"The Reliability, Validity, and Accuracy of Self-Reported Absenteeism from Work: A Meta-Analysis"

The relationship between transformational leadership and follower sickness absence: the role of presenteeism

“…Some might argue that absence data obtained from the organisation may be a more precise measure. A problem with organisational data is that they include all absence, including when employees have other responsibilities they need to attend to, and when children are ill. A recent meta-analysis found that under-reporting is more prevalent when measuring absenteeism in general, not sickness-related absenteeism in particular (Johns & Miraglia, 2015).…”

Shift work and sickness absence—the mediating roles of work–home conflict and perceived health

“…Having two different and independent data sources minimizes the problem of common instrument error, that is, the inflation of correlation by measuring both dependent and independent variable within the same instrument. We also avoid the problem of underrecording sickness absence often encountered in self‐reported studies (Johns & Miraglia, ). The time lag between the survey and the measurement of sickness absence strengthens the possibility of establishing a causal link as cause and effect are measured at different points in time.…”

“…The same study argues that “time lost” (days) should be used as “default measure” when studying sickness absence (Johns & Hajj, , p. 471). In addition, these data are objective, originating from the hospital's own register, thus avoiding the possible validity problem of self‐reported sickness absence (Johns & Miraglia, ). Absence due to pregnancy and care for sick children is excluded, thus controlling for two of the most obvious reasons for differences in sickness absence between men and women.…”

Identificación con los trabajadores mayores y absentismo: moderación de la Selección, Optimización y Compensación

“…El absentismo ha sido una preocupación para las organizaciones desde hace mucho tiempo y es uno de los temas más investigados en psicología del trabajo, como resume un reciente meta-análisis (Johns y Miraglia, 2015) debido, entre otros motivos, a su impacto negativo en la productividad de las empresas. En general, hay un acuerdo en la literatura acerca de su definición en lo que se refiere a la falta de presencia física del trabajador en su puesto en aquellos momentos en que es esperable que esté presente (Harrison y Price, 2003).…”

“…Absenteeism has been a concern for organizations for a long time and is one of the most researched topics in work psychology, as summarized in a recent metaanalysis (Johns & Miraglia, 2015). Among other reasons, this fact is due to its negative impact on business productivity.…”