Lateness Rate

operationalbehavioral · engagement · rate · individual

Frequency of tardiness.

Why it matters

What you measure connects, through the construct(s) it operationalizes, to outcomes organizations care about. The strongest evidenced links below (effect size × evidence × consequence):

How it’s computed

Formula

late arrivals / scheduled days

Measurement model

operational (a formula over systems data) — not a reflective survey scale; “reliability” here means data quality, not internal consistency

What it operationalizes

This metric measures the construct(s) below from operational data. Through them, it connects to the meta-analytic relationship network — the bridge from what you measure operationally to what the science knows.

What we know

Synthesized Bayesian priors over relationships involving this metric’s construct(s) — the meta-analytic evidence, with 95% confidence intervals and between-study heterogeneity (I²). Follow a row for the full distribution, contributing studies, and code.

The evidence

Attributed quotes from open-access papers, classified for stance against the relationship. Sourced and classified by Principia (no third-party feed) — displayable under each paper’s license.

“Work withdrawal behaviors refer to proactive actions employees take to avoid or express dissatisfaction with their work environment, ranging from occasional daydreaming to more severe behaviors like tardiness, absenteeism, and, ultimately, resignation (Berry et al., 2012; Gupta & Jenkins, 1991).” supports

Absenteeism → Employee Turnover (collective/voluntary) · The Impact of AI Negative Feedback vs. Leader Negative Feedback on Employee Withdrawal Behavior: A Dual-Path Study of Emotion and Cognition (2025) · doi · cc-by

“There is evidence to support that there exists a sequential aspect to the various forms of withdrawal behaviours (Berry et al., 2012), and employee withdrawal is first reflected in lateness which is regarded as a mild form of withdrawal, followed by absenteeism, and, finally, turnover.” supports

Lateness → Absenteeism · Withdrawal Behaviours and Absenteeism at Work Post Covid-19 (2022) · doi · CCBYNC

“For example, engagement is negatively associated with absenteeism; engaged employees are less likely to be absent from work, exhibiting greater vigor and dedication (Neuber et al., 2021).” supports

Work Engagement → Absenteeism · Building a Positive Work Environment: The Role of Psychological Empowerment in Engagement and Intention to Leave (2025) · doi · cc-by

“Defined as an individualized positive feeling and attitude toward a job [25], we included job satisfaction in our investigation as it is strongly linked with workers’ overall well-being [26] and, at the organization level, is associated with high performance and productivity [27,28], reduced absenteeism [29], lower turnover intention [30] and less counterproductive work behaviors [31].” supports

Job Satisfaction → Absenteeism · Demand–Resource Profiles and Job Satisfaction in the Healthcare Sector: A Person-Centered Examination Using Bayesian Informative Hypothesis Testing (2023) · doi · CCBY

“There is evidence to support that there exists a sequential aspect to the various forms of withdrawal behaviours (Berry et al., 2012), and employee withdrawal is first reflected in lateness which is regarded as a mild form of withdrawal, followed by absenteeism, and, finally, turnover.” supports

Absenteeism → Employee Turnover (collective/voluntary) · Withdrawal Behaviours and Absenteeism at Work Post Covid-19 (2022) · doi · CCBYNC

“Specifically, work engagement is linked to better employeewell-being, health,(7) work performance(8) and organizational commitment(9) resulting in reduced turnover, sickness absenteeism, and disability pensions(10,11) and organizational productivity.(12,13) Since work engagement plays a crucial role in working life, research is needed to determine the resources that can boost work engagement.” supports

Employee Engagement → Absenteeism · More Physical Activity, More Work Engagement? A Northern Finland Birth Cohort 1966 Study (2022) · doi · CCBY

“As several meta-analyses [37] have shown, job satisfaction and absenteeism are correlated, with a modest, yet significant, and negative relationship with both the duration and the frequency of absences.” supports

Job Satisfaction → Absenteeism · The Predictive Factors of New Technology Adoption, Workers’ Well-Being and Absenteeism: The Case of a Public Maritime Company in Venice (2021) · doi · CCBY

“Currently, there is substantial evidence showing that employee engagement is associated with a variety of benefits, such as improved performance, performance, and productivity, as well as reduced absenteeism and turnover (Bakker & Demerouti, 2008; Harter et al., 2002; MacLeod & Clarke, 2009).” supports

Employee Engagement → Absenteeism · The reciprocity of perceived organizational support and employee engagement in SMEs during the COVID-19 pandemic (2024) · doi · CCBYNCSA

“Goal-oriented practices at workplace and work engagement have positive association with each other and work engagement is negatively associated with absenteeism (Neuber et al., 2022).” supports

Work Engagement → Absenteeism · The Moderating Role of Work Engagement in the Relationship of Attention Deficit Hyperactivity Disorder with Employees’ Outcomes (2023) · doi · CCBYNC

“Despite recent meta-analyses confirming the positive influence of engagement on job performance and absenteeism (Neuber et al. 2022), there is a scarcity of new instruments available for organizations to enhance employee engagement levels.” supports

Work Engagement → Absenteeism · Mechanisms of Organizational Mindfulness on Employee Well-Being and Engagement: A Multi-Level Analysis (2024) · doi · CCBY

“There are also possible correlations between engagement and absenteeism, satisfaction, and job performance [26].” supports

Work Engagement → Absenteeism · Assessing Software Practitioners’ Work Engagement and Job Satisfaction in a Large Software Company—What We Have Learned (2025) · doi · cc-by

“More importantly, some meta-analysis studies have re-ported that absenteeism results in reduced organizational performance and high employee turnover [8,9].” supports

Absenteeism → Employee Turnover (collective/voluntary) · Organizational Justice and Employee Voluntary Absenteeism in Public Sector Organizations: Disentangling the Moderating Roles of Work Motivation (2023) · doi · CCBY

Use it

Track Lateness Rate and its drivers in the People Analytics Toolbox — the registry’s evidence wired into deployable measurement.

Related metrics

Programmatic access: /api/v1/metrics/metric.lateness_rate · /api/v1/evidence-statements?construct=construct.absenteeism.