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The Determinants of Lateness: Evidence from British Workers

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  • Clark, Ken

    (University of Manchester)

  • Simon A Peters
  • Mark Tomlinson

Abstract

Using a sample of male and female workers from the 1992 Employment in Britain survey we estimate a generalised grouped zero-inflated Poisson regression model of employeesÕ self-reported lateness. Reflecting theoretical predictions from both psychology and economics, lateness is modelled as a function of incentives, the monitoring of and sanctions for lateness within the workplace, job satisfaction and attitudes to work. Various aspects of workplace incentive and disciplinary policies turn out to affect lateness, however, once these are controlled for, an important role for job satisfaction remains.

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Bibliographic Info

Paper provided by Royal Economic Society in its series Royal Economic Society Annual Conference 2003 with number 43.

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Date of creation: 04 Jun 2003
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Handle: RePEc:ecj:ac2003:43

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Cited by:
  1. Kevin E. Staub & Rainer Winkelmann, 2013. "Consistent Estimation Of Zero‐Inflated Count Models," Health Economics, John Wiley & Sons, Ltd., vol. 22(6), pages 673-686, 06.
  2. Travis, Dnika J. & Gomez, Rebecca J. & Mor Barak, Michàlle E., 2011. "Speaking up and stepping back: Examining the link between employee voice and job neglect," Children and Youth Services Review, Elsevier, vol. 33(10), pages 1831-1841, October.
  3. D Cassidy & J Sutherland, 2008. "Going Absent, Then Just Going? A Case Study Examination of Absence and Quitting," Economic Issues Journal Articles, Economic Issues, vol. 13(2), pages 1-20, September.
  4. Jonathan H. Westover, 2010. "Global shifts: Changing job quality and job satisfaction determinants in socialist and post-socialist Hungary," International Journal of Social Economics, Emerald Group Publishing, vol. 37(2), pages 84-100, January.

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