Conceptualizar cómo la participación laboral y el compromiso organizacional afectan la rotación y el ausentismo
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Este artículo presenta una conceptualización de cómo la implicación laboral y el compromiso organizacional podrían interactuar para afectar la rotación y el ausentismo.
Los costos de la rotación y el ausentismo para las organizaciones están bien documentados (Mirvis y Lawler, 1977; Steers y Rhodes, 1978; Wanous, 1980); dichos costos son una de las razones por las que se ha invertido mucho esfuerzo en comprender las causas o antecedentes de estas variables. A pesar de las diferencias entre la rotación y el ausentismo como comportamientos laborales (Porter y Steers, 1973), las investigaciones anteriores se superponen en la identificación de presuntos antecedentes de la rotación y el ausentismo. Las actitudes relacionadas con el trabajo, especialmente los aspectos de satisfacción, suelen ser el foco de la investigación sobre la rotación y el ausentismo (Mobley, Griffeth, Hand y Meglino, 1979; Steers y Rhodes, 1978). La incapacidad de las facetas de satisfacción por sí solas para explicar un alto porcentaje (más del 15%) de la varianza en la rotación y el ausentismo ha dado lugar a otros enfoques. Estos enfoques incluyen el uso de cogniciones de retirada para predecir la rotación (Mobley, 1977), o centrarse en otras actitudes relacionadas con el trabajo, como la implicación laboral y el compromiso organizacional, como predictores independientes de la rotación y el ausentismo.
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