The Consequences of Employee Commitment, Turnover, and Absenteeism: An Exploratory Analysis.
Abstract
Previous research on employee attachment to organizations has been more concerned with identifying the antecedents of commitment, turnover, and absenteeism than in understanding their consequences in organizations. As a result, we do not as yet have a comprehensive understanding of the consequences of employee attachment in organizations. The purpose of this paper is to identify and classify the consequences that may follow from employee commitment, turnover, and absenteeism. In classifying consequences, three important distinctions are drawn. First, the consequences are examined separately at the individual, work group, and organizational levels of analysis. In addition, at the individual level of analysis it is recognized that turnover and absenteeism may have different consequences for the person performing the behavior than other people who may observe it. Second, it is explicitly recognized that commitment, turnover, and absenteeism may have both positive and negative consequences at each level of analysis. Finally, situational factors that may determine the likelihood that given consequences will follow are identified and discussed. (Author)
Document Details
- Document Type
- Technical Report
- Publication Date
- Aug 01, 1981
- Accession Number
- ADA103359
Entities
People
- Lyman Porter
- Richard M. Steers
- Richard T. Mowday
Organizations
- University of Oregon