| Abstract: | The aim of the study was to test reciprocal causality hypotheses for absence, investigating self- and supervisor-attitudes and behaviors as consequences, as well as antecedents of absence. Reciprocal relationships were proposed between absence and each of job satisfaction, performance, training achievement, and supervisory style. Questionnaire data on job satisfaction and supervisory style and organizational data on employee performance and absence were collected at time 1 from the 262 apprentices of an electricity authority and a year later at time 2 from the 241 then employed apprentices. The repeated data collection (n = 200) consisted of the time 1 first, second and third year apprentices, who became the second, third and fourth years at time 2. Causal tests indicated that uncertified frequency absence and time lost, but not certified absence, were more likely to lead to lower job satisfaction, training achievement, and supervisor-rated performance and attendance than the reverse. Supervisory style, especially support, led to less uncertified but not certified absence. Absence did not influence supervisory style. The reasons for the direction of the significant causal effects and the alternative explanations for such effects were discussed. |
