Construct validity of voluntary and involuntary absenteeism

Construct validity of voluntary and involuntary employee absenteeism is examined in this study. Canonical correlation analysis of absenteeism measures and organizational, personal and attitudinal variables is used to assess empirically the discriminant validity of voluntary and involuntary absenteeism. The empirical results provide evidence consistent with the interpretation that voluntary and involuntary absenteeism are distinct constructs that are associated differentially with subsets of organizational, personal and attitudinal variables. Further study of causal absenteeism models that include voluntary and involuntary absenteeism constructs and organizational, personal and attitudinal variables is needed to more clearly explicate the antecedents of absenteeism.