ABSENTEEISM

According to Lyons (1972), there has been a great deal of search examining for relationship between turnover and absenteeism. Lyons notes that this research, for the most part, has been based on a single of the three after assumptions: (1) Withdrawal behavior runs along a continuum that begins with absenteeism and ends with turnover; (2) Absenteeism is a type of organizational withdrawal behavior which is several than turnover as withdrawal behavior; (3) Each turnover and absenteeism, whether or not they're related, arise during the same causal factors.

In terms of regardless of whether the same causes give rise to both absenteeism and turnover, Hawk (1976) has noted that existing search shows that you can find some reasons that are particularly related to absenteeism (e.g. individual life factors, business policy, work planning and scheduling). Further, you will find some factors that are especially related to turnover (e.g. general economic conditions, local labor industry conditions, work security, and mobility).

However, you can find also various causes that had been observed to influence both absenteeism and turnover. These factors include demographics, supervisory style, interpersonal relationships, working conditions, salary, career expectations, man/job fit, and task model factors.

The degree to which an employee has manage over and/or responsibility for his particular jobs tasks is negatively related to both turnover and absenteeism. That is, the greater the degree of jobs autonomy, the much less almost certainly there will likely be turnover or absenteeism.

n absenteeism and turnover, Muchinsky (1977) discovered in his comprehensive review from the literature, there was clear evidence of association between each causes at the level of the individual worker; this for samples of manufacturing workers, factory workers, psychiatric aides, industrial apprentices, nurses, and telephone operators. However, as soon as the relationship is examined across jobs groups, it appears to dissipate. As Muchinsky (1977) put it:

One variable how the existing research has shown being consistently and strongly related to each organizational turnover and absenteeism is career satisfaction. In numerous reviews on the literature on these variables (e.g. Porter & Steers, 1973; Mobley, Griffeth, Hand & Meglino, 1979; Arnold & Feldman, 1982), it has been discovered that workers with low levels of job satisfaction have a higher chance of quitting their work than do workers with high levels of job satisfaction.

The degree to which one lives near his/her work can also influence absence rates. Porwolf (1980) reports that in this regard, studies have shown that absences decrease the nearer employees live to their work. It is recommended that this decrease is attributable for the simple fact that it requires less travel time to come at work when a single lives nearby. This lessened require for an expenditure of effort reduces absenteeism.

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