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Just‐In‐Time Production, Work Organization And Absence Control

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  • JOSEPH LANFRANCHI
  • JOHN TREBLE
Abstract
Studies of sick‐pay and absenteeism have traditionally treated absence as a worker‐related phenomenon. There are good reasons to suppose, though, that firms' incentives to control absenteeism are not uniform. Using an employee/employer‐matched data set, we investigate the relationship between the firm's production methods and the generosity of its sick‐pay. The results suggest that firms that might be expected to value reliability highly, characterized as those that use just‐in‐time, are more likely to provide less generous sick‐pay. Those findings survive when we control for the use of complementary policies that buffer production from absence shocks.

Suggested Citation

  • Joseph Lanfranchi & John Treble, 2010. "Just‐In‐Time Production, Work Organization And Absence Control," Manchester School, University of Manchester, vol. 78(5), pages 460-483, September.
    • Handle: RePEc:bla:manchs:v:78:y:2010:i:5:p:460-483
    DOI: 10.1111/j.1467-9957.2010.02206.x
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    10. Melvyn Coles & Joseph Lanfranchi & Ali Skalli & John Treble, 2007. "Pay, Technology, And The Cost Of Worker Absence," Economic Inquiry, Western Economic Association International, vol. 45(2), pages 268-285, April.
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    Cited by:

    1. M. A. Ben Halima & V. Hyafil-Solelhac & M. Koubi & C. Regaert, 2015. "The Effects of the Complementary Sickness Benefits (CSB) on Sick Leave Duration: an Approach Based on Collective Bargaining Agreements," Documents de Travail de l'Insee - INSEE Working Papers g2015-05, Institut National de la Statistique et des Etudes Economiques.
    2. Böckerman, Petri & Bryson, Alex & Ilmakunnas, Pekka, 2012. "Does high involvement management improve worker wellbeing?," Journal of Economic Behavior & Organization, Elsevier, vol. 84(2), pages 660-680.
    3. Lindgren, Karl-Oskar, 2012. "Workplace size and sickness absence transitions," Working Paper Series 2012:26, IFAU - Institute for Evaluation of Labour Market and Education Policy.
    4. David Marsden & Simone Moriconi, 2009. "'The Value of Rude Health': Employees' Well Being, Absence and Workplace Performance," CEP Discussion Papers dp0919, Centre for Economic Performance, LSE.
    5. repec:ehl:lserod:51587 is not listed on IDEAS
    6. D.S. Possenriede & W.H.J. Hassink & J. Plantenga, 2014. "Does temporal and locational flexibility of work reduce absenteeism?," Working Papers 14-09, Utrecht School of Economics.
    7. David Marsden & Richard Belfield, 2010. "Institutions and the Management of Human Resources: Incentive Pay Systems in France and Great Britain," British Journal of Industrial Relations, London School of Economics, vol. 48(2), pages 235-283, June.
    8. Wolter H. J. Hassink & Roberto M. Fernandez, 2018. "Worker Morale and Effort: Is the Relationship Causal?," Manchester School, University of Manchester, vol. 86(6), pages 816-839, December.
    9. Petri Böckerman, 2015. "High involvement management and employee well-being," IZA World of Labor, Institute of Labor Economics (IZA), pages 171-171, July.

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