Author: Richard T. Mowday
Publisher: Academic Press
ISBN: 1483267393
Category : Self-Help
Languages : en
Pages : 264
Book Description
Employee-Organization Linkages: The Psychology of Commitment, Absenteeism, and Turnover summarizes the theory and research on employee-organization linkages, including the processes through which employees become linked to work organizations, the quality of such linkages, and how linkages are weakened or severed. The text identifies the determinants of employee commitment, absenteeism, and turnover, as well as their consequences for the individual, work groups, and the larger organization. The book also presents conceptual models on how employees become committed to, decide to be absent from, and decide to leave their organizations. Human resource practitioners, managers, employers, and industrial psychologists will find the book very informative and insightful.
Employee—Organization Linkages
Author: Richard T. Mowday
Publisher: Academic Press
ISBN: 1483267393
Category : Self-Help
Languages : en
Pages : 264
Book Description
Employee-Organization Linkages: The Psychology of Commitment, Absenteeism, and Turnover summarizes the theory and research on employee-organization linkages, including the processes through which employees become linked to work organizations, the quality of such linkages, and how linkages are weakened or severed. The text identifies the determinants of employee commitment, absenteeism, and turnover, as well as their consequences for the individual, work groups, and the larger organization. The book also presents conceptual models on how employees become committed to, decide to be absent from, and decide to leave their organizations. Human resource practitioners, managers, employers, and industrial psychologists will find the book very informative and insightful.
Publisher: Academic Press
ISBN: 1483267393
Category : Self-Help
Languages : en
Pages : 264
Book Description
Employee-Organization Linkages: The Psychology of Commitment, Absenteeism, and Turnover summarizes the theory and research on employee-organization linkages, including the processes through which employees become linked to work organizations, the quality of such linkages, and how linkages are weakened or severed. The text identifies the determinants of employee commitment, absenteeism, and turnover, as well as their consequences for the individual, work groups, and the larger organization. The book also presents conceptual models on how employees become committed to, decide to be absent from, and decide to leave their organizations. Human resource practitioners, managers, employers, and industrial psychologists will find the book very informative and insightful.
Absenteeism
Author: Paul S. Goodman
Publisher: San Francisco : Jossey-Bass
ISBN:
Category : Business & Economics
Languages : en
Pages : 472
Book Description
Abstract: Information about employee absenteeism is presented in this book for managers. Each of the 10 chapters was written by professionals in the fields of management and psychology. Chapters detail: theoretical specification of absenteeism; methods of defining and measuring absenteeism; methodological problems and strategeies in predicting absence; statistical models for analyzing the behavior of absenteeism; the relationship between absenteeism and other employee behavior; knowledge and speculation about absenteeism; effects of absenteeism on individuals and organizations; ways to increase employee attendance; unresolved issues in the study and management of absence from work; and suggested directions for defining, measuring, and controlling absenteeism. Reference list after each chapter, flowcharts, and graphs are included. (mp).
Publisher: San Francisco : Jossey-Bass
ISBN:
Category : Business & Economics
Languages : en
Pages : 472
Book Description
Abstract: Information about employee absenteeism is presented in this book for managers. Each of the 10 chapters was written by professionals in the fields of management and psychology. Chapters detail: theoretical specification of absenteeism; methods of defining and measuring absenteeism; methodological problems and strategeies in predicting absence; statistical models for analyzing the behavior of absenteeism; the relationship between absenteeism and other employee behavior; knowledge and speculation about absenteeism; effects of absenteeism on individuals and organizations; ways to increase employee attendance; unresolved issues in the study and management of absence from work; and suggested directions for defining, measuring, and controlling absenteeism. Reference list after each chapter, flowcharts, and graphs are included. (mp).
Absenteeism in the Workplace
Author: James H. Ballagh
Publisher:
ISBN:
Category : Absenteeism (Labor)
Languages : en
Pages : 280
Book Description
Publisher:
ISBN:
Category : Absenteeism (Labor)
Languages : en
Pages : 280
Book Description
Managing Employee Absenteeism
Author: Susan R. Rhodes
Publisher: Addison Wesley Publishing Company
ISBN:
Category : Business & Economics
Languages : en
Pages : 232
Book Description
Publisher: Addison Wesley Publishing Company
ISBN:
Category : Business & Economics
Languages : en
Pages : 232
Book Description
Employee Absenteeism in Organizations
Author: Patcha Bhujanga Rao
Publisher: LAP Lambert Academic Publishing
ISBN: 9783659462313
Category :
Languages : en
Pages : 120
Book Description
This study examined whether employee level of absenteeism is being affected by age, organizational tenure, perceptions of interjectional justice, affective and continuance commitment, and the perceived absence norm in the employees' work unit or department. Attitudinal and perceptual data of one hundred and twenty employees survey is taken into consideration. Hypothesized relations between the various individual employees-and group-level factors and employee absenteeism were tested using appropriate statistical tools. General support was found for the study hypotheses.
Publisher: LAP Lambert Academic Publishing
ISBN: 9783659462313
Category :
Languages : en
Pages : 120
Book Description
This study examined whether employee level of absenteeism is being affected by age, organizational tenure, perceptions of interjectional justice, affective and continuance commitment, and the perceived absence norm in the employees' work unit or department. Attitudinal and perceptual data of one hundred and twenty employees survey is taken into consideration. Hypothesized relations between the various individual employees-and group-level factors and employee absenteeism were tested using appropriate statistical tools. General support was found for the study hypotheses.
Presenteeism at Work
Author: Cary L. Cooper
Publisher: Cambridge University Press
ISBN: 131687737X
Category : Business & Economics
Languages : en
Pages : 339
Book Description
Coming to work sick may do more harm than staying home - for the employee, the team, and the firm. Whilst the cost of absenteeism in organizations has been widely acknowledged and extensively examined, the counter-issue of 'presenteeism' has only recently attracted scholarly attention as a phenomenon that harms employee wellbeing, disrupts team dynamism, and damages productivity. This volume brings together leading international scholars from diverse scientific backgrounds, including occupational psychology, health, and medicine, to provide a pioneering review of the subject. International in scope, the collection incorporates both Western and East Asian perspectives, making it an informative resource for multinational companies seeking to formulate human resource strategies and better manage their culturally diverse workforce. It will also appeal to scholars and graduate students researching human resource management, organization studies, organizational health, and organizational psychology.
Publisher: Cambridge University Press
ISBN: 131687737X
Category : Business & Economics
Languages : en
Pages : 339
Book Description
Coming to work sick may do more harm than staying home - for the employee, the team, and the firm. Whilst the cost of absenteeism in organizations has been widely acknowledged and extensively examined, the counter-issue of 'presenteeism' has only recently attracted scholarly attention as a phenomenon that harms employee wellbeing, disrupts team dynamism, and damages productivity. This volume brings together leading international scholars from diverse scientific backgrounds, including occupational psychology, health, and medicine, to provide a pioneering review of the subject. International in scope, the collection incorporates both Western and East Asian perspectives, making it an informative resource for multinational companies seeking to formulate human resource strategies and better manage their culturally diverse workforce. It will also appeal to scholars and graduate students researching human resource management, organization studies, organizational health, and organizational psychology.
Categories of Absenteeism at Work
Author:
Publisher: GRIN Verlag
ISBN: 3640469127
Category : Business & Economics
Languages : en
Pages : 15
Book Description
Essay from the year 2007 in the subject Leadership and Human Resources - Miscellaneous, grade: 1,7, University of Trento, course: Gestione delle risorse humane, language: English, abstract: The term of absenteeism is generally used to describe unscheduled employee absences from the workplace. But there are two different categories. Either - valid absenteeism: refers to employees who are absent for reasons beyond their control; like sickness and injury. In a labour relations context this means that it can not be remedied or treated by disciplinary measures. - invalid absenteeism:refers to employees who are absent without authorization for reasons which are within their control. For instance, an employee who is on sick leave even though he/she is not sick, and it can be proven that the employee was not sick, is guilty of culpable absenteeism. In a labour relations context this means that progressive discipline can be applied. or more elaborated - white absenteeism: In the case of white absenteeism, the employee is obviously ill. For example if he or she has high fever or a broken leg. - grey absenteeism: Illnesses which are psychological or psychosomatic, such as headache, stomachache or tiredness can lead to grey absenteeism because in these cases, diagnoses are hard to make. - black absenteeism: it is spoken about black absenteeism if someone who is not ill has reported himself/herself as sick. This black variant of absenteeism is often also called illegal absenteeism. In the cases of black and grey absenteeism exists a degree of freedom to absenteeism.
Publisher: GRIN Verlag
ISBN: 3640469127
Category : Business & Economics
Languages : en
Pages : 15
Book Description
Essay from the year 2007 in the subject Leadership and Human Resources - Miscellaneous, grade: 1,7, University of Trento, course: Gestione delle risorse humane, language: English, abstract: The term of absenteeism is generally used to describe unscheduled employee absences from the workplace. But there are two different categories. Either - valid absenteeism: refers to employees who are absent for reasons beyond their control; like sickness and injury. In a labour relations context this means that it can not be remedied or treated by disciplinary measures. - invalid absenteeism:refers to employees who are absent without authorization for reasons which are within their control. For instance, an employee who is on sick leave even though he/she is not sick, and it can be proven that the employee was not sick, is guilty of culpable absenteeism. In a labour relations context this means that progressive discipline can be applied. or more elaborated - white absenteeism: In the case of white absenteeism, the employee is obviously ill. For example if he or she has high fever or a broken leg. - grey absenteeism: Illnesses which are psychological or psychosomatic, such as headache, stomachache or tiredness can lead to grey absenteeism because in these cases, diagnoses are hard to make. - black absenteeism: it is spoken about black absenteeism if someone who is not ill has reported himself/herself as sick. This black variant of absenteeism is often also called illegal absenteeism. In the cases of black and grey absenteeism exists a degree of freedom to absenteeism.
Social Psychology of Absenteeism
Author: John K. Chadwick-Jones
Publisher: New York, N.Y. : Praeger
ISBN:
Category : Business & Economics
Languages : en
Pages : 182
Book Description
Publisher: New York, N.Y. : Praeger
ISBN:
Category : Business & Economics
Languages : en
Pages : 182
Book Description
The Oxford Handbook of Human Resource Management
Author: Peter Boxall
Publisher: Oxford University Press
ISBN: 0192549200
Category : Business & Economics
Languages : en
Pages : 732
Book Description
HRM is central to management teaching and research, and has emerged in the last decade as a significant field from its earlier roots in Personnel Management, Industrial Relations, and Industrial Psychology. People Management and High Performance teams have become key functions and goals for manager at all levels in organizations. The Oxford Handbook brings together leading scholars from around the world - and from a range of disciplines - to provide an authoritative account of current trends and developments. The Handbook is divided into four parts: * Foundations and Frameworks, * Core Processes and Functions, * Patterns and Dynamics, * Measurement and Outcomes. Overall it will provide an essential resource for anybody who wants to get to grips with current thinking, research, and development on HRM.
Publisher: Oxford University Press
ISBN: 0192549200
Category : Business & Economics
Languages : en
Pages : 732
Book Description
HRM is central to management teaching and research, and has emerged in the last decade as a significant field from its earlier roots in Personnel Management, Industrial Relations, and Industrial Psychology. People Management and High Performance teams have become key functions and goals for manager at all levels in organizations. The Oxford Handbook brings together leading scholars from around the world - and from a range of disciplines - to provide an authoritative account of current trends and developments. The Handbook is divided into four parts: * Foundations and Frameworks, * Core Processes and Functions, * Patterns and Dynamics, * Measurement and Outcomes. Overall it will provide an essential resource for anybody who wants to get to grips with current thinking, research, and development on HRM.
The Effects of Organizational Absenteeism: An Investigation from the Perspective of Employees
Author: Linda Carrol Culpepper
Publisher:
ISBN: 9781369395990
Category : Absenteeism (Labor)
Languages : en
Pages : 241
Book Description
"Absenteeism in the workplace is a growing problem in the United States. Organizations today are challenged with work life balance demands. Employers want more dedication from employees, while employees want more flexibility from their employer. For this reason, it is not surprising employees are using sick leave for both non-illness absences and for reasons related to their own illnesses. There is a scarcity of research addressing concerns from the employee's perspective. Most literature and concepts on absenteeism emphasize the employer's perspective on ways to improve absenteeism. This mixed method study examined sick leave for non-illness reasons from the employees' perspective using quantitative and qualitative data. The study conducted within a call center revealed that employees want improved procedures for taking time off, clearer and simpler attendance guidelines, recognition to motivate employees to come to work, and better communication between managers and employees. The findings on absence behaviors from the employees' perspective may prove to be useful for human resources policy writers, organizational leaders, managers, and first-line supervisors."--Abstract, p. 1.
Publisher:
ISBN: 9781369395990
Category : Absenteeism (Labor)
Languages : en
Pages : 241
Book Description
"Absenteeism in the workplace is a growing problem in the United States. Organizations today are challenged with work life balance demands. Employers want more dedication from employees, while employees want more flexibility from their employer. For this reason, it is not surprising employees are using sick leave for both non-illness absences and for reasons related to their own illnesses. There is a scarcity of research addressing concerns from the employee's perspective. Most literature and concepts on absenteeism emphasize the employer's perspective on ways to improve absenteeism. This mixed method study examined sick leave for non-illness reasons from the employees' perspective using quantitative and qualitative data. The study conducted within a call center revealed that employees want improved procedures for taking time off, clearer and simpler attendance guidelines, recognition to motivate employees to come to work, and better communication between managers and employees. The findings on absence behaviors from the employees' perspective may prove to be useful for human resources policy writers, organizational leaders, managers, and first-line supervisors."--Abstract, p. 1.