UNEQUAL ATTENDANCE: THE RELATIONSHIPS BETWEEN RACE, ORGANIZATIONAL DIVERSITY CUES, AND ABSENTEEISM

Although prior evidence has demonstrated racial differences in employee absenteeism, no existing research explains this phenomenon. The present study examined the roles of 2 diversity cues related to workplace support—perceived organizational value of diversity and supervisor–subordinate racial/ethn...

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Bibliographic Details
Published in:Personnel psychology 2007-12, Vol.60 (4), p.875-902
Main Authors: AVERY, DEREK R., McKAY, PATRICK F., WILSON, DAVID C., TONIDANDEL, SCOTT
Format: Article
Language:English
Subjects:
Absenteeism
Cultural differences
Demography
Employee Absenteeism
Employees
Error of Measurement
Estimates
Ethnicity
Evidence
Heuristic
Hispanic Americans
Job Performance
Job Satisfaction
Meta Analysis
Minority & ethnic groups
Multiculturalism & pluralism
Occupational psychology
Organization theory
Perceptions
Race
Racial differences
Social exchange theory
Studies
Supervisors
Work Attitudes
Workplace diversity
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Summary:Although prior evidence has demonstrated racial differences in employee absenteeism, no existing research explains this phenomenon. The present study examined the roles of 2 diversity cues related to workplace support—perceived organizational value of diversity and supervisor–subordinate racial/ethnic similarity—in explicating this demographic difference among 659 Black, White, and Hispanic employees of U.S. companies. Blacks reported significantly more absences than their White counterparts, but this difference was significantly more pronounced when employees believed their organizations placed little value on diversity. Moreover, in a form of expectancy violation, the Black–White difference was significant only when employees had racially similar supervisors (and thus would expect their companies to value diversity) and perceived that the organization placed little value on diversity.
ISSN:0031-5826
1744-6570
DOI:10.1111/j.1744-6570.2007.00094.x