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TURNOVER AND ABSENTEEISM: A REVIEW OF RELATIONSHIPS AND SHARED CORRELATES

TURNOVER AND ABSENTEEISM: A REVIEW OF RELATIONSHIPS AND SHARED CORRELATES THOMAS F. LYONS Case Western Reserve University DESPITE wide use of absenteeism and turnover separately the (and occasionally together) as behavioral criteria in industrial and organizational research, there has been little attention t o their interrelationship. Integration of this research can provide indications of the dimensionality of withdrawal behaviors and, perhaps, answers t o such practical research questions as whether the behaviors are interchangeable measures of withdrawal, whether economies may be made by collecting data on one rather than on both, and whether one can be predicted from the other. Three points of view reflect some assumptions that have been made about the relationships of these two behaviors and their causes. The first view is that there is a continuum of withdrawal behaviors, progressing from absenteeism t o turnover: The problems of turnover and absenteeism may be discussed together since in some respects the small decision which is taken when the worker absents himself is a miniature version of the important decision he makes when he quits his job (Herzberg, Mausner, Peterson, & Capwell, 1957, p. 103). I n the light of these findings, high absenteeism (lateness and absence) appears to be an earlier sign, and turnover (quitting http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Personnel Psychology Wiley

TURNOVER AND ABSENTEEISM: A REVIEW OF RELATIONSHIPS AND SHARED CORRELATES

LYONS, THOMAS F.
Personnel Psychology , Volume 25 (2) – Jun 1, 1972
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References (21)

Publisher
Wiley
Copyright
Copyright © 1972 Wiley Subscription Services, Inc., A Wiley Company
ISSN
0031-5826
eISSN
1744-6570
DOI
10.1111/j.1744-6570.1972.tb01103.x
Publisher site
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Abstract

THOMAS F. LYONS Case Western Reserve University DESPITE wide use of absenteeism and turnover separately the (and occasionally together) as behavioral criteria in industrial and organizational research, there has been little attention t o their interrelationship. Integration of this research can provide indications of the dimensionality of withdrawal behaviors and, perhaps, answers t o such practical research questions as whether the behaviors are interchangeable measures of withdrawal, whether economies may be made by collecting data on one rather than on both, and whether one can be predicted from the other. Three points of view reflect some assumptions that have been made about the relationships of these two behaviors and their causes. The first view is that there is a continuum of withdrawal behaviors, progressing from absenteeism t o turnover: The problems of turnover and absenteeism may be discussed together since in some respects the small decision which is taken when the worker absents himself is a miniature version of the important decision he makes when he quits his job (Herzberg, Mausner, Peterson, & Capwell, 1957, p. 103). I n the light of these findings, high absenteeism (lateness and absence) appears to be an earlier sign, and turnover (quitting

Journal

Personnel Psychology – Wiley

Published: Jun 1, 1972

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