ILR Impact Brief - Deconstructing Absenteeism: Satisfaction, Commitment, and Unemployment

[Excerpt] Group attitudes about satisfaction and commitment are negatively associated with absenteeism and interact in predicting absenteeism at the unit level. The effects are particularly strong in areas where jobs are plentiful but fade away where jobs are scarce. In other words, higher levels of absenteeism in a work group are associated with lower levels of job satisfaction and organizational commitment in labor markets with low unemployment, and vice versa. Organizational commitment is the crucial factor: absenteeism is higher in work units with low levels of commitment regardless of the level of satisfaction. Group norms about absenteeism and other contextual factors, such as work processes, contribute to the variance among work units. Satisfaction and commitment are not related to changes in absenteeism over time

Unit-Level Voluntary Turnover Rates and Customer Service Quality: Implications of Group Cohesiveness, Newcomer Concentration, and Size

Despite substantial growth in the service industry and emerging work on turnover consequences, little research examines how unit-level turnover rates affect essential customer-related outcomes. The authors propose an operational disruption framework to explain why voluntary turnover impairs customers’ service quality perceptions. Based on a sample of 75 work units and data from 5,631 employee surveys, 59,602 customer surveys, and organizational records, results indicate that unit-level voluntary turnover rates are negatively related to service quality perceptions. The authors also examine potential boundary conditions related to the disruption framework. Of three moderators studied (group cohesiveness, group size, and newcomer concentration), results show that turnover’s negative effects on service quality are more pronounced in larger units and in those with a greater concentration of newcomers

Why High and Low Performers Leave and What They Find Elsewhere: Job Performance Effects on Employment Transitions

Little is known about how high and low performers differ in terms of why they leave their jobs, and no work examines whether pre-quit job performance matters for post-quit new-job outcomes. Working with a sample of approximately 2,500 former employees of an organization in the leisure and hospitality industry, we find that the reported importance of a variety of quit reasons differs both across and within performance levels. Additionally, we use an ease-of-movement perspective to predict how pre-quit performance relates to post-quit employment, new-job pay, and new-job advancement opportunity. Job type, tenure, and race interacted with performance in predicting new-job outcomes, suggesting explanations grounded in motivation, signaling, and discrimination in the external job market

Reader Categorization of a Controversial Communication: Advertisement Versus Editorial

Using a disguised, structured technique, the authors collected consumer judgments regarding an editorial advertisement entitled Of cigarettes and science sponsored by R. J. Reynolds Tobacco Company. Respondents were shown an actual newspaper section that contained different types of editorials and advertisements, including the Of cigarettes and science item. After the respondents indirectly classified each item as either an editorial or advertisement, they were asked to list at least two characteristics about the appearance or wording of the Of cigarettes and science item that caused them to classify it as they did. The majority of respondents thought the item was an advertisement because it looked different from editorial items, was sponsored by R. J. Reynolds Tobacco Company, and seemed to have a persuasive or promotional content. Over one-fourth of the respondents, however, identified the communication as an editorial because of its lack of direct sales information and its extensive wording. The authors contend that legal and regulatory bodies should consider the effects of both source and intent of the message when arguing consumer impact

Autonomous Intersection Driving with Neuro-Evolution

Neuro-Evolution (NE) has been used to evolve controllers in land-based vehicles that accomplish various tasks. However, there has been little work on evolving coordinated movement for maximizing traffic flow through intersections. This study used NE to synthesize collective driving behaviors for given road networks (interconnected intersections), where there were no traffic signals to assist with vehicle coordination and navigation. Rather, NE automates controller design where collective driving behavior emerges in response to the task of maximizing traffic throughput and minimizing delays at intersections

Learning to Communicate: A Machine Learning Framework for Heterogeneous Multi-Agent Robotic Systems

We present a machine learning framework for multi-agent systems to learn both the optimal policy for maximizing the rewards and the encoding of the high dimensional visual observation. The encoding is useful for sharing local visual observations with other agents under communication resource constraints. The actor-encoder encodes the raw images and chooses an action based on local observations and messages sent by the other agents. The machine learning agent generates not only an actuator command to the physical device, but also a communication message to the other agents. We formulate a reinforcement learning problem, which extends the action space to consider the communication action as well. The feasibility of the reinforcement learning framework is demonstrated using a 3D simulation environment with two collaborating agents. The environment provides realistic visual observations to be used and shared between the two agents.Comment: AIAA SciTech 201

Work-Unit Absenteeism: Effects of Satisfaction, Commitment, Labor Market Conditions, and Time

Prior research is limited in explaining absenteeism at the unit level and over time. We developed and tested a model of unit-level absenteeism using five waves of data collected over six years from 115 work units in a large state agency. Unit-level job satisfaction, organizational commitment, and local unemployment were modeled as time-varying predictors of absenteeism. Shared satisfaction and commitment interacted in predicting absenteeism but were not related to the rate of change in absenteeism over time. Unit-level satisfaction and commitment were more strongly related to absenteeism when units were located in areas with plentiful job alternatives

Practice effects on the modified Concept Shifting Task (mCST): A convenient assessment for treatment effects on prefrontal cognitive function

<p>Abstract</p> <p>Background</p> <p>Trail-making tests, such as the Concept Shifting Task (CST), can be used to test the effects of treatment on cognitive performance over time in various neuropsychological disorders. However, cognitive performance in such experimental designs might improve as a result of the practice obtained during repeated testing rather than the treatment itself. The current study investigated if practice affects the accuracy and duration of performance on the repeatedly administered Concept Shifting Task modified to make it resistant to practice (mCST). The mCST was administered to 54 healthy participants twice a day, before and after a short break, for eight days. Results. The ANOVA and meta-analysis showed that there was no improvement in the mCST accuracy on the last vs. the first trial (Hedges' <it>g </it>= .14, <it>p </it>= .221) or within the session (after vs. before the break on all days; <it>g </it>= .01, <it>p </it>= .922). However, the participants performed the task faster on the last vs. the first trial (<it>g </it>= -.75, <it>p </it>< .001) and after vs. before the break on all days (<it>g </it>= -.12, <it>p </it>= .002). Conclusions. Repeated administration of the mCST does not affect the accuracy of performance on the test. However, practice might contribute to faster performance on the mCST over time and within each session.</p

The Linkage Between Neighborhood and Voluntary Association Patterns: a Comparison of Black and White Urban Populations

Peer Reviewedhttp://deepblue.lib.umich.edu/bitstream/2027.42/68314/2/10.1177_089976407400300201.pd

What’s past (and present) is prologue : interactions between justice levels and trajectories predicting behavioral reciprocity

Much of organizational justice research has tended to take a static approach, linking employees’ contemporaneous justice levels to outcomes of interest. In the present study, we tested a dynamic model emphasizing the interactive influences of both justice levels and trajectories for predicting behavioral social exchange outcomes. Specifically, our model posited both main effects and interactions between present justice levels and past justice changes over time in predicting helping behavior and voluntary turnover behavior. Data over four yearly measurement periods from 4,348 employees of a banking organization generally supported the notion that justice trajectories interact with absolute levels to predict both outcomes. Together, the findings highlight how employees invoke present fairness evaluations within the context of past fairness trends—rather than either in isolation—to inform decisions about behaviorally reciprocating at work