Organizational, Work and Personal Factors in Turnover and Absenteeism

Porter, Lyman W.; Steers, Richard M.

doi:10.21236/ad0751672

Cited by 10 publications

(12 citation statements)

References 48 publications

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“…Turnover intention, a psychological disposition to leave an organization or a position, can serve as an excellent predictor of resignation among nurses [ 9 – 13 ]. Many factors have been associated with turnover intention.…”

Section: Introductionmentioning

confidence: 99%

Validation of work pressure and associated factors influencing hospital nurse turnover: a cross-sectional investigation in Shaanxi Province, China

Yang

Jingwen

Zhou

et al. 2017

BMC Health Serv Res

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BackgroundNurses' turnover is a major contributor to nursing shortages, strongly influenced by nurses’ intentions to leave. Several factors influencing the turnover intention have been well identified in Western countries and large cities in China. However, whether these factors also contribute to nurses' work stress in Midwest China are still unclear. The main purpose of this study was to examine the work pressure and associated factors influencing the nurses’ intent to leave.MethodsA cross-sectional questionnaire-based survey with multistage sampling was conducted by recruiting 800 employed registered nurses with >1 year of work experience. Chi-square test and multi-factor logistic regression were applied to attain the relative comparisons. Sub-group analysis was conducted to explore the different turnover intention patterns in different age groups.ResultsThe turnover intention was classified as strong/very-strong (19%), weak (62%), and very-weak (19%). Among the factors influencing the nurses’ desire to leave the profession, work pressure was the most prominent. The predominantly associated factors contributing the work stress were age, experience, and workload. However, the scale of income did not affect the intent to leave decision. Pediatrics was identified to be the highest tormented department with a significant (P < 0.05) turnover of nurses. Among different age sub-groups, 30–39 age group nurses in Secondary hospitals demonstrate a stronger intent to leave.ConclusionNurses’ turnover intentions were associated with stress, age, job duty, and career commitment in Shaanxi Province. The intent to leave is dynamically multifactorial, and effective managements and supportive strategies are needed to reduce the nurses work stress accordingly.

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Section: Introductionmentioning

confidence: 99%

Validation of work pressure and associated factors influencing hospital nurse turnover: a cross-sectional investigation in Shaanxi Province, China

Yang

Jingwen

Zhou

et al. 2017

BMC Health Serv Res

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“…It would seem, then, that managers should consider the possibility of designing multifaceted control policies that rely simultaneously on positive reinforcements such as those reviewed by Porter (1973) and sanctions based on the motivational pattern of legal compliance. Once it is recognized that all workers in an organization are not likely to Despite the redbction in absenteeism in the posttreatment year, the casual absence rate for the treatment group as a whole was approximately 1% higher than the objective of 5%.…”

Section: Discussionmentioning

confidence: 99%

“…Despite the fact that the available literature on the causes of absenteeism (Porter and Steers, 1973) stresses the importance of job redesign, improvements in the work environment, more effective reward systems, and other long term policies designed to enhance job satisfaction and intrinsic motivation, many organizations continue to place heavy reliance on management sanctions when workers violate the attendance norms (Bureau of National Affairs, 1974). In view of the widespread use of sanctions, such as progressive discipline for repeated violations, it is surprising how little actual research has been reported on the effectiveness of sanctions in deterring counterproductive behaviors such as absenteeism.…”

mentioning

confidence: 99%

“…Much of the opposition to the use of sanctions is based on two grounds: (1 ) behavior modification techniques based on positive reinforcement of desired behaviors (coming to work regularly) are more suitable and effective in dealing with absenteeism; (2) sanctions based on the use disciplinary procedures (punishments) tend to produce undesirable side effects that are as objectionable as the behavior of primary interest. Nord (1969) and Porter (1973) have reviewed the conceptual arguments favoring the use of behavior modification based on positive reinforcements and concluded that marginal workers would attend work more regularly if the organizational reward system was made more applicable to the basic socio-psychological needs of workers. Recent empirical evidence provides some support for the effectiveness of behavior modification approaches.…”

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confidence: 99%

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Effectiveness of an Attendance Control Policy in Reducing Chronic Absenteeism

Baum¹

1978

Personnel Psychology

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An attendance control policy based on the Katz and Kahn (1966) motivational pattern of legal compliance was implemented in one department of a large manufacturing organization with two comparable departments serving as controls. A pre-post measure of absenteeism served as the criterion in a 2 X 3 factorial analysis of variance. The factors were the attendance control policy and 3 levels of absence groups (high, average, and low). It was hypothesized that a control policy based on legal compliance would lead to a meaningful reduction in absenteeism among high absence workers who were considered to be chronic absentees by the organization. The results supported the effectiveness of the attendance control policy among chronically absent workers, although the policy did not lead to improvements in attendance among regular attenders. The implications of the study are discussed in the context of organizational efforts to control chronic absenteeism.

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“…Earlier research into absenteeism concentrated on blue-collar and clerical workers in the private sector (Steers and Porter, 1972;Johns and Nicholson, 1982). Generalizations about the causes of absence stemmed from voluminous empirical data on these two broad job categories made up primarily of women and minorities.…”

Section: Research Hypothesesmentioning

confidence: 99%

Sick-Time Usage By Management and Professional Employees in the Public Sector

Garcia¹

1987

Review of Public Personnel Administration

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Absenteeism and its related costs are increasing, yet the causes and consequences are poorly understood. Theories about absenteeism have stemmed primarily from research conducted on bluecollar and clerical workers in the private sector. Very little is known about the absenteeism of public sector managers and professional employees. This study reports research on 644 managers and professionals of a large western U.S. city. Actual sick-time usage was matched against personal, job and attitudinal characteristics of each employee to explore statistical relationships. There are relationships between sick-time use and age, sex, race, education, marital status, time with the city and job level of employees. The only hypothesized variables with no relationship were the distance an employee must travel to work and number of children. Furthermore, employees generally felt that rewards work better than penalties. These data may aid managers in establishing policies for coping with this phenomenon. THE SIGNIFICANCE OF ABSENTEEISMAbsence from work due to illness or injury is a reality that all managers must anticipate, confront, and manage. Employee absenteeism is a drain on productivity. Effective absenteeism remedies attempt to balance the need for increased productivity and efficiency with employee job satisfaction (Alain-Daniel, 1969;Chadwick-Jones, Brown and Nicholson, 1982; Muchinsky, 1977;Steers and Rhodes, 1978). Kopelman, et al. (1981) have identified several significant costs associated with absenteeism:

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Organizational, Work and Personal Factors in Turnover and Absenteeism

Cited by 10 publications

References 48 publications

Validation of work pressure and associated factors influencing hospital nurse turnover: a cross-sectional investigation in Shaanxi Province, China

Validation of work pressure and associated factors influencing hospital nurse turnover: a cross-sectional investigation in Shaanxi Province, China

Effectiveness of an Attendance Control Policy in Reducing Chronic Absenteeism

Sick-Time Usage By Management and Professional Employees in the Public Sector

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