Perceived organizational support, organizational commitment, and job satisfaction: Effects on sickness absenteeism in the local public sector
Safy-Godineau, Fatéma
Perceived organizational support, organizational commitment, and job satisfaction: Effects on sickness absenteeism in the local public sector - 2020.
32
Our study examines the respective influence of perceived organizational support, the three components of organizational commitment, and work satisfaction on sickness absenteeism among local public sector employees. The research results, based on a sample of 942 employees, show the conditions under which their sickness absenteeism is most likely to occur. A low perception of organizational support, high organizational continuance commitment, as well as affective organizational commitment combined with low work satisfaction, are identified as potential determinants of sickness absenteeism. Our research suggests that local public sector employees’ sickness absenteeism is the consequence of their organizational disenchantment and the emergence of opportunistic attitudes. Moreover, our research emphasizes the importance of organizational support as a potential lever to reduce sickness absenteeism. The research’s main contributions draw the attention of local public sector managers to the necessity of a supportive workplace that promotes affective organizational commitment and work satisfaction to reduce sickness related absenteeism.
Perceived organizational support, organizational commitment, and job satisfaction: Effects on sickness absenteeism in the local public sector - 2020.
32
Our study examines the respective influence of perceived organizational support, the three components of organizational commitment, and work satisfaction on sickness absenteeism among local public sector employees. The research results, based on a sample of 942 employees, show the conditions under which their sickness absenteeism is most likely to occur. A low perception of organizational support, high organizational continuance commitment, as well as affective organizational commitment combined with low work satisfaction, are identified as potential determinants of sickness absenteeism. Our research suggests that local public sector employees’ sickness absenteeism is the consequence of their organizational disenchantment and the emergence of opportunistic attitudes. Moreover, our research emphasizes the importance of organizational support as a potential lever to reduce sickness absenteeism. The research’s main contributions draw the attention of local public sector managers to the necessity of a supportive workplace that promotes affective organizational commitment and work satisfaction to reduce sickness related absenteeism.
Réseaux sociaux