Understanding the "personological" basis of employee withdrawal: The influence of affective disposition on employee tardiness, early departure, and absenteeism.

Iverson, Roderick D.; Deery, Stephen

doi:10.1037/0021-9010.86.5.856

Cited by 85 publications

(73 citation statements)

References 67 publications

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“…A negative relationship has been shown for absenteeism (Iverson and Deery, 2001;Metcalfe and Dick, 2000) and turnover intention (Schnake and Dumler, 2000). It has also been proposed that different types of commitment can have different effects on behaviour and attitudes (Iles et al, 1990).…”

Section: Commitmentmentioning

confidence: 99%

Diminishing the social network in organizations: does there need to be such a phenomenon as ‘survivor syndrome’ after downsizing?

Travaglione

Cross

2006

Strategic Change

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᭹ Many management fads have been shown to be detrimental to the well-being of employees as well as to the long-term competitiveness of organizations. Downsizing has been recognized as belonging to this category and research has begun to clarify what is now commonly known as 'survivor syndrome', the negative attitudes and behaviours of those that survive retrenchment. However, recent evidence shows that 'survivor syndrome' does not actually exist in all downsizing situations. ᭹ By closely examining the specific conditions under which the effects of downsizing are lessened, this study contributes to the development of effective interventions for dealing with organizational change. Using the data from a longitudinal survey, this paper investigates the impact of downsizing on survivor attitudes of affective and continuance commitment, general and specific job satisfaction, perceived organizational support, and the behaviours of performance, effort, turnover intention and absenteeism. ᭹ While analyses reveal evidence of decline in some of the variables after the downsizing, a more important finding was support for the counter-argument that a syndrome does not actually exist. Four of the variables were not significantly affected by downsizing. The implication for management is that effective management of a downsizing programme can decrease the likelihood of a syndrome permeating an organization.

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Section: Commitmentmentioning

confidence: 99%

Diminishing the social network in organizations: does there need to be such a phenomenon as ‘survivor syndrome’ after downsizing?

Travaglione

Cross

2006

Strategic Change

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“…Despite differences in the scope and focus of individual-level models, research shows that when employees hold positive attitudes, they make positive contributions toward their work roles, including attendance at work (Hackett, 1989;Harrison, Newman, & Roth, 2006;Iverson & Deery, 2001). In sum, drawing on the conceptual and empirical evidence, and following the rationale that higher job satisfaction within a unit is associated with support mechanisms that facilitate attendance, we expect that unit-level job satisfaction is negatively related to unit-level absenteeism.…”

Section: Explaining Work-unit Absenteeismmentioning

confidence: 99%

Work-Unit Absenteeism: Effects of Satisfaction, Commitment, Labor Market Conditions, and Time

Hausknecht

Hiller

Vance

2008

AMJ

143

109

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Prior research is limited in explaining absenteeism at the unit level and over time. We developed and tested a model of unit-level absenteeism using five waves of data collected over six years from 115 work units in a large state agency. Unit-level job satisfaction, organizational commitment, and local unemployment were modeled as time-varying predictors of absenteeism. Shared satisfaction and commitment interacted in predicting absenteeism but were not related to the rate of change in absenteeism over time. Unit-level satisfaction and commitment were more strongly related to absenteeism when units were located in areas with plentiful job alternatives. We thank Associate Editor Nandini Rajagopalan and three anonymous reviewers for their valuable feedback and suggestions. Work-Unit Absenteeism 2 AbstractPrior research is limited in explaining absenteeism at the unit level and over time. We

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“…Higher levels of job satisfaction have been linked to higher levels of job performance [40], organizational commitment [41], organizational citizenship behaviors [42], and loyalty to the organization [43]. Lower levels of job satisfaction have been found to be related to higher levels of organizational deviance, such as absenteeism [44], tardiness [45], and employee turnover [46].…”

Section: Hope Theory and Job Satisfactionmentioning

confidence: 99%

Mediating Organizational Cynicism: Exploring the Role of Hope Theory on Job Satisfaction

Kudo¹,

Sakuda²,

Tsuru³

2016

ujm

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The majority of research on groups and organizations has focused on the negative consequences of organizational life, but few studies have focused on how positive traits and qualities, such as hope, may impact groups. In this study we examined the relationship between hope, organizational cynicism and global job performance. All full-time employees (n = 95) of an educational institution were surveyed using existing scales for organizational cynicism (alpha = 0.94), hope (alpha = 0.87), and global job satisfaction (alpha = 0.87). Hierarchical regression confirmed existing research and suggested a negative relationship between organizational cynicism and job satisfaction (p < 0.001), and also provided evidence of a positive relationship between hope and job satisfaction (p < 0.05). Follow-up analysis showed hope partially mediated the negative relationship between organizational cynicism and global job satisfaction (p < 0.01). This study contributes to the existing literature by discovering a positive relationship between hope and job satisfaction, as well as evidence of partial mediation in regards to organizational cynicism. Hope, which has been characterized as both a state of mind and a personal trait, appears to counter the negative effects of organizational cynicism. This suggests hope may allow individuals a means to address negative workplace attitudes and conditions.

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Understanding the "personological" basis of employee withdrawal: The influence of affective disposition on employee tardiness, early departure, and absenteeism.

Cited by 85 publications

References 67 publications

Diminishing the social network in organizations: does there need to be such a phenomenon as ‘survivor syndrome’ after downsizing?

Diminishing the social network in organizations: does there need to be such a phenomenon as ‘survivor syndrome’ after downsizing?

Work-Unit Absenteeism: Effects of Satisfaction, Commitment, Labor Market Conditions, and Time

Mediating Organizational Cynicism: Exploring the Role of Hope Theory on Job Satisfaction

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