Abstract

Today every organization aims to reduce worker absentees from work by providing their job
related learning , incentives and salary, rewards , medical treatments so that they are satisfied
with their jobs and perform 100% work performance to gain organization target and goals .
The purpose of this paper is to examine specifically the impacts of Job Related Learning and
job Satisfaction on absences from work.
The survey questionnaire contained measurements of job-related learning (JRL) , job
satisfaction (JS) and absence from work (AFW) . Data were collected from 250 punjab
university employees of various departments on a voluntary and anonymous basis and use
simple random sampling technique . results will be analyse by using SPSS 16 version
through apply different formula on data. the importance of our study is that the absenteeism
is a relevant and costly issue for organizations so our study significantly try to reduce this
cost with the help of job related learning and job satisfaction among employees. the previous
research has not included the study of the organization’s features. It would be investigate
through the role of job related learning and job satisfaction on absences from work.
Keywords Job-Related Learning , Job Satisfaction , Absence From Work
Paper type Research paper

INTRODUCTION
Absence from work is very important for employees to recover from illness and injuries to
avoid effecting other workers or customers within the organization. To reducing absence
from work always remain a critical task for every organizations because it disturb the
employer’s production cost.The most costly absences from work occur among ill and injured
workers whose health cannot be completely restored by medical care but it may also be the
result of fraudulent behaviour by workers because of the lack of perfect information by both
employers and doctors about employee’s health status. Thus, Brown and Sessions (1996)
state that absenteeism may be classified into two types: involuntary or unavoidable
absenteeism, and voluntary or avoidable absenteeism. The first refers to those situations
where employees must be on sick leave because an illness prevent them from properly
performing their work and voluntary absenteeism exists when workers do not go to work
giving an excuse of illness that actually would allow them to normally perform their tasks.

Absenteeism entails significant costs for workers, companies and society. For workers,
absenteeism may result in income losses, reduce promotion opportunities, or increase the risk
of dismissal. The economic costs of absenteeism for governments and firms consist of
monetary costs by means of sick benefit payments and/or health expenditures, as well as
opportunity costs arising from productivity losses.
Absence from work is also effect on employees job spically regarding job related training and
job satisfaction.

Gap identified :
the previous research has not included the study of the organization’s features. It would be
investigate through the role of job related learning and job satisfaction on absences from
work.

Problem statement :
absences that are out of management’s control, such as unscheduled and unpaid leave has
become a major issue and disturbs the employer’s production , service schedule and
organizations cost in every organizations.

Significance of the study :

Absenteeism is a relevant and costly issue for organizations so our study significantly try to
reduce this cost with the help of job related learning and job satisfaction among employees.

Research objectives : The objective of our research is

1. To emamine the effect of job related learning ( JRL) and job satisfaction ( JS ) on
absence from work (AFW ) .
2. To investigate the mediating role of job satisfaction (JS) between job related
learning ( JRL) and absence from work (AFW )

Research questions :
1. Does job satisfaction ( JS ) and job related learning (JRL) effect on absence from
work (AFW ) ?
2. Does the mediating role of job satisfaction (JS) effect between job related learning (
JRL) and absence from work (AFW ) ?

Contribution to the literature :

Past research article and their data about selected variable would be helpful for the
support and contribution to the literature of this current study.

LITERATURE REVIEW :
Work has been done to understand the relationship between work environment and job
satisfaction all around the world in different contexts over the years. The study is gaining
more and more importance with the passage of time because of its nature and impact on the
society.

Employee absenteeism is a relevant personnel issue that has

traditionally raised the attention of scholars and practitioners
concerned with its spiraling labor costs and deteriorating profit
(Gründemann & Vuuren van, 1997). The phenomenon is relevant both for private
organizations, where the majority of the studies have been conducted, and for the public
sector. Public administrations, in fact, are often characterized by high levels of absenteeism
(Dibben, James, & Cunningham 2001;Scoppa, 2010). This result may be explained by the
frequent use of standardized employment practices in public organizations that ensure job
security (Boyne, Jenkins, & Poole, 1999). It could also be related to the large dimension of
some public organizations, where high levels of absences become more difficult to control
(Paton,2005; Scoppa, 2010). In literature, the most investigated antecedents of absenteeism
are individual characteristics and work attitudes. The individual factors include demographic
variables, such as gender and organizational tenure (Hackett, 1990; Thomson, Griffiths, &
Davison,
2000). under the theoretical assumptions that the more the individuals are satisfied with their
job, the more they would attend work (Steers & Rhodes, 1978).
In previous work, a Cox proportional hazard was used by Fenn (1981) to study work
absences in the United Kingdom. Durations of work absences are also influenced by available
wages, the type and severity of injury, the physical demands of the jobs for which the worker
is qualified, and the willingness of employers to help the worker return to work (Johnson and
Ondrich, 1990). Health issues are obviously one of the leading causes of absenteeism, but
other factors such as attitudes to risk, lifestyles, valuation of time devoted to both work and
leisure may affect the decision to be off sick. (Deb and Trivedi , 1997).
The study of organizational learning has become more prominent in the last few decades
(Loon et al., 2007). Knowledge and innovation obtained from organizational learning are
sources of competitive advantage as they help develop organization-specific capabilities that
are difficult to imitate (Politis, 2002; Starkey, 1998). employees need to learn specific
knowledge and
skills to perform their jobs effectively. Thus, job-related learning is critical for individual
employees to equip with the needed skills, knowledge, and abilities to excel in their jobs. Job-
related learning measures one’s job behaviours pertaining to the acquisition of knowledge
and skills. It also measures the job performance enhancement within the context of the
individual’s workplace. Job-related learning extends itself to facets that facilitate the
enhancement of skills, acquisition of new knowledge, and increment in capabilities and
competencies that permit incumbents to do their jobs more efficiently and effectively. From
a behavioral perspective, job-related learning comprises
one’s capability to transform declarative knowledge into procedural knowledge, thereby
helping one to achieve a better understanding of their jobs and an awareness of ways to
improve one’s job performance (Boyatzis and Kolb, 1995). Furthermore, positive changes in
one’s job behaviors, for instance, obtaining new skills and improvement in one’s job
performance, are indicative of job-related learning.
Interest in the subject of learning has intensified since knowledge and innovation have been
acknowledged as sources of competitive advantage (Starkey, 1998) in that they can lead to
the development of organization specific capabilities that are tacit and difficult to imitate. A
job can be regarded as a set of activities or tasks that an individual performs to meet a set of
objectives (Torrington and Hall, 1998). Job-related learning occurs as individuals acquire
knowledge and skills that help them to perform their jobs effectively. Job-related learning is
thus critical for individuals to excel in their jobs. “Learning is the process of linking,
expanding, and improving data, information, knowledge and wisdom” (Bierly et al., 2000, p.
597). Learning helps to narrow the gap between current knowledge and skills with required
knowledge and skills. From a behavioral perspective, job-related learning includes the ability
to translate declarative knowledge into procedural knowledge. Learning is both a source and
multiplier of knowledge (King et al., 2006).

. Bakotic & Babic (2013) found that for the workers who work under difficult working
conditions, working condition is an important factor for job satisfaction, so workers under
difficult working conditions are dissatisfied through this factor. To improve satisfaction of
employees working under difficult working conditions, it is necessary for the management to
improve the working conditions. Chandrasekar (2011) argue that an organization needs to
pay attention to create a work environment that enhances the ability of employees to become
more productive in order to increase profits for organization. He also argued that Human to
human interactions and relations are playing more dominant role in the overall job
satisfaction rather than money whereas management skills, time and energy, all are needed
for improving the overall performance of the organization in current era. Bhuian and
Menguc (2002) argued that job satisfaction is the degree to which an individual makes sense
positively or negatively about the intrinsic and/or extrinsic aspects of one’s job.
Wagner III and Hollenbeck (2010) define job satisfaction as happy feelings resulting from
one’s perception that his/her job is satisfying important personal values. Another definition
giving simpler vision to job satisfaction as it describes it as the extent to which people like or
dislike their jobs (Spector, 1997). Job satisfaction can be defined as “a pleasurable or positive
emotional state resulting from the appraisal of one’s job or job experiences” (Locke, 1976, p.
1304). Job satisfaction is considered an important factor that can benefit an organization in
many ways. Importantly, retaining satisfied employees can help an organization reduce costs
associated with recruiting and training new employees (Grissom et al., 2012). Job satisfaction
refers to the state in which employees take pleasure from their work, or the positive and
emotional state of the employee after appraisal of his or her job and performance (Shaikh et
al., 2012). Job satisfaction has also been defined as “a function of the perceived
relationship between what one wants from one’s job and what one perceives it as offering”
(Locke, 1969) The term job satisfaction is close to the concept of employee well-being. The
impact of poor well-being is reflected in under performance, absenteeism, presenteeism, sick
leave and turnover (Baptiste, 2008).

Proposed theoretical framework :

Job Related Learning Job Satisfaction Absence From Work

Proposed hypothesis :
H1 : JRL and will be positively and directly related to AFW.

H2 : JS and will be positively and directly related to AFW.

H3 : JS will mediates the relationship between JRL and AFW.

METHOD :
This study was conducted in pakistan and a questionnaire based survey was using to collect
data. Questionare was divided into two parts : first part cover persona information of
respondent and second part measure the observe variable of this study . The survey
questionnaire contained measurements of job-related learning (JRL) , job satisfaction (JS)
and absence from work (AFW) . Data were collected from punjab university employees of
various departments on a voluntary and anonymous basis.
Population :
The population of our study is the Punjab university employees of various departments in
Lahore .
Sampling : I collect data from about 250 employees and use simple random sampling
technique .
Data collection method : adapted questionnaire based survey was using to collect data
from our respondent according to our variable needs and demand.
Analysis technique : we use SPSS 16.0 version to analyse our collected data of variable.

CONCLUSION :

This research show that those employees which take job related learning about their jobs are
helpful for both employer to reduced employee absentees from work and for employees to
satisfied with their jobs . a more research is needed to understand the response and result
from the same employees about same variable .

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