Article Abstract:
This field study of employees (N=1,292) of a public utility company had several objectives: (a) to identify that portion of employee abstenteeism that is avoidable; (b) to compare this measure of avoidable absenteeism with more traditional measures, and (c) to examine the relationship of the measure of avoidable absenteeism with a selected absence policy - a waiting-game provision whereby employees were compensated differently for absenteeism. The avoidable absenteeism measure was more robustly related to predictor variables than were more traditional absence measurements. The results indicate that absenteeism policy is a far better predictor of avoidable absenteeism than any individual or attitudinal factor singly in or combination. Also, a relatively small percentage of employees were responsible for the vast majority of avoidable absenteeism. (Reprinted by permission of the publisher.)
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Article Abstract:
This study examined the merits of one perspective on the relationship between absenteeism and grievance activity by studying whether that relationship varied across six types of grievance activity. The transfer function between each type of grievance activity and absenteeism was estimated with time series techniques. Data were collected on the monthly level of absenteeism and grievance activity over an 8-year period from a unionized organization. The results suggest that the direction of the relationship varies substantially in association with the nature of the grievance. Although statistically significant increases in absenteeism occurred in association with policy grievances, statistically significant decreases in absenteeism occurred in the month following disciplinary grievances and negative outcomes from disciplinary grievances. (Reprinted by permission of the publisher.)
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Article Abstract:
Recent research on sex effects in workplace justice leads to different conclusions based largely on whether simulations or field assessments were relied on for experimental protocol. Our examination provides a field assessment that replicates in part and extends the investigation of dispute and disciplinary outcomes in the workplace. We argue that it is not merely the sex of the actor, but the nature of the dyadic composition (man-man, woman-woman, man-woman, woman-man) that is a critical influence on outcomes. This hypothesis is supported by significant differences in workplace justice outcomes based on the dyadic composition of the actors involved in dispute proceedings (N = 498). (Reprinted by permission of the publisher.)
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