Individual determinants of work attendance: evidence on the role of personality
By Susi Störmer, René Fahr. Social Science Research Network, 2013
96 citations recorded by the source corpus.
We investigate the influence of personality as measured by the Big Five personality scale on absenteeism using the 2005 wave of the German Socio-Economic Panel (GSOEP). Estimates of a double hurdle negative binomial regression allow us to test hypotheses on the influence of the Big Five personality traits on work attendance. Our findings augment previous results on the link between personality and absenteeism by analysing representative data and including a large set of control variables typically not available in small scale surveys. We find clear negative correlations between the absence probability and Conscientiousness among women. For male employees a negative correlation with the incidence of absence is observed for the Agreeableness dimension. When looking at the length of absence occurrences Neuroticism is found to significantly influence male absenteeism despite controlling for the subjective health of the individual. Following the reasoning by Bowles et al. (2001) for the provision of effort by employees, employers might pay for incentive-enhancing preferences such as low Neuroticism among male employees because employers can only insufficiently monitor the true level of sickness of their employees and consequently want to avoid voluntary absenteeism.
Subfields: Organizational Behavior and Human Resource Management, Social Psychology, Sociology and Political Science
View Paper: https://www.semanticscholar.org/paper/cf30f4f92b9e56bda4d21c65f0190deddf667abc
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In Sociology and Political Science
Citations in the corpus
- Personality Psychology and Economics (2011, unknown): “history, and health, Störmer and Fahr (2010) estimate that a standard deviation increase in Emotional Stability and Agreeableness is associated with 12% ( p < 0.”
- Employer Voices, Employer Demands, and Implications for Public Skills Development Policy (2014, background): “…between socio-emotional skills and wages (Heckman and Rubenstein 2001; Kern et al. 2013; Mueller and Plug 2006; Heckman, Stixrud, and Urzu´a 2006), professional success (Duckworth et al. 2007), absenteeism in the work place (Stormer and Fahr 2010), and a range of other labor force outcomes.”