Interactive effects of absence culture salience and group cohesiveness: A multi‐level and cross‐level analysis of work absenteeism in the Chinese context

By J. Xie, G. Johns. 2000

126 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/a23fe461d2a5fce298be72bc3f12c42fe0ed33a4

How researchers see this paper

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

In Organizational Behavior and Human Resource Management

In Social Psychology

In Sociology and Political Science

Citations in the corpus

Work-Unit Absenteeism: Effects of Satisfaction, Commitment, Labor Market Conditions, and Time (2008, background): “Unit-level frameworks of absence (Rentsch & Steel, 2003; Xie & Johns, 2000) are based on the assumption that a large portion of absence variance resides between rather than within groups because of differences in group norms and other contextual features of work units.”
Future work design research and practice: Towards an elaborated model of work design (2001, background): “…(e.g. team autonomy), but also focusing on aspects that are a function of groups or teams per se, such as the degree of cohesion among members (Xie & Johns, 2000), team composition (Neuman & Wright, 1999), group norms (Barker, 1999), interdependence (Wageman, 1995), and shared knowledge…”
HOW BROADLY DOES EDUCATION CONTRIBUTE TO JOB PERFORMANCE (2009, methodology): “Absenteeism has been measured in three different ways in previous research (Johns & Xie, 1998; Xie & Johns, 2000).”
Organizational Tenure and Job Performance (2010, background): “Three different approaches have been taken to operationalizing absence in the literature (Johns & Xie, 1998; Xie & Johns, 2000).”
Group norms and excessive absenteeism : The role of peer referent others (2007, background): “In the context of absence behavior, targets align their personal absence norms with those held by their referent peers in an effort to maintain internal-external compatibility or coherency ( Xie & Johns, 2000; Markham & Mckee, 1995).”
The relationship between organizational culture and withdrawal intentions and behavior (2005, result): “), and this measurement was also used in other studies that have examined self-report of absenteeism ( Xie and Johns, 2000”