This study investigated the process through which job stress and job dissatisfaction lead to absenteeism via drinking behavior, by partially modifying the model proposed by Brooke, Jr. (1986) and adding new variables. In particular, the importance of interpersonal relationships, which had been overlooked in previously proposed models, was established as a new causal variable, and job stress was used as a new variable mediating the process from drinking behavior to absenteeism, thereby improving upon the previously proposed model and making efforts to maximally reflect the process actually experienced by employees. The research results show that, consistent with the study by Brooke, Jr. & Price (1989), negative effects related to role have a significant impact on job dissatisfaction but not on job stress, while interpersonal trust has a significant impact on both job stress and job dissatisfaction. Furthermore, the results demonstrate that employees with collectivistic tendencies consider interpersonal trust to be far more important than those with individualistic tendencies. Regarding these results, in-depth discussion of implications and limitations was provided in the conclusion and discussion section.