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Journal articles on the topic 'Employee absenteeism'

Author: Grafiati

Published: 4 June 2021

Last updated: 1 February 2022

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1

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

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2

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

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3

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

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Employee absence rate, causes of employee absenteeism and the effects of employee absences on productivity are topics of discussion in many organizations. One reason is that high rates of employee absence may signal weak management and poor labor-management relations. A second reason is that reducing rates of employee absence may be an effective way to improve productivity. This paper reports the results of a study of employee absences in education, a large, labor-intensive industry. Employee absence in education is a serious problem which adversely affects the curriculum, discipline of the students and academic achievements of the students. In addition to economic loss, teacher absences induces students' absenteeism and causes damage to the school's reputation and it may even affect the school's general existence. This research paper tries to find out employee absenteeism rate, analyse the causes of employee absenteeism and design suitable programmes for encouraging better attendance of employees. Correlation analysis revealed that employee absenteeism was significantly related to demographic variables, cultural factors, personal characteristics of employees, community characteristics and organisational factors.

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4

Judge, Timothy A., Susan R. Rhodes, and Richard M. Steers. "Managing Employee Absenteeism." Industrial and Labor Relations Review 44, no. 3 (April 1991): 577. http://dx.doi.org/10.2307/2524179.

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5

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

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The impact of absenteeism on firms or even a nation’s economy is enormous, taking account of the costs associated with it. The major objective of the study is to analyze the relationship between job satisfaction, health status, family responsibilities, working condition, employee relation, occupational stress, and transportation problem and employee absenteeism of Nepalese commercial banks and to make suggestions to minimize the level of absenteeism of employees. However the specific objectives of this study are to analyze the perception of employees towards the absenteeism in Nepalese commercial banks, to determine factor affecting employee absenteeism in Nepalese commercial banks, to identify the reasons for absenteeism among employees in Nepalese commercial banks, to examine the relationship between job satisfaction, health status, family responsibilities, working condition, employee relation, occupational stress, transportation problem employee absenteeism in Nepalese commercial banks, to investigate the impact of job satisfaction, health status, family responsibilities, working condition, employee relation, occupational stress, transportation problem on employee absenteeism, to analyze the most important variable affecting employee absenteeism. The study found that job satisfaction is inversely related to absenteeism. The absent from a work situation that is sampling errors, scale inadequacies and the use of different measurement instruments. The psychological model that discusses this is the withdrawal model, which assumes that absenteeism represents individual withdrawal from dissatisfying working conditions. The study support in a negative association between absence and job satisfaction, especially satisfaction with the work itself. Medical-based understanding of absenteeism find support in research that links absenteeism with smoking, problem drinking, low back pain, and migraines Absence ascribed to medical causes is often still, at least in part, voluntary.

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Jaarsveld, Diana van, and ElsabÃ Keyser. "The Moderating Role of Job Satisfaction on Workplace Absenteeism and Substance use amongst the Employees at a Power Utility in Mpumalanga." Journal of Economics and Behavioral Studies 10, no. 2(J) (May 19, 2018): 219–30. http://dx.doi.org/10.22610/jebs.v10i2(j).2231.

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This article concentrates on the extent to which job satisfaction predicts absenteeism and substance use levels, and also investigates the moderating effect of job satisfaction on absenteeism and substance use levels amongst employees at a power utility in Mpumalanga. This study is based on data gathered from a survey regarding job satisfaction, absenteeism and the substance consumption levels of employees, its antecedents and outcomes. A total of 239 permanent employees based at a power utility in Mpumalanga participated in the research study. These employees were employed in a permanent position at the power utility, gave consent to participate in the research study willingly and were employed for more than three months. The core findings of this study revealed that the frequency of substance consumption influences employee absenteeism and that job satisfaction indeed plays a moderating role on the relationship between substance consumption levels and employee absenteeism. The findings of this study can assist management to understand the relationship between substance consumption and absenteeism and how job satisfaction influences this relationship in order torestrict unnecessary absenteeism properly. The study added value to the field of study by providing complementary scientific research to the lacking literature. In addition, it confirms international findings and its applicability in the energy sector.

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Jaarsveld, Diana Van, and Elsabé Keyser. "The Moderating Role of Job Satisfaction on Workplace Absenteeism and Substance use amongst the Employees at a Power Utility in Mpumalanga." Journal of Economics and Behavioral Studies 10, no. 2 (May 19, 2018): 219. http://dx.doi.org/10.22610/jebs.v10i2.2231.

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This article concentrates on the extent to which job satisfaction predicts absenteeism and substance use levels, and also investigates the moderating effect of job satisfaction on absenteeism and substance use levels amongst employees at a power utility in Mpumalanga. This study is based on data gathered from a survey regarding job satisfaction, absenteeism and the substance consumption levels of employees, its antecedents and outcomes. A total of 239 permanent employees based at a power utility in Mpumalanga participated in the research study. These employees were employed in a permanent position at the power utility, gave consent to participate in the research study willingly and were employed for more than three months. The core findings of this study revealed that the frequency of substance consumption influences employee absenteeism and that job satisfaction indeed plays a moderating role on the relationship between substance consumption levels and employee absenteeism. The findings of this study can assist management to understand the relationship between substance consumption and absenteeism and how job satisfaction influences this relationship in order torestrict unnecessary absenteeism properly. The study added value to the field of study by providing complementary scientific research to the lacking literature. In addition, it confirms international findings and its applicability in the energy sector.

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8

Dionne, Georges, and Benoit Dostie. "New Evidence on the Determinants of Absenteeism Using Linked Employer-Employee Data." ILR Review 61, no. 1 (October 2007): 108–20. http://dx.doi.org/10.1177/001979390706100106.

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This paper provides new evidence on the determinants of absenteeism. The authors extend the typical labor-leisure model used to analyze the decision to skip work to include firm-level policy variables relevant to the absenteeism decision and uncertainty about the cost of absenteeism. Estimates based on data from Statistics Canada's Workplace Employee Survey (1999–2002), with controls for observed and unobserved demographic, job, and firm characteristics (including workplace practices), indicate that work arrangements were important determinants of absence. For example, the authors find strong evidence that standard weekday work hours, work-at-home options, and reduced workweeks were associated with reduced absence, whereas shift work and compressed work weeks were associated with increased absence.

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Manivannan, J. "A Study of Employee Absenteeism." Medico-Legal Update 18, no. 1 (2018): 424. http://dx.doi.org/10.5958/0974-1283.2018.00086.5.

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

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11

Hackett, Rick D. "Age, Tenure, and Employee Absenteeism." Human Relations 43, no. 7 (July 1990): 601–19. http://dx.doi.org/10.1177/001872679004300701.

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12

Navarro, Chris, and Cara Bass. "The Cost of Employee Absenteeism." Compensation & Benefits Review 38, no. 6 (December 2006): 26–30. http://dx.doi.org/10.1177/0886368706295343.

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13

Lukito, Hendra, and M. Kurnia Utama. "PENGARUH ABSENTEEISM DAN JOB ATTITUDE TERHADAP KINERJA KARYAWAN PADA PERUSAHAAN LEASING DI KOTA PADANG." BISMA 13, no. 3 (November 30, 2019): 139. http://dx.doi.org/10.19184/bisma.v13i3.8879.

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This study aims to examine and analyze the effect of absenteeism and job attitude on employee performance in leasing companies in Padang City, West Sumatra Province. Absenteeism defined as the absenteeism of employees from their work responsibility. Job attitude can be measured through job satisfaction and organizational commitment. The population was all employees who work at one of the leasing companies located in Padang. The sampling method used was saturated sampling (census). Research data was collected by distributing questionnaires to a total of 43 respondents. Data processing and analysis were performed using a multiple linear regression method run by SPSS version 22.0. The results of the study indicated that absenteeism has no significant effect on employee performance. Job satisfaction, as part of job attitude, had a significant effect on employee performance, while organizational commitment did not significantly affect performance.

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Martocchio, Joseph J., and Diana I. Jimeno. "Employee absenteeism as an affective event." Human Resource Management Review 13, no. 2 (June 2003): 227–41. http://dx.doi.org/10.1016/s1053-4822(03)00014-7.

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15

Paget, Kathryn J., Delia L. Lang, and Kenneth S. Shultz. "Development and Validation of an Employee Absenteeism Scale." Psychological Reports 82, no. 3_suppl (June 1998): 1144–46. http://dx.doi.org/10.2466/pr0.1998.82.3c.1144.

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Given the staggering costs of absenteeism in the workplace, a better understanding of its causes and consequences is needed. Therefore, items from an interview by Nicholson and Payne (1987) were incorporated into an absenteeism survey administered to 118 working students. A factor analysis of 13 potential causes of absenteeism yielded two interpretable factors which were Involuntary and Voluntary. Scores on the Voluntary factor were marginally correlated −.17 ( p<.10) with the number of days absent in the last six months, whereas scores on the Involuntary factor were not ( r = −.11, p >.10). These results are discussed in terms of how they help us to understand the complex construct of absenteeism.

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Yassi, Annalee, Joel Kettner, Greg Hammond, Mary Cheang, and Myrna McGill. "Effectiveness and Cost-Benefit of an Influenza Vaccination Program for Health Care Workers." Canadian Journal of Infectious Diseases 2, no. 3 (1991): 101–8. http://dx.doi.org/10.1155/1991/376502.

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This study retrospectively reviewed the effectiveness of a vaccination program for hospital workers in a large tertiary care hospital, quantified influenza-induced absenteeism, and examined the factors determining the costs and benefits of this program. Absenteeism among high risk hospital workers was increased by 35% (P=0.001) during the virulent influenza epidemic of 1987–88. Benefits, measured as the value of sick time avoided, compared with costs, including materials, occupational nursing staff time, employee time during vaccination, and time lost due to adverse reactions, revealed a net benefit of $39.23 per vaccinated employee. Sensitivity analyses highlighted vaccine efficacy and absenteeism due to influenza and adverse reactions to vaccination as the most important factors; with time lost due to adverse reactions as much as 0.013 days per vaccinated employee and a vaccine efficacy of 70%, net positive benefits could be achieved if influenza-induced absenteeism is 0.5% or greater of paid employee time during the epidemic season. The results suggested that the net cost-benefit of a hospital employee vaccination program to decrease both employee morbidity and nosocomial influenza among patients, would be increased by active promotion of the vaccination program, especially for employees in high risk areas.

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Pelled, Lisa Hope, and Katherine R. Xin. "Down and Out: An Investigation of the Relationship between Mood and Employee Withdrawal Behavior." Journal of Management 25, no. 6 (December 1999): 875–95. http://dx.doi.org/10.1177/014920639902500605.

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A relatively new and promising area of research is the effect of mood in the workplace. In an effort to extend existing literature on the subject, we examined the impact of two mood dimensions (positive affect and negative affect) on employees’ withdrawal behavior—specifically, on their absenteeism and turnover from an organization. A longitudinal study of 129 employees of a division of an electronics firm revealed that positive affect reduced absenteeism, while negative affect increased absenteeism and turnover. Job satisfaction moderated the relationship between positive affect and absenteeism. These results point to the importance of considering both job attitudes and emotions in efforts to predict and manage employee withdrawal behavior.

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18

Hoxsey, Dann. "Are happy employees healthy employees? Researching the effects of employee engagement on absenteeism." Canadian Public Administration 53, no. 4 (November 24, 2010): 551–71. http://dx.doi.org/10.1111/j.1754-7121.2010.00148.x.

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Gunnarsson, Candace, Jie Chen, John A. Rizzo, Joseph A. Ladapo, Ahmad Naim, and Jennifer H. Lofland. "The Employee Absenteeism Costs of Rheumatoid Arthritis." Journal of Occupational and Environmental Medicine 57, no. 6 (June 2015): 635–42. http://dx.doi.org/10.1097/jom.0000000000000461.

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Bennedsen, Morten, Margarita Tsoutsoura, and Daniel Wolfenzon. "Drivers of effort: Evidence from employee absenteeism." Journal of Financial Economics 133, no. 3 (September 2019): 658–84. http://dx.doi.org/10.1016/j.jfineco.2018.12.001.

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Lawrance, Natalie, George Petrides, and Marie-Anne Guerry. "Predicting employee absenteeism for cost effective interventions." Decision Support Systems 147 (August 2021): 113539. http://dx.doi.org/10.1016/j.dss.2021.113539.

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22

Heaney, Catherine A., and Jill Clemans. "Occupational Stress, Physician-Excused Absences, and Absences Not Excused by a Physician." American Journal of Health Promotion 10, no. 2 (November 1995): 117–24. http://dx.doi.org/10.4278/0890-1171-10.2.117.

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Purpose. This study explores two possible mechanisms through which occupational stress is linked to absenteeism. The extent to which physician-excused absenteeism and absenteeism not excused by a physician are related to employee reports of perceived stress is assessed. Design. A plantwide survey was conducted in January 1990. Employee reports of occupational stress gained from this survey were linked with 1990 absenteeism data from the employees' records. Setting. A mid-sized manufacturing plant. Sample. Complete data were available for 998 of the 1534 (65%) unionized employees in the plant. Measures. Measures of both physician-excused absences and absences not excused by a physician were created. Stressors included role ambiguity, lack of control over work pace, and being paid on a piece-rate basis. Perceived stresses included role conflict, physical environment stresses, and overall work stress. Results. For physician-excused absenteeism, role conflict (OR, 1.54, p <.01), overall work stress (OR 1.24, p <.05), and physical environment stress (OR 1.34, p <.05) had significantly elevated odds ratios, even after adjusting for demographics. For absences not excused by a physician, none of the stressors or stresses had significant odds ratios after controlling for demographic characteristics. Conclusions. Employees in this plant were not using short-term voluntary absenteeism as a way of coping with work stress. However, high levels of perceived work stress were associated with subsequent physician-excused absences.

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Nunes, Ana P., Melissa K. Richmond, Fred C. Pampel, and Randi C. Wood. "The Effect of Employee Assistance Services on Reductions in Employee Absenteeism." Journal of Business and Psychology 33, no. 6 (October 4, 2017): 699–709. http://dx.doi.org/10.1007/s10869-017-9518-5.

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Mukwevho, Harriet, Alufheli Edgar Nesamvuni, and Joseph Robert Roberson. "Factors Impacting Employee Absenteeism and The Managers’ Perception of its Causes in the Hotel Industry." December 2020, no. 9(5) (December 31, 2020): 1161–77. http://dx.doi.org/10.46222/ajhtl.19770720-75.

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The economic viability and success of a hotel depends on the optimisation of all resources, including Human Resources (HR). Absenteeism is an occurrence that can have a significant negative impact on optimising HR in South African hotels in the Gauteng Province. The objective of this study is to identify the factors that contribute to employee absenteeism, as well as describing the hotel employers’ perceptions of employee absenteeism. A quantitative research approach was followed in this study. A survey questionnaire was developed in order to collect data from 13 establishments, with a 3-star to 5-star grading, in the Gauteng Province. The findings reveal that absenteeism is mainly due to family responsibilities including childcare, other causes identified were strikes, fatigue, transport problem and genuine illness. It is evident from the findings that delivery of quality services can be affected negatively, due to abuse of sick leave and the cost associated with absenteeism. The results of this research project will contribute by creating an awareness of the negative impact that absenteeism has on the hotel and what employers could do to improve employee attendance.

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Candra, Candra, Lutfan Lazuardi, and Mubasysyir Hasanbasri. "Ketidakhadiran tenaga kesehatan di puskesmas: analisis data IFLS 2012 di Wilayah Indonesia Timur." Berita Kedokteran Masyarakat 32, no. 12 (December 1, 2016): 481. http://dx.doi.org/10.22146/bkm.25628.

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Absenteeism among primary health center workers: an analysis of the 2012 IFLS in Eastern IndonesiaPurposeThe study aimed to determine the determinants for absence of health centre employees in urban and rural areas in the eastern Indonesian region using data IFLS East 2012.MethodsThis study was a quantitative research using secondary data analysis of Indonesian family life survey (IFLS) East 2012 with health professionals using a cross-sectional design. The population was all health workers in seven provinces in Eastern Indonesia (Nusa Tenggara Timur, East Kalimantan, South East Sulawesi, Maluku, North Maluku, Papua, West Papua). The research sample totaled 1809 health workers. Analysis used STATA version 12.ResultsThe results of bivariable analysis on the variables gender, type of health worker, tenure, health center locations showed a significant relationship with absenteeism the health center employee. The results showed from the multivariable analysis showed higher odds ratio at rural health centers versus urban locations with absenteeism of health center employee, but there was no significant difference.ConclusionThe absenteeism of health center employees is influenced by various multi-factors especially gender, types of health worker, tenure and health center locations. Increased capacity in the management by health center managers, broader authority to enforce discipline, and monitoring by the community is expected to decrease absenteeism of health center employees.

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Lowe, Graham S., Grant Schellenberg, and Harry S. Shannon. "Correlates of Employees' Perceptions of a Healthy Work Environment." American Journal of Health Promotion 17, no. 6 (July 2003): 390–99. http://dx.doi.org/10.4278/0890-1171-17.6.390.

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Purpose. This study analyzed correlates of workers' perceptions of the extent to which their work environment is healthy and how these perceptions influence job satisfaction, employee commitment, workplace morale, absenteeism, and intent to quit. Design. One-time cross-sectional telephone survey. Setting. Canadian employees in 2000. Subjects. A randomly chosen, nationally representative sample of 2500 employed respondents, using a household sampling frame. The response rate was 39.2%. Self-employed individuals were excluded, leaving a subsample of 2112 respondents. Measures. The dependent variable was the response to the item, “The work environment is healthy” (5-point strongly agree–strongly disagree Likert scale). Independent variables used in bivariate and ordinary least-squares regression analyses included sociodemographic characteristics, employment status, organizational characteristics, and scales that measured job demands, intrinsic rewards, extrinsic rewards, communication/social support, employee influence, and job resources. Perceptions of a healthy work environment were related to job satisfaction, commitment, morale (measured on a 5-point scale), number of self-reported absenteeism days in the past 12 months, and whether or not the respondent had looked for a job with another employer in the past 12 months. Results. The strongest correlate of a healthy work environment was a scale of good communication and social support (beta = .27). The next strongest was a job demands scale (beta = –.15.) Employees in self-rated healthier work environments had significantly ( p < 0.01) higher job satisfaction, commitment and morale, and lower absenteeism and intent to quit. Conclusions. The study supports a comprehensive model of workplace health that targets working conditions, work relationships, and workplace organization for health promotion interventions.

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BAMBERGER, PETER, and MICHAL BIRON. "SOCIAL COMPARISON AND ABSENTEEISM: EXPLAINING THE IMPACT OF REFERENT NORMS ON EMPLOYEE ABSENTEEISM." Academy of Management Proceedings 2006, no. 1 (August 2006): C1—C6. http://dx.doi.org/10.5465/ambpp.2006.27161829.

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M.P., Ashika, Nitu Ghosh, and Fazeelath Tabassum. "EMPLOYEES ATTITUDE TOWARDS STRESS AND ABSENTEEISM DURING COVID-19 CRISIS IN INDIAN HEALTHCARE INDUSTRY." International Journal of Advanced Research 9, no. 07 (July 31, 2021): 567–80. http://dx.doi.org/10.21474/ijar01/13157.

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The recent Covid-19 pandemic has created shockwaves across the globe and caused mental stress and depression leading to significant impact on an employees personal and professional life. Stress has profound impact on employees job performance, morale, job-satisfaction, behaviour, commitment and long-term productivity. Its malicious impact on employee wellbeing, job conduct and absenteeism cannot be ignored.The covid-19 crisis has imposed myriad of challenges on the healthcare professionals and stress levels have invariably soared, leading to depression, absenteeism, attrition, illness and lower morale to tackle the daily challenges in the healthcare industry. Thus, it becomes mandatory to focus on employees mental health, their attitude towards stress and absenteeism, especially during the crisis. The study attempts to understand the impact of work pressure of health-care workers during current pandemic as they have suffered maximumwork-stress due to overtime, workload and distressful work environment, leading to low job morale and absenteeism. The research design adopted is empirical involving a survey conducted on 108 healthcare workers through stratified sampling technique in sub-groups such as doctors, nurses, and frontline workers of private and government hospitals in the IT capital of India, Bangalore. The data was evaluated using descriptive analysis, regression test, correlation test, ANOVA, Chi square test through SPSS software.Findings show that the stress level among the employee in health-care sector leads to absenteeism and it has been particularly high during the current pandemic. Thus, healthcare sector should focus on such HR interventions that de-stress these employees and improve their morale to reduce absenteeism.

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Dalton, Dan R., and William D. Todor. "Turnover, Transfer, Absenteeism: An interdependent Perspective." Journal of Management 19, no. 2 (April 1993): 193–219. http://dx.doi.org/10.1177/014920639301900202.

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While there is a rich tradition of research addressing turnover, transfer, and absenteeism as singular phenomenon, there has been relatively little attention to the various associations among these employee behaviors. We provide rationale and a model that turnover/transfer/absenteeism are interdependent phenomena. Specifically, we argue that levels of employee turnover can be markedly altered by attention to transfer and absenteeism policies within the organization.

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Smith, J. R., Lisa A. Micich, and Douglas L. McWilliams. "Organization Citizenship and Employee Withdrawal Behavior in the Workplace." International Journal of Human Resource Studies 6, no. 3 (August 18, 2016): 43. http://dx.doi.org/10.5296/ijhrs.v6i3.9916.

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The purpose of this research was to investigate the effect of organizational citizenship behaviors (altruism, courtesy, sportsmanship, generalized compliance and civic virtue) on employee withdrawal behaviors (turnover, absenteeism and tardiness). Most research in the OCB literature focused on the impact of organizational citizenship behaviors on turnover, with minimal attention directed toward absenteeism and tardiness, as negative employee performance behaviors. Data were obtained from employees (N = 334) at a municipal law enforcement agency with (N = 624) employees resulting in a 53.53% usable response rate. Data analysis indicated that job satisfaction was directly related to organizational citizenship behavior; and organizational citizenship behavior was inversely related to overall employee withdrawal behavior. Study findings did not lend support for organizational commitment being directly related to organizational citizenship behavior. The authors specified study limitations and future research opportunities.

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Ali, Azlan Shah, Shirley Jin Lin Chua, and Melissa Ee-Ling Lim. "The effect of physical environment comfort on employees’ performance in office buildings." Structural Survey 33, no. 4/5 (November 9, 2015): 294–308. http://dx.doi.org/10.1108/ss-02-2015-0012.

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Purpose – Maintaining a comfortable physical environment in the workplace is claimed to be vital as it will create a “healthier” building with optimum environmental conditions, which enable employees to be healthier and have a lower absenteeism rate, and hence be more productive. Thus, the purpose of this paper is to deal with the importance of physical environment comfort in the office workplace. Evaluation was made of the office workers’ performance that is mainly affected by levels of comfort in the office. Design/methodology/approach – Three selected case studies were evaluated based on aspects of employees’ comfort, perceived health and absenteeism rate, by considering the elements of physical comfort that consist of room temperature, relative humidity and luminance level. The selected case studies were the Department of Development and Estate Maintenance of three research universities in Malaysia. Field studies were carried out using hygrometers and lux meters in measuring the said elements as well as post-occupancy evaluation, which involved 30 respondents for each case (total 90 respondents), to determine their perception of comfort and its effect on their health and absenteeism rate. Data collected were analysed using Statistical Package for the Social Sciences. Findings – The results suggest that employees did not find luminance level uncomfortable, when compared with room temperature, thus proving that employees are more sensitive to room temperature comfort. Furthermore, when the room temperature comfort was low, significant correlations were found with health-related issues such as feeling “stuffy”, being easily tired and having difficulty concentrating. Originality/value – This paper investigates the relationship between employee performance and a comfortable workplace environment. It could be concluded that an uncomfortable environment in an office workplace leads to health-related issues as well as increasing the absenteeism rate. High levels of employee absenteeism lead to decreased employee productivity, therefore affecting their work performance.

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Kumar, Dr G. Vijay, and Nagaraju Kolla. "Most Influential Factors of Employee Absenteeism: A Study on IT Industry." Global Journal For Research Analysis 3, no. 4 (June 15, 2012): 143–45. http://dx.doi.org/10.15373/22778160/apr2014/48.

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33

Larson, Erik W., and Cynthia V. Fukami. "Employee Absenteeism: The Role of Ease of Movement." Academy of Management Journal 28, no. 2 (June 1985): 464–71. http://dx.doi.org/10.5465/256211.

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Kerr, John H., and Marjolein C. H. Vos. "Employee fitness programmes, absenteeism and general well-being." Work & Stress 7, no. 2 (April 1993): 179–90. http://dx.doi.org/10.1080/02678379308257059.

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Gunnarsson, Candace, Jie Chen, John A. Rizzo, Joseph A. Ladapo, Ahmad Naim, and Jennifer H. Lofland. "The Employee Absenteeism Costs of Inflammatory Bowel Disease." Journal of Occupational and Environmental Medicine 55, no. 4 (April 2013): 393–401. http://dx.doi.org/10.1097/jom.0b013e31827cba48.

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PAGET, KATHRYN J. "DEVELOPMENT AND VALIDATION OF AN EMPLOYEE ABSENTEEISM SCALE." Psychological Reports 82, no. 3 (1998): 1144. http://dx.doi.org/10.2466/pr0.82.3.1144-1146.

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Fernando, Mario, Peter Caputi, and Fred Ashbury. "Impact on Employee Productivity From Presenteeism and Absenteeism." Journal of Occupational and Environmental Medicine 59, no. 7 (July 2017): 691–96. http://dx.doi.org/10.1097/jom.0000000000001060.

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Megawati, Indah, and Dwiana Herawati. "Usaha Peningkatan Motivasi untuk Menciptakan Efektivitas Kerja pada Kejaksaan Tinggi Kalimantan Tengah." Restorica: Jurnal Ilmiah Ilmu Administrasi Negara dan Ilmu Komunikasi 1, no. 2 (October 18, 2015): 7–10. http://dx.doi.org/10.33084/restorica.v1i2.778.

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Motivation is the driving force that creates enthusiasm for someone's work so that they will work together, work effectively and be integrated with all their efforts to achieve satisfaction. Motivation should be owned by someone so that they can easily achieve the expected work effectiveness. The purpose of this study is to get a clear picture of efforts to increase motivation to create work effectiveness in the Central Kalimantan High Prosecutor's Office in the City of Palangka Raya. The population of this study was all employees of the Central Kalimantan High Prosecutor's Office, amounting to 116 employees. The method used in this study is a quantitative method which is the opinion of the author or based on theories that are relevant to the problem with the Quantitative Data Technique, which is data obtained through numbers during a particular process. employee absenteeism, it can be concluded that the level of absenteeism of employees in 2015: 40.42%, in 2016: 45.29% and in 2017 the level of absenteeism of employees becomes 52.65%. Then the results of the data from the employee absentee level in 2015: 2.70%, 2016: 3.60% and in 2017 the employee absentee level becomes 5.45%. In the end, the success of efforts to increase motivation to create work effectiveness of employees at the Central Kalimantan High Prosecutor's Office in Palangka Raya, besides being determined by the Chairperson as well

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Cholil, Saifur Rohman. "SISTEM PENDUKUNG KEPUTUSAN PERPANJANGAN KONTRAK KERJA KARYAWAN PADA PT. TELKOM AKSES REG IV MENGGUNAKAN METODE ORESTE." JATISI (Jurnal Teknik Informatika dan Sistem Informasi) 8, no. 2 (June 17, 2021): 970–79. http://dx.doi.org/10.35957/jatisi.v8i2.340.

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PT Telkom Akses has fairly many employees, some of these employees still have status as contract employees, The employee's employment contract lasts for one year and then at the end of each period of the employee's contract there will be a performance evaluation which includes several criteria to determine whether the employee gets a contract extension or not. The number of employees of PT Telkom Akses with the status of contract employees is not small and the assessment process that is still manual becomes an obstacle in the assessment process because it is difficult and requires a lot of time. In determining employee work contracts, subjectivity often arises from managers or coworkers who can influence the decision making process regarding employee employment contracts. The criteria for evaluating employee work contracts include appraisal, absenteeism, BPJS employment, and employee position. The results of this study obtained a value of 0.90 on the validation of the Spearman Correlation Coefficient calculation. So the system is feasible to be used in the determination of employee employment contract at PT. Telkom Access REG IV.

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Bhattacharjee, Joy. "Employee Absenteeism in Education Sector of Assam—A Study Based on Employees of Private Colleges of Jorhat District." Paripex - Indian Journal Of Research 3, no. 3 (January 15, 2012): 23–25. http://dx.doi.org/10.15373/22501991/mar2014/7.

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Garrett, Andrew L., Yoon Soo Park, and Irwin Redlener. "Mitigating Absenteeism in Hospital Workers During a Pandemic." Disaster Medicine and Public Health Preparedness 3, S2 (December 2009): S141—S147. http://dx.doi.org/10.1097/dmp.0b013e3181c12959.

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ABSTRACTObjectives: An influenza pandemic, as with any disaster involving contagion or contamination, has the potential to influence the number of health care employees who will report for duty. Our project assessed the uptake of proposed interventions to mitigate absenteeism in hospital workers during a pandemic.Methods: Focus groups were followed by an Internet-based survey of a convenience sample frame of 17,000 hospital workers across 5 large urban facilities. Employees were asked to select their top barrier to reporting for duty and to score their willingness to work before and after a series of interventions were offered to mitigate it.Results: Overall, 2864 responses were analyzed. Safety concerns were the most frequently cited top barrier to reporting for work, followed by issues of dependent care and transportation. Significant increases in employee willingness to work scores were observed from mitigation strategies that included preferential access to antiviral medication or personal protective equipment for the employee as well as their immediate family.Conclusions: The knowledge base on workforce absenteeism during disasters is growing, although in general this issue is underrepresented in emergency planning efforts. Our data suggest that a mitigation strategy that includes options for preferential access to either antiviral therapy, protective equipment, or both for the employee as well as his or her immediate family will have the greatest impact. These findings likely have import for other disasters involving contamination or contagion, and in critical infrastructure sectors beyond health care. (Disaster Med Public Health Preparedness. 2009;3(Suppl 2):S141–S147)

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Thanner, PhD, Meridith H., Jonathan M. Links, PhD, Martin I. Meltzer, MS, PhD, James J. Scheulen, PA, MBA, and Gabor D. Kelen, MD. "Understanding estimated worker absenteeism rates during an influenza pandemic." American Journal of Disaster Medicine 6, no. 2 (March 1, 2011): 89–105. http://dx.doi.org/10.5055/ajdm.2011.0049.

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Objectives: Published employee absenteeism estimates during an influenza pandemic range from 10 to 40 percent. The purpose of this study was to estimate daily employee absenteeism through the duration of an influenza pandemic and to determine the relative impact of key variables used to derive the estimates.Design: Using the Centers for Disease Control and Prevention’s FluWorkLoss program, the authors estimated the number of absent employees on any given day over the course of a simulated 8-week pandemic wave by using varying attack rates. Employee data from a university with a large academic health system were used. Sensitivity of the program outputs to variation in predictor (inputs) values was assessed. Finally, the authors examined and documented the algorithmic sequence of the program.Results: Using a 35 percent attack rate, a total of 47,270 workdays (or 3.4 percent of all available workdays) would be lost over the course of an 8-week pandemic among a population of 35,026 employees. The highest (peak) daily absenteeism estimate was 5.8 percent (minimum 4.8 percent; maximum 7.4 percent). Sensitivity analysis revealed that varying days missed for nonhospitalized illness had the greatest potential effect on peak absence rate (3.1 to 17.2 percent). Peak absence with 15 and 25 percent attack rates were 2.5 percent and 4.2 percent, respectively.Conclusions: The impact of an influenza pandemic on employee availability may be less than originally thought, even with a high attack rate. These data are generalizable and are not specific to institutions of higher education or medical centers. Thus, these findings provide realistic and useful estimates for influenza pandemic planning for most organizations.

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Krasnoyarova, E. V. "Remuneration for non-performance of work by the employee." Normirovanie i oplata truda v promyshlennosti (Rationing and remuneration of labor in industry), no. 9 (September 1, 2020): 13–24. http://dx.doi.org/10.33920/pro-3-2009-02.

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From the perspective of the social purpose of labour law, it is interesting to analyse the provisions on the remuneration of an employee if he or she does not perform his or her work due to various circumstances. This article discusses the relationship between the concepts of «simple» and «non-compliance with labour standards». It is noted that the rules of law on payment for forced absenteeism and for simple absenteeism are somewhat illogical. Examples of law enforcement practices of courts are given. It is concluded that the rules on non-compliance with labour standards and on simple rules due to the fault of the employer need to be changed.

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Bass, Alan R., Rodabe Bharucha-Reid, Kathleen Delaplane-Harris, M. Anthony Schork, Rachel Kaufmann, Daisy McCann, Betsy Foxman, Winifred Fraser, and Sandra Cook. "Employee drug use, demographic characteristics, work reactions, and absenteeism." Journal of Occupational Health Psychology 1, no. 1 (1996): 92–99. http://dx.doi.org/10.1037/1076-8998.1.1.92.

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Conrad, Karen M., John E. Riedel, and James O. Gibbs. "Effect of Worksite Health Promotion Programs on Employee Absenteeism." AAOHN Journal 38, no. 12 (December 1990): 573–80. http://dx.doi.org/10.1177/216507999003801204.

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Martocchio, Joseph J. "Age-related differences in employee absenteeism: A meta-analysis." Psychology and Aging 4, no. 4 (1989): 409–14. http://dx.doi.org/10.1037/0882-7974.4.4.409.

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Mayfield, J., and M. Mayfield. "The Role of Leader Motivating Language in Employee Absenteeism." Journal of Business Communication 46, no. 4 (June 17, 2009): 455–79. http://dx.doi.org/10.1177/0021943609338665.

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Avey, James B., Jaime L. Patera, and Bradley J. West. "The Implications of Positive Psychological Capital on Employee Absenteeism." Journal of Leadership & Organizational Studies 13, no. 2 (December 2006): 42–60. http://dx.doi.org/10.1177/10717919070130020401.

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Lechner, Lilian, and Hein de Vries. "Effects of an Employee Fitness Program on Reduced Absenteeism." Journal of Occupational & Environmental Medicine 39, no. 9 (September 1997): 827–31. http://dx.doi.org/10.1097/00043764-199709000-00005.

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Aldana, Steven G., and Nicolaas P. Pronk. "Health Promotion Programs, Modifiable Health Risks, and Employee Absenteeism." Journal of Occupational and Environmental Medicine 43, no. 1 (January 2001): 36–46. http://dx.doi.org/10.1097/00043764-200101000-00009.

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