Social Comparisons and Absenteeism: A Structural Modeling Approach¹

Abstract

In this study a social comparison model is constructed that predicts objectively recorded absence frequency among male Dutch blue‐collar workers from a metal factory in the Netherlands. By employing LISREL, the model is developed (tested and revised) in Plant North (N = 254), and successfully cross‐validated in Plant South (N= 199). The study demonstrates the impact of two social comparison processes upon absenteeism. Absenteeism is the result of: (a) the perception that one is less well‐off than one's colleagues on several job aspects, and (b) the adjustment of one's personal absence norm to that of the work group. In addition, our study reveals that, rather than being absent or having tolerant absence norms, employees may develop feelings of resentment in response to perceived inequity and a tolerant group absence norm. It is concluded that social comparison theory enhances our understanding of absenteeism.

Supervisory behavior, reciprocity and subordinate absenteeism

“…Absenteeism can be interpreted as an attempt by the employee to decrease one's inputs and in this way to restore reciprocity. Studies among blue-collar workers (Geurts et al, 1994) and bus drivers (Geurts et al, 1993) have confirmed this premise.…”

Intent to leave and absenteeism as reactions to perceived inequity: The role of psychological and social constraints

“…After deletion of the fifth item, coefficient alpha was acceptable: .64. Geurts, Buunk & Schaufeli (1994) demonstrated that the items on this scale constitute a unidimensional Guttman scale, which means that most participants who indicated that the reason for absence in, for example, item two would be tolerated, also responded affirmatively to all subsequent items (3 and 4) that leave employees less freedom of choice to report sick. A higher score indicates a more tolerant perceived group absence norm.…”

“…Respondents were blue-collar workers from two virtually identical Dutch metal manufacturing plants (see also Geurts, Buunk & Schaufeli, 1994), All participated voluntarily. Questionnaires were completed under *Requests for reprints.…”

Time for Absenteeism: A 20-Year Review of Origins, Offshoots, and Outcomes

“…Klaas, Heneman and Olson (1991) showed that absenteeism went up for two months after union employees filed policy-related grievances, which signaled and challenged a presumed injustice with regard to treatment by management. Both stress-and withdrawal or equity-based explanations would account for these types of input reduction (Geurts, Buunk & Schaufeli, 1994).…”