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A quantitative review of employee absence correlates was conducted to address inconsistencies among findings and include the results of studies conducted since the last major review. Correlates were categorized as psychological, demographic work environment, or organization-wide factors and analyzed separately using two operationalizations (total time absent and absence frequency). Occupational status was used as a moderator for correlates with unstable effects. The results of the study indicate that work environment and organization-wide correlates are better predictors of employee absence than psychological or demographic correlates. Both the implications for volitional theories of absence and practical applications of the findings are discussed.

Longitudinal data were collected to explore the relationships among loss of commitment, absenteeism, and employee turnover. Using a median-based approach to investigate the structure of withdrawal among 52 nurses and 36 accountants, it was found that both loss of commitment and increased absenteeism preceded turnover. Decreases in commitment were better predictors of turnover than increases in absenteeism, although stayers in both occupational groups were distinguished by unchanging patterns of zero median days absent. Implications for the progression theory of job withdrawal are discussed.

Content -- What do we really Mean by Power and Politics? A Review of the Literature -- The Study of Power and Politics in Management -- Definitions of Power and Politics -- What Do we Know about Power and Politics? -- Conclusion: The Research Challenge -- A Systems View of Organizational Politics -- Abstract -- A Systems View of Organizational Politics -- The Theoretical Context of the Political Subsystem: The Negotiated Order -- The Role of the Political Subsystem and the Areas It Addresses -- The Elements that Configure the Political Subsystem, -- Conclusion -- Temptations and Dilemmas in the Interpretive Perspective on Organizational Politics -- Organizational Politics from Multiple Perspectives -- A Comparison of Functionalist and Interpretive Perspectives on Politics -- A Case Study of Organizational Budget Setting -- Analysis -- Conclusion -- Towards the Business Politics Approach and the Field of Research -- Types of Political Activities -- The Different Meanings of Policy and Politics -- Central Focus of the Business Politics Approach -- Areas of Investigation -- Conceptual Framework: Relevance and further Development -- Towards a System of Business Political Goal Formulation -- The Elements and Processes of Business Political Goal Formulation -- The Influence of Disposable Power Basis on the Business Political Scope of Action -- The Consequences of Alternative Business Political Actions -- Concluding Remarks -- Conflict Relationships in Organizations A Concept of Measurement -- Why Measurement of Conflicts? -- Previous Methods of Measurement -- Measuring Conflicting Relationships -- Summary and Conclusion -- Conflict-Handling in Industry-Wide Codes -- Definition and Contents of Industry-Wide Codes -- Causes of Conflict in Industry-Wide Codes -- Alternative Methods of Conflict-Handling -- Environmental Delimitation -- Methods of Goal Delimitation -- Conclusion -- The Political Consequences of Organizational Cultures: Mergers, Acquisitions, and Joint Ventures -- Politics and Culture -- Political Consequences -- Information Processing -- Cultural Patterns -- A Typology of Organization Culture -- Implications or Managers -- Conclusion -- The Business-Political Dimension of the Internationalization of Enterprises -- A Case Example of Internationalization -- The Distinction between Strategic and Business Political Decisions of Internationalization -- The Apolitical Approach of Transaction-Cost Theory -- The Perspective of the Business-Politics Concept -- Business-Political Alternatives of Conflict-Handling.

Despite its ubiquity in organizations, organizational politics may be viewed negatively by managers. When managers empower employees, the effect of organizational politics may be moderated. This study of Pakistani managers (n=357) demonstrates that organizational politics changes from having a negative effect on employee commitment to a strong positive effect when employees perceive psychological empowerment. The study also validates the use of existing measurement scales in non-Western cultures.