Predicting absenteeism and turnover intentions in the health professions

• Published in: Australian health review 2008-05, Vol.32 (2), p.271-281
• Main Authors: Albion, Majella J, Fogarty, Gerard J, Machin, Michael A, Patrick, Jeff
• Format: Article
• Language: English
• Subjects: Absenteeism; Absenteeism (Labor); Adult; Attitude of Health Personnel; Attitudes; Australia; Behavior; Employee turnover; Employees; Female; Government business enterprises; Group Processes; Health administration; Health services; Hospitals; Humans; Influence; Intention; Job Satisfaction; Male; Mediators; Medical personnel; Middle Aged; Models, Psychological; Nurses; Organizational behavior; Personnel Turnover - statistics & numerical data; Personnel, Hospital - psychology; Personnel, Hospital - statistics & numerical data; Professions; Psychology; Quality of Life; Studies; Variables
• ISSN: 0156-5788; 1449-8944
• DOI: 10.1071/AH080271

Objectives: The study examined the mediating influence of individual psychological reactions to work on the relationship between organisational climate and job withdrawal behaviours (viz, intention to leave and absenteeism). Methods: 1097 hospital employees were surveyed using the Queensland Public Agency Staff Survey (QPASS) to obtain measures of organisational climate, psychological reactions to work, job satisfaction, and self-reported levels of intention to leave. Group- level absenteeism data were provided from the Health Service District files. Results: Two psychological states, quality of work life and job satisfaction, were found to fully mediate the relationship between the organisational climate variable, role clarity, and intention to leave, while individual distress was found to partially mediate the same relationship. However, the hypothesised mediation effect of psychological states on the relationship between organisational climate and absenteeism did not emerge. Conclusion: Skills shortages and increasing demands for health services make retention of staff in the health service industry vitally important. As a means of addressing this issue, this study presents an emergent mediating model defining relationships among individual psychological factors, aspects of organisational climate and intention to leave. Identification of the processes associated with staff withdrawal behaviours or intentions will assist in devising interventions to improve retention. (author abstract)