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Full-Text Articles in Business
Recognizing Good Attendance: A Longitudinal Quasi-Experimental Field Study, S E. Markham, Dow Scott, G Mckee
Recognizing Good Attendance: A Longitudinal Quasi-Experimental Field Study, S E. Markham, Dow Scott, G Mckee
Dow Scott
Three motivational theories (need, goal, and reinforcement) suggest that recognition programs should increase employee attendance. A 1-year, quasi-experimental field study of absenteeism was conducted at 4 manufacturing plants with a total 1,100 employees. The study compared a public recognition program for improving work attendance with 3 types of controls. The personal recognition treatment showed (a) significant decreases ranging from 29% to 52% for each quarter's baseline assessment, and (b) significant decreases when the control groups showed no decrease. Employees had favorable perceptions of the public recognition program.
Teacher Absenteeism In Secondary Education, Dow Scott, J C. Wimbush
Teacher Absenteeism In Secondary Education, Dow Scott, J C. Wimbush
Dow Scott
Teacher absenteeism is a serious problem for school systems. Using an existing model of attendance behavior as a guide, attitudinal, demographic and absenteeism data from 265 secondary teachers were examined. Canonical correlation analysis revealed that absenteeism among teachers was significantly related to distance to work, gender, job involvement, and overall job satisfaction.
Gender Differences In Absenteeism, Dow Scott, E L. Mcclellan
Gender Differences In Absenteeism, Dow Scott, E L. Mcclellan
Dow Scott
Investigated employee characteristics and attitudes of 243 female and 105 male secondary school teachers to determine if men and women had different reasons for being absent. Although women perceived some work related factors differently than men and took substantially more days off than men, their absence occurrences were not significantly different. In addition, an employee's age and attitude toward pay were the only factors that exhibited a gender-related impact on absenteeism. Perceived role conflict and job involvement were significantly related to absenteeism for men and women.
Employee Attendance: Good Policy Makes Good Sense, Dow Scott, S E. Markham, G S. Taylor
Employee Attendance: Good Policy Makes Good Sense, Dow Scott, S E. Markham, G S. Taylor
Dow Scott
No abstract provided.
Rewarding Good Attendance: A Comparative Study Of Positive Ways To Reduce Absenteeism, Dow Scott, S E. Markham, R W. Robers
Rewarding Good Attendance: A Comparative Study Of Positive Ways To Reduce Absenteeism, Dow Scott, S E. Markham, R W. Robers
Dow Scott
No abstract provided.
Controlling Absenteeism: A National Study Of Union And Non-Union Differences, S E. Markham, Dow Scott
Controlling Absenteeism: A National Study Of Union And Non-Union Differences, S E. Markham, Dow Scott
Dow Scott
No abstract provided.
An Examination Of Conflicting Findings Between Job Satisfaction And Absenteeism: A Meta Analysis., Dow Scott, G S. Taylor
An Examination Of Conflicting Findings Between Job Satisfaction And Absenteeism: A Meta Analysis., Dow Scott, G S. Taylor
Dow Scott
This study, which applied meta-analytic procedures, found a significant negative relationship between certain facets of job satisfaction and absenteeism. Findings suggest that sampling errors, scale inadequacies, and the use of different measures of job satisfaction and absence are the reasons for inconsistencies in previous empirical research that examined the relationship between job satisfaction and absenteeism.
The Job Satisfaction/Absenteeism Relationship: Gender As A Moderating Variable, Dow Scott, D A. Mabes
The Job Satisfaction/Absenteeism Relationship: Gender As A Moderating Variable, Dow Scott, D A. Mabes
Dow Scott
No abstract provided.
An Analysis Of Absenteeism Cases Taken To Arbitration: 1975-1981, Dow Scott, G S. Taylor
An Analysis Of Absenteeism Cases Taken To Arbitration: 1975-1981, Dow Scott, G S. Taylor
Dow Scott
An analysis of 146 absentee discharge cases taken to arbitration reveals that arbitrators decide such cases in a fairly consistent manner. Content analysis of each case, supplemented with nonparametrical statistical analyses, indicate that eight factors appear to have the greatest influence on the arbitral decision: (1) the reason given by the employer for the discharge; (2) the existence of a formal absence control policy; (3) the consistent application of this policy; (4) employee knowledge of the attendance policies; (5) management adherence to its own policies; (6) the use of progressive discipline; (7) the employee's length of service with the employer; …
A Human Resource Planning Approach For Reducing The Cost Of Absenteeism, Dow Scott
A Human Resource Planning Approach For Reducing The Cost Of Absenteeism, Dow Scott
Dow Scott
Although absenteeism rates can be reduced significantly in most organizations, it must be recognized that absenteeism is a legitimate employee benefit and will occur at some level despite control efforts. The author proposes that a human resource planning approach can substantially reduce the cost of absenteeism by staffing for predicted levels of absenteeism. There are three preconditions for such an approach: (1) absenteeism measures must be developed and attendance data collected: (2) the probability that jobs will be vacant must be calculated; and (3) a cost analysis for alternative strategies of filling job vacancies must be completed. Diagnostic instruments are …