Dissertations / Theses: '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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Henry, Camilla. "Strategies to Reduce Information Technology Employee Absenteeism in the Manufacturing Industry." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6044.

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Employee absenteeism costs organizations billions of dollars annually in losses in revenue and productivity, temporary labor costs, and low morale. The purpose of this qualitative single case study was to explore the strategies information technology (IT) managers in the manufacturing industry used to reduce employee absenteeism. The theory of planned behavior provided the conceptual framework for the study. Data collection included semistructured interviews with 5 IT managers in Maryland and a review of organizational documents addressing nutritional education information, employee participation rates in health programs, and physical activity. Data were analyzed using compilation, disassembly, reassembly, interpretation, and development of conclusions. Through thematic analysis, 4 themes emerged: workplace wellness and health programs, employee engagement, work-life balance programs, and organizational culture. Findings of this study may be used by IT managers to bring about positive change by reducing employee absences, encouraging employment opportunities, contributing to organizational sustainability, and improving quality of life for community members.

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Waye, Marjorie D. "Strategies for Reducing the Effects of Employee Absenteeism on Organizational Profitability." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3331.

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Employee absenteeism is a significant threat to organizational profitability. Finding solutions to mitigate the adverse effects of employee absenteeism on organizational profitability is critical to the success of organizations. The purpose of this case study was to explore the strategies human resource leaders used to mitigate the adverse effects of employee absenteeism on organizational profitability. The conceptual framework was performance prism theory. Data were gathered from in-depth interviews and publicly available organizational documents, including wellbeing program resources and annual investment presentations and Securities and Exchange Commission (SEC) reporting documents. Participants included 4 human resource managers and a third party service provider of an Atlanta, Georgia airline industry organization. The organization used in this case study was one of only twenty US companies, as of 2012, that implemented an absenteeism mitigation program at least 3 years prior to this study. The multi-year internal data collected, via interviews, from the human resource management of this 80,000 employee international company specifically about absenteeism mitigation programs, provided a perspective not available from all firms. Data were transcribed, coded, and analyzed to generate emerging themes. Key themes included an emphasis on organizational culture, the wellbeing program, and the cost of absenteeism. Subthemes included executive leadership support, stakeholder identification, and middle management program champions. Findings may help leaders improve organizational productivity and profitability and provide more stability for employees, which may result in thriving communities and other positive social change.

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Miller, Sharron. "Exploring Incivility Toward Employee Absenteeism, Productivity, and Effective Communication: Veterans Health Administration." ScholarWorks, 2015. http://scholarworks.waldenu.edu/dissertations/1704.

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Uncivil behavior in the workplace can cause absenteeism or low job performance among employees, yet little academic literature addresses this relationship, particularly in the public sector. The purpose of this phenomenological study was to use the transactional analysis of communication (TAC) model to explore the ramifications of incivility in the Veterans Health Administration (VHA). The central research questions focused on employee perceptions of incivility and effective communication within the VHA. Twelve VHA employees were recruited for participation through a snowball sampling technique. Data were collected through in-depth interviews with the participants along with some VHA archived video training. Data were inductively coded and analyzed for emergent themes. Key findings revealed that VHA lacked effective communication, and malingering occurred due to workplace incivility. It was concluded that TAC curtailed misunderstandings of social dysfunctions in communicating. Another theme that emerged is that although workplace relationships were highly esteemed by employees, they believed that communication issues hindered those professional relationships and suggested training could be a valuable tool to improve workplace communication and reduce incivility. It was recommended that similar studies of this phenomenon be conducted for greater understanding and knowledge to the discipline. TAC served to effect positive social change by educating VHA leadership and their employees on how to thwart incivility in the workplace.

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Wimbush, James C. "A longitudinal examination of public recognition and employee absenteeism: an exploratory study." Thesis, Virginia Tech, 1988. http://hdl.handle.net/10919/44696.

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The study extended the Scott et al. (1985) research by examining the influence of public recognition on employees' attitudes and perceptions toward absenteeism. The main focus was on why the public recognition program was effective in reducing employee absenteeism.

To better understand the effectiveness of recognition in reducing absenteeism, a model of the absenteeism/recognition relationship was developed. The model was based on the integration of the need, expectancy, reinforcement, and goal setting theories. It implies that the influence of recognition on attendance behavior is a function of an employee's (1) desire for recognition; (2) belief that attendance is related to recognition; (3) personal attendance goal setting which is a function of an employee's(a)perceived congruency between individual and management's attendance goals, (b) perceived reasonableness of management's attendance goals, and (c) perceived ability to attend in order to meet goals; and (4) recognition award.

It was concluded that even though recognition programs have been shown to yield greater reductions in absenteeism than other approaches (e.g., lotteries, financial incentives, etc.), the reasons for its effectiveness are still not known.

Master of Science

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15

Christopher, Alan B. "Effects of an incentive program on the absenteeism on instructional workers." Virtual Press, 1986. http://liblink.bsu.edu/uhtbin/catkey/458523.

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Two groups of employees who worked in a residential institution were subjects in an experiment testing the effects of an incentive program designed to improve attendance. Each employee in the experimental group who attended work on a scheduled day received one poker card from a standard deck of 52 playing cards. At the end of each week, the employee holding the best poker hand was awarded $25 by the manager of the facility and was commended for his or her attendance. Employees in the comparison group received no special treatment and were maintained under the previously established attendance policy. Results of the study indicated that absenteeism for the experimental group decreased by approximately 50% during the poker phases of the experiment. Inferences based on the data, however, were difficult because the scientific reasoning used in the study was undermined due to similar changes in the comparison group's absenteeism. Implications of the results were discussed in terms of improvements and suggestions for future research.

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Du, Preez H. (Hannelie). "The impact of a Corporate Wellness Programme on employee wellness, motivation and absenteeism." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/30567.

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In today's world of work, change can be seen as a given. For companies to not only survive but to thrive, they need resilient and healthy employees. Healthy employees can deal more effectively with stress, which result from increases in work overloads, work pressure and job insecurity. They are more productive, deliver higher work output, and cope better with higher work demands. Studies show that people, who maintain a healthy lifestyle through regular exercise and healthy eating, have much fewer weight-related medical expenses, and are thus generally in better health. Poor health, on the other hand, results in higher absence from work, lower productivity and lower morale. This has a snowball effect in organisations, because the absence of unhealthy employees exacerbates the stress and work overload of those employees who are present at work and, in turn, negatively impact their morale. The aim of the study is to evaluate the impact of a physical wellness programme (referred to as a Corporate Wellness Programme or CWP) on employee absenteeism and motivation within a specific company. The evaluation was conducted using a mixed method approach. It was performed on the pilot study of the CWP. Hundred and thirteen people participated on a voluntary basis. The programme ran over six months (December 2008 to May 2009). A health risk assessment (HRA) includes glucose, blood pressure, cholesterol tests and a body mass index (BMI) and was conducted on all the participants before they embarked on the programme, as well as after completing the programme. The pre- and post-tests of the health risk assessment were statistically compared to evaluate whether participation in the programme affected the physical health of the participants. After the programme, focus group discussions were held with a sample of 36 of the 113 participants to assess their experience of the programme. Absenteeism data were used as an indirect measure to determine the impact of the programme on absenteeism. The results from the health risk assessments indicated that the systolic blood pressure and cholesterol levels were significantly lower after the programme. From the focus group discussions it appeared that participants reported less absenteeism from work due to illness. They further reported an improvement in their mood, attitude toward work, sleeping patterns, eating habits and sense of overall wellbeing during participation in the programme. Based on the results of health risk assessments, it seems if the CWP had some positive impact on employee state of wellness. Copyright 2010, University of Pretoria. All rights reserved. The copyright in this work vests in the University of Pretoria. No part of this work may be reproduced or transmitted in any form or by any means, without the prior written permission of the University of Pretoria. Please cite as follows: Du Preez, H 2010, The impact of a Corporate Wellness Programme on employee wellness, motivation and absenteeism, MCom dissertation, University of Pretoria, Pretoria, viewed yymmdd < http://upetd.up.ac.za/thesis/available/etd-02222012-115232 / > C12/4/191/gm
Dissertation (MCom)--University of Pretoria, 2010.
Human Resource Management
unrestricted

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Lucas, Anna F. (Anna Fonda). "The Relationship of Unmet Employee Child Care Needs and Absenteeism: A Case Study." Thesis, North Texas State University, 1987. https://digital.library.unt.edu/ark:/67531/metadc500918/.

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The problem of this study was to determine if employee child care difficulties were related to absenteeism. A case study was conducted among sixty-three employees at a north Dallas bank using a survey questionnaire. Descriptive statistics were used to analyze child care difficulties. A majority of employees experienced difficulty when co-workers had child care problems. A majority of the parent employees had difficulty finding sick or emergency/temporary child care, affording child care, and working overtime due to child care. The majority of parents had child care related absences and work interruptions and thirty-nine percent of them considered quitting their jobs due to child care problems. This study implied the need for employer-supported child care options for the bank employees.

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Cloete, Pieter Andrias. "The impact of an employee wellbeing programme on return on investment in terms of absenteeism and employee psychosocial functioning." Diss., University of Pretoria, 2015. http://hdl.handle.net/2263/53394.

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Employee wellbeing programmes are adding value to corporate businesses in South Africa (Keet, 2009:iv). This value is mainly described in the sense of return on investment. Return on investment is viewed as the ratio in terms of the programme profits with regards to the invested capital in the programme (Cascio, 2000:127). The focus of this study was to determine the impact of an employee wellbeing programme on return on investment in terms of absenteeism and employee psychosocial functioning within a South African context. A research gap exists in current South African research to understand the impact of employee wellbeing programmes on return on investment in terms of absenteeism and employee psychosocial functioning (Keet, 2009:26). This study attempted to theoretically contextualise and conceptualise employee wellbeing programmes with specific emphasis on return on investment in corporate businesses, as well as absenteeism and employee psychosocial functioning in the workplace. An employee wellbeing programme was investigated to determine the impact on return on investment in terms of absenteeism and employee psychosocial functioning. Quantitative data was collected through making use of indexes from employees who have made use of an employee wellbeing programme for a specific corporate client in South Africa. The indexes were set up to collect data on absenteeism and employee psychosocial functioning. Valuable conclusions emanated from the findings of this research study. A reduction of 32.08% in absenteeism was recorded for respondents who were absent after employee wellbeing programme interventions were introduced. A further valuable finding that emanated of this research study was that an improvement of 6.92% within the post-employee psychosocial functioning scores occurred after employee wellbeing programme interventions were introduced to the respondents. The study was also concluded with some useful and relevant recommendations from the information collected on how to determine the impact of employee wellbeing programmes on return on investment. One of the recommendations drawn from the findings of this research study was that future research studies on return on investment should be conducted over a minimum period of three years to derive even more accurate results. Another recommendation was that employers and employee wellbeing programme service providers should ensure that employee psychosocial functioning is measured as a standard indicator within employee wellbeing programmes across South Africa.
Mini Dissertation (MSW)--University of Pretoria, 2015.
Social Work and Criminology
MSW
Unrestricted

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Calderon, Andrienne C. M. "The effect of a lottery-based incentive program on employee absenteeism patterns and attitudes." Thesis, Virginia Tech, 1986. http://hdl.handle.net/10919/45757.

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The purpose of this study was to explain the effect of a lottery-based incentive program on employee absenteeism. Based on a review of the relevant literature, seven variables were examined: (1) past attendance behavior; (2) employee liking for the lottery program; (3) employee perceptions of the contingency of rewards; (4) employee perceptions of acceptable levels of absenteeism; (5) employee perceptions of the clarity of management's attendance goals; (6) employee perceptions of the reasonableness of management's attendance goals; and (7) employee expectations of success in improving attendance.
Master of Science

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Podile, Podile Jonas. "A comparative study on dismissal by operation of law in terms of the Public Service Act: South Africa and Namibia." University of the Western Cape, 2019. http://hdl.handle.net/11394/7052.

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Magister Philosophiae - MPhil
The right to fair dismissal in South Africa is prescribed in the Labour Relation Act 66 of 1995 as amended. Employees may only be dismissed on grounds of misconduct, incapacity and operational requirements. The requirements for dismissal of employees based on misconduct and incapacity are further addressed in Schedule 8 to the LRA, the Code of Good Practice: Dismissal. Dismissal for misconduct needs to be fair in terms of both procedure and substance. Procedural fairness generally involves holding a disciplinary hearing before dismissing an employee. In terms of the South African Public Service Act 103 of 1994 as amended, an employee who absents him-/herself from official duties without permission of his or her head of department, office or institution for a period exceeding one calendar month is deemed dismissed by operation of law. Employees dismissed as such by operation of law in terms of the PSA are therefore not afforded the right to appear in the disciplinary hearing as provided for in the LRA. South African courts have dealt with a number of cases relating to dismissal by operation of law in the public service. Some of the employees dismissed were reinstated by the courts. Reasons for reinstatement included failing to meet the jurisdictional requirements before invoking dismissal by operation of law. The research will attempt to clarify the substantive and procedural steps required to render a dismissal by operation of law in terms of the PSA fair in South Africa.

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Mudek, Jennifer M. "Absenteeism in an International Custom Software Engineering Company." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2937.

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Absenteeism has a negative impact on organizational output in the form of lost productivity and profit reduction for software engineering companies. The purpose of this qualitative descriptive case study was to explore the strategies that software engineering managers utilize for reducing absenteeism. The theory of planned behavior formed the conceptual framework for this study. Data were collected through semistructured interviews from a purposeful sample of 11 managers at an international custom software engineering company. Data collection also included organizational data on employee absences for the past 5 years (2011-2015), e-mail memos, newsletters, employee handbook, and employee performance reviews. Based on methodological triangulation of the data sources and inductive analysis of the data, 4 themes emerged. Emergent themes from the analysis revealed that communication was key to reducing absenteeism, flexible work hours and working from home reduced absence, comradery and employee support positively impacted absenteeism, and that there was a lack of a clear and formal processes for addressing employee absenteeism. These findings suggest that, at this company, an absenteeism reduction strategy could help reduce employee absenteeism to lessen the negative impact on organizational productivity and profitability. These findings may contribute to social change by providing a template for effective absenteeism reduction strategies that managers can use to promote a decreased incidence of absenteeism, organizational profitability, reduction of the unemployment rate, employee stress, and mental health problems.

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Gxolo, Zingisani Mzontsundu. "The effect of on-site wellness programs on absenteeism, presenteeism, stress and health care costs." Thesis, Nelson Mandela Metropolitan University, 2016. http://hdl.handle.net/10948/14323.

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The prevalence of health risk behaviours is growing among South African employees. The deteriorating health of the public and the costs there off, which arise from making unhealthy choices about one’s lifestyle, are a major cause of many preventable Non-Communicable Diseases (NCD’s). The effect of these NCD’s on an organisation can result in employees’ ill health and negative stress, which in turn can lead to absenteeism, presenteeism and thus decreased productivity. Several studies propose that the absenteeism together with presenteeism can cost an organisation up to three times as much as medical costs with stress also being flagged as a severe work-related hazard. Literature shows that ill health affects employee ability to function optimally, thus indirectly affects productivity. Studies on on-site wellness programs, although they report savings in health care costs and increase in productivity, their true effectiveness is not sufficiently measured. To add to this, there is a paucity of work that exists regarding the benefits of on-site wellness programs in South Africa. It is suggested that data about the effect of successful wellness programs does not always make its way to academic literature, thus the observed shortage in investment on such programs from South African companies. This study we aim to find out the effect of on-site wellness programs on absenteeism, presenteeism, stress and health care costs. The results oppose what literature findings report. Reasons for these findings are therefore speculated.

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Alexander, James Fitzgerald. "Mitigating the Effects of Withdrawal Behavior on Organizations." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2392.

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Withdrawal behaviors such as absenteeism, tardiness, turnover intention, and employee disengagement adversely affect organizations, costing billions of dollars annually. However, there is limited research on the best practices for minimizing the effects of employee withdrawal. The purpose of this qualitative case study was to explore best practices leaders need to mitigate the effects of withdrawal behaviors on organizations. The social learning theory (SLT) served as the conceptual framework for this study. Ten participants were interviewed, including 4 healthcare leaders and 6 health service workers from a correctional facility nursing department in the Southeastern United States. Scholars have indicated that correctional healthcare personnel exhibit high levels of employee withdrawal including absenteeism and turnover. Data from semistructured interviews were analyzed and compared with training and disciplinary policy statements for methodological triangulation. Several themes emerged including a need for leadership engagement, staff accountability, and an organizational culture that discourages withdrawal behaviors. The findings may contribute to the body of knowledge regarding best practices that leaders can utilize to diminish adverse effects withdrawal behaviors have on organizations. Information derived from this study might contribute to social change by decreasing the expense of employee withdrawal behaviors on citizens and reallocate taxpayer resources to appropriations necessary for public inpatient mental health treatment facilities.

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Smith, Douglas Scott. "Workplace Stress and Absenteeism, Turnover, and Employee Performance in the Ship-repair Industry| A Case Study." Thesis, Northcentral University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10794074.

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Occupational stress has become one of the most pressing challenges for organizational managers today. Because it has a significantly negative influence on job satisfaction and employee performance, this phenomenon calls for the design and implementation of special techniques to minimize risks and mitigate consequences. In most cases, heavy workloads, hazardous working environments, and strenuous workplace atmospheres lead to work-related stress. Although the risks of occupational stress are similar across different sectors of the economy, they are significantly higher in the ship-repair industry owing to a lack of knowledge regarding work-related stress and its effects. It is imperative to fill this existing knowledge gap by investigating the maritime industry with a special focus on factors contributing to occupational stress and techniques used to reduce it. This study attempted to determine some effective techniques for overcoming the challenge of work-related stress in the ship-repair industry, bearing in mind the peculiarities of this sector of the economy. This research was a qualitative exploratory case study. Conclusions were drawn based on the in-depth understanding of professional stress obtained by analyzing the sensations, beliefs, reflections, and personal experiences of people employed by a company operating in the ship-repair industry. To fully address the research question and pay specific attention to each respondent, the sample was small, consisting of 8 project and production managers working with a ship-repair company located in New Jersey. Participants were interviewed using open-ended questions with an emphasis on their lived experiences and their opinions on occupational stress and ways to address this challenge. An employee’s number of years worked and position within the company were the major criteria for selecting participants because of the assumption that only those who had a long history of cooperation with an organization are competent and experienced enough to share adequate and accurate facts required to draw comprehensive conclusions and generalizations for the company. Several themes were derived from the observations of the participants including (a) employee stress, performance, and productivity, (b) employee stress and absenteeism, (c) communication, (d) role clarity, and (e) incentives. From the findings, 10 recommendations are made to improve practice in the field while three recommendations are made to further research into the effects of stress and the creation of strategies to mitigate it in the workplace. Managers need to be aware of their industries and work environments and tailor those environments to minimize stress on their workers. Managers need to take into consideration the needs of their employees in devising strategies to minimize stress. Finally, managers need to consider implementing the recommendations for practice proposed in this dissertation in the efforts to maximize worker efficiency and performance while mitigating the effects of stress on those workers.

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Clay, Joan Marie. "An analysis of absenteeism cases taken to arbitration: factors used by arbitrators in the decision-making process." Thesis, University of North Texas, 1991. https://digital.library.unt.edu/ark:/67531/metadc332678/.

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The purpose of this study was to examine factors used by arbitrators in deciding the outcome of disciplinary labor arbitration cases involving excessive employee absenteeism. The seven key tests of just cause identified by Carroll Daugherty in the 1966 Enterprise Wire Co. arbitration case were used as the basis for examining the cases in the study.

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Nguyen, Hanh Hong. "The Effects of Type of Child Care Arrangement and Satisfaction with Care on Employee Job Satisfaction and Absenteeism." PDXScholar, 1994. https://pdxscholar.library.pdx.edu/open_access_etds/4784.

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This study examined the effects of different types of child care arrangements (i.e., care by relatives; care by nonrelatives; self-care by child; and care by day care centers) and satisfaction with care on employee absenteeism and job satisfaction. A 53% response rate was obtained from a questionnaire administered to 501 classified staff employees at Portland State University. Only responses from employees with children under the age of 18 living at home were used. Eighty-six employees met this selection criterion. It was hypothesized that parents using self-care by child would have the highest absences, followed by parents using day care centers, followed by parents using care by nonrelatives, followed by parents using care by relatives. Second, it was hypothesized that parents using care by relatives would have the highest job satisfaction levels, followed by parents using care by nonrelatives, followed by parents using day care centers, followed by parents using self-care by child. Third, it was hypothesized that satisfaction with care would affect job satisfaction and absenteeism such that parents who were satisfied with their care arrangements would have higher job satisfaction and lower absenteeism. Fourth, it was hypothesized that there would be a significant difference between men and women on absenteeism such that women would have higher absences than men. Hierarchical regression analyses revealed that employees using care by nonrelatives had significantly higher absences (during the last month and year) than those using care by relatives. In addition, employees using care by nonrelatives reported the highest number of absences on both measures of absenteeism. This study revealed that type of child care arrangement was not related to employee job satisfaction. The analyses also revealed that employees' satisfaction with care was related to absenteeism (during the last month), i.e., as parents' satisfaction with care increased, the number of absences reported decreased. Therefore, the first and third hypotheses were partially supported but the second and fourth hypotheses were not supported. The results of this study demonstrates that the types of child care arrangements that parents use are related to employee absenteeism but not job satisfaction.

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Grace, Jeanne Martin. "Impact of a worksite physical wellness programme on sick leave, absenteeism and health-related fitness." Pretoria : [s.n.], 2001. http://upetd.up.ac.za/thesis/available/etd-05232007-153642.

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Rhodes, Eva Ann Bourgeois. "The Effects of Employee Health Promotion Practices of Texas Public School Districts on Costs for Absenteeism, Health Care Premiums, Health Care Claims, and Workers' Compensation Claims." Thesis, University of North Texas, 1994. https://digital.library.unt.edu/ark:/67531/metadc279060/.

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Pruett, Angela W. "Effects of a municipal government's worksite exercise program on employee absenteeism, health care costs, and variables associated with participation." Thesis, This resource online, 1993. http://scholar.lib.vt.edu/theses/available/etd-06112009-063718/.

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Sliter, Michael T. "But We're Here to Help! Positive Buffers of the Relationship between Victim Incivility and Employee Outcomes in Firefighters." Bowling Green State University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1338682142.

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Baker, W. Kevin. "The role of organizational commitment and job satisfaction in progressive withdrawal behaviors : testing a comprehensive model with integrated methodology /." Diss., This resource online, 1994. http://scholar.lib.vt.edu/theses/available/etd-10032007-171731/.

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Scandurra, Anita Joan. "A study investigating the effect of exercise, membership in a corporate fitness center, and health risk/lifestyle behaviors on absenteeism at the Columbia Gas General Office Facility from July 1984-June 1986 /." The Ohio State University, 1987. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487335992902661.

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Schouw, Darcelle D. "The effect of a physical wellness pathway on the chronic absenteeism of shift workers at an Eskom power station." Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53629.

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Thesis (MScSportSc)--University of Stellenbosch, 2003.
ENGLISH ABSTRACT: For many companies, health care can consume half of corporate profits or more. Some employers look to cost sharing, cost shifting, managed care plans, risk rating and cash based rebates or incentives. These methods merely shift costs. Absenteeism in South Africa claims 3.2% of all scheduled work hours, 43 000 work hours per week, 9 days lost per employee per year and 1 employee in every 15 on a weekly basis. The main objective of this study was to establish the effect of a physical wellness intervention on the chronic absenteeism of a governmental company like Eskom. Fiftyfour males with a mean age of 42.13 years, participated in the program. Morphological and physiological variables included fat percentage; body mass index (BMI), cholesterol, blood pressure (BP), flexibility, cardiovascular endurance, waist circumference and muscle endurance. The participants were divided into four groups consisting of 12-15 individuals. Data was collected over a period of six months (March-August 2001). There were six sessions in which the subjects participated namely: wellness awareness, general body wellness, heart wellness, stress wellness, posture wellness and nutritional wellness. These sessions focussed on education, testing and physical activity, with follow-ups and maintenance at the Biokinetic rehabilitation station. Trends for the group were traced using a statistical analysis for absenteeism tallying the GSAR (gross sickness absentee rate) and AFR (absentee frequency rate) for the participants. The GSAR and AFR were significantly lower during the intervention. The return of investment was calculated based on the amount of hours worked per month on the August 2001 payroll, where the increment figure is based on an average increase of 7.9%. The result of the study concluded that work-site body wellness is health care reform that works, with absenteeism decreasing significantly and an improved employee health status.
AFRIKAANSE OPSOMMING: Baie maatskappye kan die helfte of meer van hul wins aan gesondheidsorg spandeer. Sommige werkgewers oorweeg kostedeling, verskuiwing van kostes, gesondheidsorgplanne, risikobepaling en kontantkortings of aansporings. Hierdie metodes skuif eerder net koste. In Suid-Afrika word 3.2% van alle geskeduleerde werksure as gevolg van afwesigheid verloor, 43 000 werksure per week, 9 dae per werknemer per jaar en 1 werknemer uit elke 15 op 'n weeklikse basis. Die hoofdoel van hierdie studie was om die effek van 'n fisieke welstand intervensie op die chroniese afwesigheid van 'n parastatale maatskappy soos Eskom daar te stel. Vier en vyftig mans met 'n gemiddelde ouderdom van 42.13 jaar het aan die program deelgeneem. Morfologiese en fisiologiese veranderlikes het vetpersentasie; liggaamsmass-indeks (LMI), cholesterol, bloeddruk (BD), soepelheid, kardiovaskulêre uithouvermoë, abdominale omtrek en spieruithouvermoë ingesluit. Die deelnemers is in vier groepe verdeel wat uit 12-15 persone bestaan het. Data is oor 'n periode van ses maande ingesamel (Maart-Augustus 2001). Die deelnemers het aan die volgende ses sessies deelgeneem: bewustheid van welstand, algemene liggaamlike welstand, hartwelstand, streswelstand, postuurwelstand en dieetwelstand. Hierdie sessies het op die opvoeding, toetsing en fisieke aktiwiteit gefokus met opvolg-ondersoeke en instandhouding by die Biokinetika rehabilitasiestasie. Neigings vir die groep is opgevolg deur statistiese analise vir afwesigheid deur die TSAS (totale siekte afwesigheidsyfer) en AFS (afwesigheidsfrekwensiesyfer) vir die deelnemers aan te teken. Die TSAS en AFS was beduidend laer tydens die intervensie. Die beleggingsopbrengs is bereken op die aantal ure per maand op die Augustus 2001 . betaalstaat met die toenamesyfer gebaseer op die gemiddelde verhoging van 7.9%. Die resultaat van die studie is dat liggaamlike welstand by die werksplek voordelig is vir gesondheidsorgverbetering en dat afwesigheid beduidend afneem terwyl daar ook 'n verbetering in die gesondheidstatus van werknemers was.

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Greenberg, Stuart Elliott. "Measuring absence cultures: an examination of absence perceptions of males and females." Thesis, Virginia Tech, 1989. http://hdl.handle.net/10919/44639.

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Absenteeism was explored from a social psychological perspective. The purpose was to measure the absence cultures (Nicholson and Johns, l9S5) of male and female employees through the use of policy capturing (Hobson and Gibson, l9S3). Absence was split into three dimensions: Personal Health, Stress Relief, and Family Responsibility (Nicholson and Payne, l9S7). One hundred and two employees of a large southeastern university were used as subjects. They were asked to give their own opinion and their opinion of their organization's view about the inappropriateness/appropriateness of the absence behaviors in the 27 policy capturing vignettes. They were also asked to give their subjective weighting of how they used each dimension to make their overall rating.

Master of Science

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Koen-Müller, Magdel. "An analysis of key factors responsible for and influencing the rate of employee absenteeism in the construction sector with specific reference to the Ngqura Harbour project." Thesis, Nelson Mandela Metropolitan University, 2005. http://hdl.handle.net/10948/152.

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Absenteeism places huge financial burdens on organisations and has a detrimental effect on productivity. Aware of the direct and indirect costs associated with absenteeism, management must determine what factors are responsible for the absenteeism and how these factors can be rectified in order to reduce the rate of employee absenteeism in the organisation. The study’s main aims were firstly to determine which key factors are responsible for employees being absent from work and secondly, how they can be rectified in order to reduce absenteeism. From the data that was obtained from the literature study stress, substance abuse, lack of job commitment and organisational factors account for some reasons given for absenteeism. Employee absenteeism may also be partly due to not enough emphasis being placed on career development, staff retention and salaries. Other causes of absenteeism include personal responsibilities, lack of motivation and low morale in the workplace. Only recently have managers become aware of the true impact which alcohol and substance abuse have on organisations. More productivity is lost through on-the-job absenteeism than due to any other single factor. On-the-job absenteeism is difficult to define and very difficult to identify. Such absenteeism includes the presence of employees at work while they are sick but incapable of performing to their true capabilities – this often occurring on Mondays or Fridays or the day after payday. With current staff retention programs, mergers and joint ventures, organisations now demand the same level of production with fewer employees. This has given rise to an increase in the level of stress employees experience, which led to stress becoming a key factor responsible for absenteeism. When managing absenteeism the implementation of a proper measurement system is essential. This will enable the company to determine the extent of their absenteeism. An evaluation and comparison of these statistics over a period of time will also shed light on the nature of the absenteeism. These will result in the proactive handling of a company’s absenteeism. This is also the first step away from the acceptance of absenteeism and subsequently the nurturing of an absence culture. Employers can take a number of steps to reduce absenteeism, such as giving responsibility for absence management to senior or human resource managers rather than line managers, introducing return to work interviews, introducing discipline procedures and others. The great majority of absence management solutions completely overlook organisational factors, instead focusing on individual, claim processing and health-related factors in the quest to reduce lost productive days. Absence management programs should focus on organisational (not individual) drivers of absence to encourage a present and committed workforce. Absenteeism will never be eradicated, but through careful management organisations can reduce the absentee rate and the effect it has on the organization.

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Josias, Beverley Ann. "The relationship between job satisfaction and absenteeism in a selected field services section within an electricity utility in the Western Cape." Thesis, University of the Western Cape, 2005. http://etd.uwc.ac.za/index.php?module=etd&amp.

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Absenteeism can be a major problem for organisations. As pressures increase on the budgets and competitiveness of companies, more attention is being given to reduce workplace absenteeism and its cost. Job satisfaction has been noted as one of the factors influencing an employee's motivation to attend. Studies on the relationship between absenteeism and job satisfaction seem to be inconsistent. Some research has found no correlation between these two variables whereas other studies indicate a weak to moderate relationship between these two variables. The aim of this study was to determine whether there is a relationship between job satisfaction and absenteeism in a selected department within and Electricity Unit in the Western Cape.

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Madlopha, Sboniso Charles. "A needs analysis of an employee wellness programme : the case of the Financial Services Regulatory Authority (FSRA) of Swaziland." Thesis, Rhodes University, 2015. http://hdl.handle.net/10962/d1018912.

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In 2010, the Financial Services Regulatory Authority (FSRA) of Swaziland noticed a significant increase in employee absenteeism which they discovered was related mainly to: poor health (sick leave), personal and financial stress (garnishee orders were increasing), and low staff morale, the consequence of which was low productivity and missed deadlines (FSRA, 2010:7). High levels of absenteeism meant that a sizeable number of employees were unable to complete their daily tasks (FSRA, 2010:7). Consequently, in 2011, the FSRA Human Resource Department started a wellness programme for all employees in the organization in an attempt to respond to the human resource challenges reported in 2009/10 financial year. By the end of 2012, FSRA management reported that the introduction of the EWP had not yielded the expected results. This therefore prompted management to request an evaluation of the FSRA employee wellness programme. The aim of this research was to identify and prioritize the needs of employees in terms of requirements of a wellness programme and how it should be delivered. The specific objectives of the study are as follows: to identify the wellness needs of employees, to identify employee preferences in terms of the type of interventions to be included in a wellness programme, to identify the preferred mode of delivery of the wellness programme and to make recommendations to management on the design of a wellness programme. Questionnaires with closed ended questions were used to collect data for this survey. The questionnaire used is attached as Appendix A. By means of a needs analysis survey, this research was designed to assess the FSRA employees’ needs in terms of an employee wellness programme, as well as the preferred EWP delivery methods. About 70 percent of FSRA employees participated in the survey. The respondents completed the questionnaire and submitted it online over a period of 10 working days (2 weeks). This report is structured into three sections, namely; section one, which is the evaluation report that gives details of the importance of the study, highlights research methods and then present the results, discussions and recommendations. Section two deals with the literature review while section three reports on the research methodology, research design and procedures and the limitation of the study. In light of the findings on the wellness needs of employees, 72 percent of the respondents felt the current wellness programme was very inadequate and a further 10 percent added that it was inadequate in addressing their wellness needs largely because the needs were not known. The most important wellness needs identified included: exercise, nutrition, personal hygiene, disease awareness and treatment of illness, coping with stress, coping with workload, ventilation, safety, bereavement, personal debt, and retirement planning. The most preferred wellness interventions that respondents proposed include Flexible Work Schedule, Safe Workplace, Improved Ventilation, Retirement Planning Advice and Gymnasium. Further analysis done using correlation analysis indicated that there was a significant positive relationship between the wellness needs and the wellness interventions. Concerning the delivery of the wellness programme, most of the employees indicated that outsourcing certain services was better than having them in house. The highest ranking of the services for out sourcing were nutrition education and medical checkups that ranked between 82 percent and 75 percent respectively. The respondents indicated that they want almost all the chosen interventions to be outsourced. Time slots should also be taken into consideration to ensure employee participation in the wellness programme services. The respondent FSRA employees seem to prefer interventions of an educational nature to be during the lunch hour. These include Nutrition Education, Health Education, Hygiene Education and Medical Check ups and Treatment, whereas Gymnasium was preferred to be after working hours.

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Arnolds, Allan. "Improving attendance at an automotive manufacturing company in the Eastern Cape." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1020324.

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Attendance in the workplace is becoming a growing challenge for companies or organisations in general. Non-attendance has become a world-wide or international problem. According to Banks, Patel and Moola (2012) it is a common problem in all types of industries, minor or large, private or government. South African organisations are losing estimated billions of rand in cost annually due to poor attendance. These costs are having a negative effect on organisations’ revenue, effectiveness, health and safety. A satisfactory level of employee attendance at work is necessary to allow departments within organisations to achieve their objectives and targets. Research suggests many factors which influence employee attendance and these are investigated, analysed and discussed within this study. The aim of the study was to attempt to improve attendance at an automotive manufacturing company by investigating the influences of certain elements, namely motivation, leadership (supportive), job satisfaction and rewards. The literature study was done to investigate the relationship between these factors and elements and attendance. Through research the realisation of the importance of controlling absenteeism has become very imminent. The literature review has shown that these factors are related to attendance, some of them influencing the tendency to attend work positively and others having a negative influence causing employees to be absent from work. The study also investigates some of the common possible reasons and motives for non-attendance. The empirical part of the study was to determine the perception of workers with regard to attendance. A convenience sampling method was used to select the respondents and the size of the sample consisted of 198 respondents. A researched and well-designed questionnaire was used to gather the data. The information was analysed with the latest statistics software package. Independent tests and analysis of various techniques were used to determine the statistical significant differences in the relationship between attendance and the elements with regard to employee perception. These perceptions were grouped in biographical categories, namely race, age, shop, service length, marital status, gender, income and the number of days absent in the last three years. Through the study statistically no actual significant difference was found among these groups. The key findings within this study show that there are no significant relationships between the dependent variable (attendance) and the independent variables, (motivation, leadership, job satisfaction and rewards). This relation is highlighted by the statistical data which is discussed and analysed individually for this study The theoretical and practical implications of the findings are discussed and recommendations based on these findings are provided.

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Scott, Eunice. "Wellness Education and Job-Related Injuries and Illnesses for Federal Employees." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3510.

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Work-related injuries and illnesses may lead to absenteeism, which affects the level of productivity. The purpose of this study was to determine the success of an employee workplace training program on work-related injury and illness rates at selected federal districts within a federal organization. Newman's model, which describes internal and external factors that may have an effect on an individual's health, was the framework that guided this project. A pre-post design was used to compare data from 2 publically available data sets, the Occupational Safety and Health Administration Illness and Injury and the Voice of the Employee Survey, for the years 2013 and 2014, before and after a wellness training program. According to a descriptive analysis of 91 illness and injury events that occurred during the 2-year period, the greatest number of employees who reported illnesses were mail handlers and mail processing clerks. Slips/trips and falls, strikes by machine/equipment or other objects, and repetitive motion were the top 3 types of injuries. After training, the total number of illness and injury days away from work and days of limited duty were decreased, indicating a positive impact of this workplace wellness program and a need for future training for these workers. This project has the potential to affect social change by supporting the benefits of workplace wellness in improving employee health and reducing workplace injuries at federal agencies.

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Pitkoff, Evan. "Absenteeism among urban high school employees : organizational variables /." Access Digital Full Text version, 1989. http://pocketknowledge.tc.columbia.edu/home.php/bybib/10903586.

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Van, der Walt Natasha. "Dismissal due to excessive ill health absenteeism." Thesis, Nelson Mandela Metropolitan University, 2010. http://hdl.handle.net/10948/1286.

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In a globally competitive market place companies strive to become as efficient as possible. Absenteeism is a worldwide problem as it impacts on company efficiency and cost effectiveness. A large portion of absenteeism can be attributed to ill health absences. Companies have prioritized the need to find ways of managing and reducing absenteeism. In South Africa such processes have to occur within the confines of a constitutional right to fair labour practices and other prescriptive labour legislation. The issue is somewhat complicated by the fact that employees have a right to paid time off due to illness. It is thus clear that not all ill health absenteeism can be deemed problematic. A balancing act needs to occur between the operational needs of the employer and the rights of employees. Ill health absenteeism becomes problematic once a threshold is reached at which point it becomes intolerable for the employer, thus deemed excessive. Excessive ill health absenteeism is not a difficult concept to understand, however it is not specifically defined. A universal concept of when absence is deemed to have reached the threshold of excessiveness does not exist and varies from one employer to the next. Excessive ill health absence is a multi-facetted concept (as a result of the various types of ill health absence) and thus a universal process cannot be adopted to deal with all types of excessive ill health absenteeism. In an attempt to deal with the different types of ill health absenteeism it is pertinent to categorize the issues. The author suggests various ways of dealing with ill health absenteeism, depending on the facts of each case. A misconduct process should only be applicable in instances where it can be proved that sick leave is used inappropriately or the reason for absence is unknown. Although case law suggests the prevalence of dealing with ill health absence as misconduct, especially in the case of persistent short term absence, these cases rarely prove that abuse is taking place. Suspicions regarding abuse without proper evidence to support such claims will not satisfy the substantive fairness requirements. In the event that illness is of a medium to long term nature, an ill health incapacity process may be the most appropriate process to apply, as in such instances a clearly distinguishable illness exists, which makes accommodation less problematic. Such a process is less suited to persistent short term absence as this can be the result of many illnesses or injuries. In the case of persistent short term absence, the individual may be fully capable of performing their duties upon returning to work, however their frequent absence causes unreliability and inefficiency. It is clear in this instance that accommodation cannot take place due to the unpredictable nature of the absences. The concern with persistent short term absence is less with the illness or illnesses displayed and more with the absences itself. The author suggests that it may be appropriate to deal with such absences on the basis of incapacity due to poor work performance. This assertion is based on the fact that the concern is with frequent short term absence that causes the employee to be unreliable; however the illnesses are not of such a nature that it can warrant accommodation. If it is accepted that the employee is not malingering or if the malingering cannot be proved the employee has failed to meet a performance standard (attendance standard). It is suggested that as part of any incapacity investigation consideration should be given to whether the illness or injury can be deemed a disability. This is necessary as disabled individuals are afforded special protection and treatment. A dismissal of an incapacitated individual that is actually deemed “disabled” could be held to be automatically unfair and therefore it is pertinent that this is established at the outset.

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Kante, Aboubacar Sidiki. "Le présentéisme professionnel dans un contexte de rareté de l'emploi formel : la place des femmes salariées dans les entreprises industrielles du Mali." Thesis, Paris, CNAM, 2018. http://www.theses.fr/2018CNAM1214/document.

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Nous avons engagé ce processus doctoral à travers le mémoire propédeutique sur l’absentéisme dans les entreprises industrielles au Mali. Cette étude sur l’absentéisme nous a permis de constater le présentéisme des femmes salariées. A la demande de la Directrice de thèse Pascale de ROZARIO, nous avons focalisé la thèse sur ce sujet. Son aboutissement a permis de constituer quatre idéaux-types de femme salariée présentéiste selon le modèle de Max Weber: *La femme salariée présentéiste de type traditionnel dont les présences régulières et continues au travail sont influencées par les cérémonies de funérailles. *La femme salariée présentéiste de type affectif dont les comportements présentéistes sont essentiellement fondés par les soutiens des collègues et de la hiérarchie. *La femme salariée présentéiste de valeur dont le présentéisme est justifié par les soutiens multiformes de ses proches et ses soutiens financiers à ces derniers. *La femme salariée présentéiste de type rationnel qui anticipe les sanctions disciplinaires et pécuniaires en privilégiant le respect des textes règlementaires
We began this PhD research on the topic of absenteeism in industrial plants of Mali. This study on absenteeism allowed me to mention the regular presence of some women at work. That is why; the PhD Director Pascale de Rozario recommended focusing our research on this topic. The implementation and processing of data in liaise with the theoretical model of Max Weber allowed to identify four ideal types of presenteeist employee women: The traditional presenteeist woman influenced by funerals and burials. The affective presenteeist woman influenced by colleagues and managers’ support. The valued presenteeist woman whose behavior is justified by relatives support and her financial contribution towards those relatives. The rationale presenteeist influenced by standing orders and financial punishments resorting to respect of statutory acts

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Tladi, Raisibe Florinah. "Absenteeism management in Limpopo Provincial Legislature." Thesis, University of Limpopo, 2017. http://hdl.handle.net/10386/2560.

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Thesis (MPA.) -- University of Limpopo, 2017
Absenteeism remains a challenge in government entities, especially if it is measured in monetary terms. Government loses a number of hours through employees who are officially or unofficially away from work. The high absenteeism is created by a number of factors, amongst which leave policy gaps and poor management systems can cited. Therefore this study expected to investigate the management of absenteeism in Limpopo Provincial Legislature. A qualitative research approach was used to collect data through semi-structured interviews. One of the major findings in the study is that there is a lack of communication between line-managers and human resources section. Departments still work in silos and hence some employees exploit their leave benefits. The study recommends that communication strategies in the Limpopo Provincial Legislature should be effectively implemented and policy gaps in relation to leave benefits should be reviewed.

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Bekrar, Yacine. "Trois essais sur l’epargne salariale comme dispositif d’association des salaries a la croissance et au developpement de l’entreprise." Thesis, Toulon, 2017. http://www.theses.fr/2017TOUL2003/document.

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Ce travail doctoral s’interroge sur les déterminants des comportements d’épargne salariale. Le chapitre 1 présente un état des lieux de l’épargne salariale. Nous détaillons ensuite les principales règles de fonctionnement de l’épargne salariale. Nous présentons enfin les principaux déterminants des comportements d’épargne salariale identifiés par la littérature. Le chapitre 2 examine les déterminants socio-économiques de l’efficience des portefeuilles d’épargne salariale. Il propose également une analyse des déterminants des erreurs d’investissement des salariés mesurées par un indice. Nous dissocions les investissements faits dans le cadre des augmentations de capital réservées aux salariés et ceux faits au titre des autres plans d’épargne entreprise. Nous nous intéressons d’une part à la décision binaire d’investir ou pas, et à l’efficience du portefeuille d’autre part. Notre échantillon porte sur 30 000 salariés d’un groupe bancaire français et contient des informations sur les caractéristiques individuelles des salariés et le détail des montants investis dans les plans et leurs caractéristiques de rentabilité et de risque. Les caractéristiques des salariés affectent significativement l’efficience des portefeuilles. Nous mettons en évidence une forte concentration en actions de l’entreprise. Nous montrons également que l’investissement des salariés est sous optimal compte tenu de l’écart existant entre le ratio de Sharpe optimal que nous avons calculés et le ratio de Sharpe des salariés. Nous régressons enfin cette différence sur les caractéristiques des salariés. Le chapitre 3 analyse empiriquement les déterminants de l’investissement en actions de l’entreprise. L’actionnariat salarié diminuerait les comportements de retrait des salariés tels que l’absentéisme et la rotation du personnel. Or, la causalité inverse que nous postulerons n’avait jamais été analysée : l’effet de l’absentéisme et de la rotation du personnel sur l’investissement en actions de l’entreprise par ses salariés. Nous montrons que l’absentéisme et la rotation du personnel affectent significativement la participation. Nous validons nos hypothèses de recherche à l’aide de diverses méthodes de régression. Nous analysons un panel d’environ 15 000 salariés de près de 900 filiales d’un groupe français coté appartenant au secteur de la construction, des travaux publics et des concessions sur une période de 5 ans. La participation au plan d’actionnariat salarié dépend du niveau d’absentéisme et de rotation du personnel au sein de l’entreprise. L’absentéisme et la rotation du personnel influencent l’investissement en actions de l’entreprise différemment selon la catégorie socioprofessionnelle du salarié et les motifs d’absences et de sorties Le chapitre 4 administre un questionnaire à des épargnants individuels afin d’évaluer leur connaissance financière. Nous nous sommes inspirés des enquêtes de Lusardi et de la Banque Centrale Européenne afin de réaliser un questionnaire adapté au cas français. Nous constatons l’influence de l’éducation financière sur les décisions d’investir. Le questionnaire a été diffusé auprès des salariés d’un établissement bancaire d’une part et de leurs clients d’autre part. Bien que nos résultats confirment dans l’ensemble la littérature sur la connaissance financière, nous identifions plusieurs nouveaux résultats
This dissertation questions the determinants of employee savings behavior. Chapter 1 presents an overview of employee savings schemes. We then detail the main rules of employee savings schemes. Finally, we present the main determinants of the behavior of employee savings schemes identified by the literature. Chapter 2 examines the socio-economic determinants of employee savings’ portfolio efficiency. It also proposes an analysis of the determinants of investment errors of employees measured by an index. We dissociate investments made in the context of Employee stock purchase plan and those made through other employee savings plans. We are interested in the binary decision to invest or not on the one hand and in the portfolio efficiency on the other hand. Our sample covers 30,000 employees of a French bank, contains information on the individual characteristics of employees and details of the amounts invested in the plans, their risk and risk characteristics. The characteristics of the employees significantly affect the efficiency of the portfolios. We highlight a strong concentration of company stocks. We also show that the investment of employees is not optimal given the gap between the optimal Sharpe ratio and the actual Sharpe ratio. We finally regress this difference on the characteristics of the employees. Chapter 3 empirically analyzes the determinants of investment in company shares. Employee stock ownership would reduce the withdrawal behavior of employees, such as absenteeism and turnover. However, the reverse causality we assume had never been analyzed: the effect of absenteeism and the staff turnover on the investment in employer’s stocks. We show that absenteeism and staff turnover significantly affect participation. We validate our hypotheses using a variety of regression methods. We analyze a panel of approximately 15,000 employees of nearly 900 subsidiaries over a period of 5 years of a French listed company belonging to the construction, public works and concessions sector. Participation in employee stock ownership plan depends on the level of absenteeism and turnover of employees within the company. Absenteeism and staff turnover influence the investment in company shares differently depending on the employee's occupations category and the reasons for absences and departures. Chapter 4 analyze the results of a survey we sent to individual savers to assess their financial literacy. We translated the surveys of Lusardi and the European Central Bank to produce a questionnaire adapted to the French case. We see the influence of financial education on investment decisions. The questionnaire was distributed to the employees of a bank on the one hand and their customers on the other. Although our results generally confirm the literature on financial literacy, we identify several new findings

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45

Sayers, Stanley Andrew. "Assessment of skills retention strategies in a health sub-district within a metropolitan municipality in the Western Cape." Thesis, Cape Peninsula University of Technology, 2018. http://hdl.handle.net/20.500.11838/2746.

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Thesis (MTech (Public Administration)--Cape Peninsula University of Technology, 2018.
Organisations spend large sums of money on staff after they have been recruited in order to make them proficient in their jobs. It is therefore important to ensure that staff remain with the organisation for as long as possible, allowing the organisation to reap the benefit from its investment in the form of good performance by staff. Work performance can however, be affected negatively when labour turnover is high. This research project reflects on staff turnover amongst professional nurses, posing the question, “What can be done to alleviate high staff turnover?” A quantitative approach to research was followed within a Western Cape Metropolitan Municipality. The significance of the research is reflected in the recommendations made to the management of the municipality to address staff turnover in the specified category of employees.

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Hickling, Jacqueline Anne. "Job satisfaction, job involvement and absenteeism : a comparison between part-time and full-time retail employees /." Title page, table of contents and abstract only, 2001. http://web4.library.adelaide.edu.au/theses/09ARPS/09arpsh6286.pdf.

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Singh, Randhir. "Employment status as a driver of absenteeism and customer satisfaction in a retail organisation." Thesis, Cape Peninsula University of Technology, 2012. http://hdl.handle.net/20.500.11838/2093.

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Thesis (DTech (Marketing))--Cape Peninsula University of Technology, 2012.
Secondary data sourced from the Kronos Time Keeping system and Human Resources department indicate that absenteeism amongst Pick n Pay employees are constantly increasing and it seems that management has adopted a laissez-faire attitude in response to rectifying absenteeism. This study has endeavoured to establish if staff absenteeism is rife in supermarkets, which employment status has higher absenteeism figures and does it affect customer services. The objectives of this study were to answer and find solutions to the research question and the multiple questions arising from the research problem: do the supermarket employees understand the impact of absenteeism to the organisation? Is management aware of the causes of high employee absenteeism? Do management have solutions to reduce the absenteeism rate? Do management know which employee status has higher absenteeism figures? What procedures can be adopted to reduce absenteeism? The overall effect of any solution should focus on creating a more absent free and customer orientated organisation. The empirical investigation was carried out through quantitative as well as qualitative research methodology. Absenteeism statistics were collected from the five participating supermarkets in the Western Cape human resources departments and were made available to the researcher as secondary data. Four different data collection methodology were used to conduct the enquiries in the five participating supermarkets.

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Birtwhistle, Kristen Elizabeth. "An analysis of health related physical fitness measurements and absenteeism of employees participating in worksite wellness program." Scholarly Commons, 1988. https://scholarlycommons.pacific.edu/uop_etds/2153.

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49

Lamohr, Clive. "Perceptions and attitudes of employees toward voluntary HIV/AIDS testing: a South African case study." Thesis, University of Western Cape, 2006. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_8115_1184927881.

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The devastation caused by the Human Immunodeficiency Virus/ Acquired Immune Deficiency Syndrome (HIV/AIDS) is having a major impact on both the social and economic environment in South Africa. HIV/AIDS hits at the core of the businesses structure - the bottom line. In the absence of a cure for the disease or an effective vaccine, the challenge for all the stakeholders is how to successfully contain and limit the impact of the disease. Intervention programmes such as awareness, knowledge sharing and sero-prevailance testing have the potential to limit HIV/AIDS infections and reduce high-risk behaviours. Whilst education and awareness programmes have been relatively successful in highlighting the dangers of HIV infection, perception, attitudes and behaviours of employees towards HIV/AIDS have dampened voluntary HIV screening initiatives. Many South African organisations have commendable HIV/AIDS education and awareness programmes, however, a concerning fact is that employees are reluctant to avail themselves to voluntary HIV/AIDS testing. Stigmatising attitudes toward persons living with HIV/AIDS may reduce people&rsquo
s willingness to have themselves tested for the Human Immunodeficiency Virus (HIV). This may increase the risk of transmission. It may also lead to increased absenteeism in the workplace, and workdays lost resulting from excessive sick.

The aim of the study was to establish what the perceptions and attitudes are of employees at different levels of the organisation with regard to HIV/AIDS testing. A further aim was to identify possible reasons for the poor employee response to voluntary HIV/AIDS testing. It was thus important for this research to gauge employee knowledge, attitude and behaviour toward HIV/AIDS in order for organisations to develop strategies for effective HIV/AIDS counselling and testing programmes.

The data for this study was collected by means of a self report questionnaire. The questionnaire was administered to a sample of employees across all levels of the organisation using the convenient sample approach to identify the respondents. Two hundred and forty six (246) out of a total of 600 questionnaires distributed were returned, making the response rate a credible 41%.
The Statistical Package for Social Science (SPSS) was used to analyse the data obtained from the questionnaire. Both inferential and descriptive statistical approaches were used to analyse the data. The Analyses Of Variance (ANOVA) was used to determine whether differences exist in the perceptions and attitudes of employees at different levels and groupings in the organisation. Additionally post hoc tests (i.e. the Scheffe test) were applied to all comparisons of means after the analysis of variance.

The findings of this research are important for the role of HIV/AIDS testing and awareness/preventions strategies implemented in South Africa. It provides more insight as to why employees resist HIV/AIDS testing. It can furthermore assist organisations in developing strategies for implementing effective HIV/AIDS awareness and/or prevention programmes. More specifically, the findings identified ways in which organisations can redesign their intervention programmes so as to encourage a greater number of employees to submit to voluntary HIV/AIDS testing.

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Satterwhite, Monica L. "A Retrospective Study: The Relationship Between Health Care Costs, Absenteeism and Body Mass Index in a Group of Municipal Employees." Thesis, University of North Texas, 2000. http://www.oregonpdf.org.

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Thesis (M.S.)--University of North Texas, 2000.
Includes bibliographical references (leaves 46-50). Also available online (PDF file) by a subscription to the set or by purchasing the individual file.

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Dissertations / Theses on the topic 'Employee absenteeism'

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