Author/Authors :
Gyensare، Michael A. نويسنده Department of Business Education, University of Education, Winneba, Ghana , , Otoo، Emmanuel A. نويسنده Department of Business Education, University of Education, Winneba, Ghana , , Asare، Joan-Ark نويسنده Department of Classics and Philosophy, University of Cape Coast, Cape Coast, Ghana , , Twumasi، Evelyn نويسنده Department of Business Administration, Jayee University College, Accra, Ghana ,
Abstract :
Guided by the theory of reasoned action, this study found support for the hypothesized inverse relationship between work-related factors and employee turnover intention on the one hand, and turnover intention and perceptions of accountable absence legitimacy on the other hand. Specifically, the higher employees’ turnover intent, the lower their perceptions about the accountability of their absence behavior and vice versa. The findings highlight the need to consider turnover intention as a salient construct that plays a dual role, first as a consequence variable to job satisfaction, affective and normative commitments, and next as an antecedent to accountable absence legitimacy in the workplace. The article concludes with a discussion on the significance of lessening employee turnover intent as a means of mitigating the perceptions of absence legitimacy in the workplace.
