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

Abstract

This study examines the relationships between production employee absenteeism and personal characteristics, job situation, and job satisfaction. The Steers and Rhodes hypothesized model of employee attendance suggests that these variables are major influences on absenteeism. The time-lost measure of absence was used for the dependent variable. Multiple regression and the general linear models approach to hypothesis testing were used in the analyses. The results indicate some statistically significant and some nonsignificant relationships between absence from work and this set of variables. Job satisfaction was not found to be a major influence on variation in absenteeism. Employee absenteeism is an important organizational problem. Replacing absent employees can lead to significant labor and training costs and financial problems. The occurrence of employee absenteeism needs to be understood more fully. Previous studies of absenteeism have been reviewed in the literature by Steers and Rhodes (1978), Muchinsky (1977), Nicholson, Brown, and Chadwick-Jones (1977), and Porter and Steers (1973). The reviews have covered many types of variables, including personal characteristics, facets of job satisfaction, and job situation. Steers and Rhodes (1978) developed a process model of employee attendance, presented here as Figure 1, that was based on previous research. The process model of attendance behavior (Steers & Rhodes, 1978) and theory suggested by Porter and Steers (1973), Morgan and Herman (1976), and Nicholson et al. (1977) form a part of the conceptual base of this study. Porter and Steers suggested that "met expectations" and "perceived equity" are important forces in the decision to be absent from work. Morgan and Herman suggested that employees decide whether or not to attend work based on the deterrent and motivating consequences of being absent. Nicholson et al. suggested that increasing levels of domestic responsibility and a need for increasing stability and regularity are conceptually linked to an inverse age-absence relationship. Personal characteristics have consistently been Requests for reprints should be sent to Collin J. Watson, who is now at the Department of Management,

Exploring the exit, voice, loyalty, and neglect typology: The influence of job satisfaction, quality of alternatives, and investment size

“…Although some authors have questioned whether job alternatives actually influence individual-level responses to dissatisfaction (Hulin, Roznowski, & Hachiya, 1985), existing studies using measures such as ease of movement (Landau & Hammer, 1988), un-employment rates (Carsten & Spector, 1987), information regarding job choices (Caldwell & O'Reilly, 1985), and the value placed on nonwork time (Youngblood, 1984) have supported the claim that good job alternatives promote active responses to dissatisfaction. Also, the possession of higher-quality alternatives appears to be associated with greater tendencies toward voice behaviors such as whistle-blowing (Miceli & Near, 1984), grievance filing (Fleishman & Harris, 1962;Muchinsky & Maassarani, 1980), and constructive social movements (Lammers, 1969;Zald & Berger, 1978), with lesser tendencies toward loyalty behaviors such as job commitment (McLaughlin & Butler, 1974;Pfeffer & Lawler, 1980), and with lesser tendencies toward neglectful acts such as absenteeism and slow-down behaviors (Behrend, 1953;Crowther, 1957;Larson & Fukami, 1985;Owens, 1966;Watson, 1981).…”

“…Research on continuance commitment has indicated that high levels of personal sacrifice increase attitudinal commitment and likelihood of staying (McGee & Ford, 1987;Meyer, Allen, & Gellatly, 1990). Voice behaviors such as making job suggestions and grievance filing have been linked with investments such as seniority and prior promotions (Price et aL, 1976;VanZelst & Kerr, 1953); loyalty responses such as commitment, positive work attitudes, and good citizenship behavior have been shown to be linked to psychological and material investments (Arkes & Blumer, 1985;Buchanan, 1974;Meyer & Allen, 1984); quitting and intent to quit appear to be inhibited by greater length of service, identification with a job, and job training (Ferris & Aranya, 1983;Guzzo, Jette, & Katzell, 1985;Koch & Steers, 1978;Rusbult & Farrell, 1983;Wanous, Stumpf, & Bedrosian, 1979;Werbet & Gould, 1984;Youngblood, Mobley, & Meglino, 1983); and neglect responses such as absence, lateness, and lack of effort seem to be inhibited by investments such as cross-training, work-connected recreational programs, and home ownership (Pascale, 1978;Watson, 1981). Also, sunk costs have been shown to increase the propensity to persist with a course of action in the face of negative information (Garland, 1990).…”

Teacher Absenteeism in Secondary Education

“…A complete test of the model has not been reported to date (Rhodes & Steers, 1990). Moreover, partial tests have provided only mixed support for the model (e.g., Hammer, Landau, & Stem, 1981;Watson, 1981). This suggests that factors affecting absenteeism vary depending on the work situation, attendance policies, and worker characteristics in the organization.…”

Faktor-faktor demografik (Jenis kelamin, usia, status pernikahan, dukungan domestik) penentu konflik pekerjaan dan keluarga dan intensi keluar karyawan: Studi pada industri perbankan Indonesia

“…Misalnya, Steers dan Rhodes (1978) dan Watson (1981) menemukan bahwa para karyawan perempuan absen dari kerja lebih banyak daripada laki-laki. Penelitian oleh van der Velde (2003) menunjukkan laki-laki memiliki komitmen organisasional lebih tinggi.…”