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Absenteeism, Sick Leave, Withdrawal Behaviors. Jeanette Segura, Connie Tran, Kanika Saini, Stephen Che o ng. Article Title & Authors. Am I the only one this supervisor is laughing at? Effects of Aggressive humor on employee strain and addictive behaviors
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Absenteeism, Sick Leave, Withdrawal Behaviors Jeanette Segura, Connie Tran, Kanika Saini, Stephen Cheong
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
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
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
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
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)
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
Author & Title • Michal Biron and Peter Bamberger • (2012) Aversive Workplace Conditions and Absenteeism: Taking Referent Group Norms and Supervisor Support Into Account Connie Tran
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
Hypothesis • The three-way interaction of workplace hazards, referent group norms and supervisor support are factors of absenteeism. Connie Tran
Sample • 492 participants from local transportation authority • Employees were employed for 12 months and still present 2 years later Connie Tran
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
High supervisor support, workplace hazards and referent group norms Connie Tran
Low supervisor support Connie Tran
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
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
Key Terms •Social Contextual- immediate physical and social setting in which people live or in which something happens Kanika Saini
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
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
Take Home Message •Increase shared emotional attachment to the organization. •Build social relationships among the team and supervisors. • Improve feedback systems. Kanika Saini
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
Key Terms • Absenteeism • Peer Support • Supervisor Support
Issues • Absenteeism’s cost on the organization • Safety concerns • Health concerns
Importance • How should HR approach this issue? • High costs and can affect moral
Research • Participants • Random sample of 1093 workers who worked at least 1 year • Confidential questionnaire
Results • Heavy drinkers with high peer support= less absenteeism • Heavy drinkers with high supervisor support= more absenteeism
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
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
Team Take-Home Message • Supervisor training • Employees programs (See handout)