A cross-level examination of group absence influences on individual absence

Article Abstract:

In this study, a cross-level design was applied to examine the influence of contextual factors on individuals' absence behavior. It was hypothesized that the average group-level absence would significantly predict subsequent individual absence beyond that accounted for by previous individual absence, affective reactions (i.e, job involvement, job satisfaction, and organizational commitment) and employee demographics (i.e., sex, race, age, and seniority). Absence was differentiated into both frequency and time-lost metrics. Results supported a group-level effect for the individual absence time-lost metric although not for the frequency metric. Two explanations for the discrepant results are offered, one based on the company's absence control policy, the second in terms of differential range restriction. The findings are discussed in terms of the potential effectiveness of group-level interventions, as well as other issues concerning social/organizational influences on individual absenteeism. Directions for future research focused on cross-level influences are offered. (Reprinted by permission of the publisher.)

Psychological aspects, Worker absenteeism, Absenteeism (Labor), Workers

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A cross-level nonrecursive model of the antecedents of organizational commitment and satisfaction

Article Abstract:

A cross-level nonrecursive model of the antecedents of organizational commitment and satisfaction was developed and tested with survey responses from 588 ROTC cadets. Organizational commitment and satisfaction were depicted as reciprocally related, and individual characteristics and group attributes were depicted as exogenous variables. Several indirect relationships were specified as mediated by role strain and perceived training characteristics. The model was tested with LISREL VII and rejected on the basis of several fit indices. A series of model comparisons based on the hypothesized model indicated that satisfaction and commitment were related but that the nature of their relationship was not clear. Similar contrasts based on a revised model indicated that the two variables were reciprocally related but that the influence of satisfaction on commitment was stronger. Methodological issues related to the examination of commitment-satisfaction relations are discussed, along with the use of cross-level designs in the study of organizational behavior. (Reprinted by permission of the publisher.)

Models, Commitment (Psychology), Recursion theory

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Further evidence for the discriminant validity of measures of organizational commitment, job involvement, and job satisfaction

Article Abstract:

Discriminant validity of measures of job satisfaction, job involvement, and organizational commitment was assessed with data from 194 bus drivers and 311 engineers. In each sample, LISREL VI confirmatory factor analyses illustrated that indicators of the 3 variables better fit a 3-factor model than several 2- and one single-factor models. Additional LISREL analyses were used to evaluate whether sets of correlates related consistently with estimated latent job satisfaction, job involvement, and organizational commitment constructs. In the bus driver sample, 5 of 9 correlates related differentially with at least 2 of the 3 variables; in the engineer sample, 5 of 7 correlates related differentially with at least 2 of the 3 variables. These findings are consistent with an earlier study conducted by Brooke, Russell, and Price (1988), although they sampled different employee populations and investigated different sets of correlates. Implications for future research are noted. (Reprinted by permission of the publisher.)

Measurement, Brooke, P.P., Russell, D.W., Price, J.L.

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