ories of factors are most salient in terms of affecting employees' job expectations:
(1) general organization factors such as pay or promotion; (2) job specific factors such as the nature of supervision or relations with co-workers;
(3) job content factors such as the nature of the job requirements; and
(4) personal factors such as one's age or job tenure.
The authors state that future research needs to more fully examine these categories of factors for their influence on expectations and that such examinations will result in a fuller understanding of how these expectations combine to produce job satisfaction and its inverse relationship to absenteeism and turnover.
ARTICLE: Lyons, T.F. (1972). Turnover and absenteeism: A review of relationships and shared correlates. Personnel Psychology, 25, 271-281.
Lyons presents a review of the literature on organizational absenteeism and turnover in an effort to answer three research questions. These are: (1) What, if any, is the relationship between absenteeism and turnover; (2) Are the two variables related in such a way that there is a continuum of withdrawal which begins with absenteeism and progresses to turnover; and
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