Page 1 of 16
Journal for Studies in Management and Planning
Available at http://internationaljournalofresearch.org/index.php/JSMaP
e-ISSN: 2395-0463
Volume 01 Issue 03
April 2015
Available online: http://internationaljournalofresearch.org/ P a g e | 390
Factors Effecting Employee Absenteeism
Mam Mehwish Aziz ; Muhammad Farhan Javed
Federal Urdu University of Arts, Science and Technology Islamabad
Table of context
1. Abstract: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 3
2. Purpose of the study: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 3
3. Introduction: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 4
4. Literature Review: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 5
5. Theoretical framework: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 6
6. Research Design: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 8
Study Setting _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 8
Time Horizon_ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 8
Sample and procedure_ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 9
7. Data collection: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 10
Health-related events_ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 11
Stress_ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ 11
Transport _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 11
Jobs satisfaction_ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _11
8. Data Analysis: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 10
9. Results: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 11
10. Discussion: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 20
Page 2 of 16
Journal for Studies in Management and Planning
Available at http://internationaljournalofresearch.org/index.php/JSMaP
e-ISSN: 2395-0463
Volume 01 Issue 03
April 2015
Available online: http://internationaljournalofresearch.org/ P a g e | 391
11. Conclusion: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 20
12. References: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ 21
Abstract
This study investigates the relationship of
employee absenteeism with various factors.
We gather the literature from different
articles and after literature review we have
find that there are many factors which
affects employee absenteeism but we take
only four independent variables for conduct
a research, and we have find that if health of
an employee will be affected then employee
will also absent from the work, if life stress
are increased then absenteeism also
increased, Transport facility are not good
then absenteeism increased and if employee
are not satisfied with job then absenteeism
are will also increased. And For this paper
we collect the data from 30 employees of
through questionnaire on 5 point likert scale
in which we check the reliability of each
variable and the reliability of dependent
variable (EA) is 0.784, reliability of (H) is
.313, reliability of (S) is 0766,reliability of
(T) is 0.734 and the reliability of (JS) is
0.751, after checking the reliability after
checking the reliability we check the
correlation of all variables and prove that the
correlation of independent variables with
dependent variable is highly positive +1.
After check the correlation we have find the
regression line which tells us that if we
change the 1 unit of beta how much change
will in dependent variable. Finally the paper
concludes with a discussion of employee
absenteeism as it relates to all four factors.
Purpose of the study:
The purpose of this study is to examine the
impact of health related events, stress, and
transport issue and job satisfaction on the
employee absenteeism.
Keywords: health related events, stress,
transport problem and jobs satisfaction
absenteeism
Problem statement:
Factors contributing to the employee
absenteeism
Objectives of study:
To identify the reason of employee
absenteeism
To measure employee absenteeism
level
To identify factors to reduce the
employee absenteeism
To identify factors which motivate
employee and thus increase
absenteeism
Introduction
The development of any organization
depends upon the regularity of its
employees. This study is conducted to know
the various level and reasons for absence of
employees in an organization. By looking it
one can adapt corrective measures to
decrease irregularities in the organization
lead to organizational growth. Absenteeism
is a habitual pattern of absence from a duty
or obligation. Expressed more briefly, it is
the non-attendance at work of workers
expected to be present. Non-attendance may
Page 3 of 16
Journal for Studies in Management and Planning
Available at http://internationaljournalofresearch.org/index.php/JSMaP
e-ISSN: 2395-0463
Volume 01 Issue 03
April 2015
Available online: http://internationaljournalofresearch.org/ P a g e | 392
be due to sickness or other causes, and is
considered by employers to be something of
a problem, particularly when no explanation
of absence is given.
When a company has an absentee problem,
it has a profit problem. Indeed, absenteeism
can take a financial toll on any business, be
it a small business or a multinational
company. But there are other significant
effects associated with excessive or
unmonitored absenteeism:
Decreased Productivity: A team is
composed of people doing interrelated tasks.
If one fails to deliver, it creates a domino
effect on productivity. When an employee is
absent but is integral to daily work
functions, others take his place and their
own primary responsibilities and motivation
suffer.
Demotivate Employees: Those same
employees who are at least present, even if
not fully engaged, lose enthusiasm for their
work. If the fact that they are compensating
for the absent employee is not recognized,
morale, engagement and retention are also at
risk.
Customer Loyalty and Satisfaction: It's
obvious; employees are the backbone of any
company and its customer service. As
productivity and morale decline, so too will
customer loyalty and satisfaction.
Increased Costs: Overtime, temporary staff
and lost productivity increase the overall
costs not otherwise catered for by the
company.
Job Dissatisfaction: Employees monitor
absenteeism of other employees. If these
absences are allowed to go unchecked by
management, they invariably lose respect for
the company’s leadership. This may lead to
overall dissatisfaction and could result in
labor turnover if not addressed.
Literature Review:
There is a negative relationship of work
related experiences with the absenteeism of
an employee. If the firm pays a high wage,
workers might interpret the firm’s behavior
as a gift and react with positive reciprocity,
i.e. they provide more work effort and are
less absent (Akerlof, 2006).
Globerson and Ben-Yshai (2002) found that
seniority was associated with lower
absenteeism. Blau (2004) carried out a study
which examined organizational commitment
and job involvement as predictors of
absenteeism and tardiness behavior. Vanden
Heuvel and Wooden (1995) reported that
married parents tended to be absent,
regardless of their gender. Workers react
with negative reciprocity and more
absenteeism to low wages (Dohmen et al.,
2006). Job satisfaction is negatively
correlated with absenteeism (Winkelmann,
1999). Farrell and Stamm (1988) and by
Steel and Rentsch (1995), is that women will
be absent from work more than men. The
meta-analyses of Meyer et al. (2002) and
Mathieu and Zajac (1990), show that
affective commitment is negatively related
to employee absenteeism. Absenteeism and
other withdrawal behaviors like lateness and
personnel turnover reflect “invisible”
attitudes such as job dissatisfaction or a low
level of organizational commitment (Sagie,
2008).
