JEANETTE SEGURA, CONNIE TRAN, KANIKA SAINI , STEPHEN CHE ONG

Absenteeism, Sick Leave, Withdrawal Behaviors

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 ChenPersonnel 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

1. Supervisors’ aggressive humor causes strain, strain contributes to withdrawal/addictive behaviors

2. Supervisors’ aggressive humor on peers of the employee correlates to that employees’ strain

Jeanette Segura

Jeanette Segura

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

Hypothesis 2: Aggressive humor w/peers correlates w/focal employees strain

● Festinger’s (1954) social comparison theory:o compare treatment of peers to themselves

● Simple slope test (graph)

Jeanette Segura

Take home message• Train supervisors:

– appropriate use of humor at work, avoid aggressive

– 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

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

Article Title and Authors

Kanika Saini

•SOCIAL CONTEXTUAL- IMMEDIATE PHYSICAL AND SOCIAL SETTING IN WHICH PEOPLE LIVE OR IN WHICH SOMETHING HAPPENS

Key Terms

Kanika Saini

•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

Framework Developed

Kanika Saini

Kanika Saini

•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

Study 1

Kanika Saini

• I N C R E A S E S H A R E D E M O T I O N A L AT TA C H M E N T T O T H E O R G A N I Z AT I O N .

• B U I L D S O C I A L R E L AT I O N S H I P S A M O N G T H E T E A M A N D S U P E R V I S O R S .

• I M P R O V E F E E D B A C K S Y S T E M S .

Take Home Message

Kanika Saini

Alcohol Consumpt ion and Workplace Absenteeism: The Moderat ing Effects of

Socia l Suppor t BySamuel Bacharach, Peter Bamberger and Michal Biron Journal of Applied

Psychology 2010, Vol .95, No. 2 334-348

Author & Title

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

Peer Support

Supervisor Support

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)