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UNEQUAL ATTENDANCE: THE RELATIONSHIPS BETWEEN RACE, ORGANIZATIONAL DIVERSITY CUES, AND ABSENTEEISM
Author(s) -
AVERY DEREK R.,
McKAY PATRICK F.,
WILSON DAVID C.,
TONIDANDEL SCOTT
Publication year - 2007
Publication title -
personnel psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 6.076
H-Index - 142
eISSN - 1744-6570
pISSN - 0031-5826
DOI - 10.1111/j.1744-6570.2007.00094.x
Subject(s) - diversity (politics) , psychology , social psychology , absenteeism , value (mathematics) , attendance , ethnic group , expectancy theory , race (biology) , white (mutation) , sociology , political science , gender studies , anthropology , biochemistry , chemistry , machine learning , computer science , law , gene
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.