Conceptualizing How Job Involvement and Organizational Commitment Affect Turnover and Absenteeism.” Academy of Management Review 12(2

This paper prasents one conceptualization of how job involvement and organizational commitment could interact to affect turnover and absenteeism. The costs of turnover and absenteeism to or-ganizations are well-documented (Mirvis & Law-ler, 1977; Steers & Rhodes, 1978; Wanous, 1980); such costs are one reason why much effort has gone into understanding the causes or antece-dents of these variables. Despite the differences between turnover and absenteeism a s job be-haviors (Porter & Steers, 19731, past research ef-forts overlap in identifying presumed anteced-ents of turnover and absenteeism. Work-related attitudes, especially satisfaction facets, are com-monly the focus in turnover and absenteeis