SavedAdd your journal

Journals / Ömer Halisdemir Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi / 2011 / Cilt: 4 - Sayı: 1

İşe Devamsızlığın Nedenleri, Sonuçları ve Örgütler İçin Önemi.

İŞE DEVAMSIZLIĞIN NEDENLERİ, SONUÇLARI VE ÖRGÜTLER İÇİN ÖNEMİ

Faruk ŞAHİN
Pages
24–39
Publication Date
2011-04-01
DOI
—
🏛️Bibliographic metadata and full text access for this article are provided via DergiPark.
DergiPark Record ↗
✨

AI Summary & Key Takeaways

AI Insight
⚡ TL;DR(Too Long; Didn't Read)

Afterwards, based on the empirical absenteeism literature, several ways are suggested for organizations prevent employee absenteeism.

📌 3 Key Takeaways

🎯
Objective & Hypothesis:ENTEEISM FOR ORGANIZATIONS ABS It is important to study the concept of absenteeism because of both theoretical and practical reasons.
📊
Key Findings & Data:From a theoretical perspective, absenteeism represents a common way in which employees may withdraw from their jobs.
💡
Conclusion & Impact:Afterwards, based on the empirical absenteeism literature, several ways are suggested for organizations prevent employee absenteeism.
🔬Design:Review & Systematic Survey
📍Scope:Comprehensive Sample
⚙️Variables:İşe devamsızlık · İnsan Kaynakları Yönetimi · Absenteeism

Abstract

ENTEEISM FOR ORGANIZATIONS ABS It is important to study the concept of absenteeism because of both theoretical and practical reasons. From a theoretical perspective, absenteeism represents a common way in which employees may withdraw from their jobs. From a practical perspective, absenteeism is a problem with costly and pervasive implications, not only for effective functioning and productivity, but also for relationships among people within the organization. The aim of the present study is to review the absenteeism literature then to highlight the predictors and consequences of absenteeism. Afterwards, based on the empirical absenteeism literature, several ways are suggested for organizations prevent employee absenteeism.

Özet

İşe devamsızlık kavramını araştırmak, hem kuramsal hem de pratik nedenlerle önemlidir. Kuramsal açıdan işe devamsızlık, işgörenin kendini işinden uzaklaştırmanın yaygın bir yoludur. Pratik açıdan bakıldığında işe devamsızlık, işletmelere sadece üretim ve verimlilik açısından değil, örgütteki diğer çalışanlarla olan ilişkiler açısından olumsuz etkileri ve maliyeti olan bir sorundur. Bu çalışmanın amacı, işe devamsızlık davranışıyla ilgili çalışmaları gözden geçirmek ve işe devamsızlığa neden olan unsurlar ile işe devamsızlığın sonuçlarını ortaya koymaktır. Daha sonra, geçmiş çalışmalardan elde edilen veriler doğrultusunda, işe devamsızlığı önlemek için alınması gereken tedbirler üzerinde durulmuştur.

🔖

Cite This Article

ŞAHİN, F. (2011). İşe Devamsızlığın Nedenleri, Sonuçları ve Örgütler İçin Önemi.. Ömer Halisdemir Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, Cilt: 4 - Sayı: 1, 24–39. https://ajindex.com/articles/155916

📄 Full Text PDF Viewer

📄

PDF görüntüleyici hazırlanıyor...

References (21)

  1. AJZEN, Icek (1991), “The Theory of Planned Behavior”, Organizational Behavior and Human Decision Processes, 50: 179–211.
  2. ALLEN, Natalie J. ve Douglas B. GRISAFFE (2001), “Employee Commitment to the Organization and Customer Reactions: Mapping The Linkages”, Human Resource Management Review, 11: 209–236.
  3. BACAK, Bünyamin ve Yusuf YİĞİT (2010), “İşe Devamsızlığın Nedenleri, Ekonomik Sonuçları ve Azaltılması İçin Alınması Gereken Önlemler”, Girişimcilik ve Kalkınma Dergisi, 5(1): 29–44.
  4. BARUTÇUGİL, İsmet (2004),
  5. Stratejik İnsan Kaynakları Yönetimi, Kariyer Yayıncılık, İstanbul.
  6. CHADWICK-JONES, J.K., C.A. ROWN ve N. NICHOLSON (1973), “A-Type and B- Type Absence: Empirical Trends for Women Employees”, Occupational Psychology, 47: 75–80.
  7. CHADWICK-JONES, J., N. NİCHOLSON ve C. BROWN (1982),
  8. Social Psychology of Absenteeism, Praeger, New York. DALTON, Dan R. ve Debra J. MESCH (1991), “On the Extent and Reduction of Avoidable Absenteeism: An Assessment of Absence Policy Provisions”, Journal of Applied Psychology, 76(6): 810–817.
  9. EISENBERGER, Robert, Robin HUNTINGTON, Steven HUTCHISON ve Debora SOWA (1986), “Perceived Organizational Support”, Journal of Applied Psychology, 71(3): 500–517.
  10. EREN, Erol (2007), Örgütsel Davranış ve Yönetim Psikolojisi, 10.Baskı,
  11. Beta Yayınları,
  12. İstanbul.
  13. FIRNS, Ian, Anthony TRAVAGLIONE ve Grant O’NEILL (2006), “Absenteeism in Times of Rapid Organizational Change”, Strategic Change, 15: 113–128.
  14. FISHBEIN, Martin ve Icek AJZEN (1975),
  15. Belief, Attitude, Intention, and Behavior: An Introduction to Theory and Research, Addison-Wesley, Reading, MA. FURNHAM, Adrian ve Melissa BRAMWELL (2006), “Personality Factors Predict Absenteeism in the Workplace”, Individual Differences Research, 4(2): 68–77.
  16. GRIFFIN, Ricky W. (1991), “Effects of Work Redesign on Employee Perceptions, Attitudes, and Behavior: A Long-term Investigation”, Academy of Management Journal, 34: 425–435.
  17. HACKETT, Rick D. (1989), “Work Attitudes and Employee Absenteeism: A synthesis of The Literature”, Journal of Occupational Psychology, 62(3): 235–248.
  18. HACKMAN, J. Richard (1992), “Group Influences on Individuals in Organizations”, iç. M. D. Dunnette ve L. M. Hough (Eds.), Handbook of Industrial and Organizational Psychology (2nd ed., Vol. 3, ss. 199–267),
  19. Consulting Psychologists Press,
  20. Palo Alto, CA. HAMMER, Tove H. ve Jacqueline LANDAU (1981), “Methodological Issues in The Use of Absence Data”, Journal of Applied Psychology, 66: 574–581.
  21. HARRISON, David A. (1995), “Volunteer Moti