well with research which showed that medical absence was systematically related to work and nonwork motives (Rushmore & Youngblood, 1979). Smulders (1980) suggested that absence is one element of a "sick role" (viz., Parsons, 1952), a temporal process in which an individual moves from a "well" state to a state of illness, to a coping process, and finally a return to a "well" state. In particular, Smulders (1980) argued that an absentee makes many, sometimes unconscious, decisions to enact the "sick role" that are under the influence of external circumstances (e.g., the attitudes and opinions of relatives and medical professionals as well as sickness benefits offered by the employer and the job situation).…”

Section: Absence-inducing Eventsmentioning

confidence: 99%

“…Smulders (1980) suggested that absence is one element of a "sick role" (viz., Parsons, 1952), a temporal process in which an individual moves from a "well" state to a state of illness, to a coping process, and finally a return to a "well" state. In particular, Smulders (1980) argued that an absentee makes many, sometimes unconscious, decisions to enact the "sick role" that are under the influence of external circumstances (e.g., the attitudes and opinions of relatives and medical professionals as well as sickness benefits offered by the employer and the job situation). An employee is more willing to return to his or her job when working conditions improve or upon the advice of his or her physician (Smulders, 1980).…”

Section: Absence-inducing Eventsmentioning

confidence: 99%

“…In particular, Smulders (1980) argued that an absentee makes many, sometimes unconscious, decisions to enact the "sick role" that are under the influence of external circumstances (e.g., the attitudes and opinions of relatives and medical professionals as well as sickness benefits offered by the employer and the job situation). An employee is more willing to return to his or her job when working conditions improve or upon the advice of his or her physician (Smulders, 1980). Finally, it is likely that absence often is attributed to illness because illness often actually does prohibit attendance.…”

Section: Absence-inducing Eventsmentioning

confidence: 99%

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Dispositional Influences on Attributions Concerning Absenteeism

Judge

Martocchio²

1996

Journal of Management

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Because the degree to which absenteeism is within or beyond an employee's control is a significant yet unresolved issue in the absence literature, it is important to understand the factors which influence employees' attributions about the causes of absence events. As a result of recent research suggesting that personality variables are important influences on work attitudes and behaviors, the present study took a dispositional approach in investigating the predictors of employee absence attributions. Using data collected from three sources, between-subjects analyses suggested a number of dispositional influences on absence attributions. Within-subjects analyses suggested that the factors leading to external attributions vary widely across individuals. This paper has not undergone formal review or approval of the faculty of the ILR School. It is intended to make results of Center research, conferences, and projects available to others interested in human resource management in preliminary form to encourage discussion and suggestions. Dispositions and Absence Attributions WP 94-03Page 2 AbstractBecause the degree to which absenteeism is within or beyond an employee's control is a

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Section: Dispositional Influences On Attributions Concerning Absenteeismmentioning

confidence: 99%

Section: Absence-inducing Eventsmentioning

confidence: 99%

Section: Absence-inducing Eventsmentioning

confidence: 99%

Section: Absence-inducing Eventsmentioning

confidence: 99%

See 2 more Smart Citations

Dispositional Influences on Attributions Concerning Absenteeism

Judge

Martocchio²

1996

Journal of Management

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“…Finally, considerably more could be learned about the manner in which extraorganizational factors (e.g., family responsibilities, pressures, and norms; friendship groups, etc.) influence the attendance decision (see Smulders, 1980 It would also be highly desirable if future studies reported the absence control policies and sanctions that exist in the organization under study (e.g., sick leave policy, medical certification of absences).…”

Section: Future Directions For Absenteeism Researchmentioning

confidence: 99%

Employee turnover and absenteeism: A future research agenda

Steers¹,

Mowday²,

Porter³

1981

PsycEXTRA Dataset

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Group absenteeism and positive affective tone: a longitudinal study

Mason

Griffin

2003

J Organ Behavior

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SummaryThis study investigates temporal variation in group absence behavior, and the relationship between group absenteeism and the group's positive affective tone. Absenteeism data were obtained from 97 work groups, aggregated over each of the four quarters of a year. The group's positive affective tone was measured through two employee opinion surveys. Multi-level regression analyses were carried out, in which linear, quadratic, and cubic change trends were tested as predictors of change over time in group absenteeism. All three change trends explained unique variance in the group absenteeism data, indicating that the level of group absenteeism changes over time. We also found that there was significant variation between groups in the strength and direction of the linear and quadratic change trends. Positive affective tone was negatively related to the level of group absenteeism, and change in positive affective tone predicted the strength and direction of the linear change trend for group absenteeism.

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Comments on employee absence/attendance as a dependent variable in organizational research.

Cited by 58 publications

References 12 publications

Dispositional Influences on Attributions Concerning Absenteeism

Dispositional Influences on Attributions Concerning Absenteeism

Employee turnover and absenteeism: A future research agenda

Group absenteeism and positive affective tone: a longitudinal study

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