How methodological diversity has improved our understanding of absenteeism from work
By G. Johns. 2003
96 citations recorded by the source corpus.
Subfields: General Health Professions, Sociology and Political Science
View Paper: https://www.semanticscholar.org/paper/a0dc148435a88311c5fe1ec79c7a0a6cbdb3e236
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
- G. Johns
- Marilyn V. Whitman
- Jonathon R. B. Halbesleben
- Wayne S. Crawford
- Eric Patton
- M. Mayfield
- J. Mayfield
- Sigalit Tsemach
In Sociology and Political Science
- Patrick F. McKay
- Derek R. Avery
- G. Johns
- Eric Patton
- M. Mayfield
- J. Mayfield
- Sigalit Tsemach
- Orly Shapira–Lishchinsky
Citations in the corpus
- Women's absenteeism in the popular press: Evidence for a gender-specific absence culture (2007, background): “The traditional correlational designs employed in absence research involving absence records (Johns, 2003) seem suboptimal for studying such questions.”
- High performance work systems in Ireland: human resource and organizational outcomes (2009, background): “As is common in the literature (Johns 2003), we measure absenteeism in terms of the average ‘number of days per year employees were absent’ for each of the two employee groups.”
- The Role of Leader Motivating Language in Employee Absenteeism (2009, background): “In fact, Johns (2003) observed that “the absolute level of methodological diversity is less critical than its mere existence” (Johns, 2003, p. 158).”
- 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.”
- Psychological Empowerment as a Mediator Between Teachers’ Perceptions of Authentic Leadership and Their Withdrawal and Citizenship Behaviors (2014, background): “The most common model is the progressive model, which posits that withdrawal manifestations occur in progression, starting with relatively mild forms of psychological withdrawal such as occasional lateness, moving to more severe forms such as absence and intent to leave (Johns, 2003; Koslowsky, Sagi”
- UNEQUAL ATTENDANCE: THE RELATIONSHIPS BETWEEN RACE, ORGANIZATIONAL DIVERSITY CUES, AND ABSENTEEISM (2007, result): “These findings, in conjunction with prior research suggesting family variables do not seem to account for gender differences in absenteeism (Johns, 2003), lead us to suspect their impact on racial differences may be minimal as well.”
- A dialectical theory of the decision to go to work: Bringing together absenteeism and presenteeism (2014, background): “As one of the most commonworkplace problems, absenteeism is a complex phenomenon (Johns, 2003).”