Using the Steers-Rhodes (1984) framework to identify correlates of employee lateness

Bardsley, James Jackson; Rhodes, Susan R.

doi:10.1007/bf02249608

Cited by 9 publications

(3 citation statements)

References 28 publications

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“…Though this research has produced sometimes‐conflicting findings and the overall explanatory power of job satisfaction has been widely debated over that time, it has been generally accepted in the workplace literature that satisfied workers are more productive and perform at a higher level (Schleicher et al , 2004; Harter et al , 2002; Judge et al , 2001; Sousa‐Pouza and Sousa‐Pouza, 2000). It has further been demonstrated that low‐job satisfaction can lead to higher absenteeism and turnover (Clark et al , 2005; Johns, 2002; Bardsley and Rhodes, 1996; Dwyer and Ganster, 1991; Leigh and Lust, 1988; Adler and Golan, 1981; Ronan, 1970; Vroom, 1964). Additionally, a wide body of work and health research has shown the link between job satisfaction and worker health (Karasek, 1979; Totterdell et al , 2006; Tsutsumi, 2005).…”

Section: Job Quality Characteristics and Job Satisfaction Overviewmentioning

confidence: 99%

Global shifts

Westover

2010

International Journal of Social Economics

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PurposeThe purpose of this paper is to extend Handel's intrinsic and extrinsic framework for understanding job characteristics and job satisfaction to the worker experience in socialist and post‐socialist Hungary.Design/methodology/approachNon‐panel longitudinal data from the International Social Survey Program (work orientations I and II: 1989 and 1997 – survey questions on job characteristics and job quality) are used to examine the changing job quality and job satisfaction determinants in socialist and post‐socialist Hungary.FindingsDescriptive statistics and regression analysis show that there are many significant changes in the intrinsic and extrinsic job characteristics and perceived job satisfaction of Hungarian workers from 1989 to 1997.Research limitations/implicationsThe main limitations of this research are that the key variables are subjective single‐item indicators; the non‐panel longitudinal nature of the data means the direction of causality among the variables examined cannot be tested specifically; and some variables of interest and other important control variables cannot be included in the analysis, as data were not available for both waves of the survey.Practical implicationsSince worker job satisfaction impacts firm performance and various measures of worker well‐being, firms (regardless of economic sector or private/public status) need to be cognizant of these differences and unique challenges facing Hungarian workers and work to tailor management philosophy and policy to create a unique work atmosphere that will benefit the interests of both the employer and the employee.Originality/valueThe main contribution of this paper is the analysis of changes in intrinsic and extrinsic job characteristics in Hungary, in light of the sweeping political and economic changes that accompanied the transition from a socialist state to a post‐socialist regime.

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Section: Job Quality Characteristics and Job Satisfaction Overviewmentioning

confidence: 99%

Global shifts

Westover

2010

International Journal of Social Economics

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“…Some factors ended in tardiness is predicted by commuting, family issues over the work, personality, and commitment to the company [1]- [3]. Both in the organization and studies, lateness has a little highlight compared to other behaviors [2] [4]. Absenteeism and turnover are distinguishable whereas the lateness is possibly not present in employee records [2].…”

Section: Introductionmentioning

confidence: 99%

Prediction of Employees’ Lateness Determinants using Machine Learning Algorithms

Mercara¹

2020

IJATCSE

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The lateness of employees greatly affects the organization from manpower, to the financial cost, and even to its production. There are a lot of factors which cause the employees to arrive late at work; hence, it is still a hot topic for research. Data mining techniques have good possibilities to address the issue. Through this study, C4.5 and Naïve Bayes, which are both classification algorithms, were used to test in determining the best technique measured by various criteria, which include accuracy, precision, area under the ROC curve (AUC), Recall, and F-Measure. The results of the study were obtained that Naïve Bayes got higher outcomes with 83.3333% accuracy rate compared to C4.5 with 72.2222% and concluded as potential Data Mining Techniques for employees' tardiness. Finally, in this study, the lateness of employees is often done by employees going late to bed.

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“…For example, it been shown that satisfied workers are more productive and perform at a higher level (Schleicher, Watt & Greguras, 2004;Harter, Schmidt & Hayes, 2002;Judge et al, 2001;Souza-Poza & Souza-Poza, 2000;Westover, 2010a). On the other hand, low job satisfaction reportedly leads to higher absenteeism and turnover (Clark, Peters, and Tomlinson, 2005;Bardsley and Rhodes, 1996;Dwyer and Ganster, 1991;Leigh and Lust, 1988;Adler and Golan, 1981;Ronan, 1970;Vroom, 1964).…”

Section: Introductionmentioning

confidence: 99%

A Longitudinal Analysis of Changing Job Quality and Worker Satisfaction in Israel

Westover¹

2011

KCAJBM

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Prior research has indicated that the nature of work has changed dramatically in recent years in response to economic shifts and an increasingly global economy. This study used non-panel longitudinal data from the International Social Survey Program (Work Orientations I and II: 1989 and 1997-survey questions on job characteristics and job quality) to examine the changing job quality and job satisfaction determinants in Israel, while exploring the country contextual and cultural shifts that impacted this change. Descriptive statistics and regression analysis show that there were many significant changes in the intrinsic and extrinsic job characteristics and perceived job satisfaction of Israeli workers from 1989 to 1997. The study found workers' job satisfaction impacting firm performance and workers' well-being. The results affirm the need for firms to be cognizant of differences and unique challenges facing Israeli workers and thus tailor their management philosophy and policies to create an organizational environment mutually beneficial to the firm and the employees.

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Using the Steers-Rhodes (1984) framework to identify correlates of employee lateness

Cited by 9 publications

References 28 publications

Global shifts

Global shifts

Prediction of Employees’ Lateness Determinants using Machine Learning Algorithms

A Longitudinal Analysis of Changing Job Quality and Worker Satisfaction in Israel

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