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INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS
H-1: There is a negative relationship between job satisfaction and Turnover.
H-2: There is a negative relationship between job satisfaction and Absenteeism.
2.4 Job Stress
Employees with single parent families are facing more stress (Hendrix, Spencer
and Gibson, 1994). Sager (1994) found positive relationship between job stress and
quitting intentions. An employee can be facilitated by providing him some breaks or
leisure time in order to prevent turnover. Stress is not a reliable predictor of turnover and
absenteeism (Steel and Rentsch, 1995). Good relationship among employees and
professional working environment provides less job stress and a high level of job
satisfaction (Paoline, Lambert and Hogan, 2006). If a professional approach is
implemented in the organization, employees will find it easy to handle the job stress and
as a result they will be satisfied with their jobs.
If an employee is not satisfied with his job, he might be facing a high level of job
stress so to increase job satisfaction, reduction of job stress is a must. Some employees
are facing high level of stress due to dual role and work overload and in this situation
they opt for turnover (Hendrix, Spencer and Gibson, 1994). Job stress is a condition
which negatively affects the employees and their work (Lambert, Hogan and Griffin,
2008). When an employee is clear about the characteristics of his/her job, it would be
helpful in increasing job satisfaction and reducing job stress. If the working environment
of an organization is not satisfactory then they would prefer to switch over to another job
or they will start being absent from the work, it would eventually affect the productivity
of organization.
It may be evident by the presence of headache, sleep disturbances, difficulty in
concentration. Hendrix, Spencer and Gibson (1994) stated that, women are facing more
work stress as compared to men. It is a fact that a woman has to work hard at home as she
has many duties at home and if she is working outside the home means she is doing job
so she has to face double stress. Organizations that provide medical benefits to their
employees are less likely to face job stress and this can be seen from the efficiency and
productivity of the organization. Employees having financial dissatisfaction are likely to
face stress at work (Kim and Garman, 2004). When employees are financially satisfied
they will be living a good family life and in this way employees can avoid work family
conflicts, it will result in a reduced job stress. Employees working in private
organizations face high level of work stress as compared to employees working in
government organizations (Tankha, 2006).
Work to family conflict results in job dissatisfaction, turnover and job stress,
where as family to work conflicts are a major cause of stress and absenteeism (Anderson,
Coffey and Byerly, 2002). If the work of employee is a barrier for his family life then it
would result in job dissatisfaction and if family life and responsibilities is the barrier then
it will cause job stress. The job and role of the employee must be very clearly defined
because if there are conflicts then it would cause job stress and absenteeism.
Job related stress (like ambiguity and work pressure) and less career opportunity
causes the work exhaustion which indirectly causes turnover intension and job
dissatisfaction (Kim and Wright, 2007).
H-3: There is a positive relationship between Job Stress and Turnover.
H-4: There is a positive relationship between Job Stress and Absenteeism.
COPY RIGHT © 2011 Institute of Interdisciplinary Business Research 112
JANUARY 2011
VOL 2, NO 9