Turnover & Absenteeism Rates

ORGANIZATIONAL TURNOVER, ABSENTEEISM, AND THE FACTORS

National statistics are available on turnover and absenteeism rates in America. Regarding turnover, in his analysis of national statistics, Maguire (1993) found that, on the average, United States workers spend about 6.5 years in the same occupation and 4.5 years with the same employer. Regarding absences, in his analysis of Current Population Survey (CPS) data, Meisenheimer (1990) found that during a given week, about 4.3 million full-time wage and salary workers take at least one absence from their jobs effectively reducing their work hours from 40 to 35 hours per week and producing a national absence rate of about 5.1 percent.

Turnover and absenteeism have long been of serious concern to employers; this because the behaviors increase operating and hiring costs, cause morale problems, and generally disrupt organizational efficiency (Porter & Steers, 1973; Muchinsky & Tuttle, 1979; Arnold & Feldman, 1982). Because of this concern, there has been over thirty decades of research directed at examining organizational turnover, absenteeism, and the factors affecting these variables.

The review of literature presented here examines this literature in an effort to build a comprehensive profile of both the interrelationships between these two forms of organizational withdrawal behavior and the variables that affect one or both of these factors. The review begins with an examinati

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less than part-time workers. Age has also been found to be associated with turnover. In his analysis of the Current Population Survey data, Carey (1990) found that turnover was negatively related to age; in other words, the older the worker, the less likely he or she is to decide to leave the job for a position elsewhere. Similarly, Meisenheimer (1990) found that absences are also negatively associated with age. In addition, he observed that absences were related to gender, marital status, type of occupation or industry, and the presence and ages of young children living in the home. An extensive delineation of the major studies of employee demographics and absenteeism has been compiled by Porwolf (1980) who reported that the following findings have been relatively well-established: (1) Gender - Women are absent more frequently than men but men are absent for longer durations than are women. (2) Race - Non-whites are absent more frequently than whites. (3) Age - Older employees have higher sickness rates than younger employees but younger employees have high absence rates for total or uncertified absences. (4) Marital Status - Findings are mixed regarding the effects of marital status on absenteeism and turnover but there

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