Major influences on employee attendance: A process model.

Steers, Richard M.; Rhodes, Susan R.

doi:10.1037/0021-9010.63.4.391

Cited by 640 publications

(529 citation statements)

References 87 publications

Supporting

Mentioning

466

Contrasting

Unclassified

Order By: Relevance

“…It appears that both work-related and non-work-related factors can influence retirement decisions. This basic idea, that factors in both work and nonwork categories can lead to retirement decisions, is strikingly paralleled in models of another work withdrawal behavior, absenteeism (e.g., Steers and Rhodes, 1978). Furthermore, the combination of these two life domains has a greater influence than either one alone, i.e., they predict unique variance in the ages at which people decide to retire.…”

Section: Discussionmentioning

confidence: 82%

“…For example, having to care for a sick family member might be aversive, but the ill person may still be drawing the older employee toward retirement. This would be similar to Steers and Rhodes' (1978) "ability to attend" category of predictors of absenteeism, again showing some of the similarity retirement has to other forms of work withdrawal. Aside from the ability to remain on the job, there is the possible attraction of retirement.…”

Section: Nonwork Characteristics and Retirementmentioning

confidence: 85%

See 1 more Smart Citation

Work and Nonwork Predictors of Employees' Retirement Ages

Beehr

Glazer

Nielson

et al. 2000

Journal of Vocational Behavior

208

220

View full text Add to dashboard Cite

In a study of the likely causes of retirement decisions, 197 older employees of a state government and their spouses were surveyed as they were getting ready to retire. Data also were collected from the employees' personnel records. Holding finances, gender, and health constant, a set of work characteristics (especially being tired of working) and a set of nonwork characteristics (personal characteristics and expected retirement activities) that were conceptualized as potentially inducing employees to retire each provided a unique contribution of about 10% of the variance to expected retirement age.

show abstract

Section: Discussionmentioning

confidence: 82%

Section: Nonwork Characteristics and Retirementmentioning

confidence: 85%

Work and Nonwork Predictors of Employees' Retirement Ages

Beehr

Glazer

Nielson

et al. 2000

Journal of Vocational Behavior

208

220

View full text Add to dashboard Cite

show abstract

“…Furthermore, the employee's level of job satisfaction in the workplace has also been suggested by different researchers as one of the main factors affecting absenteeism (e.g. Steers and Rhodes 1978;Tylczak 1990;George and Jones 2002;Gyekye and Salminen 2006;Böckerman and Ilmakunnas 2008). Job satisfaction is generally defined as an employee's attitude towards the job and the job situation.…”

Section: Introductionmentioning

confidence: 99%

Injury-related absenteeism and job satisfaction: insights from Greek and UK data

Drakopoulos

Grimani

2013

The International Journal of Human Resource Management

View full text Add to dashboard Cite

Most of the literature on absenteeism suggest that absence from work is a complex issue influenced by multiple causes, both of personal and of organizational nature. Job satisfaction has also been identified as one of the factors affecting an employee's motivation to work attendance. There is no universal agreement concerning the relationship between absenteeism and job satisfaction. Some research have found no correlation between these two variables, whereas other studies indicate a weak relationship between these two variables. It has also been suggested that absence and job satisfaction might be more strongly related under some conditions, for instance in the case of blue-collar workers. There is a lack of attention in the literature, however, to injury-related absenteeism, which is a particular type of absenteeism. This paper attempts to fill this gap and examines the effect of job satisfaction on injury-related absenteeism by using Greek and UK data. The empirical results suggest that there is a negative relationship between injury-related absenteeism and job satisfaction. The paper also discusses possible policy measures towards reducing injury-related absenteeism.

show abstract

“…In de nationale-en internationale onderzoeksliteratuur zijn veel demografische, gezondheids-en arbeidsgerelateerde risicofactoren aangewezen die samenhangen met ziekteverzuim. [8][9][10][11][12][13][14][15][16][17][18] Mogelijk zijn de risicofactoren die tot nu toe in de internationale literatuur zijn gerapporteerd echter andere dan die in Nederland een grote rol spelen en/of andere dan die momenteel van belang zijn. Inzicht in de actuele (arbeidsgerelateerde) risicofactoren van verzuim is van belang voor de preventie van vermijdbaar verzuim.…”

Section: Inleidingunclassified

Verzuimmeting via zelfrapportage en registratie: verschillen tussen de Nationale Enquête Arbeidsomstandigheden en de Nationale Verzuim Statistiek

Vroome¹,

Koppes²,

Smulders³

et al. 2010

TIJDSCHRIFT VOOR GEZONDHEISWETENSCHAPPEN

View full text Add to dashboard Cite

In onderzoek naar (arbeidsgerelateerde) risicofactoren voor ziekteverzuim wordt veelal volstaan met zelfgerapporteerd verzuim als uitkomstvariabele. Als zowel risicofactoren als uitkomstmaat zijn gebaseerd op vragenlijstgegevens kan dit echter leiden tot monomethod bias. In het hier gepresenteerde onderzoek wordt verzuim gemeten met zowel zelfrapportage-(de Nationale Enquête Arbeidsomstandigheden, NEA), als met registratiemethoden (de Nationale Verzuim Statistiek, NVS), onder dezelfde personen (N = 9.893). In absolute zin blijkt het gemiddelde zelfgerapporteerde verzuim significant hoger te liggen dan het geregistreerde verzuim (4,6 vs 3,8%), maar beide bronnen blijken onderling wel consistent te zijn (relatief hoog verzuim volgens de ene bron is tevens relatief hoog verzuim volgens de andere bron). Op uitzonderingen na leiden analyses op basis van het zelfgerapporteerde verzuim en het geregistreerde verzuim tot dezelfde conclusies ten aanzien van verzuimrisicofactoren en de vraag welke subgroepen een relatief hoog verzuimpercentage hebben. Monomethod bias lijkt daarmee geen groot probleem te zijn bij het analyseren van ziekteverzuim en (arbeidsgerelateerde) risicofactoren van ziekteverzuim, als beide zijn gemeten in vragenlijstonderzoek. Zelfgerapporteerd ziekteverzuim in grootschalig steekproefonderzoek lijkt daarmee een betrouwbaar alternatief te vormen voor geregistreerd ziekteverzuim.

show abstract

Major influences on employee attendance: A process model.

Cited by 640 publications

References 87 publications

Work and Nonwork Predictors of Employees' Retirement Ages

Work and Nonwork Predictors of Employees' Retirement Ages

Injury-related absenteeism and job satisfaction: insights from Greek and UK data

Verzuimmeting via zelfrapportage en registratie: verschillen tussen de Nationale Enquête Arbeidsomstandigheden en de Nationale Verzuim Statistiek

Contact Info

Product

Resources

About