Article Review: Predicting Absenteeism and Turnover
SUMMARY
The article was about a study on comparing predictive power of Fishbein’s model and traditional job attitude measures on job withdrawal behavior specifically absenteeism and turnover. At the point of the study, Fishbein’s attitude-behavior model has not been tested in on-going work organization and the usefulness of the theory for organizational situational is unknown. Hence, the study was designed to test Fishbein’s model in applied settings, as well as explore generalizability of the model from the laboratory to the field. Besides that, existing relationships of job attitude-absenteeism and job attitude-turnover were not significantly strong. Thus, the study intended to demonstrate the efficacy of Fishbein’s model and traditional job attitude measures as predictors of job withdrawal behavior (absenteeism and turnover).
The study was carried out with 108 employees of a county nursing home as sample. These employees are included nurse’s aides, licensed practical nurses, registered nurses, administrators, staff, and food service as well as the housekeeping personnel. The data for the study were collected on two points of time. The first data pool was collected prior to two-month time period of interest whereas the criterion data were collected at the end of two-month period. The questionnaire used assessed behavior intention, attitude towards and normative beliefs with respect to both absenteeism and voluntary resignation. General Motors Faces scale was used to assess attitude towards job and Job Descriptive Index (JDI) was used to assess attitude toward specific aspects of employee’s job situation. Data of unexcused absenteeism and voluntary resignation were obtained from the organization’s records at the end of the two-month period.
The results of the in-field study found that even though the correlations are significant, the amount of behavioral intention-absenteeism relationship and behavioral intention-resignation relationship accountable
The article was about a study on comparing predictive power of Fishbein’s model and traditional job attitude measures on job withdrawal behavior specifically absenteeism and turnover. At the point of the study, Fishbein’s attitude-behavior model has not been tested in on-going work organization and the usefulness of the theory for organizational situational is unknown. Hence, the study was designed to test Fishbein’s model in applied settings, as well as explore generalizability of the model from the laboratory to the field. Besides that, existing relationships of job attitude-absenteeism and job attitude-turnover were not significantly strong. Thus, the study intended to demonstrate the efficacy of Fishbein’s model and traditional job attitude measures as predictors of job withdrawal behavior (absenteeism and turnover).
The study was carried out with 108 employees of a county nursing home as sample. These employees are included nurse’s aides, licensed practical nurses, registered nurses, administrators, staff, and food service as well as the housekeeping personnel. The data for the study were collected on two points of time. The first data pool was collected prior to two-month time period of interest whereas the criterion data were collected at the end of two-month period. The questionnaire used assessed behavior intention, attitude towards and normative beliefs with respect to both absenteeism and voluntary resignation. General Motors Faces scale was used to assess attitude towards job and Job Descriptive Index (JDI) was used to assess attitude toward specific aspects of employee’s job situation. Data of unexcused absenteeism and voluntary resignation were obtained from the organization’s records at the end of the two-month period.
The results of the in-field study found that even though the correlations are significant, the amount of behavioral intention-absenteeism relationship and behavioral intention-resignation relationship accountable
References: Clark, T. N. (2007). The relationship between job satisfaction and turnover in large insurance companies: A survey analysis. Unpublished doctoral dissertation. Capella University, Minneapolis, U.S.A. Ehlers, L. N. (2003). The relationship of communication satisfaction, job satisfaction, and self-reported absenteeism. Unpublished master’s thesis, Miami University, Oxford, Ohio, U.S.A. Fishbein, M., & Ajzen, I. (1975). Belief, Attitude, Intention, and Behavior: An Introduction to Theory and Research. Reading, MA: Addison-Wesley. Fitzgibbons, D., & Moch, M. (1980). Employee absenteeism: A multivariate analysis with Replication. Organizational Behavior and Human Performance, Vol 26, pg349-372. Kass, S. J., Vodanovich, S. J., & Callender, A. (2001). State-trait boredom: Relationship to absenteeism, tenure and job satisfaction. Journal of Business and Psychology, Vol 16(2), ProQuest Central Mowday, R. T., Porter, L. W., & Steers, R. M. (1982). Employee-organization linkages: the psychology of commitment, absenteeism, and turnover. California, U.S.A.: Academic Press. Spendolini, M. J. (1985). Employee withdrawal behavior: Expanding the concept. Unpublished doctoral dissertation, University of California, Irvine, U.S.A.