Iverson R D, Deery S J
Department of Management, University of Melbourne, Parkville, Victoria, Australia.
J Appl Psychol. 2001 Oct;86(5):856-66. doi: 10.1037/0021-9010.86.5.856.
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.
本研究调查了积极情感（PA）和消极情感（NA）对员工迟到、早退和旷工的影响，并控制了人口统计学、与工作相关的和环境变量。这三种临时缺勤措施是在调查后的12个月内从组织记录中收集的。LISREL分析基于一家跨国汽车制造商的362名蓝领员工样本。结果表明，PA得分高的个体与迟到和早退增加但旷工减少有关。NA得分高的个体与早退增加有关。在调节效应方面，工作满意度对PA得分低的个体在预测迟到和早退方面有显著的负面影响，而工作满意度与NA得分高的个体的早退呈显著负相关。文中讨论了研究结果的意义。
