A reevaluation of the absenteeism-job satisfaction relationship,☆☆

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Abstract

Previous reviews of the relationship of employee absenteeism to job satisfaction have largely neglected the size of the relationships reported and the artifacts that can affect statistical tests of significance. This paper applies the F. L. Schmidt—J. E. Hunter (1977, Journal of Applied Psychology, 62, 529–540) model of validity generalization in assessing the nature and strength of the relationship of absence to attitudes. Issues concerning the reliability and validity of absence measures are addressed, correlations between absence and job satisfaction are compiled and summarized, and an agenda for future research is set out. Considering the reliability estimates reported for the Frequency, Attitudinal, and Time Lost indices, the Time Lost Index was found to be the most reliable (rxx = .66, SD = .28). Factor analyses of intercorrelations among absence measures provided tentative support for a voluntary—involuntary absenteeism distinction. Combining all measures of satisfaction and all measures of absences, the mean correlation between absence and attitudes is −.09 (SD = .13). In addition to more comprehensive theory-guided multivariate research, future studies should aim toward a reconceptualization of absenteeism as a construct to take into consideration the perceptions of the workers themselves.

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    This paper covers the research literature up to July 1983. It was written in partial fulfillment of formal program requirements for the Ph.D. degree and was supervised by the second author.

    ☆☆

    Gratitude is also extended to those who provided us with findings from their unpublished reports, particularly Nigel Nicholson, and Patricia Pelletier for her assistance and overall support during the study.

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