What is the connection between satisfaction with work and absence?
Work and absence satisfaction are two conditions for human resources that directly relate and indicate the condition of the other. Increasing the satisfaction with work between employees statistically reduces the level of absence. Equally high absence across the organization can indicate a reduced sense of satisfaction between employees. The determination of the relevant factors and the context between satisfaction with work and the absence was the challenge of human resources experts for as long as jobs and employers existed. Among the factors that affect such satisfaction are, but are not limited to, opportunities for professional growth, safe working conditions, supporting organizational culture, as well as compensation and benefits. Most employees do not require perfection about all influencing factors, but on a reasonable level of tolerable compromises. When Genkonsenzus of employees is that the conditions are below average, morale will suffer, illuminating common problems with satisfaction with work and absentyours. Few employees feel motivated to participate in employment, where they feel insufficiently appreciated, endangered, stuck or poorly compensated, often looking for any valid or semi -public reason not to go to work.
absenteeism is a natural part of human employees. Illness or injury, care of a loved one, jury obligation and holidays are normal and valid reasons why employees lack work. If organizational culture, work duties, working conditions or compensation fall below what employees expect, satisfaction with work decreases. Subsequently, the absence of absence will climb, often masked as sick days or medical leave, although invalid absence also increases. Studies suggest that regardless of industry or organizational structure, when satisfaction with work between employees drops, the absence is constantly increasing for this organization.
CI on human resources, government scientists and scientists studying habits in the workplace usually focus on their absence to initially assess the satisfaction of work between employees. Statistically, trends are one of the strongest indicators that organization must make changes. Although there are other indications such as reduced productivity, participation is the simplest factor in finding out in large organizations. Studying trends in participation is predictably more accurate, cheaper and less time consuming than surveys, personal interviews or comprehensive evaluation. If an organization wants to assess how well it meets the needs of employees, attendance statistics offer a quick assessment.
, however, low absence numbers does not always mean a strong sense of satisfaction with work. Satisfaction between employees varies depending on many factors. For examplemosphere. Therefore, satisfaction with work and absence is not the only indicators of stable and beneficial practices in the field of human resources. Experts recommend considering all the factors that affect employees' participation, work satisfaction, work performance and productivity level.