Group absenteeism and positive affective tone :a longitudinal study

By Claire M. Mason, Mark A. Griffin. 2003

111 citations recorded by the source corpus.

This study investigates temporal variation in group absence behavior, and the relationship between group absenteeism and the group’s positive affective tone. Absenteeism data were obtained from 97 work groups, aggregated over each of the four quarters of a year. The group’s positive affective tone was measured through two employee opinion surveys. Multi-level regression analyses were carried out, in which linear, quadratic, and cubic change trends were tested as predictors of change over time in group absenteeism. All three change trends explained unique variance in the group absenteeism data, indicating that the level of group absenteeism changes over time. We also found that there was significant variation between groups in the strength and direction of the linear and quadratic change trends. Positive affective tone was negatively related to the level of group absenteeism, and change in positive affective tone predicted the strength and direction of the linear change trend for group absenteeism.

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

View Paper: https://www.semanticscholar.org/paper/b3325ce31ec94dbf5ed39f8b9e1a9461c61beb63

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In General Health Professions

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Unit-Level Counterproductive Work Behavior (CWB): A Conceptual Review and Quantitative Summary (2020, background): “Finally, unit-level CWBs such as work slowdowns and work avoidance should connect to reduced performance behaviors, which should also be linked to organizational-level financial costs (Mason & Griffin, 2003).”
The effect of team affective tone on team performance: the roles of team identification and team cooperation (2017, background): “16 It is widely accepted that emotions at work impact employee attitudes, cognitions and 17 behaviors (Mason & Griffin, 2003; Tsai et al., 2012).”
Work-Unit Absenteeism: Effects of Satisfaction, Commitment, Labor Market Conditions, and Time (2008, background): “…(e.g., Leonard et al., 1990; Steel & Rentsch, 1995), we could locate only one study that tested explanations for these changes at the unit level, where it was found that absenteeism varied over time and was related to the positive affective tone of the studied work groups (Mason & Griffin, 2003).”
Group Emotions: Cutting the Gordian Knots Concerning Terms, Levels of Analysis, and Processes (2015, background): “Finally, a longitudinal field study detected common positive emotions across groups of 3–30 members working for an Australian government agency (Mason & Griffin, 2003).3 In summary, there is considerable evidence that emotions converge in small groups and teams.”
The Impact of High-Performance Human Resource Practices on Employees’ Attitudes and Behaviors (2013, background): “…citizenship behavior (for a review, see Podsakoff, MacKensie, Paine, & Bachrach, 2000), intent to remain and turnover (Shaw, Gupta, & Delery, 2005), and absenteeism (Mason & Griffin, 2003)—thereby suggesting their importance and value in organizations, beyond the individual employee level.”