The Effect of Work Values on Absence Disciplinary Decisions: The Role of Fairness Orientation and Supervisor Attributions

The present study investigated the role of the work value of fairness and attributions regarding the causes of absence in supervisor disciplinary decisions. It was hypothesized that supervisors who valued fairness, and those who made internal attributions regarding the cause of a particular absence incident, render more severe disciplinary decisions than supervisors who value fairness less, and who make external attributions about the cause of a particular absence incident. Furthermore, it was hypothesized that the degree to which supervisors valued fairness moderates the relationship between external attributions and the severity of disciplinary decisions. Using a policy capturing approach, results were consistent with predictions. Implications of the results for research and practice are discussed

When We Don\u27t See Eye to Eye: Discrepancies Between Supervisors and Subordinates in Absence Disciplinary Decisions

This study provided a within-subjects assessment of the factors associated with absence disciplinary decisions for both supervisors and subordinates. In addition, this study examined discrepancies in disciplinary decisions between a supervisor and his or her subordinates based on differences in psychological and demographic attributes. A sample of non-academic employees from 19 intact triads (one supervisor; two subordinates) at a large Midwest university responded to hypothetical scenarios describing factors that might contribute to absence disciplinary decisions. The results demonstrated that both supervisors and subordinates consider the same set of factors as relevant to disciplinary decisions. Furthermore, with few exceptions, psychological and demographic differences between supervisors and subordinates related positively to discrepancies in disciplinary decisions. The implications of these findings for managing disciplinary programs in organizations are discussed

Dispositional Influences on Attributions Concerning Absenteeism

Because the degree to which absenteeism is within or beyond an employee\u27s control is a significant yet unresolved issue in the absence literature, it is important to understand the factors which influence employees\u27 attributions about the causes of absence events. As a result of recent research suggesting that personality variables are important influences on work attitudes and behaviors, the present study took a dispositional approach in investigating the predictors of employee absence attributions. Using data collected from three sources, between-subjects analyses suggested a number of dispositional influences on absence attributions. Within-subjects analyses suggested that the factors leading to external attributions vary widely across individuals

A Policy Capturing Approach to Individuals\u27 Decisions to be Absent

This study provided a within-subjects assessment of the factors associated with an individual\u27s decision to be absent, and examined whether there were differences between individuals in their decisions. A sample of maintenance and clerical employees at a large Midwest university responded to scenarios describing factors that might contribute to their decisions to be absent on a particular day. Illness explained more variance than any other factor in individuals\u27 absence decisions. Several other within-subject and between-subject influences were identified. The relative importance of the antecedents of absence decisions varied widely by individual, lending support to Johns and Nicholson\u27s (1982) argument that absence decisions are phenomenologically unique

Strategic Compensation A Human Resource Management Approach

505hal.;xxii.;26c

Employee benefits : A primer for human resource professionals

was written wth future human reource proffesionals i mind

Employee benefits : a primer for human resource professionals

xv, 381 p. : il; 24 c

Strategic compensation : a human resource management approach

407 p. ; 25 cm