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INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS
high rate/level of burnout leave the organization before they critically analyze other
aspects and demands of a job (Schaufeli, Bakker, & Rhenen, 2009).
Similarly, job stress is one of the highly investigated individual level job
outcomes at the workplace (Liu, Spector, & Shi, 2007). Hendrix, Spencer and Gibson
(1994) stated that women are facing more work stress as compared to men. It is not a
comparison of men and women work stress but it depicts that due to a number of working
women organizations may be facing a high rate of absenteeism and turnover.
Absenteeism and stress both affect each other. Stress is a cause of absenteeism and
absenteeism is a cause of stress (Hendrix, Spencer & Gibson, 1994). So absenteeism can
be reduced by handling stress properly. Job stress threatens the physical and mental wellbeing
of an individual, which in the long-run causes turnover & absenteeism.
Giga, Hoel, and Cooper (2003) concluded that high rates of mergers, acquisitions,
growing economic interdependence among countries, due to many reasons, have changed
the organizational lifestyle that has resulted in time pressure, excessive work demands,
role conflicts, ergonomic insufficiencies and problematic customer relationship all of
which cause stress.
Job security provides a high level of satisfaction to employees. But many
researchers proved that in some cases complete job security causes a high rate of turn
over and absenteeism. Employees adopt turnover to seek better opportunities that are
offered by other companies including growth opportunities by providing a challenging
job (Walsh & Taylor, 2007).
Well structured rewards are helpful in bringing down the level of absenteeism
(Camp & Lambart, 2006). Female employee‘s absenteeism is related with generalized
views so they face barrier in organizations (Patton & Johns, 2007). Turnover decreases
when there are satisfactory working terms with peers because there is negative
relationship between turnover and satisfaction with coworkers (Golden, 2007).
Although, there is a considerable amount of research conducted on absenteeism
and turnover in developed countries, however, less attention has been paid to this issue.
There is some research on this issue but not enough to determine the actual factors that
actually cause absenteeism and turnover. Job dissatisfaction is one of most important
determinant of turnover and absenteeism. Korunka, Hoonakker, and Carayon (2008)
found strong correlation between emotional exhaustion and job satisfaction and turnover
intention.
Pakistan is a developing country and public sector of Pakistan is facing high rate
of turnover and absenteeism which causes inefficiency in this sector. After reviewing the
relevant literature we found that research in this area is very rare especially in public
sector. Hence, this research attempts to fill the gap by studying this phenomenon in
public sector. As public sector institutions provide better facilities and better job security,
medical and housing facilities to the employees but instead of all these facts, turnover
rate is increasing due to many reasons like less career opportunities and job
dissatisfaction. This research will try to find the determinants of the turnover and
absenteeism in public sector.
This research would be helpful in developing such strategies that would be useful
in reduction of absenteeism and turnover rate in public sector institutions of Pakistan.
COPY RIGHT © 2011 Institute of Interdisciplinary Business Research 109
JANUARY 2011
VOL 2, NO 9