Perceived Consequences of Absenteeism

Investigated whether organizational policies and practices can be effective deterrents to absenteeism. Hypotheses about the relationships between consequences of absenteeism and past and future absenteeism were based on an expectancy model of behavior. Data were collected from 60 blue-collar employees in one department of a unionized automobile-parts foundry. Results indicate that for some employees absenteeism provided an opportunity to experience consequences that tended to encourage absenteeism and that were not offset by organizationally controlled consequences that would tend to deter absenteeism. An absenteeism policy that both rewards attendance with consequences that usually motivate absenteeism and one that penalizes absenteeism is proposed.