Predicting absenteeism from prior absenteeism, attitudinal factors, and nonattitudinal factors.

Prior absenteeism, job attitudes, demographic variables, and personality variables were correlated in a longitudinal study with absence frequency for 174 employees (mean age 34 yrs) in a manufacturing plant. Measures included the Minnesota Satisfaction Questionnaire, Health Locus of Control (LOC) Scale, and Rosenberg Self-Esteem Scale. Multiple regression analysis showed, as hypothesized, that tenure, marital status (married), group cohesiveness, self-esteem, and an internal health LOC were negatively related to absenteeism and that sex (female) and prior absenteeism were positively related to absenteeism. Job satisfaction, job level, and age did not predict absenteeism. Hierarchical regression analyses revealed that prior absenteeism, group cohesiveness, and an internal health LOC accounted for unique variance in absenteeism. (28 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Does the Holland code predict job satisfaction and productivity in clothing factory workers?

Sewing machine operators (N?=?318) in three clothing factories located in the rural South were administered the Self-Directed Search (Form E) to determine Holland code, and their work productivity, job satisfaction, absenteeism, and insurance claims were assessed. Results suggested that although this work environment is typified by Holland (1977) as a conventional-realistic environment, the preponderance of workers were of the social code. Job satisfaction was predicted by code on one satisfaction measure (p?p?p?     

Age-related differences in work attitudes and behavior: A review and conceptual analysis.

Presents a theoretical framework for understanding age-related differences in work attitudes and behavior. Based on a review of more than 185 research studies, age-related differences in 3 major categories of variables are examined: work attitudes, work behaviors, and values, needs, and preferences. The work attitudes include overall job satisfaction; satisfaction with work itself, pay, promotions, co-workers, and supervision; job involvement; internal work motivation; organizational commitment; and turnover intention. Among the behavioral characteristics are performance, turnover, absenteeism, and accidents. Consistent age-related differences are reported for a number of work attitudes and behaviors, but conceptual and methodological difficulties preclude identifying causal factors in the relationship between age and work attitudes and behaviors. Some theoretical orientations having utility for guiding theory development and research on age differences are discussed. (6 p ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Organizational, work, and personal factors in employee turnover and absenteeism.

Critically examines research over the past 10-12 yrs concerning factors related to turnover and absenteeism in work situations. On a general level, overall job satisfaction was consistently and inversely related to turnover. In an effort to break down the global concept of job satisfaction, various factors in the work situation were analyzed as they related to withdrawal behavior. 4 categories of factors, each representing 1 "level" in the organization, were utilized: organization-wide factors, immediate work environment factors, job-related factors, and personal factors. Several variables in each of the 4 categories were found to be related fairly consistently to 1 or both forms of withdrawal. An attempt is made to put the diverse findings into a conceptual framework centering around the role of met expectations. Methodological considerations and future research needs are also discussed. (83 ref.) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Man-machine interaction and absenteeism.

Designed a study of a paper products factory to provide objective data for the hypothesis that certain classes of industrial work cause alienation, using absenteeism as an index of dissatisfaction. A questionnaire was developed involving 38 distinctive features of man-machine interaction that characterized 40 different job stations involving a labor force of 230 male workers. Absentee records for a set of 6,000 man-work weeks provided the basis for the computation of absentee rates for each station. Of the 40 job stations, those that embodied conditions where employees (a) set their own pace, and/or (b) could adjust or correct the machine had less absenteeism associated with them. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Stress factors and their effect on absenteeism in a corporate employee group

This research measured the effect of health evaluation interviews on illness absenteeism in a group of 500 corporate employees. The 20-minute interview, done in conjunction with the periodic medical examination, was designed to assess stress-related symptoms and coping abilities relate primarily to work stress. Referrals and educational materials were given to those employees who had stress-related symptoms. Illness absenteeism was monitored six months prior to and six months after the interview. Control groups of employees matched by sex, job classification and job stress score were compared with the experimental group who had the health evaluation interview. A significant drop in illness absenteeism for the experimental group as a result of the health evaluation interview and referral was observed.     

Leadership and predictive abstracting.

83 employees representing 4 echelons were administered an attitude questionnaire dealing with job satisfaction, economic issues, and social issues. Then each echelon predicted the attitudes of department managers as one group and non-supervisory personnel as a second group. The data generally support the hypothesis that predictive abstracting is an aspect of leadership, with the following specific observations: (1) the supervisory personnel predicted more accurately than the non-supervisory and (2) the more focal supervisory echelons predicted more accurately than the less focal. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

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

This study investigated the impact of positive affectivity (PA) and negative affectivity (NA) on employee tardiness, early departure, and absenteeism, controlling for demographic, job-related, and environmental variables. The 3 temporary withdrawal measures were collected from organizational records in the 12 months following the survey. The LISREL analysis was based on a sample of 362 blue-collar employees from a multinational automotive manufacturer. The results indicate that individuals high in PA were associated with increased tardiness and early departure but decreased absenteeism. Individuals high in NA were associated with increased early departure. In terms of moderator effects, job satisfaction had a significant negative impact for individuals low in PA in predicting tardiness and early departure, whereas job satisfaction displayed a significant negative relationship with early departure for individuals high in NA. Implications of the findings are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Work attitudes, motivation, and performance.

Discusses motivational variables both as determinants of performance by the individual in an organization, and as ingredients of work attitudes, such as job satisfaction. Motivation studies have included motivational traits (relatively enduring predispositions), motivating environments, expectancies, and equity theory. Research on job satisfaction and job involvement reveals few consistent relationships to job performance, but they do predict absenteeism and turnover. A few studies of motivational traits suggest possible utility in predicting role performance in managerial or sales positions. Motivating environments seem to have significant relations to job satisfaction and effectiveness. After reviewing several categories of programs aimed at improving motivation, the author expresses a cautiously optimistic view about the success of these programs in improving worker attitudes and/or worker performance. (33 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Gender differences in correlates of job satisfaction.

Compared the relationships between evaluations of specific job attributes and overall job satisfaction for men and women. Data from a 1977 national survey of 1,524 Canadians show differences between the sexes in assessed quality of job attributes. Although some hypotheses concerning gender differences for strengths of relation between evaluations and satisfaction were confirmed, the magnitude of these differences was small. Results are discussed in relation to changing attitudes toward work on the part of women. (French abstract) (19 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Work, nonwork, and withdrawal.

Studied absenteeism among 186 full-time unionized employees (average age approximately 32 yrs) who had continuous 4-yr work histories and who had not switched jobs between 1974 and 1977 to test the linkage between the relative attachments to work and nonwork domains and temporary withdrawal. Nonwork attachment was measured as an S's internal value of nonwork time; it was based on a unique measurement approach to capture income–leisure trade-offs using a within-Ss model. Work attachment was measured using job-scope perceptions and job satisfaction. Absenteeism was measured using both frequency and duration-of-episodes measures to capture the process of withdrawal from and return to work, respectively. The value of nonwork time was more strongly associated with absentee hours, whereas work attachment was more consistently correlated with absentee inception. Results support the view that absenteeism is a function of motivation processes extant in work and nonwork domains. (36 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Predicting union attitudes in student part-time workers.

Examined the predictors of general union attitudes in a sample of 84 high school and 42 first year university students (aged 15–21 yrs) who were employed part-time. In addition to two aspects of family socialization towards unions (parents' perceived union attitudes and perceived union activities), Ss' job quality and satisfaction with both co-workers and supervisors were also assessed as predictors of their own general union attitudes. Results show that only Ss' perception of their parents' general union attitudes was significantly associated with their own general union attitudes. Thus, family socialization contributed the greatest amount of variance to general union attitudes. Neither job quality, nor supervisory or co-worker satisfaction were associated with Ss' union attitudes. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Favorable self-perception, perceived supervisory style, and job satisfaction.

Compared interrelationships of favorable self-perception as measured by biographical data, perceived supervisory style of the boss, and job satisfaction of 128 administrators and professional employees of a state department of public instruction. All ss were given the administrative attitude questionnaire and the biographical information blank. Data indicate that ss with a high level of favorable self-perception were less likely to perceive the supervisory style of their boss as supportive and reported lower levels of job satisfaction than those with a low level of favorable self-perception. More supportive styles of supervision were found to be associated with higher levels of job satisfaction, although the effect was moderated by favorable self-perception. Results are discussed in terms of the relationship between expectations, experience, and attitudes. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

An evaluation of some aspects of the Steers and Rhodes model of employee attendance.

Examined the relationships between production employee absenteeism and personal characteristics, job situation, and job satisfaction. Also investigated was R. M. Steers and S. R. Rhodes's (see record 1979-09970-001) model of employee attendance, which suggests that these variables are major influences on absenteeism. Results indicate some statistically significant and some nonsignificant relationships between absence from work and this set of variables. Job satisfaction was not a major influence on variation in absenteeism. (15 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Predicting sales performance, job satisfaction, and depression by using the Achievement Strivings and Impatience-Irritability dimensions of Type A behavior.

Recent research suggested that two dimensions of Type A behavior, namely, Achievement Strivings (AS) and Impatience-Irritability (II), differentially predict physical health and performance outcomes. The present study extends this research and examines whether AS and II differentially predict work performance (number of insurance policies sold), work attitudes (job satisfaction), and depression in a sample of 117 life insurance salespersons. As hypothesized, after statistically controlling for relevant biographical variables and II, AS predicted the number of policies sold and job satisfaction but was not related to depression. After partialing out the effect of relevant biographical variables and AS, II was associated with depression but not with the number of policies sold. In addition, controlling for the same variables, II was negatively associated with job satisfaction. Implications for the prediction of sales performance, job satisfaction, and depression, and interventions designed to decrease the negative consequences of Type A by reducing II but not AS, are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A multilevel model of the effects of equal opportunity climate on job satisfaction in the military.

To date, minimal work has explored associations between equal opportunity (EO) climate and employee work attitudes, and no known research has investigated the effects of EO climate beyond the individual level. We address these gaps in the literature by testing a multilevel structural equation model in which effects of EO climate are considered at both the individual and unit levels. At the individual level, we predicted that psychological EO climate would be directly associated with job stress and job satisfaction, as well as indirectly related to job satisfaction via stress. In addition, cross-level associations between unit EO climate and job stress and job satisfaction were hypothesized to be mediated by cohesion. Findings supported the proposed model; hypothesized relations were supported at both levels of analysis. We conclude with a discussion of the findings, study limitations, and directions for future EO climate research. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Major influences on employee attendance: A process model.

Presents a model of employee attendance in work organizations based on a review of 104 empirical studies. It is suggested, based on the literature, that attendance is directly influenced by 2 primary factors: (a) attendance motivation and (b) ability to come to work. Attendance motivation, in turn, is largely influenced by satisfaction with the job situation and various internal and external pressures to attend. The model attempts to account for both voluntary and involuntary absenteeism. Moreover, the model argues against earlier assertions that absenteeism is principally caused by job dissatisfaction and that absenteeism and turnover share common roots. Available literature is largely consistent with the model but not sufficient to validate it. (3 p ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Relationships between job difficulty, employee's attitude toward his job, and supervisory ratings of the employee effectiveness.

Using correlational techniques, an investigation was made of the relationships between job difficulty (estimated by job evaluation factors), employee attitudes toward his job, and job environment, and supervisory ratings of employee performance. As job difficulty increased, employee attitudes were significantly more positive toward the job, management, and communication, and opportunity for advancement. Partial correlations showed that the relationship between job satisfaction and job difficulty increased when the effects of general morale were eliminated. Supervisory ratings of employee effectiveness were significantly rated (negatively) to employee salary and job tenure. Correlations between employee's attitude dimensions indicate increasing complexity of job content and increased content with people as a part of the job, are positively related to an employee's attitude toward his job. (PsycINFO Database Record (c) 2010 APA, all rights reserved)