Work-Unit Absenteeism: Effects of Satisfaction, Commitment, Labor Market Conditions, and Time

By John P. Hausknecht, N. Hiller, Robert J. Vance. 2008

198 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/3b26455cd3c6f82a6d7fceefc0ddcb286546be39

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In General Health Professions

In Organizational Behavior and Human Resource Management

Citations in the corpus

WHEN DOES VOICE LEAD TO EXIT? IT DEPENDS ON LEADERSHIP (2013, background): “Alternatively, employees may engage in less severe, yet still disruptive, behaviors such as slapping work (Hausknecht et al., 2008) or withholding effort (Kidwell & Bennett, 1993; Turnley, Bolino, Lester, & Bloodgood, 2003) in response to a lethargic management response.”
What’s Love Got to Do with It? A Longitudinal Study of the Culture of Companionate Love and Employee and Client Outcomes in a Long-term Care Setting (2014, background): “Recent empirical work supports this view, with a growing amount of evidence that an individual’s absenteeism is tied to social and normative expectations (Hausknecht, Hiller, and Vance, 2008).”
Unit-Level Counterproductive Work Behavior (CWB): A Conceptual Review and Quantitative Summary (2020, background): “More work is needed in this area—similar in vein to the work that has been done with unitlevel absenteeism (e.g., Hausknecht et al., 2008)—if we are to truly understand the dynamic nature of unit-level CWB. Finally, we encourage more consideration of the measurement issues in our understanding of…”
Necessary Condition Analysis (NCA) (2015, background): “In yet another example, Hausknecht, Hiller, and Vance (2008) studied effects of organizational commitment on work unit absenteeism and claimed in their Theory and Hypotheses section that ‘‘organizational commitment may be a necessary but not 12 Organizational Research Methods 19(1) T a b le 1 .”
Does self-efficacy matter for burnout and sickness absenteeism? The mediating role of demands and resources at the individual and team levels (2013, background): “Moreover, from a methodological perspective, aggregating absence data at the team level may help to overcome problems related to non-normality and skewness, which are typical for the distribution of absence data at the individual level (Hausknecht et al., 2008).”