Absenteeism,Gender and the Morbidity–Mortality Paradox

Women are, on average, more often absent from work for health reasons than men, but live longer. This conflicting pattern suggests that the gender absenteeism gap arises partly from factors unrelated to objective health. An overlooked explanation is that men and women might have different preferences for absenteeism due to different attitudes to, for example, risk. Using detailed administrative data on absenteeism, hospitalizations, and mortality, we evaluate the existence of gender‐specific preferences for absenteeism and analyze whether these differences are socially determined. We find robust evidence of gender differences in absenteeism that cannot be explained by poorer objective health among women. Copyright © 2016 John Wiley & Sons, Ltd.     

Investigating Smoker's Profile: The Role of Psychosocial Characteristics and the Effectiveness of Tobacco Policy Tools

This article investigates smoker's profile by addressing the determinants of cigarette demand and providing a circumstantial exposition of the psychosocial characteristics that differentiate smoking patterns. At the same time, the impact of tobacco control policies on smoking rates and their effectiveness on decreasing cigarette consumption are also analyzed. Consumers are distinguished in four smoking groups in concurrence to smoking status, and dichotomous indicators are constructed to describe tobacco control policies, psychosocial, demographic, and socioeconomic characteristics. The empirical analysis estimates an ordered probit model with sample selectivity. The results indicate the absence of selectivity bias for cigarette consumption; hence, the subsample of smokers comprises a random independent sample and smoking participation and cigarette consumption form distinct stages of smoking behavior. Most of the psychosocial factors are found to be statistically significant in the econometric analysis, implying the main determinants of smoking behavior. In addition, total smoking bans in workplaces and educational institutions comprise efficient policy tools for decreasing cigarette demand, while partial smoking restrictions are accrued to be ineffective in reducing smoking participation.     

The determinants of absenteeism: evidence from Australian blue–collar employees

For much of the last decade research studies on absenteeism have con-centrated on samples of white-collar employees in service-sector organizations. Unionized factory workers have largely been ignored. As a consequence, certain work-setting variables and policy matters which would appear to be germane to an understanding of absenteeism in a manufacturing environment have tended to be neglected.

The purpose of this study is to develop and test a causal model of absenteeism using a sample of unionized, production workers in the automotive industry. The LISREL results indicated there were a number of different factors that had a significant effect on the incidence of absenteeism. These causal factors included job motivation, the routinization of work and supervisory support, as well as absence culture and the employees' external responsibilities. In addition, policy issues relating to previous disciplinary warnings and the accumulation of sick pay were identified as significant determinants of absence behaviour.     

Work absences and doctor visits during an illness episode: The differential role of preferences,production, and policies among men and women

This paper analyzes the absenteeism and medical care consumption behavior of employed men and women during an episode of acute illness. An individual’s daily optimization decisions are modeled in a dynamic framework to evaluate the role of (1) preferences for absences and treatment, (2) effectiveness of these inputs on recovery, and (3) economic incentives in determining the number and timing of absences and doctor visits and the duration of illness. In general, men appear to be more responsive than women to changes in sick leave and health insurance mainly due to differences in preferences.     

A social psychological account of absenteeism in Barbados

Using the theory of planned behaviour (TPB), we examined absence frequency within a developing market in the Caribbean. The objective was to understand the process underlying absence decisions. We merged survey data from 250 employees in five divisions of a Barbadian firm with company absenteeism records in order to assess whether the TPB fit the data. Results showed that the TPB fit the data well, with the exception of one path coefficient in the structural equation model. Implications for the TPB as well as absenteeism in the Caribbean are discussed, and future research directions offered.     

Structural Decomposition Techniques: Sense and Sensitivity

Structural decomposition techniques are widely used to break down the growth in some variable into the changes in its determinants. In this paper, we discuss the problems caused by the existence of a multitude of equivalent decomposition forms which are used to measure the contribution of a specific determinant. Although it is well known that structural decompositions are not unique, the extent of the problem and its consequences seem to have been largely neglected. In an empirical analysis for The Netherlands between 1986 and 1992, results are calculated for 24 equivalent decomposition forms. The outcomes exhibit a large degree of variability across the different forms. We also examine the two approaches that have been used predominantly in the literature. The average of the two so-called polar decompositions appears to be remarkably close to the average of the full set of 24 decompositions. The approximate decomposition with mid-point weights appears to be almost exact. Although this last alternative might seem a solution to the problem of the marked sensitivity, in fact, it only conceals the problem.     

Promotions in the Spanish Labour Market: Differences by Gender

In this paper we compare the professional careers of women and men in the Spanish labour market. We use a sample from the Encuesta de Estructura, Conciencia y Biografia de Clase (1991) to estimate count data models (negative binomial models) to explain the number of promotions received in the firm, for males and females separately. Then, using the estimated coefficients from these models, we apply a variant of Oaxaca's decomposition approach to divide the gap in average promotions by gender into two parts: one of them due to differences in endowments and the other is associated with differences in the 'return' of such as endowments in terms of opportunities of upward mobility. The findings indicate that women receive fewer promotions than men with the same qualifications due to differential treatment in the market.     

Structural Decomposition Analyses with Dependent Determinants

Structural decomposition techniques are used to break down the changes in one variable into the changes in its determinants. Typically, these determinants are assumed to be independent. Using the decomposition of value added growth as a prototype example, this paper examines the phenomenon that several of the determinants are not independent. The determinants are termed fully dependent if changes in one determinant cannot occur without corresponding changes in another determinant. In most empirical cases, full dependence exists between groups of determinants, not between separate determinants. It is indicated that dependencies may cause a bias in the results of decomposition analyses. An alternative to overcome this problem is proposed and the findings are illustrated by an empirical study for The Netherlands 1972-1986.     

New Men and New Women? A Comparison of Paid Work Propensities from a Panel Data Perspective

British Household Panel Survey data for waves 1–5 (1991–5) is used to compare paid work participation rates of men and women. Year-on-year persistence in paid work propensities is high, but greater for men than women. Non-work persistence is higher for women. Using panel data probit regression models, we also investigate why men's and women's participation rates differ, comparing the roles of differences in observable characteristics and differences in rates of return to these characteristics, while also controlling for unobserved heterogeneity. Most of the difference in participation rates is accounted for by the differences in returns associated with the presence of children, especially young ones.     

Exploring the gender difference in multiple job holding

This article examines the determinants of the gender gap in multiple job holding in Australia using all 18 waves (2001–2018) of the Household, Income and Labour Dynamics in Australia (HILDA) survey. In Australia, like most high-income countries, the multiple job holding rate is higher for women compared with men. The empirical analysis focuses on the role played by factors such as wage rates, hours worked, household wealth, job security, education, demographics and demand conditions. Probit regressions point to a large, negative and highly statistically significant effect of hours worked in the primary job on the probability of holding a secondary job. This effect is larger (more negative) for women. A decomposition analysis suggests that a large share of gender gap in multiple job holding (c. 90 per cent) may be attributed to the gender gap in the hours worked in the primary job. Regulation concerning working time can be expected to affect multiple job holding rates.     

Worker absence and shirking: Evidence from matched teacher-school data

We utilise a unique matched teacher-school data set of absenteeism records to quantify the impact of group interaction on the absence behavior of primary and secondary teachers. To address problems of identification our study focuses on teachers who move between schools. The estimates for movers suggest that absenteeism is influenced by prevailing group absence behaviour at the school. Our finding suggests that a worker takes one more day of absenteeism if their average coworker takes 12 more days or 8 more days absenteeism per quarter for primary school and secondary school teachers, respectively. We interpret this as evidence that worker shirking is influenced by workplace absence norms.     

Sickness Presenteeism, Sickness Absenteeism, and Health Following Restructuring in a Public Service Organization

abstract    This study examined the relationship between sickness presenteeism, sickness absenteeism, organizational outcomes and employee health. In particular, we wanted to investigate to what degree employees were substituting sickness presence for sickness absence. Three hypotheses were tested to formalize this 'substitution proposition'. We surveyed a Canadian public service organization which was involved in a large scale downsizing initiative. For this study, 237 Personnel Corporation (pseudonym used) employees responded to the survey, representing a 66 per cent response rate. Survey results indicated that, while the workforce was of average health, sickness absenteeism was less than half that of the national average. The difference could be accounted for by sickness presenteeism – the average number of days employees attended work while ill or injured was greater than the number of days of sickness absence. The pattern of results supported the notion that employees were substituting presenteeism for absenteeism. The frequency and type of self-reported health problems were highly similar for presenteeism and absenteeism. Work factors (e.g. job security, supervisor support and job satisfaction) tested were significantly correlated with presenteeism. Presenteeism appears to be a stronger predictor of health than absenteeism, suggesting that efforts to improve workplace health may have a more immediate impact on presenteeism than on absenteeism.     

The family gap in wages: What wombmates reveal

We shed new light on the effects of having children on hourly wages by exploiting access to data on the entire population of employed same-sex twins in Denmark. Our second contribution is the use of administrative data on absenteeism; the amount of hours off due to holidays and sickness. Our results suggest that childbearing reduces female hourly wages but the principal explanation is in fact mothers’ higher levels of absence. We find a positive wage premium for fathers.     

Injury-related absenteeism and job satisfaction: insights from Greek and UK data

Most of the literature on absenteeism suggest that absence from work is a complex issue influenced by multiple causes, both of personal and of organizational nature. Job satisfaction has also been identified as one of the factors affecting an employee's motivation to work attendance. There is no universal agreement concerning the relationship between absenteeism and job satisfaction. Some research have found no correlation between these two variables, whereas other studies indicate a weak relationship between these two variables. It has also been suggested that absence and job satisfaction might be more strongly related under some conditions, for instance in the case of blue-collar workers. There is a lack of attention in the literature, however, to injury-related absenteeism, which is a particular type of absenteeism. This paper attempts to fill this gap and examines the effect of job satisfaction on injury-related absenteeism by using Greek and UK data. The empirical results suggest that there is a negative relationship between injury-related absenteeism and job satisfaction. The paper also discusses possible policy measures towards reducing injury-related absenteeism.     

Worker absenteeism and incentives: evidence from Italy

In Italy, employees are fully insured against earning losses due to illness. Since worker's health is not easily verifiable, absenteeism due to illness is considered an empirical proxy for employee shirking. The Bank of Italy Household Survey (SHIW) provides individual data on days of absence. Controlling for personal characteristics and potential determinants of health status and family responsibilities (age, gender, education, marital status, children at home), we show that the nature of employment contracts affects workers' incentives to provide effort: sickness absences, at least partially, hide opportunistic behaviours. The type of occupation and the labour contracts affects workers' behaviour in that more protected and difficult to monitor jobs show significantly higher levels of absenteeism: employees in public sector or in large firms, with permanent contracts or with longer tenure, individuals living in regions with low unemployment rates. Copyright © 2010 John Wiley & Sons, Ltd.     

Changes in women’s and men’s child care time in China, 2004–2011: the contributions of cohort replacement and intra-cohort change

With the rapid social and economic changes in China, increasing attention has been paid to issues related to child care, such as maternal work and child care, child care support sources, and work-family conflict. But the change in women’s and men’s child care time in the last decade remains under-researched. I use cross-sectional data from the 2004–2011 China Health and Nutrition Survey and linear decomposition regression techniques to examine the mechanisms generating structural change in child care time for men and women. I find that overall women’s child care time is slightly decreasing because the contributions of intra-cohort change and cohort replacement are offsetting one another. However, men’s childcare time is increasing during the same time period because of processes of intra-cohort change. Trends in women’s childcare time indicate a positive but small cohort replacement effect, whereas men’s childcare time is largely impacted by a positive intra-cohort change effect. These results highlight the mechanisms through which the gendered division of childcare time inside Chinese families has been shifting in the direction of increasing egalitarianism from 2004 to 2011.     

HOW DOES FEMALE EDUCATION AFFECT FERTLITY? A STRUCTURAL MODEL FOR THE CÔTE D'IVOIRE†

This research study provides some insights into methodological issues in modeling fertility and its proximate determinants. The aim is to examine the links between female schooling and fertility in the Ivory Coast. The article first presents a brief literature review on the effect of education on fertility, describes the data and choice of econometric models, and indicates in a reduced form model the estimates of the impact of education and other socioeconomic factors on age at cohabitation and duration of breast feeding. Data are obtained from the 1986 Cote d'Ivoire Living Standards Survey among women aged 16 years or older. A probit model is used to estimate the probability of a woman having given birth at least once. The Kaplan-Meier hazard rate (Meyer's method) is used to explain women's age at cohabitation as a function of her education, personal characteristics, and local factors such as wage rates an social service infrastructure. Duration of breast feeding is explained by household characteristics as well as cohabitation explanatory variables among a subsample of women with at least one birth. Findings from the age at cohabitation models indicate that results varied with choice of the hazard models. Controls for unobserved heterogeneity were important for estimating the effects of secondary education. Econometric techniques that captured the heaping in duration of breast feeding data did not improve the fit. Both breast feeding and education were endogenous to fertility. This means that women with more children tended to marry later and breast feed longer. Findings indicate that primary schooling had a weak impact on fertility and proximate determinants. Secondary schooling had a strong impact. Women with secondary schooling cohabited 4 years later and breast fed 8 months less than non-schooled women.     

Gender Differences in the Effect of Education on the Slope of Experience-Earnings Profiles

A bstract . TWO earnings models are estimated for men and women of the National Longitudinal Survey of Labor Market Experience of Youth (1979 to 1988). Model 1 (a standard human capital equation) indicates women receive a relatively higher earnings effect from another year of education and week of work, suggesting that narrowing of the wage gap can occur through increasing these. However, increases in female education of over 20%, or increases in weeks worked of over 100% are needed to bring female earnings to the level of white males. Model 2, which includes the interaction between education and work experience, shows that more educated men have steeper experience-earnings profiles while more educated women do not. This finding indicates different earnings growth patterns among similarly skilled and market attached men and women. Results imply that increasing female skills and work effort alone are insufficient in obtaining more equitable market outcomes and that the continuation of affirmative action policies are needed to achieve this goal.     

Czech female managers and their wages

This paper examines gender gaps in employment and wages among top- and lower-level managerial employees in the Czech Republic at the time of its accession to the EU. Using both least-squares and matching-based decomposition techniques, we find the wage gap among comparable men and women to be sizeable, but quite similar across firm hierarchy levels. The key reason why the average relative wage position of female top managers is worse compared to lower-ranking female employees is that women tend not to be at the helm of the highest-paying companies. Overall, the representation of women at the top of Czech firms as well as the structure of the gender wage gap there appears quite similar to those in the US.     

Determinants of absenteeism in a large Danish bank

An empirical study of the determinants of absenteeism in a large Danish bank is performed. The study is based on information from approx. 7,000 employees in 500 different units. Based on a review of the absence literature a model combining the psychological and economic approaches to absence studies is constructed. The model is based on hedonic theory and uses the frequency metric when measuring absence. The results of the empirical study show that there is indeed a significant negative relationship between job satisfaction and absence. Furthermore, the study shows that demographic variables for both employees and employers play an important role for the frequency of absence. One very interesting result is that the absenteeism for employees is very clearly related to observed absence by the unit manager.