HROB 2090 Lecture 8: Lecture 8

• School: University of Guelph
• Department: Human Resources and Organizational Behaviour
• Course: HROB 2090
• Professor: Thomas Sasso

Document Summary

Job satisfaction has a number of consequences: absence from work, turnover, performance, organizational citizenship behaviour, customer satisfaction and profit. Less satisfied employees are more likely to be absent. Satisfaction with the content of the work is the best predictor of absenteeism. The absence-satisfaction connection is not very strong. Several factors constrain the ability of many people to convert their like or dislike of work into corresponding attendance patterns: some absence is unavoidable, some organizations have attendance control policies that influence absence more than satisfaction does. It might be unclear to employees how much absenteeism is reasonable or sensible. The norm for absenteeism and the absence culture might have a stronger effect than an individual employee"s job satisfaction. Turnover refers to resignation from an organization and it can be very expensive. Research indicates a moderately strong connection between job satisfaction and turnover. Less-satisfied workers are more likely to quit.