Absenteeism, Sick Leave, Withdrawal Behaviors

1. Absenteeism, Sick Leave, Withdrawal Behaviors Jeanette Segura, Connie Tran, Kanika Saini, Stephen Cheong

2. Article Title & Authors • Am I the only one this supervisor is laughing at? Effects of Aggressive humor on employee strain and addictive behaviors • By:Yuanyuan Huo, Wing Lam, Ziguang Chen Personnel Psychology. Winter2012, Vol. 65 Issue 4, p 859-885. Jeanette Segura

3. Key Terms • Aggressive humor- humor that teases, criticizes, disparages, is disrespectful, embarrasses, or ridicules • (employee)Strain- employees’ physical and psychological stress in their work environment • Withdrawal behaviors- behaviors associated with detachment in the workplace Jeanette Segura

4. Objectives/Hypotheses • Supervisors’ aggressive humor causes strain, strain contributes to withdrawal/addictive behaviors • Supervisors’ aggressive humor on peers of the employee correlates to that employees’ strain Jeanette Segura

5. Jeanette Segura

6. Hypothesis 1: Aggressive humor positively relates to Strain, causes withdrawal • Power dependency theory • Aggressive humor significantly related to problem drinking, smoking, and internet addiction • Tension reduction research: work related strain contributes to addictive behaviors Jeanette Segura

7. Hypothesis 2: Aggressive humor w/peers correlates w/focal employees strain • Festinger’s (1954) social comparison theory: • compare treatment of peers to themselves • Simple slope test (graph)

8. Jeanette Segura

9. Take home message • Train supervisors: • appropriate use of humor at work, avoidaggressive • use positive reinforcement • how to avoid biases among employees & their peers • intervene-recognize withdrawal behaviors, offer assistance • Employee programs: • support programs • team-building activities • confidential counseling services Jeanette Segura

10. Author & Title • Michal Biron and Peter Bamberger • (2012) Aversive Workplace Conditions and Absenteeism: Taking Referent Group Norms and Supervisor Support Into Account Connie Tran

11. Key Words • Job Hazard: Physical or mental harm towards employee • Referent Group Norms: Common behaviors of within the group • Supervisor Support: Encouragement and helping employees succeed Connie Tran

12. Hypothesis • The three-way interaction of workplace hazards, referent group norms and supervisor support are factors of absenteeism. Connie Tran

13. Sample • 492 participants from local transportation authority • Employees were employed for 12 months and still present 2 years later Connie Tran

14. Measurements • Absenteeism: Non-approved vacation or personal days • Job hazards: Identified as loud noise, dangerous chemicals/contaminants, and extreme temperature or humidity • Referent group norms: Reasons of what was justified as absence • Supervisor support: Participants rate supervisors how supportive they are Connie Tran

15. High supervisor support, workplace hazards and referent group norms Connie Tran

16. Low supervisor support Connie Tran

17. Take-Home Message • Train supervisors to be supportive/leadership skills • Train employees and supervisors on workplace ethical group norms • Work hazard trainings based on OSHA for supervisors and employees to avoid any future problems Connie Tran

18. Article Title and Authors The Impact of Social Context on the Relationship Between Individual Job Satisfaction and Absenteeism: The Roles of Different Foci of Job Satisfaction and Work-Unit Absenteeism By: Stefan Diestel, Jurgen Wegge, Klaus-Helmut Schmidt Kanika Saini

19. Key Terms •Social Contextual- immediate physical and social setting in which people live or in which something happens Kanika Saini

20. Framework Developed •Different foci of job satisfaction interact with social contextual factors to predict absence rates in teams. •Internal- Referring to team •External- Referring to job or organization Kanika Saini

21. Kanika Saini

22. Study 1 •Participants at a residential elderly care organization located in Germany •Involved in daily care of elderly people- Physical care, Medical support, Social activities •Sample of 432 participants Kanika Saini

24. Take Home Message •Increase shared emotional attachment to the organization. •Build social relationships among the team and supervisors. • Improve feedback systems. Kanika Saini

25. Author & Title Alcohol Consumption and Workplace Absenteeism: The Moderating Effects of Social Support BySamuel Bacharach, Peter Bamberger and Michal Biron Journal of Applied Psychology 2010, Vol.95, No. 2 334-348

26. Key Terms • Absenteeism • Peer Support • Supervisor Support

27. Issues • Absenteeism’s cost on the organization • Safety concerns • Health concerns

28. Importance • How should HR approach this issue? • High costs and can affect moral

29. Research • Participants • Random sample of 1093 workers who worked at least 1 year • Confidential questionnaire

30. Results • Heavy drinkers with high peer support= less absenteeism • Heavy drinkers with high supervisor support= more absenteeism

31. Peer Support

32. Supervisor Support

33. Take Home Message • Peer Support • Encourage an open and supportive environment • Education on the harm of habitual absenteeism • Stress relief programs • Have employees be more accountable for their attendance

34. Take Home Message • Supervisor Support • Trainings on how to deal with workers who are suffering with substance abuse • Alcohol training • Screenings • Strict enforcement of attendance • Counseling

35. Team Take-Home Message • Supervisor training • Employees programs (See handout)