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INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS
Antecedents of Turnover and Absenteeism: Evidence from
Public Sector Institutions of Pakistan
Khurram Shahzad
PhD Scholar, Mohammad Ali Jinnah University, Islamabad, Pakistan.
Assistant Professor, Faculty of Management Sciences,
Riphah International University, Islamabad,
Khansa Hayat
Faculty of Management Sciences, Riphah International University, Islamabad
Muhammad Abbas
Lecturer, Faculty of Management Sciences, Riphah International University, Islamabad
Sajid Bashir
Management Sciences, Mohammad Ali Jinnah University, Islamabad
Kashif-ur-Rehman
Associate Professor, Faculty of Management Sciences, Iqra University, Islamabad
A bstra ct
In this study, we examined main factors that determine the turnover intentions and
absenteeism in public sector institutions of Pakistan. Data was collected through self
administered questionnaires. Results indicate that in public sector, turnover and
absenteeism rates largely depends upon job stress, career opportunities and job
satisfaction. Turnover and absenteeism can be reduced by implementing new techniques
and strategies like providing better career opportunities and enhanced working
environment, fairly rewarding employees, appreciating equally and by giving incentives
to the hardworking, punctual and attentive employees. Over and above, if turnover and
absenteeism ratio is reduced, it encounters a strong psychological affect on the employees
as well as to an organization.
Keywords: Turnover, Absenteeism, Job Satisfaction, Job Stress, Career Opportunities,
Public Sector, Pakistan.
1. Introduction
The layman definition of turnover is to leave any current organization or
switching over to other organizations due to some reasons. This dilemma is increasing
with time and is costly as well (Peterson, 2009). Literature on job satisfaction and
absenteeism presents such unsystematic reviews that provide variety of interpretations to
be discussed (Scott & Taylor, 1985).
Absenteeism is supposed to be occurring when an employee is not present at
his/her work when he/she is expected to be at work according to the schedule (Brooke,
1986). Absenteeism depends on both internal and external economic conditions of the
organization (Markhan and Mckee, 1991). Muchinsky (1977) concluded that a
relationship between job satisfaction and absenteeism seems to exist. Employees with
COPY RIGHT © 2011 Institute of Interdisciplinary Business Research 108
JANUARY 2011
VOL 2, NO 9
Listed in ULRICH’S