Employee Absenteeism: A Review of the Literature
Iowa State University USAJournal of Vocational Behavior (Impact Factor: 2.59). 06/1977; 10(3):316-340. DOI: 10.1016/0001-8791(77)90066-5
The purpose of this paper is to review the literature on employee absenteeism as a form of withdrawal behavior apart from turnover. Studies examining the psychometric properties of absence measures are reviewed, along with the relationship between absenteeism and personal, attitudinal, and organizational variables. Studies exploring the relationship between absenteeism and turnover are examined according to the unit of analysis studied in the research. Programmatic efforts to reduce employee absenteeism are also reviewed. Throughout the paper emphasis is placed on the indices used by investigators to measure absenteeism, and the problems that have arisen in the literature through the use of multiple indicators of absenteeism. The review concludes with suggestions for research that are of both theoretical and practical concern.
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ABSTRACT: The concepts of organizational identification and team identification have been researched heavily over the last half-century. However, scholars have failed to specifically examine organizational identification among sport employees. We develop a theoretical framework of organizational identification of sport employees, coined Sport Employee Identification (SEI). We conceptualize SEI as an amalgamation of organizational identification and team identification in which sport employees are both external (fans) and internal (employee) members of the sport organization. The development of the SEI model is based on related theory and further ethnographic data are collected over a four-month period within an intercollegiate athletics fundraising department. Implications for scholars and practitioners and avenues for future research are discussed.Sport Management Review 03/2015; DOI:10.1016/j.smr.2015.02.002
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- "In this research, the consequences of absenteeism on the quality of products is measured. Many researchers consider that absenteeism is an important problem for employers (Allen, 1983; Hackett, 1989; Hackett & Guion, 1985; Inman, Jordan, & Blumenfeld, 2004; Lyons, 1972; Muchinsky, 1977; Pinker & Shumsky 2000; Steel & Rentsch, 1995). Inman et al. consider that assembly lines require the presence and training of every worker. "
ABSTRACT: Absenteeism among manual workers is without doubt one of the most significant factors that affect the functioning of assembly lines. It is a widely held view that high levels of absenteeism have negative repercussions on the quality and costs of operations. According to the scientific theory of work, workers who temporarily stand in for their absent colleagues affect production quality levels because of a lack of work specialization and experience. However, new and sophisticated automation can eliminate the effect of absenteeism on assembly line production. This article gathered more than 960,000 products produced by different levels of absenteeism. The effects of absenteeism on the quality of products in assembly lines over the course of one year were analyzed. In contrast to established thinking, the empirical evidence presented here confirms that absenteeism does not always produce problems in the quality of products. This evidence can be explained by the need for specialization among manual workers has been reduced by the invention of more sophisticated and specialized machinery. © 2007 Wiley Periodicals, Inc.Human Factors and Ergonomics in Manufacturing 01/2008; 18(1):49 - 69. DOI:10.1002/hfm.20095 · 0.86 Impact Factor
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