Social influences on absenteeism

Elizabeth Gale, Purdue University

Abstract

Considerable research has been conducted on the topic of absenteeism. The majority of absence research has focused on the effect of work-related attitudes and personal characteristics on absence behavior. However, there exists a body of evidence which suggests absenteeism is not simply a function of individual-level variables, but is largely influenced by work group and cultural norms (Johns and Nicholson, 1982; Nicholson and Johns, 1985). Based on Nicholson and Johns' (1985) theoretical framework, nine hypotheses were proposed. Absence and attitudinal data were collected from forty-three clerks employed at a large southwestern utility company to assess the hypothesized relationships. Results of the study were mixed. The majority of hypothesized relationships were not supported. Low statistical power was cited as one explanation for the null results obtained. Several hypotheses, on the other hand, were supported. These results suggest (1) the strength of absence norms (for absence measured in days) is a function of the cohesiveness and interdependence of work groups; (2) work groups' tolerance of absenteeism influences individuals' absenteeism (for absence measured in days); and (3) significant others' attitudes towards absenteeism influence the number of days and times work group members are absent. The obtained results provide tentative support for the proposed hypotheses concerning absence norms. However, a question may be raised as to the causal direction of the relationships, as absence records were collected prior to attitudinal data. A detailed examination of the results is provided. In addition, suggested lines of future research are advanced. Based on the preliminary results reported here, longitudinal research in this area is encouraged.

Degree

Ph.D.

Advisors

Weiss, Purdue University.

Subject Area

Occupational psychology

COinS