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3. Job Satisfaction and Absenteeism-

Absenteeism is the term generally used to refer to unscheduled employee absences from the workplace. Absenteeism can impose a number of costs on employer such as the lost output of the absent employee; overtime for other employees to fill in; any temporary help costs incurred; possible loss of business or dissatisfied customers etc (Oi, 1962). In contrast some psychologists have found that absenteeism may be beneficial as it provides some temporary relief from the stresses of work (Steers and Rhodes, 1978). Many authors (e.g. Barmby et al., 1994) have tried to distinguish between voluntary and involuntary absence but this has proven to be difficult. Barmby et al. (1991) report that the majority of sickness absence is in the UK is in spells of five days or less; a finding supported by Labour Market Trends (2003) which showed that of those workers who were absent during a reference week, 40% of workers claimed absence for a period of only one day and approximately 75% claimed absence for 4 days or less. Both these suggest strongly that much absenteeism is on the basis of self certification of illness and this has been cited as support for the voluntary absence hypothesis.

Economists have investigated the issue from both a supply and demand side perspective. On the supply side, Paringer (1983) and Bridges and Mumford (2001) have found that older and single workers were more likely to be absent, especially for men. On the demand-side, Barmby and Stephan, (2000) found that larger firms tend to have higher rates of absenteeism which arises because of their ability to diversify the risk from absence more easily. Workers who are employed on full-time contracts are more likely to be absent than part-time workers (Barmby et al., 1995 and Barmby 2002), whilst Ichino and Riphahn (2005) show that the ending of any probationary period and employment protection legislation both tend to increase absenteeism.

Absenteeism caused by low job satisfaction is consistent with both the involuntary and voluntary absence schools. As noted above, low job satisfaction can stimulate withdrawal (voluntary absence). However, low job satisfaction has also been linked to a range of health issues especially mental/psychological problems (Faragher et al., 2005) and absence in this way can be thought of as involuntary.

INFLUENCES ON JOB SATISFACTION

There are no. of factors that influence job satisfaction. For example, one recent study even found that if college students majors coinsided with their job , this relationship will predicted subsequent job satisfaction. However, the main influences can be summerised along with the dimentions identified above.

The work itself

The concept of work itself is a major source of satisfaction. For example, research related to the job charactoristics approach to job design, shows that feedback from job itself and autonomy are two of the major job related motivational factors. Some of the most important ingridents of a satisfying job uncovered by survey include intersting and challenging work, work that is not boring, and the job that provides status.

Pay

Wages and salaries are recognised to be a significant, but complex, multidimentional factor in job satisfaction. Money not only helps people attain their basic needs butevel need satisfactio