We quantitatively summarized the relationship between Five-Factor Model personality traits, job burnout dimensions (emotional exhaustion, depersonalization, and personal accomplishment), and absenteeism, turnover, and job performance. All five of the Five-Factor Model personality traits had multiple true score correlations of 0.57 with emotional…

In a sample of 288 hospital nurses, commitment profiles were compared to turnover intentions, job search behavior, work withdrawal (absenteeism and lateness) and job stress. Five empirically-derived commitment profiles emerged: highly committed, affective-normative dominant, continuance-normative dominant, continuance dominant, and uncommitted.…

Previous studies have convincingly shown that employees' family lives can affect their work outcomes. We investigate whether family-to-work interference (FWI) experienced by the employee also affects the work outcomes of a co-worker. We predict that the employee's FWI has an effect on the co-worker's outcomes through the crossover of positive and…

Two specific sources of stress at work have recently received increasing attention in organizational stress research: emotional dissonance (ED) and self-control demands (SCDs). Both theoretical arguments and experimental findings in basic research strongly suggest that ED and different SCDs draw on a common limited regulatory resource.…

Examined joint direct and interactive influences of organizational commitment and job involvement on employee absence rates in bus drivers (N=192). Results support hypothesis that commitment and involvement interact as related to drivers' personal absences, but not as related to absences resulting from illness, family obligation, or transportation…

Results of a comparison of 113 insurance company employees who left voluntarily with 113 who stayed supported a relationship between absenteeism, performance ratings, and voluntary turnover. There was no significant interaction effect. (SK)

Structural equation modeling of data from 214 employees indicated that job demands uniquely predicted burnout and indirectly predicted length of absence. Job resources (physical, psychological, social, or organizational aspects that reduce job demands or stimulate growth) uniquely predicted organizational commitment and indirectly predicted spells…

An investigation of the relationship between work attitudes and voluntary and involuntary absences used data from 140 Israeli municipal clerks. Organizational commitment and job satisfaction were strongly related to duration of voluntary but not involuntary absences. Intention to quit was not significantly related to either type of absence. (SK)

A study of 487 healthcare workers found that negative affectivity was associated with low social support and job satisfaction, high emotional exhaustion, increased workload, and depersonalization. Positive affectivity correlated with autonomy and lower absenteeism. Affectivity had stronger effects on burnout than did organizational stress factors.…

Data from 200 Israeli employees on tardiness, absences, job satisfaction, and intent to leave were used to test three models. The best model for predicting satisfaction and intention used lateness and absence in two consecutive years as predictors. Demographic and environmental models showed a poorer fit. (SK)

Explored within empirical study context complexity of organizational commitment construct and respondent-generated behavioral manifestations of job attitude among plant workers (N=156). Found each commitment dimension related differently to work outcomes and that none of the dimensions was able to predict absenteeism or tardiness. (Author/CM)

Interviews with 82 academic and 84 nonacademic university staff about their retirement intentions and attitudes, work attitudes, and withdrawal behaviors found that dissatisfied individuals are more likely to engage in organizational withdrawal behavior, such as lateness, absenteeism, and retirement. Academic personnel had greater satisfaction and…