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By absenteeism we mean a condition that arises when an employee fails to come to work when he is scheduled to work. The study of absenteeism is very important because excessive absenteeism tells upon the productivity of the organization. At the time, when production is at the peak and skilled labour is scarce, the absence of some employees will be very much disruptive÷ to production schedule. Excessive absenteeism involves a considerable loss to the organization because work schedules are upset and delayed, and management has to give overtime wages to meet the delivery dates.

Impact:

There is a negative relationship between satisfaction and absenteeism, through the correlation is not high. It makes sense that dissatisfied workers are more likely to abstain from work as compared to the satisfied workers. But even the satisfied workers may absent themselves from work-place to enjoy a thee-day weekend or to watch a five-day cricket match. That means outside factors can act to reduce the correlation between dissatisfaction and absenteeism.

IMPACT OF JOB SATISFACTION ON EMPLOYEE TURNOVER

“It is predicted that under different economic cycle, different Human Resource Management practices have differential impact on employee turnover. Mainly in an economic recession, employees are less willing to quit their jobs because there are fewer employment options available.

Unlike the relationship between satisfaction and productivity, the connection between job satisfaction and employee turnover is established beyond doubt. It has been demonstrated that workers who have relatively low levels of job satisfaction are the most likely to quit their jobs and that organizational units with the lowest average satisfaction levels tends to have the highest turnover rates. When employees identify with organizational goals, they are less likely to leave the organizations to work for other. So in order to survive for a firm in a global economy, it is necessary to design effective human resource management that encourages the retention of high-performing employees, particularly among skilled employees.

FACTORS AFFECTING JOB SATISFACTION

Several elements contribute to job satisfaction. These are discussed below:

Nature of work- Job Satisfaction is related to the aptitude of the employee. If the employee is given a work for which he has no aptitude, the job will provide no attraction to him. Hence the question of contribution, creativity or motivation does not arise. It is for the management that each worker gets the job of his own choice.

Type of supervision- the employee-centered supervisory style enhances job satisfaction as the leader looks after subordinates carefully, displays friendship, respect and warmth etc., towards them. On the other hand, production-oriented leader may cause low job satisfaction to the employees and may affect the turnover and absenteeism ad本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。