The Effects of Sick-Leave Policy on Teacher Absenteeism

Winkler, Donald R.

doi:10.2307/2522452

Cited by 46 publications

(52 citation statements)

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“…It is important to establish a workplace environment in which paid vacation is taken without working outside the workplace. As can be understood from research such as Wrinkler [6], absenteeism is an issue in the US and Europe but in Japan, the national character in which there is an issue of people even taking the paid vacation to which they are entitled is a barrier to the usage of paid vacation. This paper focused on understanding the actual situation of the relationship between the paid vacation usage rate and the usage methods through questionnaires and quantitatively verifying the relationship using empirical analysis.…”

Section: Discussionmentioning

confidence: 99%

Verification of Hypothesis of “Six Patterns of Paid Vacation Use”: An Exploration of Six Patterns of Paid Vacation Usage and Number of Days Taken

Igusa

2014

JHRSS

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In this study a survey using questionnaires was conducted to understand the actual condition of the relationship between methods for taking paid vacation and its usage rate, to focus on verifying the relationship quantitatively by empirical analysis, and to present a plan to promote paid vacation usage. The simple tabulation did not reveal a distinct difference in the number of days taken as paid vacation among the usage methods; however, by making the other conditions constant, the number of days taken as paid vacation by those adopting a share method was significantly high. In other words, by recommending the share method at a workplace, it is possible that the paid vacation usage condition improves considerably. In order for this method to operate effectively, the paper proposed that "efforts to utilize human resources" is necessary so that personnel who can replace the work of employees taking paid vacation are prepared.

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Section: Discussionmentioning

confidence: 99%

Verification of Hypothesis of “Six Patterns of Paid Vacation Use”: An Exploration of Six Patterns of Paid Vacation Usage and Number of Days Taken

Igusa

2014

JHRSS

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“…In contrast to absence culture which focuses on work-group norms, absence permissiveness focuses on the organization's response to an employee's absence. The literature supports a positive effect of absence permissiveness on absenteeism (Winkler, 1980;Rhodes and Steers, 1981;Popp and Belohlav, 1982;Brooke and Price, 1989).…”

Section: Policy Variablesmentioning

confidence: 73%

“…Organizational policies can have the effect of either rewarding or discouraging absenteeism (Morgan and Herman, 1976;Winkler, 1980;Dalton and Perry, 1981;Dalton and Mesch, 1991). The first policy variable, absence permissiveness, is the degree to which absenteeism is tolerated by the company (Brooke and Price, 1989).…”

Section: Policy Variablesmentioning

confidence: 99%

“…It can be interpreted as a measure of the extent to which an individual follows company policy in relation to accumulating sick leave. The effect of company policy on the accumulation of sick pay has been investigated by Morgan and Herman (1976), and Winkler (1980). Both found that past absenteeism was a good predictor of future absenteeism.…”

Section: Policy Variablesmentioning

confidence: 99%

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The determinants of absenteeism: evidence from Australian blue–collar employees

Deery

Erwin

Iverson

et al. 1995

The International Journal of Human Resource Management

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For much of the last decade research studies on absenteeism have concentrated on samples of white-collar employees in service-sector organizations. Unionized factory workers have largely been ignored. As a consequence, certain work-setting variables and policy matters which would appear to be germane to an understanding of absenteeism in a manufacturing environment have tended to be neglected.The purpose of this study is to develop and test a causal model of absenteeism using a sample of unionized, production workers in the automotive industry. The LISREL results indicated there were a number of different factors that had a significant effect on the incidence of absenteeism. These causal factors included job motivation, the routinization of work and supervisory support, as well as absence culture and the employees' external responsibilities. I n addition, policy issues relating to previous disciplinary warnings and the accumulation of sick pay were identified as significant determinants of absence behaviour.

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“…academic researchers) to those where the timing cannot be changed (e.g., teaching and nursing), we do not have detailed occupational data. A number of papers find that financial incentives affect worker absence (e.g., Winkler, 1980, Jacobson, 1989, Ehrenberg et al, 1991, Barmby et al, 1991, Brown and Sessions, 1996, and Lindeboom and Kerkhofs, 2000, so it is reasonable to think that workers can adjust the timing and frequency of absence to some degree. 19 Herrmann and Rockoff (2010) find the evidence that individuals substitute between absences; while school teachers who live farther away are far more likely to be absent on bad weather days, the number of bad weather days in a year is not significantly related to total annual absences, strongly suggesting that these teachers adjust by reducing other absences.…”

Section: Men's Health Problemsmentioning

confidence: 99%