The Psychology of Lateness, Absenteeism, and Turnover

By G. Johns. 2001

133 citations recorded by the source corpus.

Subfields: Demography, General Health Professions

View Paper: https://www.semanticscholar.org/paper/7110a027c5b2561997a7c35c37f0db25fe72662f

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In General Health Professions

Citations in the corpus

Personality and absenteeism: a meta‐analysis of integrity tests (2003, background): “Finally, as Johns (2001) notes, ‘ . . . absenteeism is ‘‘the failure to report for scheduled work.’’”
The Essential Impact of Context on Organizational Behavior (2006, background): “Such extreme variance, partially a function of occupational opportunities for and constraints on mobility, has prompted more interest in statistically controlling for turnover base rates than in understanding contextual effects on turnover (Johns, 2001b).”
Presenteeism in the workplace: A review and research agenda. (2010, background): “A growing amount of evidence (reviewed by Johns, 1997, 2001, 2002, 2003, 2008; Kaiser, 1998; Rentsch & Steel, 2003) supports the viability of the absence culture concept.”
Social Identity and Social Exchange: Identification, Support, and Withdrawal from the Job (2005, unknown): “Studies of job withdrawal have shown withdrawal intentions and behavior to be related to a variety of factors, including job satisfaction, organizational justice, organizational commitment, work group norms, and labor market conditions (Griffeth, Hom, & Gaertner, 2000; Johns, 2001; Riketta, 2005).”
Formal Development Opportunities and Withdrawal Behaviors by Employees in Small and Medium‐Sized Enterprises (2010, background): “However, reviews of the research literature do suggest modest negative associations between job satisfaction, affective com- mitment, and employee neglect (Johns 2002; Judge et al. 2002; Meyer et al. 2002).”
A Role–resource Approach–avoidance Model of Job Crafting: A Multimethod Integration and Extension of Job Crafting Theory (2017, background): “Individuals can respond to dissatisfaction by neglecting or exiting the situation (Hirschman, 1970; Johns, 2001), and minor forms of psychological and behavioral withdrawal are suggested to escalate in severity (Harrison, Newman, & Roth, 2006; Johns, 2001).”
A meta-analysis of the interrelationships between employee lateness, absenteeism, and turnover: Implications for models of withdrawal behavior (2012, background): “they each represent some physical removal from the workplace (e.g., Hulin, 1991; Johns, 2001; Koslowsky, 2000).”
When does adaptive performance lead to higher task performance (2012, unknown): “Although sometimes included in discussions of counterproductive work behavior, withdrawal behavior refers to tardiness, absenteeism, and voluntary turnover (Johns, 2002).”