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Unfairness at work as a predictor of absence
Abstract
This study among 514 security guards examines the relationship between perceptions of unfairness at work and absenteeism during a one-year follow-up. On the basis of previous theoretical work and fragmented empirical evidence, it was hypothesized that distributive unfairness causes absence behavior in a direct or indirect way (through health complaints). Procedural unfairness was hypothesized to cause absence behavior through affective commitment or through health complaints. Results of a series of structural equation modelling analyses offer support for the mediating role of health complaints in the relationship between (distributive and procedural) unfairness at work and absenteeism. Moreover, our findings demonstrate that perceived unfairness contributes to explaining T2-absenteeism over and above the impact of T1-absenteeism and traditional work-related stressors (i.e., work load and low job control). The theoretical and practical implications of these findings are discussed. Copyright © 2002 John Wiley & Sons, Ltd.
... Indeed, Dittrich and Carrell [44] demonstrated that employees tend to legitimize absenteeism as one available means to respond to low-quality exchange relationships with their organizations caused by unfair treatment. In a similar vein, De Boer et al. [45] found that perceived unfairness at work is a significant predictor of reduced attendance motivation. It is conceivable that psychological stress or illness relating to perceived organizational injustice contributes to this reluctance to attend work, leading to lower levels of input if the employees' work situation remains unchanged. ...
... First, unlike prior empirical research that has found a negative relationship between organizational justice and voluntary absence [43][44][45], our study revealed that public employees with high levels of organizational justice are more likely to be absent from their work [43][44][45]. This is inconsistent with the social exchange theory. ...
... First, unlike prior empirical research that has found a negative relationship between organizational justice and voluntary absence [43][44][45], our study revealed that public employees with high levels of organizational justice are more likely to be absent from their work [43][44][45]. This is inconsistent with the social exchange theory. ...
Although the relationships between fair treatment by the organization and work-related outcomes are contingent on motivational traits, little scholarly attention has been paid to how extrinsic and intrinsic work motivation shape the influence of organizational justice on employee voluntary absence in the field of public management. In this context, our study aims to explore the direct effect of organizational justice on voluntary absence based on social exchange theory, as well as the moderating roles of extrinsic and intrinsic work motivation in the relationship, building on the equity sensitivity theory. Using National Administrative Studies Project–III (NASP III) survey data from a sample of 709 public employees from two state governments (i.e., Georgia and Illinois) in the U.S. and negative binomial regression models, we found that organizational justice is positively associated with employee voluntary absence. Further analysis showed that while extrinsic work motivation mitigates the positive relationship between organizational justice and voluntary absence, intrinsic work motivation enhances the positive relationship between organizational justice and voluntary absence. Accordingly, our study offers meaningful implications that are essential for public management scholars and organizations to consider in order to develop effective managerial practices based on the fitness between organizational justice and employees’ motivational traits, thus reducing employee voluntary absence and improving organizational performance and sustainability.
... Les absences peuvent aussi refléter une santé organisationnelle déficiente. Selon les résultats rapportés par divers auteurs, l'absentéisme peut représenter une réaction à l'injustice procédurale ou distributive (Chênevert, Jourdain, Cole, & Banville, 2013;de Boer, Bakker, Syroit, & Schaufeli, 2002;Tenhiälä et al., 2013) ou à un climat organisationnel caractérisé par des conflits (Sounan & Gagnon, 2005). De son côté, la méta-analyse de Carr, Schmidt, Ford et DeShon (2003) montre que l'effet du climat sur l'absentéisme se fait sentir à travers son influence sur l'engagement organisationnel et la satisfaction au travail. ...
... En 1977, Nicholson classait les modèles recensés en trois catégories : 1. ceux qui voient l'absentéisme comme un moyen d'éviter les aspects négatifs du travail; 2. ceux qui considèrent l'absence comme un processus d'adaptation aux exigences du travail; 3. ceux qui proposent que les absences résultent de décisions visant l'atteinte de buts spécifiques. de Steers et Rhodes (1978); 2. l'implication au travail, qui a animé les recherches au cours des années 1980 et qui a donné lieu au modèle explicatif de Brooke (1986); 3. la justice organisationnelle, dont l'influence s'est principalement fait sentir durant les années 1990 et qui sous-tend le modèle explicatif de de Boer et al. (2002). La difficulté de dégager une cause unique en raison de la complexité du phénomène se manifeste aussi dans le cas du présentéisme, Lohaus et Habermann (2019) affirmant, à la suite d'une analyse des écrits, qu'il n'y a pas de modèle explicatif universellement accepté de ce phénomène. ...
... • Des carences en matière de justice (procédurale, distributive, interpersonnelle) influent sur l'absentéisme, comme l'indiquent le modèle explicatif de de Boer et al. (2002) et diverses recherches (Chênevert et al., 2013;Tenhiälä et al., 2013). ...
Depuis plus de trois quarts de siècle, des milliers de recherches en psychologie du travail et des organisations ont jeté un éclairage sur cinq aspects de l’absentéisme : sa nature, sa mesure, ses effets, ses causes et les moyens de le réguler. Le corpus de connaissances dégagé des textes analysés a inspiré la formulation de cinq prémisses, soit une par aspect. Celles-ci constituent les fondements d’un modèle original d’analyse de l’absentéisme qui encadre la démarche d’intervention proposée dans ce texte. En plus d’être basée sur des résultats de recherche, l’approche sous-tendant ce modèle et cette démarche conçoit l’absentéisme comme un phénomène contingent, donc variable selon les contextes et les individus, et aux causes multiples.
... Procedural unfairness includes two sub-dimensions, namely, social procedural unfairness and structural procedural unfairness (De Boer et al., 2002). Social procedural unfairness concerns the degree to which superiors' interpersonal treatment toward subordinates are perceived as unfair, whereas structural procedural unfairness concerns the degree to which superiors' actions during decision-making procedures toward subordinates are perceived as unfair (Colquitt et al., 2006;De Boer et al., 2002). ...
... Procedural unfairness includes two sub-dimensions, namely, social procedural unfairness and structural procedural unfairness (De Boer et al., 2002). Social procedural unfairness concerns the degree to which superiors' interpersonal treatment toward subordinates are perceived as unfair, whereas structural procedural unfairness concerns the degree to which superiors' actions during decision-making procedures toward subordinates are perceived as unfair (Colquitt et al., 2006;De Boer et al., 2002). Unfair treatment by supervisors is regarded as a need-threatening situation for employees (Michel & Hargis, 2016). ...
... Cronbach's α ranged between 0.78 and 0.86 (M = 0.83) in the current study. Although De Boer et al. (2002) reported a high (betweenperson) correlation between the two dimensions (0.75), the correlation was found to be only 0.31 at the within-person level in our study. Moreover, multilevel confirmatory factor analysis (MCFA) showed that in our sample a two-factor model fit the data significantly better than a one-factor model (ΔSatorra-Bentler Scaled χ 2 (2) = 46.93, ...
This study investigates whether job stressors such as role ambiguity, procedural unfairness, and perceived competition may prompt high Machiavellian employees to use amoral manipulation at work. We also examine whether these manipulative behaviors are consequently related to their own task performance and affiliative citizenship behaviors. A weekly diary study was conducted among 111 Dutch employees over five consecutive working weeks, resulting in 446 assessed occasions. Using a multilevel moderated mediation model, we found that the relationship between weekly job stressors and weekly amoral manipulation (AM) was contingent on trait AM, when the job stressor was role ambiguity (but not when the job stressor was either weekly procedural unfairness or weekly perceived competition). Our results also revealed significant indirect effects of weekly role ambiguity on weekly task performance and weekly display of courtesy through state AM, when trait AM was high. Our findings suggest that role ambiguity activates high Machiavellian employees’ manipulative behaviors at work, which in turn leads to impaired task performance and less courtesy toward others during the same working week.
... These results from the interviews largely confirm the issues in the questionnaire as both results suggest that Senior Members had different expectations prior to accepting employment in the selected institutions. It is imperative to note that expectations are the very elements that influence people's decisions to accept to work with organizations although these expectations may sometimes be unrealistic (De Boer et al., 2002). This is since there is a general lack of knowledge among many job applicants about the job at the time that they receive an offer (De Boer et al., 2002). ...
... It is imperative to note that expectations are the very elements that influence people's decisions to accept to work with organizations although these expectations may sometimes be unrealistic (De Boer et al., 2002). This is since there is a general lack of knowledge among many job applicants about the job at the time that they receive an offer (De Boer et al., 2002). When expectations of an employee are not realized, the worker becomes disappointed and dissatisfied which may force him/her to decide to quit the job (De Boer et al., 2002). ...
... This is since there is a general lack of knowledge among many job applicants about the job at the time that they receive an offer (De Boer et al., 2002). When expectations of an employee are not realized, the worker becomes disappointed and dissatisfied which may force him/her to decide to quit the job (De Boer et al., 2002). ...
The study investigated the issue of employee retention across private tertiary institutions in Ghana with a focus on Senior Members of some selected university colleges in the Ashanti Region. The mixed-method approach was used in a descriptive survey design. In all, 111 respondents were selected from four university colleges using purposive and convenience sampling methods. Interview guide and questionnaire were relied upon in collecting data for the study, with frequencies, percentages, Kruskal-Wallis test and thematic analyses as analytical tools. The study observed that the expectations of Senior Members before accepting employment in the selected institutions include getting a high salary, better working conditions, more training opportunities, career development opportunities, a favourable working environment as well as obtaining some form of recognition and appreciation in the institutions. Again, several factors such as better remuneration, care and concern from employers, more training and development opportunities, better promotion system, conducive working environment, and increased employee engagement influenced retention of Senior Members in the institutions. However, no significant differences were observed in the views of Senior Members (academic and non-academic) of the selected institutions on the factors influencing employee retention. The study recommends that HR Units of the selected universities should effectively collaborate with the HRM experts of the universities to design fair and proper training and development programs to motivate employees to stay in the organizations.
... When evaluating organizational justice, it should be noted that, like any other justice, it is "in the eye of the beholder" [64]. Perceived organizational justice positively affects organizational commitment [65][66][67] and job satisfaction [66,67], while negatively affects absenteeism [68] and turnover [66,69,70]. ...
... A study in the energy industry [65] shows that employees with higher levels of education perceive organizational equity as less equitable. It has also been shown that feelings of distributive injustice, directly and indirectly, increase employee absenteeism and that procedural injustice causes absenteeism through affective commitment [68]. Organizational justice directly affects employee satisfaction, with distributive justice explaining more variance in job satisfaction than formal and interactional justice [73]. ...
The challenges of employee retention in the energy industry are more significant than in other industries where absenteeism is also common. The goal of this paper is to understand the variables influencing turnover intention while determining whether absenteeism in the energy sector can be a predictor of turnover intention. The turnover intention model was set up with the following predictor variables: Absenteeism, Affective Organizational Commitment, Organizational Justice, and Alternative Job Opportunities. The structured questionnaire was created by combining previously established scales. A primary survey was conducted on a sample of 156 employees, and a predictor analysis was conducted using regression analysis and SEM. The research results showed that alternative job opportunities have a direct and positive influence on turnover intention (β = 0.186), while organizational justice (β = −0.127) and affective organizational commitment (β = −0.317) have a negative direct influence on turnover intention. Absenteeism (β = 0.098) was found to have no significant influence on turnover intention. Apart from the obtained results indicating that absenteeism in the energy industry cannot be a predictor of turnover intention, the scientific contribution of the paper is also manifested in the analysis and critical review of previous research on turnover and absenteeism in the energy industry. The study’s conclusion is that affective organizational commitment is a key variable for employee retention, i.e., workforce sustainability.
... Il a démontré dans son étude que les plus de 50 ans s'absentent (taux d'absence = 5,03%) plus que les moins de 30 ans (taux d'absence = 3,06%) et le taux d'absentéisme des femmes (4,33%) est supérieur à celui des hommes (3,54%). Plusieurs modèles ont essayé d'expliquer les causes de l'absentéisme mais nous allons nous intéresser à celui de Nicholson (1977), de Bakker, Demerouti, de Boer et Schaufeli (2003) et de de Boer et al. (2002. ...
... Le modèle de De Boer et al. (2002) en se basant sur la théorie d' Adams (1963), indique que l'absentéisme est un mécanisme de rééquilibre ou de restitution de l'équité distributive. A travers ses absences, le travailleur réduit sa contribution individuelle sans que cela n'ait un impact sur sa rétribution. ...
p>Cette recherche vise à comprendre, la persistance des comportements d’absentéisme dans l’administration publique du Burkina Faso. Dans l’ensemble les pratiques au sein de cette administration ne diffèrent pas significativement de ce qui se pratique ailleurs sur le continent. Cependant, d’un pays à l’autre il existe certainement des différences. C’est pour cerner ces particularités au niveau du Burkina Faso en matière d’absentéisme que nous avons, pour ce faire, formulé cette hypothèse générale qui vise à analyser les déterminants psycho-sociaux à l’origine de la persistance des comportements d’absentéisme des agents de l’administration publique du Burkina Faso. Notre hypothèse générale a été élaborée en se basant sur les théories de la satisfaction au travail (Maslow, 1943 ; Herzberg, 1966 ; Adelfer, 1969), de l’absentéisme (à travers le modèle de la douleur de Chadwick-Jones, Nicholson & Brown, 1982), de l’adaptation (Johns, 1997) et de la décision mise au point (Steers et Rhodes, 1978). Les résultats obtenus montrent que la satisfaction intrinsèque, n’explique pas l’absentéisme. Toutefois, l’étude révèle que lorsque la satisfaction extrinsèque d’un agent augmente son absentéisme baisse.
This research aims to understand the persistence of absenteeism behaviors in the public administration of Burkina Faso. On the whole, the practices within this administration do not differ significantly from what is practiced elsewhere on the continent. However, from country to country there are certainly differences. It is to identify these particularities at the level of Burkina Faso in terms of absenteeism that we have, to do this, formulate two hypotheses. These hypotheses were developed based on the theories of job satisfaction, particularly those developed by Maslow (1943), Herzberg (1966), Adelfer (1969), but also on the theories of absenteeism through the model of pain (Chadwick-Jones, Nicholson & Brown, 1982), that of adaptation (Johns, 1997) and finally the decision model developed by Steers and Rhodes (1978). The results obtained show that intrinsic satisfaction in no way explains absenteeism, which means that the relationship between intrinsic satisfaction and absenteeism has not been confirmed. However, when their extrinsic satisfaction with an agent increases, their absenteeism decreases.
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... En el contexto organizacional, cuando los empleados perciben que reciben un trato digno, prestaciones y salarios justos, promociones y tareas equitativas, habrá un efecto en el desempeño de los trabajadores: mantendrán actitudes positivas y, por ende, obtendrán buenos resultados (De Boer, Bakker, Syroit, & Schaufeli, 2002;Mladinic & Isla, 2011). La justicia organizacional puede generar grandes beneficios para las firmas, ya que, si estas forjan una mayor confianza y compromiso en los trabajadores, estos mismos contribuirán en gran medida en los resultados de la empresa. ...
... Incluso, los trabajadores pueden abandonar la organización por lo que perciben sobre el entorno laboral. Los empleados pueden expresar emociones y comportamientos negativos, además de sentimientos de insatisfacción y desmotivación (De Boer et al., 2002;Mladinic & Isla, 2002, 2011. Cabe destacar que la percepción que los trabajadores tienen con respecto a las buenas prácticas de equidad internas puede ser benévola para la organización al tener un impacto considerable en los resultados de la operación (Pérez et al., 2014). ...
En la actualidad, las organizaciones tienen la necesidad de contar con personas comprometidas, calificadas y satisfechas. Por ello, cada día las empresas se esfuerzan en ofrecer entornos justos y competitivos con la finalidad de ser exitosas. El objetivo de esta investigación fue analizar si la justicia organizacional impacta sobre el capital psicológico y la satisfacción laboral de los empleados de nivel operativo que laboran en una empresa del ramo automotriz en la frontera norte de Chihuahua. El trabajo fue de tipo cuantitativo, no experimental, transversal y correlacional. Se consideró una muestra probabilística y se aplicaron 329 encuestas a trabajadores de nivel operativo, las cuales fueron suministradas en el entorno de trabajo. Los datos recabados fueron analizados mediante la estimación de mínimos cuadrados parciales (PLS). El modelo se corrió con el software Smart PLS3. Los resultados evidencian que las relaciones planteadas son significativas: la justicia incide positiva y significativamente sobre la satisfacción laboral y el capital psicológico. Además, el capital psicológico influye significativamente sobre la satisfacción laboral.
... We consider a number of these for the instrumental variable (IV) analysis of Equation (1), in addition to the Ofsted leadership ratings. Rates of employee absenteeism have been shown to increase with unfair treatment (de Boer et al. 2002), and stable employment, measured by the proportion of teachers aged 50 and over, is correlated with employee commitment and fairness perceptions (e.g. Pignata et al. 2016). ...
This study investigates how the quality of performance appraisals influences perceptions of merit pay − whether it is viewed as motivating or divisive − and its impact on achieving performance objectives. Using longitudinal survey data collected from classroom teachers in England and Wales between 2014 and 2018, and employing an instrumental variable approach, the analysis reveals that the effectiveness of merit pay in improving employee performance is closely tied to the quality of appraisal processes. Procedural fairness emerges as a key factor in fostering both motivational and divisiveness attitudes, whereas poorly designed or disengaging appraisals tend to amplify divisiveness rather than motivation, undermining the achievement of performance objectives. These findings highlight the need to carefully weigh both the potential benefits and drawbacks of merit pay systems.
... In contrast, short-term SA spells have been related to common and less severe health problems, such as respiratory diseases and headache (Feeney et al. 1998;Szubert et al. 2016), and also lifestyle factors, such as smoking and physical inactivity (Kanerva et al. 2018;Salmela et al. 2023). Moreover, there is some evidence that short-term SA would be especially related to work (Leineweber et al. 2020), as it could be used for coping at work (de Boer et al. 2002), indicating an employee's poor possibilities for adjusting their work (Leineweber et al. 2020). However, more evidence is needed in younger employees, who have been found to have more short-term SA than older workers (Sumanen et al. 2015). ...
Purpose
Psychological distress has been associated with sickness absence (SA), but less is known about whether there are distinct patterns in the development of SA among people with psychological distress. We examined trajectories of short- and long-term SA among employees with psychological distress and how social and health-related factors are associated with them.
Methods
We used the employer’s register data on all-cause short- (≤ 10 working days) and long-term (> 10 working days) SA with a two-year follow-up. We prospectively linked the Helsinki Health Study survey data on 19–39-year-old employees of the City of Helsinki, Finland, in 2017, to the SA data. We included 1060 participants (81% women) who reported experiencing psychological distress, measured by the emotional wellbeing scale of RAND-36. Survey responses of age; gender; education; marital status; social support, procedural and interactional organisational justice, and bullying at work; physical activity; diet; tobacco and alcohol use; prior SA; and the level of psychological distress were included as exposures. Group-based trajectory modelling and multinomial logistic regression were used for the analyses.
Results
We identified four short-term SA trajectories: ‘low’ (n = 379, 36% of participants), ‘descending’ (n = 212, 20%), ‘intermediate’ (n = 312, 29%), and ‘high’ (n = 157, 15%); and two long-term SA trajectories: ‘low’ (n = 973, 92%) and ‘high’ (n = 87, 8%). A higher education, fewer prior SA, and lower levels of psychological distress were associated with the ‘low’ short- and long-term SA trajectories.
Conclusion
SA trajectories differ among employees with psychological distress. Early intervention and support are needed among employees with mental health symptoms to prevent future SA.
... According to Adams's (1965) equity theory, inequity of inputoutput ratio (e.g., effort-salary ratio) compared with a salient referent leads to perceptions of low distributive justice, which motivates employees to reduce input/effort as a means of restoring equity. In particular, individuals can devote less time to the workplace and withdraw the effort made in specific work tasks to lower their input (Adams, 1965;De Boer et al., 2002). Alternatively, when the magnitude of inequity is high and there is no other means available, employees can adopt a more radical type of withdrawal-for example, leaving the organization (Adams, 1965). ...
Salary comparison has well-established implications for employees’ attitudes and behaviors at work. Yet how employees process information about simultaneous comparisons, particularly when internal and external comparison information is incongruent, remains controversial. In this article, we draw from the model of dispositional attribution and equity theory to predict how the incongruence of internal and external salary comparisons affects perceptions of distributive justice and subsequent employee withdrawal behavior. We hypothesized that the effect of salary comparisons on perceived distributive justice follows a hierarchically restrictive schema in which a lower salary in comparison to a referent has a greater effect than a higher salary. This further affects employee withdrawal (neglect, turnover intention, and voluntary turnover). We also propose that the effects of salary comparisons are bounded by employees’ zero-sum construal of success. Three studies were conducted to test our hypotheses: a quasi-experimental study and two time-lagged field studies. Consistent with our hypotheses, we observed that, when comparison information was incongruent, underpayment compared with others more strongly affected perceived distributive justice than overpayment did. The subsequent impact on perceived distributive justice was negatively related to employee withdrawal. As expected, the effect of incongruent salary comparison information was stronger for employees with lower zero-sum construal of success. The theoretical and practical implications of these findings are discussed.
... Employees who perceive general fairness in the workplace run a lower risk of taking sick leave due to mental health issues (Elovainio et al., 2013). Similar results from the Netherlands showed that where fairness in the workplace was assessed to be high, depressive symptoms were assessed to be lower and there were lower levels of sickness absence (De Boer et al., 2002). Fairness can also balance out other problems with the work environment. ...
This review of current knowledge under the heading ‘Competitive advantage
through Vision Zero’ aims to make clear
the link between primary industry’s investments in improving the work environment, health and safety and increased competitiveness.
In this project, which was financed by Industriarbetsgivarna, we have brought together not only the existing research, legislation and regulations, but also reports and industry knowledge. We have also interviewed researchers as well as key individuals from a number of industrial companies, all of which carry out systematic preventive work environment management, on their views as to how investments in improving the work environment, health and safety are linked to productivity and competitiveness.
The intention is not to produce a comprehensive report of all the existing well-conducted studies, but rather the primary aim is to provide a source of inspiration and know-how support in line with Industriarbetsgivarna’s efforts towards Vision Zero for accidents and health issues within industry. In addition to reporting on various classic economic perspectives of occupational health, our ambition – starting from the latest research in the area – is to reveal both the costs and the benefits that are not usually visible. The report authors also wish to emphasise that any interpretations and views presented in this review of current knowledge are the authors’ own and not those of Industriarbetsgivarna.
This report takes as its starting point Industriarbetsgivarna’s Vision Zero and its three main pillars: leadership, participation and competence. We will shortly describe how working life and the concept of the work environment have developed, after which we will focus on the costs and benefits associated with the work environment as well as health and safety in businesses in general and in industrial companies in particular. In the concluding discussion we link these pillars with the concept of social capital. Social capital can be described as an approach and a culture that is cultivated by strengthening relationships in the workplace, both between managers and employees within the individual department and throughout the organisation. Social capital is a central factor that is associated with many other key factors of direct significance for health, safety, operations and efficiency.
We would like to express our gratitude to everyone who gave up their time to be interviewed and who so readily shared their experience and explained their perspectives on work environment management and its links with health, safety, profitability, productivity and competitiveness. Without these interviews we would not have been able to bring to life the industrial companies’ efforts in respect of the work environment and safety culture.
We would like to thank Åsa Dahlfors for acting as project manager. Our thanks also go to the project’s reference group, which provided inspiration as well as valuable input in all phases of the project and helped out with contacting the key individuals that we interviewed.
The Authors
Mikael Rehnberg,
Work Environment Expert and Trainer Robert Persson Asplund,
Chief Psychologist and Researcher
... Plusieurs études empiriques rapportent un lien négatif entre la justice organisationnelle perçue et la santé des travailleurs. Par exemple, la perception de justice en milieu organisationnel mène à une réduction de symptômes dépressifs chez les employés ainsi que de l'absentéisme occasionné par des plaintes psychosomatiques ou par des problèmes de santé (De Boer, Bakker, Syroit et Schaufeli, 2002 ;Ybema et Van den Bos, 2010). Plus précisément, des liens négatifs entre la perception globale de justice organisationnelle et l'épuisement professionnel ont été établis par Moliner et al. (2005). ...
La perception de justice organisationnelle a souvent été identifiée comme un antécédent de l’épuisement professionnel. Traditionnellement, la justice est étudiée quant à l’attribution des récompenses/punitions, mais la présente étude se penche précisément sur l’accès aux opportunités au travail telles que des promotions, des privilèges ou des mandats stimulants. Un questionnaire a été rempli par 153 travailleurs et encore six mois plus tard, par 100 d’entre eux. Une régression multiple a testé l’effet du changement des différents types de justice sur le changement d’épuisement professionnel. Les résultats indiquent que le changement de justice perçue entre les deux temps de mesure explique de manière significative l’épuisement professionnel au temps 2. La théorie de l’échange social apporte un éclairage sur ces résultats. Des pistes d’intervention favorisant la perception de justice dans les organisations sont discutées.
... To summarize, several longitudinal studies using objective assessments of sickness absence found support for an association between various justice indicators and sickness absence (Hjarsbech et al., 2014;Väänänen et al., 2004). Furthermore, self-reported shorter sickness absence was found to relate to motivation and commitment (Boer et al., 2002;Johansson, 2002). Although sickness absence cannot be considered to directly measure health it is strongly related to it. ...
Organizational injustice is known to negatively affect employees’ health and to increase the risk for sickness absence. The negative health effects are also known to be more pronounced in uncontrollable, strain increasing, situations at the workplace. This study tests whether locked-in status, i.e., being stuck in a non-preferred workplace, modifies the associations between injustice perceptions and frequent (≥2 times/yr) and long (≥ 8 days/yr) sickness absence. The sample contained 2631 permanent employees from the Swedish Longitudinal Occupational Survey of Health in 2018 and 2020. Multigroup structural equation modelling was used to compare the proposed relationships between employees who are locked-in in their workplace and employees who are not. We found a positive association between higher overall organizational injustice and long sickness absence two years later, with the association being stronger for the locked-in group. Also, higher injustice was associated with more frequent sickness absence, but only for those not being locked-in.
Employees being locked-in seem to have higher risk of long-term sickness absence which might indicate more serious health problems. Employees not being locked-in more often take short sickness absence, which could indicate a coping behaviour to handle high strain. This study adds knowledge to the role of locked-in status as a moderator in the much-studied relationship between organizational justice and health as well as to the multiple reasons underlying sickness absence.
... Similarly, Le et al. (2016) linked organizational justice with employees' well-being, which may also affect their attitude, motivation, and commitment. Prior research has shown that perceived or actual organizational justice among employees could lead to job stress and affects their psychological well-being, which may result in absenteeism (de Boer et al., 2002;Greenberg, 2004;Judge & Colquitt, 2004). ...
This study examined the predictive effect of organizational politics, organizational justice, and job satisfaction on turnover intention among civil servants in Oyo State, Nigeria. The study employed a descriptive research design. 1191 civil servants were selected through a multi-stage stratified sampling procedure. Four research instruments were used for this study: The Turnover Intention Scale, Organizational Politics Scale, Organizational Justice Scale, and Job Satisfaction Scale. Pearson Product Moment Correlation Coefficient (PPMC) and Multiple Regression Analysis were used to analyze the data. Results showed a significant association between turnover intention and organizational politics; an insignificant negative association between turnover intention and organizational justice; insignificant negative nexus between turnover intention and job satisfaction; a
... Absenteeism is a complex phenomenon related to several factors of an employees' personal life and work life (Johns 1997;Mastekaasa 2020). There is general agreement that absence from work should be seen as a function of both the ability and the motivation to attend work (De Boer et al. 2002;Johns 1997;Mastekaasa 2020). To explain how WSC and its different dimensions affect absenteeism, we therefore build on the dual path model described by Miraglia and Johns (2016). ...
Although absenteeism is a key concern in most western societies, research on reducing absenteeism in public sector organizations is scarce, particularly regarding the impact of organizational relationships. By building on the concept of workplace social capital (WSC) and using a large longitudinal cohort of Danish municipal employees, this study shows that three types of WSC (bridging, direct-leader-linking, and top-level-linking WSC) reduce absenteeism, while there is no significant effect of bonding WSC. Our empirical results further suggest that the relationships with the immediate leader and the top management (direct-leader-linking and top-level-linking WSC) are most important for employees’ absenteeism.
... berger in 1974 [4] frequently experienced especially in occupational groups that provide face-to-face service [5]. Burnout syndrome occurs as a result of stress reactions that develop due to long-term exposure to disturbing events [6]. The most comprehensive definition of burnout syndrome used today was made by Christina Maslach in 1981 [7]. ...
Objectives: The objective of this study is to examine the effects on burnout levels of socio-demographic characteristics of healthcare professionals in different professions who are on active duty during the COVID-19 pandemic. Methods: Obtained through socio-demographic information form created by the researchers and Maslach Burnout Scale (MBS) e-data collection method. Results: It has been found out that gender variable reveals important differences among healthcare professionals and female healthcare professionals are more exhausted than men, the burnout levels of healthcare professionals who have a one-to-one relationship with COVID-19 patients are higher, and healthcare professionals trying to obtain information about the pandemic through social media are more exhausted than others. Variables such as marital status, education level, and being diagnosed with COVID-19 were not found to affect burnout in this study. However, when the data set was divided into two over the gender variable, it was observed that the education level variable affected emotional exhaustion scores among female participants. Although the emotional exhaustion scores of female participants with doctoral and high school education did not reveal a significant difference between the groups in the advanced statistical study, they revealed a significant difference according to the One-Way Analysis of Variance. The group with the highest burnout among healthcare professionals was determined as nurses. Conclusions: It is important to carry out studies on psychological support and coping with burnout for healthcare professionals who are on active duty during the pandemic.
... In a bid to understand the organizational behavior, addressing the question of how employee's behaviors and attitudes are influenced by the organizational and individual psychosomatic dynamics is inevitable (Rhoades & Eisenberger, 2002;Van Dick, 2004). Organizational justice (OJ) which fundamentally focuses on the fairness at workplace lay stronger emphasis on different attitudes of the employees like turnover intentions, absenteeism, role breadth, job performance, job satisfaction, trust, leader-member exchange, leadership and organizational commitment (OC) (see Boer et al., 2002;H. Kristl Davison et al., 2014;Greenberg, 2004;June M. L. Poon, 2012;Taehee and Marc, 2016;Taehee et al., 2015;Linda and Ann 2011). ...
This study was accomplished to explore how perceived distributive justice (DJ)of the performance appraisal affects public service motivation (PSM) of public universities in Pakistan. A survey method was employed to assemble 820 usable questionnaires from academic employees who have worked in Pakistan's public universities. Results of correlation analysis showed that relationship between DJ and PSM are statistically significant and positively correlated. Similarly, results of regression analysis showed an even stronger relationship for affective commitment (AF). This result confirms that AF plays an important role as a mediating variable in the motivation models of the public sector sample. Thus the findings draw attention to the relevance of AF in the absence of DJ in influencing PSM.
... Organizations should care about their employees' perceptions of underreward. This is evidenced not only by research that documents the effects of underreward on employee health and well-being, but also by studies that demonstrate its association with outcomes that concern organizations, such as absenteeism (de Boer et al., 2002) and turnover (D'Ambrosio et al., 2018). One straightforward implication of our study is that employers may be able to mitigate employee perceptions of underreward by being cognizant of downloaded and sideloaded work and compensating employees for this extra work. ...
People value being paid appropriately for their work—but national surveys indicate that many working adults report a discrepancy between what they actually earn and what they think they should justly earn. This evidence provides an impetus for examining the factors that shape workers’ justice perceptions of earnings. The present study elaborates on two key distributive justice principles—equity and need—that guide people’s ideas about their just reward. We ask: How do contemporary workers experience and understand the nature of work effort and need? We employ a mixed methods research design to answer this question. First, we analyze focus group interviews among workers in Toronto, Ontario (N = 22), and generate two novel hypotheses about the factors that shape workers’ expectation for greater rewards: “downloaded” and “sideloaded” extra work that induce feelings of overwork, and rising cost of living and the associated financial strain. Second, drawing upon focus group narratives, we operationalize these concepts and test our hypotheses with a 2019 nationally representative sample of Canadian workers (N = 2,111). The results show that downloaded and sideloaded extra work shape greater reward expectations partly through the sense of overload, and rising cost of living and the associated financial strain also shape reward expectations. Furthermore, financial strain amplifies the link between extra work and greater reward expectations. We situate these findings within a broader discussion of the nature of effort and need among contemporary workers and its implications for justice perceptions.
... In sum, we expect that vigorous employees will have fewer absences than less vigorous ones because the former have more energetic resources and want to protect them, prompting them to attend work. Several studies show that unfairness (De Boer et al., 2002) and organizational commitment (Meyer & Allen, 1997) are two important predictors of absenteeism. Therefore, we posit a partial mediation effect of perceived vigor due to the influence of other mechanisms on absenteeism. ...
This study examines how, why and when relative leader–member exchange (RLMX) influences absenteeism through the mediating effect of feelings of vigor, and the moderating role of unit-level leader–member exchange differentiation (LMX differentiation). Data collected from a Swiss retailer sample of 486 employees within 52 stores shows that RLMX is positively related to feelings of vigor, whereas feelings of vigor are negatively related to absenteeism. Also, RLMX has a stronger positive effect on vigor when LMX differentiation in the unit is high, and on absenteeism when differentiation in the unit is low. However, we found no evidence that the indirect influence of RLMX on absenteeism through feelings of vigor is moderated by unit-level LMX differentiation. The implications of these findings for research on LMX are discussed.
... Distributivna pravda prva se razvila i ona predstavlja stav o pravednosti u odnosu na plaće, bonuse te općenito sustav nagrađivanja u organizaciji, tj. količinu i raspodjelu nagrada (Colquitt, 2001;Boer, Bakker, Syroit & Schaufeli, 2002;Robbins & Judge, 2010). Ona govori o mjeri do koje zaposlenik smatra da je pravedno nagrađen u odnosu na posao koji obavlja, produktivnost, ali i u odnosu na kompenzacije kolega koji, prema njegovoj procjeni, manje, jednako ili više pridonose organizaciji. ...
Za razliku od tradicionalnog usredotočivanja na zadovoljstvo poslom, rad je usmjeren na proučavanje suvremenijih stavova o organizaciji iz kojih proizlaze ponašanja s kojima uzročno-posljedična veza uglavnom nije jasno vidljiva pa je često riječ o medijacijskim efektima. Rad stoga pruža uvid u važnost poznavanja i proučavanja organizacijske predanosti koja se stvara na temelju stavova o organizacijskoj pravednosti i potpori. Ovim se preglednim radom nastoji dokazati kako je temelj zaposlenikova ostanka u organizaciji povjerenje koje zaposlenik može steći kada pozitivno percipira pravednost i potporu koju osjeća. Pregledom literature zaključuje se kako afektivna organizacijska predanost ima najjači utjecaj na namjeru fluktuacije (odlazak iz organizacije) i stvarnu fluktuaciju te da ovaj oblik predanosti najviše korelira s percipiranom organizacijskom potporom i pravednošću.
... Jenkins et al. (2012, p 63) consider workplace violence to be the 'top security threat' and the reduction of violence against security operative has become a 'top priority' for the British Security Industry Authority. Though not much is known about the extent of workplace victimisation among security operatives (De Boer et al. 2002, Vanheule et al. 2008, Leino 2013 yet Button and Park (2009) conducted a broader research on assaults experienced by security guards. Many incidents go unreported as some victims appraise them as only minor; they see the exposure to workplace violence as part of their job (European Agency for Safety and Health at Work 2010; Gates et al. 2011, Kvas and Seljak 2014, Vezyridis et al. 2014; are uncertain what kind of behaviours count as workplace violence (Waddington et al. 2005a, Waddington et al. 2005b, European Agency for Safety and Health at Work 2010); believe that reporting incidents would not change anything (Kvas andSeljak 2014, Vezyridis et al. 2014) and consider reporting as too complicated or too time-consuming (Busby 2015, Porter et al. 2015. ...
This paper addresses mental health and wellbeing among security operatives in the UK using a mixed-methods approach of survey questionnaire and interviews. The survey questionnaires were designed using three hybrid surveys: Warwick-Edinburgh Mental Wellbeing Scale; The Post-Traumatic Stress Disorder (PTSD) Checklist-Civilian Version (PCL-C); and CAGE-AID as a screen for substance misuse. The survey questionnaires were distributed with the support of the Security Industry Authority and the GMB Union and 754 completed surveys were returned and 15 interviews conducted. Results from the completed survey questionnaires show that 39.3% of the respondents were showing symptoms of PTSD and that many of the security operatives suffered varying degrees of verbal abuse and threats of physical violence with a number reporting acts of violence to themselves and other security operatives during the course of their employment. A key finding was the lack of provision of mental health and wellbeing services provided by the security companies to their employees and managers in general unable or unwilling to accept that some employees were suffering from poor mental health and wellbeing
... Los datos antes mencionados, permiten establecer como la satisfacción laboral se ve afectada por la percepción del personal en cuanto a variables como liderazgo, cultura, creencia, compromiso, entorno de trabajo; todo ello resumido en el término de justicia organizacional. De esta manera y de acuerdo a lo establecido por De Boer et al., (2002) cuando el personal percibe que son tratados justamente provocan actitudes positivas hacia el trabajo, los superiores y la organización; contrariamente, cuando el trabajador percibe que son tratados injustamente se generarán tensiones, desmotivación e insatisfacción laboral. ...
El objetivo de este estudio es determinar de qué manera la Justicia Organizacional incide en la Satisfacción Laboral del personal que labora en las Instituciones Públicas del cantón Bolívar en Ecuador. A través de surveymonkey, se aplicó un cuestionario que fue contestado de forma individual por una muestra de 286 personas que laboran en diferentes áreas en cuatro entidades públicas del cantón Bolívar utilizando las escalas de Justicia Organizacional de Colquitt y el Minnesota Sastisfaction Questionary. Los resultados indicaron que existe evidente relación entre aquello que las personas perciben como justo e injusto y la satisfacción que ellos perciben sobre su trabajo dentro de las instituciones públicas del cantón Bolívar.
... The absence literature in itself is confounded with an array of possible factors causing work absenteeism. Furthermore, other related studies have tend to express that the need for a well-grounded understanding of affective well-being is neatly tied to personality (De Boer, Bakker, Syroit & Schaufeli, 2002). For instance, alteration in individual's mood or emotions have been occupying the literature on personality studies. ...
Human resources remain the most important and valuable assets of every organisation. In effect, the strategic monitoring and management of related environmental factors and employees’ affective well-being for continued presence at work are becoming increasingly fundamental. The mining industry is characterised with different environmental factors and affective well-being puzzle that may likely affect employees’ turnaround time at work. While available studies have largely investigated how environmental factors predict employee’s well-being, what is unclear is how environmental factors and affective well-being determines employee’s absenteeism from work. Using a quantitative study, this study examines how environmental factors and affective well-being influence workers absenteeism in South African mine industry. A total of 280 mineworkers were randomly selected using a descriptive survey of the probability sampling technique. The retrieved data were analysed using both the simple and multivariate regression analysis. The findings revealed that both environmental factors and affective well-being do not predict mine workers absenteeism, although environmental factors show more variation in employee’s absenteeism than affective well-being. Similarly, the different environmental factors including exposure to noise, dust, vibration, temperature and heavy lifting do not show any evidence to have predicted mine workers turnaround time at work, except hazardous materials. The study concludes that mitigating the consequence provoked by hazardous materials on mine workers will significantly increase employees’ presence at work. Thus, the study makes a case for the revitalisation of the South African mining industry, especially in the area of setting out modalities for the control of strenuous environmental factors, particularly hazardous materials in the workplace.
... Vistnes argues that health factors play the largest role in absenteeism because workers self-reporting to be in poor or fair health have a higher tendency to take days off from work. Along with personal characteristics, De Boer, Bakker, Syroit, & Schaufeli (2002) report that management policies and intrinsic factors, such as perceived unfairness from management, play a significant role in predicting absenteeism. ...
This article mainly examines the effect(s) of legal drug misuse on work absenteeism, which has a connecting influence to work productivity. Also, the analysis compares the effects of legal drug use (e.g., tranquilizers) on work absences to that of a commonly used, but illegal drug, marijuana. Utilizing a large dataset from the NSDUH (National Survey on Drug Use and Health), and controlling for several demographic and labor market-related variables, our results indicate that legal drug use (for nonmedical reasons) leads to an increase in work absenteeism, as does marijuana. In some instances, legal drug use has a greater effect on work absenteeism that does marijuana.
In this study, we tackle the underexplored issue of racial inclusion for Black academics in UK universities, thus exposing the harsh reality of ‘tokenism’. We amplify the voices of these academics and thereby reveal the disturbing prevalence of tokenism within UK higher education institutions. Drawing on organisational justice theory, we leverage a mixed-methods approach (24 interviews and 201 questionnaires) to examine their lived experiences, perceptions of belonging, interpretations of fairness within academia, and the roadblocks hindering their career progression. We uncover evidence of covert racism, the pressure to outperform non-Black colleagues, and epistemic injustice – the invalidation of their knowledge contributions. Interestingly, work prejudice and discrimination are not found to be associated with gender or work mode but rather with citizenship status. Our respondents, all British academics, report higher fairness perceptions, while non-British academics face greater discrimination. Our findings highlight the crucial role of procedural and distributive justice in mitigating prejudice in the workplace for Black academics, underlining the importance of residency status in human resources practices. This research strengthens organisational justice theory and calls for interventions promoting racial equity within UK universities. Our research demonstrates the detrimental impact of tokenism and highlights how it perpetuates racial disadvantages and prevents Black academics from achieving true equality within their institutions.
This study explores how the frequency of employee cannabis use moderates the relationships between mental health and legal status of cannabis in predicting employee sickness absence. Analyzing a sample of 1,199 employed young adults in the United States from the most recent wave of the Panel Study of Income Dynamics (PSID): Transition into Adulthood Supplement (TAS), this study estimates zero-inflated Poisson regressions to predict the number of sickness absences employees reported over the past year. The results indicated that the legal status of cannabis interacted with frequency of cannabis use and depression to predict employee sickness absence. However, supplemental analyses examining sex indicated that the legal status of cannabis interacted with the frequency of cannabis use and anxiety to predict sickness absence. Our study contributes to the literature by moving beyond the main effects of substance use on sickness absence to explore how individual and environmental characteristics interact with frequency of cannabis use to predict sickness absence, using a nationally representative sample of recent data.
Purpose
The purpose of this research is to more deeply understand how stress impacts the physical and mental health of employees and what management can do to attenuate the impact of stress on employee health. While the relationship between stress and employee health has received some empirical support in the literature (e.g. Cooper and Cartwright, 1994), less is known about workplace variables that may mitigate the negative effects of stress on health. This study aims to contribute to the literature by exploring three important workplace variables that could lessen the negative effects of stress on health.
Design/methodology/approach
A diverse group of employees from two healthcare organizations in the United States of America were surveyed about their work environments, job stress, mental health and physical health. Hierarchical regression analyses were used to investigate three unique workplace mitigators of the stress-health relationship.
Findings
Results support perceived organizational support, procedural justice and managerial perspective-taking as variables that serve to make individuals hardier to the health consequences of stressful work. However, different moderating processes seem to account for mental health (perceived organizational support) and physical health (perspective-taking), while procedural justice mitigates the effect of stress on both mental and physical health.
Originality/value
This study contributes to an enhanced understanding of the relationships between stress and mental and physical health in the workplace. In particular, three workplace factors associated with managerial practices were identified that organizations can utilize to protect employees from the negative health consequences of stressful work. These findings can assist managers and organizations who are interested in improving employee health.
Nowadays, reaching a high level of employee satisfaction in efficient schedules is an important and difficult task faced by companies. We tackle a new variant of the personnel scheduling problem under unknown demand by considering employee satisfaction via endogenous uncertainty depending on the combination of their preferred and received schedules. We address this problem in the context of reserve staff scheduling, an unstudied operational problem from the transit industry. To handle the challenges brought by the two uncertainty sources, regular employee and reserve employee absences, we formulate this problem as a two‐stage stochastic integer program with mixed‐integer recourse. The first‐stage decisions consist in finding the days off of the reserve employees. After the unknown regular employee absences are revealed, the second‐stage decisions are to schedule the reserve staff duties. We incorporate reserve employees' days‐off preferences into the model to examine how employee satisfaction may affect their own absence rates.
Background
Organizational level factors may influence and contribute to sick leave in healthcare, and particularly hospital, settings. We utilize relevant publications from recent literature to provide a useful, comprehensive and evidence-based resource for readers interested in effective human resource management and healthcare or hospital workforce planning.
Methods
To ensure that pertinent papers (2004 – 2022) were identified, a systematic literature review was performed searching Google Scholar, Econ Lit, PubMed, ResearchGate, ScienceDirect, Emerald Insight, Scopus, Medline, PsychInfo, and Web of Science databases. All abstracts were screened to identify papers that empirically investigated organizational level factors relevant to sickness absence in a healthcare population. A total of 452 papers were initially identified. These were reduced to 133 papers using pre-determined inclusion and exclusion criteria.
Results
Key factors associated with sickness absence in healthcare staff were long hours worked, work overload, working conditions and stress, and the effects of these on personal lives; job control including lack of participation in decision making; poor social support. Other organizational-level factors such as size and type of organization reflected strong association with absence levels. Shorter distance from work and seniority of position are reported to have a strong negative association with absenteeism. Management leadership style and workload were not found to be determinants.
Conclusions
Interventions that improved psychological health and levels of sickness absence used training and organizational approaches to increase participation in decision making and problem solving, increase support and feedback, and improve communication. Many of the work-related variables associated with high levels of psychosocial factors are potentially amenable to change.
This is Part II of a series describing factors influencing absenteeism in the healthcare sector.
Time theft is a disservice to the organization, both economically and productively. This research aims to examine the effect of transformational leadership and organizational justice on employee time theft in Mandailing Natal Regency. Sample of this research is civil servant (N=377) at 34 government institution in Mandailing Natal Regency. This type of research is correlational research. The method used to measure variables using self-report. Data analysis using multiple linear regression. The result showed that transformational leadership did not have a significant effect on the time theft (β = -0,032 p>0,05), meanwhile organizational justice have a significant effect on time theft (β = -0,209 p<0,05). The negative regression coefficient value showed the direction of the negative relationship between the organizational justice and time theft, means that the higher the organizational justice felt by employees, the lower the chances of that person committing time theft. Vice versa, the lower organizational justice felt by employees, the higher the chance that person will commit time theft behavior. Keywords: Time Theft, Transformational Leadership, Organizational Justice.
The present study explores the cause and effect relationship between organizational justice and occupational stress and applies the moderation and mediation analysis to this relationship. An attempt is made to identify the best predictor of occupational stress among the forms of organizational justice. Furthermore, indirect relationships (moderation, mediation and moderated
mediation effects) are explored by introducing intermediary variables (moderators – social support, neuroticism and extraversion; mediator – organizational environment). The study also focuses on the direct and indirect relationships between organizational justice, occupational stress and job satisfaction.
Organizational justice and occupational stress: The study results show that among the forms of organizational justice distributive justice is the only predictor of occupational stress. Interactional justice mainly predicts personal strain, and procedural justice – personal resources (rational coping with stressful situation, readiness for recreational activities, etc.) A moderated mediation effect has been demonstrated in the relationship between organizational justice and occupational stress. This relationship is fully mediated by organizational environment and moderated by neuroticism. Social support, organizational justice and occupational stress: It has been proved that social support (in particular, supervisor emotional support) is a reliable predictor of stress. Emotional support makes a significant contribution to the explanation of the variance in organizational justice. Another reliable predictor of organizational justice is practical support. A moderated mediation effect has been demonstrated in the relationship between social support and occupational stress. In particular, this relationship is fully mediated by organizational justice and moderated by extraversion.
The present study explores the cause and effect relationship between organizational justice and occupational stress and applies the moderation and mediation analysis to this relationship. An attempt is made to identify the best predictor of occupational stress among the forms of organizational justice. Furthermore, indirect relationships (moderation, mediation and moderated
mediation effects) are explored by introducing intermediary variables (moderators – social support, neuroticism and extraversion; mediator – organizational environment). The study also focuses on the direct and indirect relationships between organizational justice, occupational stress and job satisfaction.
Organizational justice and occupational stress: The study results show that among the forms of organizational justice distributive justice is the only predictor of occupational stress. Interactional
justice mainly predicts personal strain, and procedural justice – personal resources (rational coping with stressful situation, readiness for recreational activities, etc.) A moderated mediation effect has been demonstrated in the relationship between
organizational justice and occupational stress. This relationship is fully mediated by organizational environment and moderated by neuroticism. Social support, organizational justice and occupational stress: It has been proved that social support (in particular, supervisor emotional support) is a reliable predictor of stress. Another reliable predictor of organizational justice is practical support. A moderated mediation effect has been demonstrated in the relationship between social support and occupational stress. In particular, this relationship is fully mediated by organizational justice and moderated by extraversion. Organizational justice, occupational stress and job satisfaction: The study shows that out of the forms of organization justice, only distributive and interactional justices are reliable predictors of job satisfaction. Among the dimensions of occupational stress only occupational role stress and personal strain are the predictors of job satisfaction. It has been also proved that occupational stress is a partial mediator of the relationship between organizational justice and job satisfaction.
The health and wellbeing of campus security guards continues to be ignored in academia particularly by the researchers and by those who employ these guards. The main aim of the study was to gain a clearer understanding of the impact of shift work on the health and wellbeing of campus security guards. The evidence from the study clarifies what many other researchers’ have revealed about the negative impact of shift work on the health and wellbeing of employees. However, more specifically, the study revealed five issues around how shift work has an impact on the health and wellbeing of campus security guards. These issues were deduced through the application of semi-structured interviews and thematic analysis. The study showed that shift work has an impact on a number of underlying factors such as disrupted family lives and religious gatherings; limited control leading to stress; working conditions’ impact on health; and disturbed sleeping patterns. All of these had a role in decreasing employees’ job performance and ultimately impacting on the organisation’s effectiveness. Apart from regulation, the study calls on government to be more involved in the health and wellbeing of the South African workforce, especially security guards. The study makes a number of suggestions to that effect.
Nowadays, reaching a high level of employee satisfaction in efficient schedules is an important and difficult task faced by companies. We tackle a new variant of the personnel scheduling problem under unknown demand by considering employee satisfaction via endogenous uncertainty depending on the combination of their preferred and received schedules. We address this problem in the context of reserve staff scheduling, an unstudied operational problem from the transit industry. To handle the challenges brought by the two uncertainty sources, regular employee and reserve employee absences, we formulate this problem as a two-stage stochastic integer program with mixed-integer recourse. The first-stage decisions consist in finding the days off of the reserve employees. After the unknown regular employee absences are revealed, the second-stage decisions are to schedule the reserve staff duties. We incorporate reserve employees' days-off preferences into the model to examine how employee satisfaction may affect their own absence rates.
This study extends the labor market competition perspective of immigration attitudes by examining the influence of occupational stress and employer-sponsored stress management programs on native-born, full-time workers’ opinions toward immigration levels. Binary logit and ordered logit models, with data from the 2018 General Social Survey, test the predictions of three occupational stress theories: job demands-control-support, effort-reward balance, and distributive justice. The results indicate that native-born, non-Hispanic white workers and native-born, Latino workers who are unable to develop their occupational skills on the job have greater odds of favoring reduced immigration. Job insecurity, lack of promotion opportunities, and poor intercolleague respect also negatively affect native-born, non-Hispanic white workers’ immigration opinions, while having to expend greater physical effort and having less time to complete the work negatively affect native-born, Latino workers’ immigration opinions. At the same time, native-born, non-Hispanic white workers who participate in stress management training have significantly greater odds of supporting increased immigration levels and significantly lower odds of desiring lower immigration levels. As immigration to the United States remains strong, understanding the social processes of native-born employee perceptions and the solutions to problematic intergroup relations may benefit individuals, businesses, and the economy.
Working people differentiate between their relationships with their organizations and their relationships with their supervisors. To better understand how these simultaneous relationships influence each other, we examined the effects of organizational unfairness on subordinates’ supervisor-directed destructive voice behaviors, as well as the effects of supervisor unfairness on subordinates’ organization-directed destructive voice behaviors. We examined supervisor organizational embodiment as a boundary condition and perceived obstruction as a mediating mechanism within these relationships. We tested the hypothesized model with an online survey study and an experimental vignette study. Study 1 indicated that organizational unfairness was positively and indirectly related to supervisor-directed destructive voice through perceived supervisor obstruction when supervisor organizational embodiment was higher rather than lower. Study 2 indicated that supervisor unfairness was positively and indirectly related to organization-directed destructive voice through perceived organizational obstruction when supervisor organizational embodiment was higher rather than lower. Although study results differed in the observed significance of organization-to-supervisor and supervisor-to-organization effects, together they demonstrate the importance of controlling for source-target aligned relationships when examining source-target misaligned effects, and extend source-target misalignment research by examining the effect of supervisor organizational embodiment as a moderator of misaligned supervisor- and organization-directed workplace unfairness perceptions and destructive voice behaviors.
In an attempt to expand extant literature devoted to employees' voice behavior, the current research unpacks the connection between their experience of procedural unfairness, such that organizational decision-making lacks transparency, and their problem-focused voice behavior. In this link, the authors predict that job ambiguity functions as a mediator, and coworker task conflict takes a moderating role. Survey data, collected among employees in a large Portuguese retail organization, affirm that perceptions about unfair decision policies can curtail employees’ propensities to raise their voice about organizational failures, because they develop the belief that their employer is failing to provide sufficient job-related information. If they can exchange conflicting viewpoints with others though, this detrimental process might not proceed. Organizations should take care to avoid accusations of unclear job roles, because they create a route by which frustrations about opaque decision-making can escalate into employee complacency; they also should encourage productive idea clashes within their ranks to help block that route.
This study examines the dynamic interaction between perceptions of psychological contract breach (PCB), negative emotions, and stress over time. Additionally, we determine if individuals could be differentiated based on coping profiles, and further assessed whether emotional and stress reactions to PCB over time varied as a function of these profiles. Using a longitudinal design, a sample of 1077 employees working in various industries completed a monthly questionnaire for six consecutive months reporting their perceptions of PCB, negative emotions, stress reactions, and ensuing coping mechanisms. Results from the latent growth analysis revealed that individuals confronted with increasing levels of PCB over time reported growing stress due to their escalating negative emotions. Moreover, the latent profile analysis of coping performed in two randomly selected subgroups revealed that there were three coping profiles within our sample (i.e., low copers, average-problem-focused copers, high-problem-and-emotion-focused copers). We also found evidence for differential trajectories of negative emotional and stress reactions to PCB over time depending on the different coping profiles. As such, individuals endorsing high levels on all three types of coping but relatively higher levels on emotion-focused and problem-focused coping compared to avoidance coping were associated with the most favorable psychological functioning over time (i.e., no escalation in emotional and stress reactions to PCB over time). In contrast, individuals endorsing low levels on all three types of coping reported less favorable psychological functioning in the long term. We discuss theoretical and practical implications of our findings and offer recommendations for future research.
Flexibility regarding where and when work is completed is becoming increasingly available to employees, especially following the COVID-19 outbreak and subsequent shift in the nature of work. There is a plethora of research linking various flexible work arrangements (FWA) to a variety of positive outcomes across domains including reduced work–family conflict, better psychological health, and increased role satisfaction. While several studies have suggested that FWA are related to positive health, others have found no relationship between flexible work arrangements and health outcomes. To clarify these inconsistent findings, the current meta-analytic review (k = 33, n = 90,602) examines the relationship between flexible work arrangements available to employees and health behaviours and outcomes, specifically physical health, absenteeism, somatic symptoms, and physical activity. Results demonstrate that FWA are associated with better physical health, reduced absenteeism, and fewer somatic symptoms, suggesting that flexible work arrangements can facilitate employees in maintaining their health. There was no association between FWA and physical activity, though these results should be interpreted cautiously given the limited number of primary studies examining this relationship. These findings hold implications for future research and practice, including support for offering individualised flexible work arrangements as means of promoting employee health.
Corporate disasters arising from ethical failures have irreversibly eroded the public’s trust in organisations. Predictably, executives’ public commitments to ethical practices are now routinely viewed with scepticism. Although this obscures the identification of organisations’ authentic ethical orientation, organisational change practices can reveal this ethical orientation i.e. function as ‘windows’ on corporate ethics. Extending earlier work by Van Tonder, it is argued that organisational change practices have an implicit propensity for risk and harm, substantially ‘fit’ with ethical frameworks and are consequently amenable to analysis on a range of ethical parameters. Employing ethics heuristics adapted for organisational change, Quaker Oats’ acquisition of Snapple is analysed to reveal how change practices function as ‘windows’ on corporate ethics. The implications for management are briefly considered.
Purpose
This paper aims to investigate the relationship between job satisfaction and distributive justice on employee perceptions of absence legitimacy. This paper also examined the moderating effects of turnover intentions on the relevant relationships.
Design/methodology/approach
The authors used convenience sampling to collect data from 298 employees working in private and public sector organizations in the manufacturing and service sectors in Ghana. Drawing on institutional theory, this study investigates the effects of employee perceptions of the legitimacy of absenteeism on their attitudes toward their job and pay. Structural equation modeling was used to test the direct and moderation effects.
Findings
Job satisfaction and perceived distributive justice were found to be significantly related to the absence of legitimacy. Additionally, turnover intentions moderated the relationship between job satisfaction and absence legitimacy; however, unexpectedly, this was associated only marginally with distributive justice.
Research limitations/implications
The main limitation of this study was that it was cross-sectional, but the analysis did not show a common method bias. This study was conducted in a developing country where valid and accurate absence data are non-existent. The hypotheses were supported. When employees felt a sense of inequity and were dissatisfied with their jobs, they were likely to perceive absenteeism as legitimate behavior. These relationships were more pronounced when employees intended to leave their organizations.
Practical implications
From a practical standpoint, as employees are likely to engage in absenteeism as a means to reduce their perceptions of imbalance and because absenteeism is a costly behavior, it would be in the employer’s best interest to mitigate these high costs. It behooves employers to comprehend the factors that lead to the legitimization of absences. Doing so, they would be able to implement attendance management systems and strategies that would delegitimize some of these factors, thus improving attendance and potentially increasing productivity and job satisfaction and reducing turnover intentions.
Originality/value
This study contributes to absenteeism research because, unlike most studies in the area, it examined employee cognitions of the behavior. Such cognitions should provide insights into how employee perceptions of the legitimacy of absences would affect attitudinal variables such as job satisfaction, feelings of equity and turnover intentions. Moreover, even though the study was conducted in Ghana, absence legitimacy can be investigated in different settings at different levels of analysis. This is because it is free from contamination such as, dissimilar absence reporting systems within and across organizations and nations that affect the validity and accuracy of absence data.
The present paper intends to explore individual and organisational factors (substance abuse, perceived workplace fairness, work stress, and co-worker support) that predict absenteeism among civil servants in Oyo State, Nigeria. Hence, this paper plans to suggest ways of significantly reducing absenteeism within the Nigerian civil service, especially, amongst the government workers in Oyo State, Nigeria. The current paper adopted a quantitative research approach, as well as a cross-sectional research design. The empirical findings disclosed that substance abuse, perceived workplace fairness, work stress, and co-worker support significantly jointly and independently predict absenteeism among government workers in Oyo State, Nigeria. Similarly, this paper suggests that gender as a demographic factor significantly influence absenteeism as female government workers tend to exhibit more absence behaviour than their male counterparts; and that educational qualification positively correlates with absenteeism, in that, civil servants with lower educational qualification tend to engage in absence behaviour more than the ones with higher educational qualification. Furthermore, this paper concluded that reducing absenteeism within the Oyo State civil service is a factor of reduced substance abuse, high level of perceived workplace fairness, reduced work stress, increased co-worker support, workers’ gender and their educational qualification. This study is distinguishing, as it significantly adds to the body of knowledge in terms of apt management strategies of achieving a reduction in substance abuse, a high level of perceived workplace fairness, a reduction in work stress, and an increase in co-worker support, which reduces workers’ absenteeism, not just within the civil service in Nigeria, but specifically amongst the civil servants in Oyo State, Nigeria. Hence, this paper highlighted the importance of individual and organisational factors (substance abuse, perceived workplace fairness, work stress, and co-worker support), and demographic variables (gender and educational qualification) on absence behaviour.
Objectives
Increasing sickness absence (SA) has been reported among healthcare workers in Sweden. Our aim was to analyse the impact of work environment factors on short-term and long-term SA based on musculoskeletal and psychiatric diagnoses among healthcare workers.
Methods
The study sample consisted of healthcare workers (n=12 452) drawn from representative samples of workers aged 16 to 64, who participated in the Swedish Work Environment Surveys (SWES) between 1993 and 2013. The outcomes were either short-term (≤28 days) or long-term (>104 days) SA between 1994 and 2016. HRs and 95% CIs were calculated for the impact of physical and psychosocial working conditions on risk of subsequent short-term or long-term SA for 3 years after participation in SWES.
Results
Heavy physical work and strenuous work postures showed elevated HRs for short-term and long-term SA compared with those without these work exposures. Similarly, high job demands and low job control each increased the risk for both short-term and long-term SA compared with employees with low job demands and high job control. Low job support increased the risk for short-term SA compared with those with high job support. Working conditions were strongly related to short-term SA due to musculoskeletal diagnoses but not to short-term SA due to psychiatric diagnoses. None of the work characteristics, except strenuous postures, elevated the risk for long-term SA due to psychiatric diagnosis compared with employees without these characteristics.
Conclusions
Ergonomic improvements and stress reduction among healthcare workers are likely to reduce the prevalence of SA foremost due to musculoskeletal diagnoses.
Actions such as work restructuring and wage and employment freezes taken by organizations in response to recessions are widely assumed to decrease employees' job security and detrimentally affect perceptions of management's trustworthiness. We assess whether these effects occur and if, in turn, they affect workplace absenteeism. Using data from Britain's Workplace Employee Relations Survey 2011, we show that the effects on stress-based absence are limited and not as predicted, but the effects on withdrawal-based absence are strong and as predicted. Reductions in well-being or job security's effect on well-being did not affect absence, and while the reduction of trust perceptions' effect was to increase anxiety, anxiety did not increase but reduced absenteeism. The effects on withdrawal absence differ: those of recession-ary action through job security reduce absenteeism, while those through trust perceptions increase it, both as predicted. The two effects involving trust perceptions are less pronounced when recessionary actions are accompanied by voluntary lay-offs, but not by compulsory layoffs. The implications for management are that they should be more conscious of the effects on absence when planning recessionary actions, and more generally their effects on presenteeism.
Diverse workforce is now a global phenomenon. The quality of interaction between people of diversified cultures in the organization has significant association with the marketing, managing, as well as human resource functions. The majority organizations are indulging in diversity management programmes so that they can benefit from the varied skills. But discriminatory behaviour against people of different backgrounds than majorities in the workplace act as a hindrance in taking full advantage of workplace diversity. This chapter reveals different forms in which discrimination can arise in a discrimination-free environment. The organizational as well as individual factors that cause discrimination at the workplace are discussed. The aftereffects that are related to discriminatory behavior at work, which render both employees as well as organization at disadvantage, are also highlighted. The chapter will help by highlighting the issue faced by thousands of employees every year and suggesting steps that need to be undertaken to remove discrimination from the workplace settings.
In this article, we attempt to distinguish between the properties of moderator and mediator variables at a number of levels. First, we seek to make theorists and researchers aware of the importance of not using the terms moderator and mediator interchangeably by carefully elaborating, both conceptually and strategically, the many ways in which moderators and mediators differ. We then go beyond this largely pedagogical function and delineate the conceptual and strategic implications of making use of such distinctions with regard to a wide range of phenomena, including control and stress, attitudes, and personality traits. We also provide a specific compendium of analytic procedures appropriate for making the most effective use of the moderator and mediator distinction, both separately and in terms of a broader causal system that includes both moderators and mediators. (46 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Although the study of organizational justice has increased markedly in the past few years, little work has focused on the relationship between justice perceptions and extrarole behaviors. This study examined the relationship between perceptions of fairness and organizational citizenship behaviors in a sample drawn from two firms in the midwestern United States. A theoretical basis for a relationship between fairness and citizenship was drawn from equity theory and other theories of social exchange. Structural equation analysis with LISREL 7 found support for four hypotheses, including support for a relationship between perceptions of procedural justice and four of five citizenship dimensions. Conversely, perceptions of distributive justice failed to influence any dimension of citizenship. Implications for the relationship between procedural justice and citizenship are discussed.
Divided professional employees in a division of the Federal Public Health Service into an equity subsample (n = 96) and an inequity subsample (n = 74) based on their perceived fairness of salary treatment: (questionnaires completed by the Ss and their immediate superiors). Through the multiple-regression analysis a quantitative model was developed that predicted equitable salaries with a high degree of accuracy and served to significantly reduce the perceived inequity of the inequity subsample. This model emphasized maturity-type variables. Ss in the equity subsample demonstrated less dissonance, more favorable attitudes toward their work and the organization, and a lower propensity to terminate voluntarily employment than Ss in the inequity subsample. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Evidence is presented that (a) employees in an organization form global beliefs concerning the extent to which the organization values their contributions and cares about their well-being, (b) such perceived organizational support reduces absenteeism, and (c) the relation between perceived organizational support and absenteeism is greater for employees with a strong exchange ideology than those with a weak exchange ideology. These findings support the social exchange view that employees’ commitment to the organization is strongly influenced by their perception of the organization’s commitment to them. Perceived organizational support is assumed to increase the employee’s affective attachment to the organization and his or her expectancy that greater effort toward meeting organizational goals will be rewarded. The extent to which these factors increase work effort would depend on the strength of the employee’s exchange ideology favoring the trade of work effort for material and symbolic benefits.
A quantitative review of employee absence correlates was conducted to address inconsistencies among findings and include the results of studies conducted since the last major review. Correlates were categorized as psychological, demographic work environment, or organization-wide factors and analyzed separately using two operationalizations (total time absent and absence frequency). Occupational status was used as a moderator for correlates with unstable effects. The results of the study indicate that work environment and organization-wide correlates are better predictors of employee absence than psychological or demographic correlates. Both the implications for volitional theories of absence and practical applications of the findings are discussed.
In this study the relationship between health problems and objectively recorded absence frequency is investigated from a social psychological perspective in a prospective design. By employing LISREL, a model is developed (tested and revised) among blue-collar workers in Plant North (N = 254) of a metal fatory and successfully cross-validated in Plant South (N = 199). The results of this study support the assumption that health complaints affect absence frequency through two social comparison processes. First, employees are more inclined to attribute their health complaints to the work environment, the more often they communicate with their colleagues about problems in their work situation. Second, the more employees experience health problems, and the more employees attribute these problems to the work environment, the less well off they feel compared with others outside the company. This unfavourable external comparison results in absences, indicating that absence from work can be interpreted as an attempt by the employee to reduce an inequitable relationship with the company. These results are discussed in the context of theoretical and practical implications.
The authors examined the bases for fairness reactions to different selection practices and considered cross-cultural differences in these reactions by comparing respondents from 2 cultures. College students (
N = 259) from France and the United States rated the favorability of 10 selection procedures and then indicated the bases for these reactions on 7 procedural dimensions. Selection decisions based on interviews, work-sample tests, and resumes were perceived favorably in both cultures. Graphology was perceived more favorably in France than in the United States, but even French reactions toward graphology were somewhat negative. The perceived face validity of the selection procedure was the strongest correlate of favorability reactions among both samples. Beyond comparing the results from each culture, the discussion addresses implications for multinational companies establishing selection systems in foreign countries. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Extended the "plasticity" hypothesis of self-esteem (SE) to the prediction of worker responses to occupational role stress. The plasticity hypothesis asserts that low SE individuals (SEIs) are more easily influenced by environmental stimuli, in general, and are more apt to develop somatic health symptoms in response to role stress, in particular. In a survey of 157 fire fighters, a significant positive relationship was found between role conflict and somatic health problems for low SEIs but no relationship for high SEIs. These results suggest the need to study the coping behaviors of low SEIs in relation to high SEIs when they encounter role stress. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Two studies report a positive relationship of employees' perception of being valued and cared about by the organization with (a) conscientiousness in carrying out conventional job responsibilities, (b) expressed affective and calculative involvements in the organization, and (c) innovation on behalf of the organization in the absence of anticipated direct reward or personal recognition. In Study 1, involving six occupations, positive relationships of perceived support with job attendance and performance were found. In Study 2, using manufacturing hourly employees and managers, perceived support was positively related to affective attachment, performance outcome expectancies, and the constructiveness of anonymous suggestions for helping the organization. These results favor the extension and integration of emotion-based and calculative theories of organizational commitment into a social-exchange approach. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
The most serious deficits in the measurement of absenteeism that limit theory development and predictability are identified as instability in absence behavior and nonnormal sample distributions. The limited utility of ordinary least-squares regression and correlation models in statistical analyses of skewed, truncated marginal distributions is reviewed. Data from a 30-mo study of absenteeism among 112 workers (mean age 46 yrs) are used to illustrate the psychometric properties of different time-lost and frequency indices as operational definitions of voluntary and involuntary absenteeism. It is shown that frequency measures are more stable and less susceptible to skewness and leptokurtosis than are time-lost measures. Suggestions are made for developing less contaminated operational definitions and for using more accurate statistical analyses of sample data through alternative regression models. (16 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Factor analysis, path analysis, structural equation modeling, and related multivariate statistical methods are based on maximum likelihood or generalized least squares estimation developed for covariance structure models (CSMs). Large-sample theory provides a chi-square goodness-of-fit test for comparing a model (M) against a general alternative M based on correlated variables. It is suggested that this comparison is insufficient for M evaluation. A general null M based on modified independence among variables is proposed as an additional reference point for the statistical and scientific evaluation of CSMs. Use of the null M in the context of a procedure that sequentially evaluates the statistical necessity of various sets of parameters places statistical methods in covariance structure analysis into a more complete framework. The concepts of ideal Ms and pseudo chi-square tests are introduced, and their roles in hypothesis testing are developed. The importance of supplementing statistical evaluation with incremental fit indices associated with the comparison of hierarchical Ms is also emphasized. Normed and nonnormed fit indices are developed and illustrated. (43 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Investigated a multivariate model based on the proposed absenteeism model of P. P. Brooke (see record
1986-23242-001). Ss were 443 Department of Defense civilian employees. Confirmatory path analysis (LISREL VI) was performed to test the proposed model. Given a poor fit between the research model and the data, exploratory path analysis was performed next to establish the paths leading to absenteeism, and a revised model was developed. Although these results provide partial support for the hypothesized model, the data suggest that the actual relationships between absenteeism and the 14 independent variables are more complex than anticipated. The revised model provided a better fit than the original model and establishes a framework for further research. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Examined the relationship between the work attitudes and work attendance of 3,010 managerial employees on a specific day in a natural field setting. Job satisfaction data were obtained from the Index of Organizational Reactions (IOR). Since occasional absenteeism at the managerial level is not subject to financial penalty and is relatively free of social and work-group pressures, it represents behavior that is generally under the control of the individual employee. Moreover, because the particular day investigated in the present study followed a crippling snowstorm, attendance on that day involved considerable effort. Results show significant relationships between work-related attitudes and attendance on the specific day studied and generally support J. B. Herman's (1973) point of view that work attitudes do predict work-related behavior when such behavior is under the control of the S. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Among a representative sample of the Dutch population (Study 1:
N = 690), career-oriented and team-oriented commitment were assessed, in addition to affective organizational commitment (J. P. Meyer and N. J. Allen, 1991). Confirmatory factor analysis supported the proposed distinction between the 2 specific forms of commitment at the measurement level. Furthermore, the construct validity of team-oriented and career-oriented commitment as well as their differential implications were corroborated by self-reports of work-related behavior 1 year later. The distinction between career-oriented and team-oriented commitment was then cross-validated in a 2nd study, among employees of a financial service organization in Belgium (
N = 287), in which the constructs proved to be not only differentially related to self-reported behavior at work, but also predictive of performance ratings by superiors. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
This study proposes that the perceived legitimacy of minor illness as a reason for absence varies according to the nature of the illness, sex, job grade/socio-economic status and age. A measure of perceived legitimacy was constructed which incorporated illnesses commonly given as reasons for short-term absence. Thirteen hundred civil servants provided data on an employee survey. Absence frequency data were collected for 115 of these respondents over a 55-month period. General support was found for four of the five study hypotheses. Contrary to one hypothesis, it was found that men legitimize minor illnesses as reasons for absence more than women. Clusters of minor illnesses were identified using a factor analysis. The implications for management responses to absence and for further research into the perception of minor illness are considered. Copyright © 1999 John Wiley & Sons, Ltd.
In a field study with 295 factory employees, three hypotheses were tested: (1) Procedural injustice at work is correlated negatively with job satisfaction and psychosomatic well-being. (2) The perception of procedural injustice depends on the person's chronic justice sensitivity. (3) Justice sensitivity moderates the correlation of procedural injustice with satisfaction and well-being, the correlation becoming larger with increasing justice sensitivity. Procedural injustice was defined as the discrepancy between desired (ought) and perceived (is) procedures. Justice sensitivity and procedural fairness according to Leventhal's criteria (consistency, nonpartiality, accuracy, correctability, representativeness) and one additional criterion (open information) were measured via questionnaire. Job satisfaction, number of sick days during the last six months and number of days a person felt sick at work during the last six months served as indicators of psychosomatic well-being. The first and second hypotheses were supported by the data. Partial support was also obtained for the third hypothesis: Justice sensitivity moderated the correlation of procedural unfairness with (a) the number of days the person felt sick at work and (b) the sum of this variable with the number of sick days. Copyright © 1999 John Wiley & Sons, Ltd.
A tentative dual-level social exchange model of burnout and organizational commitment is proposed that includes social exchange relationships at the interpersonal level (i.e. between human services professional, or caregiver, and recipient) as well as at the organizational level (i.e. between employees and organization). The model was tested and cross-validated in two independent samples that consisted of 220 and 142 student nurses, respectively, by using linear structural modelling with LISREL VII. The hypothesized model assumes that lack of reciprocity at both levels is positively related to burnout, whereas poor organizational commitment is exclusively related to lack of reciprocity at the organizational level. This model fitted reasonably well to the data of both samples. The limitations of the study and its practical implications are discussed, and directions for future research on the dual-level social exchange model are proposed.
Research on organizational justice typically focuses on attitudinal, cognitive, or behavioral outcomes. Emotional reactions to justice have been suggested but not studied. The emotional appraisal literature provides a framework within which to analyze emotional reactions to just and unjust events. Undergraduates (67 females and 55 males) were randomly assigned to conditions crossing either a positive or negative outcome and a procedure which was either fair, biased in the participant's favor, or biased in favor of another, after which their emotional responses were assessed by self report. Results support predictions about discrete emotional reactions. As predicted by emotional-appraisal theories, reports of happiness were influenced only by outcome, whereas reports of guilt, anger, and to a lesser extent pride, were influenced by specific combinations of outcome and procedure. Results are discussed within an emotional appraisal framework. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Normed and nonnormed fit indexes are frequently used as adjuncts to chi-square statistics for evaluating the fit of a structural model. A drawback of existing indexes is that they estimate no known population parameters. A new coefficient is proposed to summarize the relative reduction in the noncentrality parameters of two nested models. Two estimators of the coefficient yield new normed (CFI) and nonnormed (FI) fit indexes. CFI avoids the underestimation of fit often noted in small samples for Bentler and Bonett's (1980) normed fit index (NFI). FI is a linear function of Bentler and Bonett's non-normed fit index (NNFI) that avoids the extreme underestimation and overestimation often found in NNFI. Asymptotically, CFI, FI, NFI, and a new index developed by Bollen are equivalent measures of comparative fit, whereas NNFI measures relative fit by comparing noncentrality per degree of freedom. All of the indexes are generalized to permit use of Wald and Lagrange multiplier statistics. An example illustrates the behavior of these indexes under conditions of correct specification and misspecification. The new fit indexes perform very well at all sample sizes.
In this article, we attempt to distinguish between the properties of moderator and mediator variables at a number of levels. First, we seek to make theorists and researchers aware of the importance of not using the terms moderator and mediator interchangeably by carefully elaborating, both conceptually and strategically, the many ways in which moderators and mediators differ. We then go beyond this largely pedagogical function and delineate the conceptual and strategic implications of making use of such distinctions with regard to a wide range of phenomena, including control and stress, attitudes, and personality traits. We also provide a specific compendium of analytic procedures appropriate for making the most effective use of the moderator and mediator distinction, both separately and in terms of a broader causal system that includes both moderators and mediators.
This study among a sample of 207 general practitioners (GPs) uses a five‐year longitudinal design to test a process model of burnout. On the basis of social exchange and equity theory, it is hypothesized and found that demanding patient contacts produce a lack of reciprocity in the GP–patient relationship, which, in turn, depletes GPs' emotional resources and initiates the burnout syndrome. More specifically, structural equation analyses confirmed that—both at T1 and T2—lack of reciprocity mediates the impact of patient demands on emotional exhaustion. Emotional exhaustion, in turn, evokes negative attitudes toward patients (depersonalization), and toward oneself in relation to the job (reduced personal accomplishment). Moreover, this process model of burnout was confirmed at T2, even after controlling for T1‐scores on each of the model components. Finally, T1 depersonalization predicted the intensity and frequency of T2 patient demands, after controlling for T1 patient demands. This major finding suggests that GPs who attempt to gain emotional distance from their patients as a way of coping with their exhaustion, evoke demanding and threatening patient behaviors themselves. The theoretical and practical implications of these findings are discussed. Copyright © 2000 John Wiley & Sons, Ltd.
The process of exchange is almost continual in human interactions, and appears to have characteristics peculiar to itself, and to generate affect, motivation, and behavior that cannot be predicted unless exchange processes are understood. This chapter describes two major concepts relating to the perception of justice and injustice; the concept of relative deprivation and the complementary concept of relative gratification. All dissatisfaction and low morale are related to a person's suffering injustice in social exchanges. However, a significant portion of cases can be usefully explained by invoking injustice as an explanatory concept. In the theory of inequity, both the antecedents and consequences of perceived injustice have been stated in terms that permit quite specific predictions to be made about the behavior of persons entering social exchanges. Relative deprivation and distributive justice, as theoretical concepts, specify some of the conditions that arouse perceptions of injustice and complementarily, the conditions that lead men to feel that their relations with others are just. The need for much additional research notwithstanding, the theoretical analyses that have been made of injustice in social exchanges should result not only in a better general understanding of the phenomenon, but should lead to a degree of social control not previously possible. The experience of injustice need not be an accepted fact of life.
This study among a sample of 207 general practitioners (GPs) uses a five-year longitudinal design to test a process model of burnout. On the basis of social exchange and equity theory, it is hypothesized and found that demanding patient contacts produce a lack of reciprocity in the GP-patient relationship, which, in turn, depletes GPs' emotional resources and initiates the burnout syndrome. More specifically, structural equation analyses confirmed that - both at T1 and T2 - lack of reciprocity mediates the impact of patient demands on emotional exhaustion. Emotional exhaustion, in turn, evokes negative attitudes toward patients (depersonalization), and toward oneself in relation to the job (reduced personal accomplishment). Moreover, this process model of burnout was confirmed at T2, even after controlling for T1-scores on each of the model components. Finally, T1 depersonalization predicted the intensity and frequency of T2 patient demands, after controlling for T1 patient demands. This major finding suggests that GPs who attempt to gain emotional distance from their patients as a way of coping with their exhaustion, evoke demanding and threatening patient behaviors themselves. The theoretical and practical implications of these findings are discussed. (aut.ref.)
The distribution of rewards and resources is a universal phenomenon that occurs in social systems of all sizes, from small groups to whole societies (Parsons, 1951; Parsons, Shils, & Olds, 1951). All groups, organizations, and societies deal with the question of allocating rewards, punishments, and resources. The manner in which a social system deals with these issues has great impact on its effectiveness and on the satisfaction of its members. For these reasons, it is not surprising that social scientists from many disciplines—political scientists, economists, sociologists, and psychologists—have been concerned with the problem of allocation (e.g., Jones & Kaufman, 1974; Leventhal, 1976a; Pondy, 1970).
In this study, the impact of psychosocial work characteristics on illness and work absenteeism has been examined. The study group consisted of 133 civil servants (33 men and 100 women) with a mean age of 43 years (range 21-65 years). Psychosocial work characteristics, social support, quality of life, work absenteeism, psychosomatic and gastrointestinal symptoms were assessed by means of questionnaires. Five different work support or functions were identified by factor analysis: appraisal support, belonging support, instrumental support, emotional support and supportive atmosphere. The analysis showed that work absenteeism was associated with lower belonging support and a less supportive atmosphere. Furthermore, psychosomatic symptoms were associated with lack of support at work, measured as belonging support, instrumental support and supportive atmosphere. Gastrointestinal symptoms were associated with lack of belonging support and lack of social integration outside work. A bad general health status was associated with lack of insrumental support. The association between work absenteeism and social support at work was confirmed in multivariate analysis with control for confounding factors. In this analysis, high work strain and low social support were associated with a lower quality of life, which in turn was associated with increased absenteeism. Although there are well-known difficulties in drawing causal conclusions from cross-sectional studies, it seems reasonable to conclude that social support at work is an important factor to take into consideration when analysing illness and absenteeism from work.
This study applied Karaseks demand-control model, using sense of coherence (SOC), social support and job control as moderators of effects of job demands on ensuing sickness absence spells in a 3-year follow-up of 856 municipal employees. Among men the results supported the active learning hypothesis. Passive jobs predicted a high number of sickness absence spells and active jobs predicted a low number of spells. for short spells (1-3 days), the demand-control interaction, however, depended on SOC. In active jobs SOC was negatively associated with sickness absence spells; in passive jobs no such association was found. For long spells (3 days), the demand-control interaction depended on occupational level; active jobs were predictive of low absence spells among blue collar men. Among women, the results supported the strain hypothesis. The demand-control interaction, however, depended on household size. In small households, high-strain jobs predicted a high number of spells, while no increase in spells was found in active versus low-strain jobs. In larger households, the number of spells correlated positively with increasing demands even when control was good. The demand-control interaction, however, depended on SOC and spouse support. With strong SOC or spouse support, absence spells in active jobs remained on a relatively low level, otherwise active jobs led to a high number of spells. This suggests that SOC and spouse support may act as protective factors against female role conflicts associated with active jobs
Relationships among a variety of organizational withdrawal indicators and retirement are examined. The specific focus is on retirement as a voluntary organizational withdrawal behavior. Retirement is considered a means, similar to other forms of organizational withdrawal, that individuals may use to avoid dissatisfying work situations. Eighty-two academic and eighty-four nonacademic employees at a large midwestern state university completed a structured interview about their retirement intentions, work-role attitudes, job importance, attitude toward retirement, and withdrawal behaviors. Relations among individual withdrawal intentions, cognitions, and reported behaviors—including lateness, absenteeism, turnover intentions, desire to retire, and intended retirement age—are reported. Preliminary evidence for two families of withdrawal behaviors, Work Withdrawal and Job Withdrawal, was found. Similar patterns of relations among the behaviors for both academic and nonacademic employees were evident. Regressions of composite scores reflecting the two withdrawal families on job attitudes, job importance, health satisfaction, and retirement attitudes were examined. Different networks of relations across the two samples and between the two families within each sample were obtained. Implications of the findings for organizations and individuals are discussed.
Past research demonstrates that quality of treatment is linked to support of authorities and acceptance of their decisions, particularly when the authority represents a valued ingroup. The group-value model suggests that the group membership effect occurs because people derive important self-relevant information from evaluations of how they are treated by ingroup authorities. Two experiments and a correlational study tested whether the group membership of the authority moderates the effect of treatment quality on participants' views of themselves. The results show that better treatment quality is more closely related to feelings of respect and positive self-esteem when the authority represents an ingroup than when the authority represents an outgroup. Moreover, there is some suggestive evidence that the effect of treatment quality on self-esteem is mediated by perceived respect. These findings support the argument that treatment quality in an ingroup context is particularly important because people derive their sense of self, in part, from knowing that a group they value regards them as respected members.
The relationship between health complaints and flexible work schedules was studied in a patient population selected by general practitioners. Four hundred and eighty patients between 20 and 60 years, currently employed or on sick leave, completed questionnaires which compiled data on their work situation, subjective physical health, psychological well-being, and quality of sleep. Subjective health measurements were performed by using the 21-item Subjective Health Questionnaire (VOEG). Psychological well-being was measured by applying a selection of the Sickness Impact Profile. Duration and quality of sleep were measured through a selection of the Groningen Sleep Scale. Patients working rotating shifts, compressed weeks, and irregularly changing hours showed significantly more health complaints, more problems related to their psychological performance, and more sleeping problems than a control group of workers with non-flexible work schedules. Patients working on temporary employment contracts reported significantly more problems with their psychological performance. Copyright © 1999 John Wiley & Sons, Ltd.
Although a great deal of research has addressed the issue of outcome "fairness," relatively little has been done to illuminate the relationship between perceptions of outcome fairness (distributive justice), organizational systems fairness (procedural justice), job satisfaction, and intent to turnover. This paper isolates the empirical relationships between the types of perceived fairness, critical work attitudes, and intent to turnover using a sample of 88 employees in technical fields such as computer assisted design, product testing and assurance, and computer equipment repair. Intent to turnover was found to be most sensitive to perceptions of procedural justice. Implications of these results for managers are discussed.
Constructed a questionnaire that measured 3 components of organizational commitment based on N. J. Allen and J. P. Meyer's (1990) 3-component model of commitment, which discerns affective, continuance, and normative commitment. Using confirmatory factor analysis, it is shown that the Dutch version of Allen and Meyer's questionnaire comprised the same 3 components of commitment, whereas the reliabilities of the scales, the correlations among the components, and correlations with likely antecedents and consequences of commitment, were very similar to those that have been reported with the English questionnaire. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
This study examined whether an employee's level of absenteeism was affected by age, organizational tenure, perceptions of interactional justice, affective and continuance commitment, and the perceived absence norm in the employees' work unit or department. One hundred and sixty-six nursing and food services employees in a mid-size chronic care hospital provided attitudinal and perceptual data on an employee survey. Absence data (absence frequency and total days absent) were collected during the 12-month period immediately following an employee survey. Hypothesized relations between the various individual- and group-level factors and employee absenteeism were specified in a structural model and tested using LISREL 7 (Joreskog and Sorbom, 1989). General support was found for the study hypotheses.
A quantitative review of 55 studies supports the conclusion that job attitudes are robust predictors of organizational citizenship behavior (OCB). The relationship between job satisfaction and OCB is stronger than that between satisfaction and in-role performance, at least among nonmanagerial and nonprofessional groups. Other attitudinal measures (perceived fairness, organizational commitment, leader supportiveness) correlate with OCB at roughly the same level as satisfaction. Dispositional measures do not correlate nearly as well with OCB (with the exception of conscientiousness). The most notable moderator of these correlations appears to be the use of self- versus other-rating of OCB; self-ratings are associated with higher correlations, suggesting spurious inflation due to common method variance, and much greater variance in correlation. Differences in subject groups and work settings do not account for much variance in the relationships. Implications are noted for theory, practice, and strategies for future research on OCB.
Analysis of Ordinal Categorical Data Alan Agresti Statistical Science Now has its first coordinated manual of methods for analyzing ordered categorical data. This book discusses specialized models that, unlike standard methods underlying nominal categorical data, efficiently use the information on ordering. It begins with an introduction to basic descriptive and inferential methods for categorical data, and then gives thorough coverage of the most current developments, such as loglinear and logit models for ordinal data. Special emphasis is placed on interpretation and application of methods and contains an integrated comparison of the available strategies for analyzing ordinal data. This is a case study work with illuminating examples taken from across the wide spectrum of ordinal categorical applications. 1984 (0 471-89055-3) 287 pp. Regression Diagnostics Identifying Influential Data and Sources of Collinearity David A. Belsley, Edwin Kuh and Roy E. Welsch This book provides the practicing statistician and econometrician with new tools for assessing the quality and reliability of regression estimates. Diagnostic techniques are developed that aid in the systematic location of data points that are either unusual or inordinately influential; measure the presence and intensity of collinear relations among the regression data and help to identify the variables involved in each; and pinpoint the estimated coefficients that are potentially most adversely affected. The primary emphasis of these contributions is on diagnostics, but suggestions for remedial action are given and illustrated. 1980 (0 471-05856-4) 292 pp. Applied Regression Analysis Second Edition Norman Draper and Harry Smith Featuring a significant expansion of material reflecting recent advances, here is a complete and up-to-date introduction to the fundamentals of regression analysis, focusing on understanding the latest concepts and applications of these methods. The authors thoroughly explore the fitting and checking of both linear and nonlinear regression models, using small or large data sets and pocket or high-speed computing equipment. Features added to this Second Edition include the practical implications of linear regression; the Durbin-Watson test for serial correlation; families of transformations; inverse, ridge, latent root and robust regression; and nonlinear growth models. Includes many new exercises and worked examples.
Diversity in the conceptualization and measurement of organizational commitment has made it difficult to interpret the results of an accumulating body of research. In this article, we go beyond the existing distinction between attitudinal and behavioral commitment and argue that commitment, as a psychological state, has at least three separable components reflecting (a) a desire (affective commitment), (b) a need (continuance commitment), and (c) an obligation (normative commitment) to maintain employment in an organization. Each component is considered to develop as a function of different antecedents and to have different implications for on-the-job behavior. The aim of this reconceptualization is to aid in the synthesis of existing research and to serve as a framework for future research.
A stress-management model of job strain is developed and tested with recent national survey data from Sweden and the United States. This model predicts that mental strain results from the interaction of job demands and job decision latitude. The model appears to clarify earlier contradictory findings based on separated effects of job demands and job decision latitude. The consistent finding is that it is the combination of low decision latitude and heavy job demands which is associated with mental strain. This same combination is also associated with job dissatisfaction. In addition, the analysis of dissatisfaction reveals a complex interaction of decision latitude and job demand effects that could be easily overlooked in conventional linear, unidimensional analyses. The major implication of this study is that redesigning work processes to allow increases in decision latitude for a broad range of workers could reduce mental strain, and do so without affecting the job demands that may plausibly be associated with organizational output levels.
Results are presented of a study on burnout among 249 Dutch elementary and secondary school teachers. The current study considers burnout in terms of the exchange of investments and outcomes at interpersonal (teacher-student) and organizational (teacher-school) levels. In addition, demographic (age and gender) and work-related factors (school type, teaching experience, number of hours employed) are included. Findings show that when teachers invest more than they get back from their school, they report higher levels of emotional exhaustion. As expected, at the interpersonal level, low outcomes from students are related to higher burnout levels; whereas at the organizational level, low investments are related to higher burnout levels. These findings are discussed in terms of the extent to which psychological contact is more intimate or impersonal in both types of relationships.
This is the seventeenth in the most prestigious series of annual volumes in the field of industrial and organizational psychology. The series provides authoritative and integrative reviews of the key literature of industrial psychology and organizational behavior. The chapters are written by established experts and topics are carefully chosen to reflect the major concerns in the research literature and in current practice. This seventeenth volume will continue to provide coverage of emergent issues such as: Coping with Job Loss: A Life-Facet Perspective; The Older Worker in Organizational Context; Employment Relationships from the Employer's Perspective; Great Minds Don't Think Alike?: Past, Present and Future of Cross-Cultural Studies in Industrial and Organizational Psychology; Executive Health; The Influence of Values in Organizations; New Research Perspectives and Implicit Managerial Competency Modelling in China. Each chapter offers a comprehensive and critical survey of a chosen topic, and each is supported by valuable bibliography. For advanced students, academics, and researchers, as well as professional psychologists and managers, this remains the most authoritative and current guide to developments and established knowledge in the field of industrial and organizational psychology.
A justice model of applicants' reactions to employment-selection systems is proposed as a basis for organizing previous findings and guiding future research. Organizational justice literature is briefly reviewed, and key findings are used to provide a framework for the proposed model and to support hypotheses. The procedural justice of selection systems is examined in terms of 10 procedural rules, wherein the satisfaction and violation of these rules provide the basis for fairness reactions. Distributive justice of hiring decisions is examined with respect to equity, equality, and needs. The model also includes the interaction of procedural and distributive justice and the relationship of fairness reactions to individual and organizational outcomes.