Self-report measures of employee lateness: Conceptual and methodological issues

Koslowsky, Meni; Dishon-Berkovits, Miriam

doi:10.1080/13594320143000609

Cited by 13 publications

(10 citation statements)

References 32 publications

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“…Three items assessed time-based work–family conflict (e.g., “My work keeps me from family activities more than I would like”) and 3 items assessed strain-based work–family conflict (e.g., “Due to all the pressure at work, sometimes when I come home I am too stressed to do the things I enjoy”). The questionnaire was translated into Hebrew by bilingual individuals and then retranslated into English (see Koslowsky & Dishon-Berkovits, 2001). A 5-point Likert-type response scale, ranging from 1 ( strongly disagree ) to 5 ( strongly agree ), was used for each item.…”

Section: Methodsmentioning

confidence: 99%

Burnout

Dishon-Berkovits

2013

Journal of Career Development

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The current research builds on conservation of resources theory as a theoretical framework to examine the relationship between work–family and the three dimensions of job burnout: emotional exhaustion, cynicism (depersonalization), and reduced personal accomplishment. A study involving 292 employed women from multiple organizations assessed cross-domain (CD) compensation—a new component of work–family enhancement (Wiese, Seiger, Schmid, & Freund, 2010)—referring to the focus of one’s attention on positive experiences in the work domain that helps to deal with negative experiences in the family domain. Key findings reveal that CD compensation acts as a resource by reducing each facet of job burnout. Work–family conflict—a demand—contributes to various dimensions of job burnout. The effects of these variables were additive rather than interactive. Theoretical implications as well as applied recommendations for employees, career consultants, and organizations are discussed.

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Section: Methodsmentioning

confidence: 99%

Burnout

Dishon-Berkovits

2013

Journal of Career Development

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“…Future research on the present model could measure and control not only organizational culture but also other variables that could theoretically cause multiple variables in the model. The present study adopted self-reported measures of all withdrawal behaviors, because self-report data have been used successfully in previous studies (Hanisch & Hulin, 1990Koslowsky & Dishon-Berkovits, 2001), suggesting this is a viable way for obtaining good withdrawal measures (Johns, 1994). Moreover, care was taken to reduce the effects of common method variance.…”

Section: Limitationsmentioning

confidence: 99%

Empowering leadership: leading people to be present through affective organizational commitment?

Kim

Beehr

2018

The International Journal of Human Resource Management

113

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This study tested a mediation model in which empowering leadership was negatively related to three withdrawal behaviors: lateness, absenteeism, and turnover intention, with affective organizational commitment as a mediator. With 294 full-time US employees, results from structural equation modeling indicated that empowering leader behaviors at one time were positively related to estimates of affective organizational commitment at a second time, which in turn was negatively related to absenteeism and turnover intention at a final time. Additionally, no significant direct effect was found between empowering leadership and withdrawal behaviors, further supporting the mediation model. However, neither empowering leadership nor affective commitment influenced followers' lateness. Empowering leadership, which provides employees with autonomy and developmental support, may have a favorable effect on employees' decisions to attend and stay in the organization, as well as their affective reaction to the organization in the form of psychological commitment. This study extended prior research models by examining a full range of withdrawal behaviors in relation to empowering leadership and showed that commitment may explain why empowering leader behaviors can affect employees' retention decisions.

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“…Respondents were given the instructions to "circle the num-ber that most closely represents your position regarding the situation in question." Research has shown mixed results on the validity of self-reported, socially disapproved behavior (e.g., see Del Boca & Noll, 2000;Golub, Johnson, Taylor, & Liberty;, Koslowsky & Dishon-Berkovits, 2001). Thus, participants were asked what they were likely to do, rather than what they had actually done in the past.…”

Section: Instrumentsmentioning

confidence: 99%

Narcissism, Entitlement, and Questionable Research Practices in Counseling: A Pilot Study

Davis

Wester

King

2008

Jour of Counseling & Develop

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Although reports of research misconduct and questionable research practices (QRPs) have been prevalent in the literature, very little has been written about these issues in the field of counseling. The current pilot study addresses (a) the continuous drive for evidence‐based practice in education and counseling and (b) the relationship between QRPs and individual characteristics. QRPs are reported for the sample, indicating that this does exist, at least minimally, within the field of counseling. The authors also explored the role of demographic and specific personality characteristics in explaining QRPs.

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Self-report measures of employee lateness: Conceptual and methodological issues

Cited by 13 publications

References 32 publications

Burnout

Burnout

Empowering leadership: leading people to be present through affective organizational commitment?

Narcissism, Entitlement, and Questionable Research Practices in Counseling: A Pilot Study

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