RECOGNIZING GOOD ATTENDANCE: A LONGITUDINAL, QUASI‐EXPERIMENTAL FIELD STUDY
By S. Markham, K. Scott, G. H. McKee. 2002
106 citations recorded by the source corpus.
Subfields: Applied Psychology, Developmental and Educational Psychology, Organizational Behavior and Human Resource Management
View Paper: https://www.semanticscholar.org/paper/f9b501c15f213975f0a94609e0b00ea97537bdca
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In Applied Psychology
In Developmental and Educational Psychology
In Organizational Behavior and Human Resource Management
Citations in the corpus
- Work-Unit Absenteeism: Effects of Satisfaction, Commitment, Labor Market Conditions, and Time (2008, result): “Our results partially support the deviation amplification arguments advanced in Maruyama’s (1963) dynamic systems theory, as significant linear increases in absenteeism were found over the duration of the study.”
- Employee Recognition and Performance: A Field Experiment (2016, background): “Other field studies have experimentally examined the effects of recognition on employee absenteeism (Markham et al., 2002) and on parents’ willingness to volunteer for their kids’ soccer club (Fisher and Ackerman, 1998). Most recently, Neckermann et al. (2010) analyze firm-level data to compare the ”
- Awards: A strategic management perspective (2016, background): “However, another study (Markham, Scott, and McKee, 2002), also analyzing the effects of an attendance award scheme, finds a significant positive effect on attendance (reducing absenteeism by 29–52%).”
- Getting More Work for Nothing? Symbolic Awards and Worker Performance (2011, background): “Very few empirical studies have analyzed the role of status and social recognition in economic contexts (Ball et al. 2001; Markham et al. 2002; Ariely et al. 2009).”