Group Absence Behavior and Standards: A Multilevel Analysis

Markham, Steven E.; McKee, Gail H.

doi:10.5465/256625

Cited by 11 publications

(16 citation statements)

References 12 publications

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“…Future research might explore this topic. In addition, prior evidence demonstrated how group-level variables affect individual absenteeism (Markham & McKee, 1995;Mathieu & Kohler, 1990). Subsequent studies should be designed to examine the simultaneous effects of groupand individual-level variables on racial differences in absenteeism.…”

Section: Limitations and Conclusionmentioning

confidence: 99%

Unequal Attendance: The Relationships Between Race, Organizational Diversity Cues, and Absenteeism

Avery¹,

McKay

Wilson

et al. 2007

Personnel Psychology

141

118

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Although prior evidence has demonstrated racial differences in employee absenteeism, no existing research explains this phenomenon. The present study examined the roles of 2 diversity cues related to workplace support—perceived organizational value of diversity and supervisor–subordinate racial/ethnic similarity—in explicating this demographic difference among 659 Black, White, and Hispanic employees of U.S. companies. Blacks reported significantly more absences than their White counterparts, but this difference was significantly more pronounced when employees believed their organizations placed little value on diversity. Moreover, in a form of expectancy violation, the Black–White difference was significant only when employees had racially similar supervisors (and thus would expect their companies to value diversity) and perceived that the organization placed little value on diversity.

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Section: Limitations and Conclusionmentioning

confidence: 99%

Unequal Attendance: The Relationships Between Race, Organizational Diversity Cues, and Absenteeism

Avery¹,

McKay

Wilson

et al. 2007

Personnel Psychology

141

118

View full text Add to dashboard Cite

show abstract

“…Although different methods for justifying aggregation have been proposed in the literature (e.g. Bliese, 2000;Kenny, Mannetty, Pierro, Livi, & Kashy, 2002;Markham & McKee, 1995;Moritz & Watson, 1998), inter-rater agreement (James, Demaree, & Wolf, 1984 as a measure of within-group agreement was used as the main criterion. Bandura argued that 'the major criterion of a shared belief is agreement within groups rather than differences across groups' (p. 480).…”

Section: Measurement Modelsmentioning

confidence: 99%

The roles of perceived task interdependence and group members' interdependence in the development of collective efficacy in university student group contexts

Alavi

McCormick

2008

Brit J of Edu Psychol

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“…Such differences in norms were often investigated as independent variables explaining counterproductivity (e.g. Markham and McKee 1995;Robinson and O'Leary-Kelly 1998) and should therefore not be used to define the dependent variable at the same time. Finally, no particular motive nor even the intention to do harm is generally assumed in this definition of counterproductivity, contrary to conceptions of similar behavioural content in the literature (e.g.…”

Section: Rationale For Scale Construction and Validationmentioning

confidence: 99%

Measuring Counterproductivity: Development and Initial Validation of a German Self‐Report Questionnaire

Marcus

Schuler

Quell

et al. 2002

Int J Selection Assessment

103

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This article describes the development and initial construct validation of a comprehensive self-report measure of workplace counterproductivity. The instrument contains subscales for different targets of counterproductivity (organizational and interpersonal deviance, Robinson and Bennett 1995) as well as for different forms of manifestation (absenteeism, substance use, aggression, and theft, respectively) An empirical study (N 174), conducted in one manufacturing and one retail organization, confirmed the intended internal structure by means of confirmatory factor analysis. Counterproductivity may best be described as a higher-order behavioural construct loading on subdimensions carrying unique variance. In addition, an examination of outside variables showed that the best predictor of counterproductivity was self-control, followed by integrity, whereas cognitive ability was largely unrelated to the construct. The opposite pattern of correlations occurred for productive performance behaviours, indicating that counterproductivity is a unique construct within the performance domain. Differences and similarities between the present measure and a recent independent development by Bennett and Robinson (2000) are discussed, along with conclusions for future research on the topic.

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Group Absence Behavior and Standards: A Multilevel Analysis

Cited by 11 publications

References 12 publications

Unequal Attendance: The Relationships Between Race, Organizational Diversity Cues, and Absenteeism

Unequal Attendance: The Relationships Between Race, Organizational Diversity Cues, and Absenteeism

The roles of perceived task interdependence and group members' interdependence in the development of collective efficacy in university student group contexts

Measuring Counterproductivity: Development and Initial Validation of a German Self‐Report Questionnaire

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