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. 1980- , . , , . . -, . . (Corporate Work and Family Committee) DuPont:

 

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, -? 1978 100 , . , , 10 % , John Hancock, California Union, Marquette Electronics Lancaster Laboratories Mariott International. Mariott, , 300 %.

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(workplace flexibility)

(determinants of absenteeism)

(determinants of turnover)

(absenteeism measurement)

(classification of turnover)

(controlling absenteeism)

(absence culture)

(organizational commitment)

(process models of turnover)

(psychological contract)

 

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Breaugh, J. A. (1981). Predicting absenteeism from prior absenteeism and work attitudes. Journal of Applied Psychology, 66, 555-560. Brett, J. F.,

Cron, W. L., & Slocum, J. W. (1995). Economic dependency on work: A moderator of the relationship between organizational commitment and performance. Academy of Management Journal, 38, 261-271.

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Brown, K, & Redmon, W. K. (1989). The effects of a group reinforcement contingency on staff use of unscheduled sick leave. Journal of Organizational Behavior Management, 10, 3-17.

Calabria, D. C. (1995). When companies give, employees give back. Personnel Journal, 73, 75-83.

Carlopio, J., & Gardner, D. (1995). Perceptions of work and workplace: Mediators of the relationship between job level and employee reactions. Journal of Occupational and Organizational Psychology, 65,321-326.

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Gupta, N. Jenkins, G. D., & Beehr, T. A. (1992). The effects of turnover on perceived job quality: Does the grass look greener? Group and Organization Management, 17, 431-445.

Haccoun, R. R., & Jeanrie, C. (1995). Self-reports of work absence as a function of personal attitudes toward absence and perceptions of the organization. Applied Psychology: An International Review, 44,155-170.

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Hackett, R. D. (1990). Age, tenure, and employee absenteeism. Human Relations, 43, 601-619.

Hackett, R. D., Bycio, P., & Hausdorf, P. A. (1994). Further assessment of Meyer and Allen's (1991) three-component model of organizational commitment. Journal of Applied Psychology, 79, 15-23.

Hall, D. ., & Parker, V. A. (1993). The role of workplace flexibility in managing diversity. Organizational Dynamics, 22, 5-18. Hammer, . ., & Landau, J. (1981). Methodological issues in the use of absence data. Journal of Applied Psychology, 66, 574-581. Healy, M. C., Lehman, M., & McDaniel, M. A. (1995). Age and voluntary turnover: A quantitative review. Personnel Psychology, 48, 335-345.

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Kohler, S. S., & Mathieu, J. E. (1993). Individual characteristics, work perceptions, and affective reactions influences on differentiated absence criteria. Journal of Organizational Behavior, 14, 515-530.

Koslowski, M. (1990). Staff/line distinctions in job and organizational commitment. Journal of Occupational Psychology, 63, 167-173.

Landau, J. C. (1993). The impact of a change in an attendance control system on absenteeism and tardiness. Journal of Organizational Behavior Management, 13, 51-70.

Lawrence, B. S. (1987). An organizational theory of age effects. Research in the Sociology of Organizations, 5, 37-71. Lee, T. W., & Mitchell, T. R. (1994). An alternative approach: The unfolding model of voluntary employee turnover. Academy of Management Review, 19, 51-89.

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Leigh, J. P. (1986). Correlates of absence from work due to illness. Human Relations, 39, 81-100. Many employers flout family and medical leave law. (1994, July 26). Wall Street journal, pp. B-l, 5.

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Markham, S. E., & McKee, G. H. (1991). Declining organizational size and increasing unemployment rates: Predicting employee absenteeism from within- and betvveen-plant perspectives. Academy of Management Journal, 34, 952-965

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