Fr-OR-S80-1 - Estimating The Effects Of Intersecting Faultline Structures On Individual-Level Employee Absenteeism

Measurement and psychometrics
Oral Presentation
Part of:
Friday May 19   10:15 AM to 10:30 AM (15 minutes)
Research methodology
Measurement and psychometrics
Estimating the effects of intersecting faultline structures on individual-level employee absenteeism
L. Hehnke*, F. Kunze, M. Herrmann
Purpose: Over the past decades, multiple factors led to increasingly diverse workforces, influencing outcomes such as employee absenteeism. Despite their considerable practical relevance, empirical findings on the consequences of unidimensional diversity and multidimensional faultline structures are mixed (e.g., Van Knippenberg & Schippers, 2007). We argue that research on work team diversity can be improved by paying greater attention to the precise multidimensional configuration of team members' attributes. We propose and apply a more accurate faultline measure that captures the degree of structural overlap across attribute dimensions. Empirically, we draw on social identity and similarity-attraction theories to hypothesize that intersecting age–gender faultline structures are inversely related to voluntary absenteeism.
Design/Methodology: Using objective archival data on 18,670 employees in 1,513 work teams from a large Swiss service company, we employ Bayesian multiple membership models for organizational count data to test our hypothesis.
Results: Our results support our hypothesis that intersecting age–gender faultline structures are inversely related to voluntary absenteeism 
Limitations: The study only covers teams in one organizational setting which may limit the generalizability of the empirical findings.
Practical Implications: Our results raise awareness for the individual-level consequences of faultlines. Practitioners are advised to regularly assess team composition to prevent potentially negative business impacts.
Originality/Value: Methodologically, we propose a novel network analytic approach to organizational faultlines which offers significant advantages over existing measures by relaxing untested prior assumptions. Moreover, our study contributes to the re-emerging works on contextual predictors of employee absenteeism by linking group-level faultlines to individual-level absence behavior.

My Schedule

Add to Your Schedule