An event history analysis of union joining and leaving

This article examines parallel models of union joining and leaving using individual-level longitudinal panel data collected over a 5-year period. The authors utilized objective measures of joining and leaving collected from union and organizational records and took into account time by using event history analysis. The results indicated that union joining was negatively related to procedural justice and higher performance appraisals and positively related to partner socialization and extrinsic union instrumentality. Conversely, members were most likely to leave the union when they perceived lower procedural justice, where there was no union representative present in the workplace, and where they had individualistic orientations. The authors discuss the implications of these findings for theory and practice for trade unions.     

Toward a better understanding of psychological contract breach: a study of customer service employees

Experiences of psychological contract breach have been associated with a range of negative behavior. However, much of the research has focused on master of business administration alumni and managers and made use of self-reported outcomes. Studying a sample of customer service employees, the research found that psychological contract breach was related to lower organizational trust, which, in turn was associated with perceptions of less cooperative employment relations and higher levels of absenteeism. Furthermore, perceptions of external market pressures moderated the effect of psychological contract breach on absenteeism. The study indicated that psychological contract breach can arise when employees perceive discrepancies between an organization's espoused behavioral standards and its actual behavioral standards, and this can affect discretionary absence.     

Free actions as a natural kind

Synthese - Do we have free will? Understanding free will as the ability to act freely, and free actions as exercises of this ability, I maintain that the default answer to this question is...     

Exploring the relationship between compressed work hours satisfaction and absenteeism in front-line service work

There has been an upsurge of interest in compressed workweek schedules because of the opportunities they provide for enhanced organizational efficiency and more balanced work and life roles for employees. This study tested a moderated mediation model of the effects of compressed work hours satisfaction on absenteeism with the purpose of exploring both the mediation effects of emotional exhaustion and physical health and the moderating effects of sex on this relationship. It utilized data drawn from a sample of 236 contact-centre service workers linked to absenteeism data collected for a period of 12 months following the survey. Results indicated that compressed work hours satisfaction was associated with lower absenteeism and that this relationship was mediated sequentially through emotional exhaustion and physical health. Although the indirect effect of compressed work hours satisfaction on absenteeism through emotional exhaustion and physical health was not significantly different between women and men, the relationship between compressed work hours satisfaction and physical health was positive for women but not for men. The implications of these findings are discussed.     

Understanding the "personological" basis of employee withdrawal: the influence of affective disposition on employee tardiness, early departure, and absenteeism

This study investigated the impact of positive affectivity (PA) and negative affectivity (NA) on employee tardiness, early departure, and absenteeism, controlling for demographic, job-related, and environmental variables. The 3 temporary withdrawal measures were collected from organizational records in the 12 months following the survey. The LISREL analysis was based on a sample of 362 blue-collar employees from a multinational automotive manufacturer. The results indicate that individuals high in PA were associated with increased tardiness and early departure but decreased absenteeism. Individuals high in NA were associated with increased early departure. In terms of moderator effects, job satisfaction had a significant negative impact for individuals low in PA in predicting tardiness and early departure, whereas job satisfaction displayed a significant negative relationship with early departure for individuals high in NA. Implications of the findings are discussed.     

Extending Compatibilism: Control,Responsibility, And Blame

In this paper, I argue that ‹moral responsibility’ refers to two concepts, not to one. In the first place, we are not ultimately morally responsible or, therefore, unqualifiedly blameworthy, due to the fact that we lack ultimate forms of control. But, second, it is legitimate to consider us to be morally responsible in another sense, and therefore qualifiedly blameworthy, once we have certain forms of control. Consequently, I argue that our normal practice of blaming is unjust, since it requires that we are ultimately morally responsible. I contend that this practice must, on grounds of justice, be tempered by adequate consideration of the fact that we are not ultimately morally responsible. My proposal in this regard is that blaming be replaced by admonishment. I would like to thank Dr. Cara Nine and Dr. David Hemp (University College Cork), and the two anonymous referees at Res Publica for their helpful comments on this paper.