Relevant bibliographies by topics / Employee absenteeism

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Employee absenteeism'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 February 2022

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Journal articles on the topic "Employee absenteeism"

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G, Santhoshkumar, Jayanthy S, and Velanganni R. "Employee Absenteeism." Journal of Advanced Research in Dynamical and Control Systems 11, no. 0009-SPECIAL ISSUE (September 25, 2019): 1426–30. http://dx.doi.org/10.5373/jardcs/v11/20192760.

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Durand, V. Mark. "Employee Absenteeism." Journal of Organizational Behavior Management 7, no. 1-2 (September 30, 1985): 135–68. http://dx.doi.org/10.1300/j075v07n01_09.

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Thekedam, Joseph Sebastian. "Managing Employee Absenteeism." Ushus - Journal of Business Management 9, no. 1 (January 10, 2010): 11–25. http://dx.doi.org/10.12725/ujbm.16.2.

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Employee absence rate, causes of employee absenteeism and the effects of employee absences on productivity are topics of discussion in many organizations. One reason is that high rates of employee absence may signal weak management and poor labor-management relations. A second reason is that reducing rates of employee absence may be an effective way to improve productivity. This paper reports the results of a study of employee absences in education, a large, labor-intensive industry. Employee absence in education is a serious problem which adversely affects the curriculum, discipline of the students and academic achievements of the students. In addition to economic loss, teacher absences induces students' absenteeism and causes damage to the school's reputation and it may even affect the school's general existence. This research paper tries to find out employee absenteeism rate, analyse the causes of employee absenteeism and design suitable programmes for encouraging better attendance of employees. Correlation analysis revealed that employee absenteeism was significantly related to demographic variables, cultural factors, personal characteristics of employees, community characteristics and organisational factors.
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Judge, Timothy A., Susan R. Rhodes, and Richard M. Steers. "Managing Employee Absenteeism." Industrial and Labor Relations Review 44, no. 3 (April 1991): 577. http://dx.doi.org/10.2307/2524179.

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Ojha, Bhoj Raj. "Factors affecting employee absenteeism in Nepalese commercial banks." Management Dynamics 23, no. 1 (March 9, 2020): 105–24. http://dx.doi.org/10.3126/md.v23i1.35566.

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The impact of absenteeism on firms or even a nation’s economy is enormous, taking account of the costs associated with it. The major objective of the study is to analyze the relationship between job satisfaction, health status, family responsibilities, working condition, employee relation, occupational stress, and transportation problem and employee absenteeism of Nepalese commercial banks and to make suggestions to minimize the level of absenteeism of employees. However the specific objectives of this study are to analyze the perception of employees towards the absenteeism in Nepalese commercial banks, to determine factor affecting employee absenteeism in Nepalese commercial banks, to identify the reasons for absenteeism among employees in Nepalese commercial banks, to examine the relationship between job satisfaction, health status, family responsibilities, working condition, employee relation, occupational stress, transportation problem employee absenteeism in Nepalese commercial banks, to investigate the impact of job satisfaction, health status, family responsibilities, working condition, employee relation, occupational stress, transportation problem on employee absenteeism, to analyze the most important variable affecting employee absenteeism. The study found that job satisfaction is inversely related to absenteeism. The absent from a work situation that is sampling errors, scale inadequacies and the use of different measurement instruments. The psychological model that discusses this is the withdrawal model, which assumes that absenteeism represents individual withdrawal from dissatisfying working conditions. The study support in a negative association between absence and job satisfaction, especially satisfaction with the work itself. Medical-based understanding of absenteeism find support in research that links absenteeism with smoking, problem drinking, low back pain, and migraines Absence ascribed to medical causes is often still, at least in part, voluntary.
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Jaarsveld, Diana van, and Elsabà Keyser. "The Moderating Role of Job Satisfaction on Workplace Absenteeism and Substance use amongst the Employees at a Power Utility in Mpumalanga." Journal of Economics and Behavioral Studies 10, no. 2(J) (May 19, 2018): 219–30. http://dx.doi.org/10.22610/jebs.v10i2(j).2231.

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This article concentrates on the extent to which job satisfaction predicts absenteeism and substance use levels, and also investigates the moderating effect of job satisfaction on absenteeism and substance use levels amongst employees at a power utility in Mpumalanga. This study is based on data gathered from a survey regarding job satisfaction, absenteeism and the substance consumption levels of employees, its antecedents and outcomes. A total of 239 permanent employees based at a power utility in Mpumalanga participated in the research study. These employees were employed in a permanent position at the power utility, gave consent to participate in the research study willingly and were employed for more than three months. The core findings of this study revealed that the frequency of substance consumption influences employee absenteeism and that job satisfaction indeed plays a moderating role on the relationship between substance consumption levels and employee absenteeism. The findings of this study can assist management to understand the relationship between substance consumption and absenteeism and how job satisfaction influences this relationship in order torestrict unnecessary absenteeism properly. The study added value to the field of study by providing complementary scientific research to the lacking literature. In addition, it confirms international findings and its applicability in the energy sector.
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Jaarsveld, Diana Van, and Elsabé Keyser. "The Moderating Role of Job Satisfaction on Workplace Absenteeism and Substance use amongst the Employees at a Power Utility in Mpumalanga." Journal of Economics and Behavioral Studies 10, no. 2 (May 19, 2018): 219. http://dx.doi.org/10.22610/jebs.v10i2.2231.

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This article concentrates on the extent to which job satisfaction predicts absenteeism and substance use levels, and also investigates the moderating effect of job satisfaction on absenteeism and substance use levels amongst employees at a power utility in Mpumalanga. This study is based on data gathered from a survey regarding job satisfaction, absenteeism and the substance consumption levels of employees, its antecedents and outcomes. A total of 239 permanent employees based at a power utility in Mpumalanga participated in the research study. These employees were employed in a permanent position at the power utility, gave consent to participate in the research study willingly and were employed for more than three months. The core findings of this study revealed that the frequency of substance consumption influences employee absenteeism and that job satisfaction indeed plays a moderating role on the relationship between substance consumption levels and employee absenteeism. The findings of this study can assist management to understand the relationship between substance consumption and absenteeism and how job satisfaction influences this relationship in order torestrict unnecessary absenteeism properly. The study added value to the field of study by providing complementary scientific research to the lacking literature. In addition, it confirms international findings and its applicability in the energy sector.
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Dionne, Georges, and Benoit Dostie. "New Evidence on the Determinants of Absenteeism Using Linked Employer-Employee Data." ILR Review 61, no. 1 (October 2007): 108–20. http://dx.doi.org/10.1177/001979390706100106.

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This paper provides new evidence on the determinants of absenteeism. The authors extend the typical labor-leisure model used to analyze the decision to skip work to include firm-level policy variables relevant to the absenteeism decision and uncertainty about the cost of absenteeism. Estimates based on data from Statistics Canada's Workplace Employee Survey (1999–2002), with controls for observed and unobserved demographic, job, and firm characteristics (including workplace practices), indicate that work arrangements were important determinants of absence. For example, the authors find strong evidence that standard weekday work hours, work-at-home options, and reduced workweeks were associated with reduced absence, whereas shift work and compressed work weeks were associated with increased absence.
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Manivannan, J. "A Study of Employee Absenteeism." Medico-Legal Update 18, no. 1 (2018): 424. http://dx.doi.org/10.5958/0974-1283.2018.00086.5.

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Moore, Pamela V., Karen M. Conrad, and Carolyn L. Blue. "Physical Fitness and Employee Absenteeism." AAOHN Journal 43, no. 11 (November 1995): 577–89. http://dx.doi.org/10.1177/216507999504301105.

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Dissertations / Theses on the topic "Employee absenteeism"

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Warnsley, Devin. "Strategies to Decrease Health-Related Employee Absenteeism." ScholarWorks, 2015. http://scholarworks.waldenu.edu/dissertations/1727.

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Health-related absenteeism could significantly affect organizational productivity because of the additional resources needed to compensate for the missing worker's absence. Work productivity is critical for business sustainability as companies continue to create a lean workforce and decrease operating cost. The purpose of this single case study was to explore strategies that organizational leaders at a university in the southeastern United States used to successfully decrease occurrences of health-related employee absenteeism. The conceptual framework for this study was the theory of planned behavior. A purposive sample of 10 management, 5 faculty, and 5 staff members participated in structured interviews. Secondary data sources included field observations of the university's health and wellness facilities and a review of the university's healthcare plan and wellness program offerings used to reduce absenteeism. Thematic analysis, coding, and member checking led to the identification of 2 major themes. First, a need existed at this university for specific policy and procedures regarding health-related absenteeism. Second, emphasis was needed on the role of workplace health programs in decreasing health related absenteeism. The findings indicated that by integrating supportive management practices, effective absenteeism policies, and health management programs into their organizational culture, leaders at this university could develop specific strategies to decrease health-related absenteeism. Social change implications include changing perceptions of health related absenteeism to help leaders and employees at this and other similar environments become more aware of their current health status, reduce health risks, maintain a healthy lifestyle, and perform better at work.
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Audas, Richard Peter. "Three empirical essays on absenteeism." Thesis, Bangor University, 1999. https://research.bangor.ac.uk/portal/en/theses/three-empirical-essays-on-absenteeism(0c0a17cf-302d-4b6e-9234-b7793998f712).html.

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Absenteeism is a widely observed phenomenon that has received a great deal of attention from academics who argue that it is an excellent proxy for individuals' attitude to work and commitment to their jobs. Unfortunately, very little of this work has been done by economists. The little economics that has been done has tended to view absenteeism as a measure of the supply of effort. Given the paucity of economic analysis on absenteeism, the psychology, sociology and management literature is reviewed to examine the extent to which their approach and that of an economist have common ground. Upon careful reading, it becomes evident these disciplines offer similar perspectives. Probably the most researched area of absenteeism is the relationship between absence and turnover. Although there is much contention as to what the relationship between these two phenomena should be, most researchers view this as a means to test the hypothesis of withdrawal. This thesis examines the problem somewhat differently and suggests that the approach of much of the empirical work is misguided. An alternative methodology to examine these phenomena is suggested and tested using a very large and detailed database. The results suggest there is a positive correlation between absence and turnover, although the relationship is more complex than described in the literature. One area where economists have made a great deal of theoretical progress is in the examination of why absence might vary across firms. The key insight is that production technology may affect the shadow cost of absence and if the costs of absence differ across firms, then there will be different levels of motivation to reduce it. It is argued that not only will the shadow cost of absence vary across firms, it will also vary over time and a theoretical model is developed to demonstrate this. There is a presumption in the literature that absenteeism is inversely related with the business cycle. However, the empirical work on the subject only models absence as a supply side phenomenon. This introduces a significant identification problem. At the very time when individuals are least likely to go absent, firms' demand for reliable labour will be at its lowest. The empirical work in the chapter models absence from both the supply and the demand side and the findings confirm that both play a significant role in determining absence. The finding that firms' demand for reliable labour may vary through the business cycle is novel and receives further investigation. The data is dissaggregated to determine the robustness of the relationship between demand side factors and the business cycle. At broad levels of disaggregation, the results remain quite strong, although there does appear to be a difference between unionised and nonunionised workers. At finer levels of dissaggregation the results are not as conclusive. This is attributed to the relatively small samples used to derive the individual absence series and the resulting increased volatility that emerges due increased variability from the use of small samples.
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Cachazo, Antonio Jose. "Strategies to Reduce Maquiladora Employee Absenteeism in Mexico." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5060.

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Employee absenteeism is a costly problem, affecting organizations' ability to deliver products and services. Finding strategies managers use to help reduce employee absenteeism is critical to sustain operational capacity, control labor costs, and to achieve organizational success. Drawing from the Herzberg 2-factors theory, the purpose of this qualitative case study was to explore strategies implemented by six business organizations to reduce employee absenteeism in the maquiladora industry in Mexico. Through semistructured interviews, 11 management participants shared strategies implemented to reduce absenteeism. In addition, other data sources, such as organizational policies, management graphs, and meeting minutes were used. Data were coded and analyzed revealing 7 themes: (a) organizational support, (b) leadership quality, (c) compensation and benefits, (d) disciplinary actions, (e) recognition, (f) work environment, and (g) staffing policies. The research findings may contribute to business practice by providing organizational managers broader perspectives for the development of strategies to effectively manage employee absenteeism. These findings might also contribute to social change by improving organizational communication, supporting workers' personal needs, recognizing employees' contributions, enhancing relationships with supervisors, improving the work environment, and raising employee take-home pay.
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Manning, Patricia Miller. "Strategies for Reducing Employee Absenteeism in Retail Stores." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4387.

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Employee absenteeism results in annual productivity losses of approximately $74 billion and reduced profits for some retail stores. The purpose of this single case study was to explore the strategies used to minimize absenteeism and increase productivity outcomes for organizational effectiveness at a retail store in northwest Florida. The targeted population included managers who had success with minimizing absenteeism and enhancing productivity in the retail store. Herzberg's 2-factor theory was the conceptual framework, and semistructured interviews with 5 participants were the primary data collection technique. The secondary data sources included employee absence data and gross profit reports for 3 years (2014 through 2016), publicly displayed goal charts, and the absence policy that employees sign to document receipt and understanding of the policy. Methodological triangulation was established by analyzing and comparing data from the semistructured interviews with the company documents. Based on the NVivo coding tool used to identify word frequencies and thematic analysis, 3 primary themes emerged: leadership support and comradery, effective communication, and competitive compensation. The implications for social change included the potential to provide retail managers with the tools needed to decrease absenteeism, enhance productivity, increase organizational effectiveness, increase profitability in retail stores, and develop quality customer service to improve living conditions.
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Lee, Patrick Quinn. "Essays in occupational fitness and absenteeism." Thesis, University of British Columbia, 1985. http://hdl.handle.net/2429/25151.

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Occupational fitness programs have enjoyed enormous popularity over the course of the past decade. Their continuing penetration into all sectors of the business community coupled with the rapid growth of organizations serving professional fitness personnel, suggests that their presence may be permanent. A major reason for the popularity of occupational fitness programs, is the claim that fitness programs can reduce employee absenteeism. Two important issues at this time are: (1) the role of physical fitness in mediating sickness absence behavior, and, (2) the role of participation in occupational fitness programs as a way of enhancing worker attendance motivation. These issues fit in well with the Steers & Rhodes (1978) Process Model, a conceptual framework which deals with employee absenteeism from the standpoints of ability to attend (ie. high fitness) and motivation to attend (ie. high morale). The Steers & Rhodes theoretical model was chosen as an appropriate vehicle to guide this study. Part I reviewed the claim that physical fitness as a physiological state, is inversely related to sickness absence among employees. The literature review suggested that fit employees would miss fewer days from work than unfit employees. The prediction that physical fitness and sickness absence will be inversely related, formed the core of the hypotheses generated in Part I. In addition, hypotheses were also developed concerning the possible effects of gender, age, length of service and company affiliation. Correlational analyses were performed on several physiological and absence variables obtained from a sample of employees from the years 1979 through 1984. Modest but significant inverse correlations were found to exist between MVO₂ and a number of different absence measures. The magnitude of these correlations disappeared in some cases when the groups were controlled for gender. Significant correlations were also found between variables such as length of service and absence or age and absence. Absence patterns for males and females and management and classified employees also showed significant group differences. These results point to the need to consider these personal and socio cultural variables when attempting to describe any relationships between occupational fitness and absenteeism. Part II chose the Steers & Rhodes concept of motivation to attend. Based on the review of literature, it was expected that participants in the company fitness program would report positive changes in a number of attitudinal and personal variables. A simple questionnaire was developed to assess this change, and the entire population of a very large (n=1076) corporate fitness program was polled. Respondents in the main, indicated a significant improvement in their personal perception of a number of different attitudinal variables. The magnitude of this improvement was significantly related to the length of time they have been members of the program and their degree of participation in the program
Education, Faculty of
Curriculum and Pedagogy (EDCP), Department of
Graduate
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Kenny, Candice Leigh. "Perceptions of employers and employees on the need for an employee assistance programme in a financial services organisation in the Western Cape." University of the Western Cape, 2014. http://hdl.handle.net/11394/4230.

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Magister Commercii (Industrial Psychology) - MCom(IPS)
Through the Health and Safety Act, government has placed pressure on corporate organisations to exercise their duty of care and provide support to employees who may have psychological difficulties. Employee Assistance Programmes (EAP) is the one way in which organisations can fulfil their duty according to the Health and Safety Act. Human Resource is most important and valuable resource an organisation has which is often not even recognized. The effectiveness of an organisation is to a large extent dependent on the well-being of its staff. An employee assistance programme is designed to help employers manage issues of performance in the workplace. Employees manage the balance between work and personal pressures which have become increasingly part of daily life. Furthermore, the success of this programme depends on the flexibility it has according to the ever-changing needs of employees, organisations and society. The organisation in this study does not have formal assistance programmes in place to provide support to its employees who may have psychological difficulties. This study examines the need of an Employee Assistance Programme from the perception of both the employer and the employee and reveals that both groups have different needs, experience different types of problems and view the EAP in different contexts. Despite the differences in opinion, the evidence indicates that both employer and employee perceive there to be a great need for an EAP.
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Johnson-Tate, Dawn Renita. "Effective Strategies Used by Restaurant Managers to Reduce Employee Absenteeism." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5089.

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Employee absenteeism costs organizations in the U.S. restaurant industry more than 15% of profits each year. Some restaurant managers lack strategies to reduce employee absenteeism. Using the expectancy theory, the purpose of this single case study was to explore effective strategies that restaurant managers use to reduce employee absenteeism. The target population was managers of a single restaurant, known for successfully implemented strategies to reduce employee absenteeism, located in the Baltimore-Washington, DC, metropolitan area. Data collection included semistructured face-to-face interviews with 3 managers and a review of company archival documents such as memorandums, training documents, employee records, and employee performance reviews. Data were analyzed using inductive coding of words and phrases from the interviews and noted from the company archival documents. The findings revealed themes that represented restaurant managers' strategies for reducing employee absenteeism including communication, consistent enforcement of management policies, and a positive environment. Managers who used the strategies of communication, consistent enforcement of management policies, and a positive work environment reduced employee absenteeism, which might increase productivity and profitability in the restaurant industry. The implication for positive social change is that restaurant managers might reduce employee absenteeism through implementation of these effective strategies and, in turn, encourage new or sustained employment opportunities, organizational sustainability in the community, and sustained financial well-being of employees and their families.
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Lishomwa, Japhet Mwanamwalye. "Employee Absenteeism and Service Delivery at a Zambian Government Agency." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7161.

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Employee absenteeism is a global management problem that affects organizational productivity, profits, justice, and employee motivation. A Zambian government agency has little knowledge about absenteeism and the lived experiences of clients regarding staff absenteeism and service delivery. The purpose of this qualitative phenomenological study was to explore employee absenteeism and service delivery through the lens of McGregor's theory x. The research question was about the lived experiences of the agency's clients regarding absenteeism and service delivery. The data were collected through semistructured interviews of 22 purposefully selected clients of the Zambian government agency and were analyzed using the van Kaam method. Findings indicated that health issues of staff and relatives, funerals, alcoholism, demotivation, lack of staff transport, chronic fatigue, staff shortages, poor working conditions and salaries, poor supervision, school runs, laziness and indiscipline, and the transfer of staff affected absenteeism. Absenteeism caused organizational financial losses, inefficiency, reduced productivity, delayed service delivery, damaged the organization's reputation, and created client stress, frustration, and hopelessness. Absenteeism can be significantly reduced by close collaboration between the managers and their subordinates through increased employee engagement, improved incentive rewards programs, and a better understanding of the effects of work-€related stress. Positive social change through the reduction of absenteeism in government agencies can enhance the quality of public services in critical public sectors such as education, health, social welfare, labor, and agriculture.
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Forte, Allison Nicola Simone. "Strategies for Reducing Employee Absenteeism for a Sustainable Future: A Bermuda Perspective." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3941.

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Employee absenteeism results in billions of dollars in revenue losses and lost productivity annually. Given the consequences that organizations could face resulting from high levels of work absences, executives should develop strategies to manage absenteeism to support organizational growth and sustainability. Grounded in the theory of planned behavior, the purpose of the single case study was to explore strategies managers in the private insurance industry used to reduce employee absenteeism. The population consisted of 3 managers located in Bermuda who implemented strategies to decrease employee absenteeism from a Bermuda perspective. Data included semistructured interviews, results of the company's 2016 engagement survey, and annual reports from 2014 to 2016 that highlighted the company's commitment to providing strategies to enhance employees' engagement and dedication to its strategic objectives. Through thematic analysis, 4 themes emerged: employee engagement, managerial communication, employee wellness and health promotion programs, and achieving work-life balance. Business managers could use these findings to understand how specific human resources strategies with a focus towards reducing employee absenteeism minimize work absences. Minimizing work absences could contribute to positive social change through increased economic growth in local communities and higher quality of life for its residents.
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Cox, Robert F. "Case studies of employee participation programs in construction and their effects on absenteeism." Diss., Virginia Tech, 1994. http://hdl.handle.net/10919/40050.

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Books on the topic "Employee absenteeism"

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M, Steers Richard, ed. Managing employee absenteeism. Reading, Mass: Addison-Wesley, 1990.

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Booth, Patricia L. Employee absenteeism: Strategies for promoting an attendance-oriented corporate culture. Ottawa, Ontario: Conference Board of Canada, 1993.

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Volinski, Joel. Practices in assuring employee availability. Washington, D.C: National Academy Press, 1999.

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New York (State). Metropolitan Transportation Authority. Office of the Inspector General. A review of employee absenteeism at Metro-North Commuter Railroad. [New York, N.Y.]: Office of the Inspector General, Metropolitan Transportation Authority, 1986.

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Davis, Robert Eugene. Summer weather and employee absenteeism in six United States cities. Elmer, N.J: C.W. Thornthwaite Associates, Laboratory of Climatology, 1988.

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E, Davis Robert. Summer weather and employee absenteeism in six United States cities. Centerton, New Jersey: C.W.ThornthwaiteAssociates, Laboratory of Climatology, 1988.

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MacDorman, Littleton C. Transit employee attendance management. Washington, D.C: Urban Mass Transportation Administration, 1988.

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General, New York (State) Metropolitan Transportation Authority Office of the Inspector. A review of employee absenteeism at the Long Island Rail Road. [New York, N.Y.]: Office of the Inspector General, Metropolitan Transportation Authority, 1986.

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Frayne, Colette A. Reducing employee absenteeism through self-management training: A research-based analysis and guide. New York: Quorum Books, 1991.

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Franco, Tomás Sala. El régimen jurídico de las ausencias al trabajo. Valencia: Tirant lo Blanch, 2001.

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Book chapters on the topic "Employee absenteeism"

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Kerr, John H. "Employee fitness programmes and reduced absenteeism: a case study." In Workplace Health, Employee Fitness and Exercise, 159–67. CRC Press, 2020. http://dx.doi.org/10.1201/9781003062615-10.

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Weiss-Randall, Debra N., and Nancy Rich. "Addressing Addictive Behaviors in the Workplace." In Substance Abuse and Addiction, 412–32. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-7666-2.ch022.

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Addictive behaviors pose increasingly serious problems in the workplace. Approximately 70% of the estimated 14.8 million Americans who use illegal drugs are employed. Recent changes in marijuana laws are a cause for concern. Substance abuse in the workplace costs employers an estimated $81 billion a year in workers' compensation, medical costs, absenteeism, lost productivity, and employee turnover. Managers needs to implement drug-free workplace policies and provide a healthy work environment to reduce stress-related drug abuse. EAPs must provide prevention activities that target at-risk employees, and identify users who need treatment. Health insurance should cover addiction treatment. Addiction is a function of not only the individual's behaviors and genetic disposition, but also his or her environmental influences. The workplace is an ideal setting for an addiction prevention program, as employees spend much of their waking lives there. Through strong leadership and provision of employee incentives, companies can make a healthy drug-free workplace a reality.
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Weiss-Randall, Debra N., and Nancy Rich. "Addressing Addictive Behaviors in the Workplace." In Encyclopedia of Strategic Leadership and Management, 744–63. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-1049-9.ch052.

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Addictive behaviors pose increasingly serious problems in the workplace. Approximately 70% of the estimated 14.8 million Americans who use illegal drugs are employed. Recent changes in marijuana laws are a cause for concern. Substance abuse in the workplace costs employers an estimated $81 billion a year in workers' compensation, medical costs, absenteeism, lost productivity, and employee turnover. Managers needs to implement drug-free workplace policies and provide a healthy work environment to reduce stress-related drug abuse. EAPs must provide prevention activities that target at-risk employees, and identify users who need treatment. Health insurance should cover addiction treatment. Addiction is a function of not only the individual's behaviors and genetic disposition, but also his or her environmental influences. The workplace is an ideal setting for an addiction prevention program, as employees spend much of their waking lives there. Through strong leadership and provision of employee incentives, companies can make a healthy drug-free workplace a reality.
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Itam, Urmila, and Bagali M. M. "Diversity and Inclusion Management." In Management Techniques for a Diverse and Cross-Cultural Workforce, 149–71. IGI Global, 2018. http://dx.doi.org/10.4018/978-1-5225-4933-8.ch009.

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Diversity and inclusion have been increasingly recognized and are the most utilized organizational resources over the last three decades. However, research has demonstrated that many organizations may not have the requisite diversity in their midst. Research further highlights that employees might feel that few of their components of their social identities may be valued and included, leaving them feeling excluded. These attitudes may influence employee behaviors, leading to low morale, high absenteeism, low job satisfaction, negative word of mouth, and so on, which will eventually make the estranged employee leave the job/organization. Understanding the impact of diversity and inclusion on individual, group, and organizations performance is analyzed through employee engagement by developing a framework. To develop a framework that provides rigorous theoretical evidence for its ability to determine whether an organization has indeed engendered an inclusive and engaging environment for its employees is the goal of the chapter.
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Weiss-Randall, Debra N. "Managing Stress in the Workplace." In Encyclopedia of Strategic Leadership and Management, 988–1004. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-1049-9.ch069.

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Companies want their employees to work to their potential, to have high productivity and low absenteeism. Research has shown that workers produce more when they are satisfied with their occupational role, which is dependent on a number of factors, including job control, job reward, and creating a work culture that values and responds to employee feedback. It is time for employers to develop comprehensive workplace wellness programs that incorporate a mental health component, including stress reduction programs. Stress management activities need to be integrated into the everyday life of the company, with strong, visible support from the firm's leadership. The Job-Demand Resources (JD-R) Model of stress management in the workplace provides a solid theoretical underpinning for workplace wellness programs, and enables companies to tailor stress management assessments and interventions to their industry and jobsite. EAPs should make promotion of their counseling services and accessibility to these services a higher priority so as to improve employee usage rates, which are currently quite low.
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Kasemsap, Kijpokin. "The Fundamentals of Organizational Citizenship Behavior." In Business Education and Ethics, 1120–42. IGI Global, 2018. http://dx.doi.org/10.4018/978-1-5225-3153-1.ch057.

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This chapter reveals the overview of Organizational Citizenship Behavior (OCB); OCB and organizational factors; OCB and Counterproductive Work Behavior (CWB); OCB and organizational identification; OCB and leadership perspectives; OCB, social exchange, and organizational silence; and OCB, abusive supervision, and work engagement. OCB encompasses the positive and constructive task that employees do, of their own volition, which supports co-workers and benefits the company. When the employees feel like the citizens of the organization, they feel that their co-workers are their fellow citizens toward enhancing the helping behaviors. Organization will benefit from encouraging employees to engage in OCB, because it can increase productivity, efficiency and job satisfaction, and reduce costs and rates of employee turnover and absenteeism in the organization. The chapter argues that promoting OCB has the potential to increase organizational performance and gain sustainable competitive advantage in the modern workforce.
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Kasemsap, Kijpokin. "The Fundamentals of Organizational Citizenship Behavior." In Handbook of Research on Human Factors in Contemporary Workforce Development, 1–23. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-2568-4.ch001.

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This chapter reveals the overview of Organizational Citizenship Behavior (OCB); OCB and organizational factors; OCB and Counterproductive Work Behavior (CWB); OCB and organizational identification; OCB and leadership perspectives; OCB, social exchange, and organizational silence; and OCB, abusive supervision, and work engagement. OCB encompasses the positive and constructive task that employees do, of their own volition, which supports co-workers and benefits the company. When the employees feel like the citizens of the organization, they feel that their co-workers are their fellow citizens toward enhancing the helping behaviors. Organization will benefit from encouraging employees to engage in OCB, because it can increase productivity, efficiency and job satisfaction, and reduce costs and rates of employee turnover and absenteeism in the organization. The chapter argues that promoting OCB has the potential to increase organizational performance and gain sustainable competitive advantage in the modern workforce.
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Gallego, Juan-Maria. "Organizational Trauma and Change Management." In Impact of Organizational Trauma on Workplace Behavior and Performance, 140–61. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-2021-4.ch006.

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This chapter will evaluate the correlation between change management and the employee and/or management behaviors detrimental to the wellbeing of those individuals and the overall productivity and efficiency of an organization. The potential relationship between change and organizational behaviors, the effects of change on the wellbeing of individuals, the well-documented resistance to change would analyzed as well as potential techniques that managers, consultants and HR departments could implement to minimize the detrimental influence of organizational change on the wellbeing of individuals. The traumatic effects of change on the employee, both physical and psychological effects would be included in this chapter. These effects on the wellbeing of employees have been correlated to diminishing job satisfaction, increased absenteeism and turnover, reduced productivity and effectiveness and overall lower engagement with the organization. The chapter will include the introduction and brief analysis of organizational change and effectiveness models in particular the Burke-Litwin Model.
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Khumalo, Shuti Steph. "Cost of Poor Quality Management on Organizational Performance in Educational Settings." In Cases on Quality Initiatives for Organizational Longevity, 297–323. IGI Global, 2018. http://dx.doi.org/10.4018/978-1-5225-5288-8.ch012.

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The purpose of this case study was to explore teacher absenteeism in both primary and secondary schools administered by the Department of Basic Education (DoBE) in South Africa. Further, the chapter focuses on how this phenomenon of teacher absenteeism is managed in schools and by the departmental authorities and its implications on the organization. This chapter proposes a number of quality improvement strategies that can be employed to mediate teacher absenteeism and enhance quality management of the problem.
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Khumalo, Shuti Steph. "Cost of Poor Quality Management on Organizational Performance in Educational Settings." In Research Anthology on Preparing School Administrators to Lead Quality Education Programs, 1334–54. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-3438-0.ch059.

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The purpose of this case study was to explore teacher absenteeism in both primary and secondary schools administered by the Department of Basic Education (DoBE) in South Africa. Further, the chapter focuses on how this phenomenon of teacher absenteeism is managed in schools and by the departmental authorities and its implications on the organization. This chapter proposes a number of quality improvement strategies that can be employed to mediate teacher absenteeism and enhance quality management of the problem.
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Conference papers on the topic "Employee absenteeism"

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Verbrugghe, M., J. Vandevelde, T. Deburghgraeve, I. Peeters, M.-N. Schmickler, and B. Teuwen. "323 Influencing factors of long-term absenteeism: a cross-sectional study among belgian employees." In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.502.

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Reports on the topic "Employee absenteeism"

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Nguyen, Hanh. The Effects of Type of Child Care Arrangement and Satisfaction with Care on Employee Job Satisfaction and Absenteeism. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.6668.

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