Text in English / Research on employee turnover dates back many decades. However, this research traditionally focused on either understanding turnover intentions or the factors preceding turnover, such as job satisfaction. Despite the challenge in SA being huge and organisations struggling to keep their talent, the research on employee turnover is quite limited. Understanding the different variables that influence employee turnover and providing practical solutions on how to mitigate turnover would be valuable to many organisations. The aim of this research project was to understand the role of personality and organisational climate in employee turnover. In addition, a comprehensive model of employee turnover was developed and tested. The Five Factor Model was used to conceptualise personality, while (due to the limited nature of existing models) a new model was designed to conceptualise organisational climate. A sample of 1 536 people was drawn from a large retail organisation in SA, with 807 stayers and 729 leavers. Biographical, personality and organisational climate information was collected over a two-year period for both samples. Results of the study were mixed; there were no significant differences in the two samples regarding the big five personality factors, except when nine bipolar scales were used. On these scales, leavers were found to be more assertive, persuasive and optimistic than stayers. All five personality factors moderated HR policies & procedures in determining turnover. There were differences between the stayers and leavers samples with regard to age, gender, tenure and absenteeism. Organisational climate was a key determinant of whether people left or stayed and organisations had more than one climate. Personality, organisational climate and absenteeism accounted for 29% of turnover. The proposed model of employee turnover met most of the requirements of goof fit measures when using Structural Equation Modelling (SEM). / Psychology / D.Litt. et Phil.

Text in English / Research on employee turnover dates back many decades. However, this research traditionally focused on either understanding turnover intentions or the factors preceding turnover, such as job satisfaction. Despite the challenge in SA being huge and organisations struggling to keep their talent, the research on employee turnover is quite limited. Understanding the different variables that influence employee turnover and providing practical solutions on how to mitigate turnover would be valuable to many organisations. The aim of this research project was to understand the role of personality and organisational climate in employee turnover. In addition, a comprehensive model of employee turnover was developed and tested. The Five Factor Model was used to conceptualise personality, while (due to the limited nature of existing models) a new model was designed to conceptualise organisational climate. A sample of 1 536 people was drawn from a large retail organisation in SA, with 807 stayers and 729 leavers. Biographical, personality and organisational climate information was collected over a two-year period for both samples. Results of the study were mixed; there were no significant differences in the two samples regarding the big five personality factors, except when nine bipolar scales were used. On these scales, leavers were found to be more assertive, persuasive and optimistic than stayers. All five personality factors moderated HR policies & procedures in determining turnover. There were differences between the stayers and leavers samples with regard to age, gender, tenure and absenteeism. Organisational climate was a key determinant of whether people left or stayed and organisations had more than one climate. Personality, organisational climate and absenteeism accounted for 29% of turnover. The proposed model of employee turnover met most of the requirements of goof fit measures when using Structural Equation Modelling (SEM). / Psychology / D.Litt. et Phil.

MCur / Department of Advanced Nursing Science / Nursing students’ absenteeism has become a very serious concern in every higher educational institution in the whole world especially those of nursing. This study was conducted to investigate factors leading to student nurses’ absenteeism in Limpopo College of Nursing during Psychiatric Nursing Science clinical placement. A quantitative approach using descriptive design was used. Purposive sampling method was used to get a sample of two hundred and six (206) of students who have absented themselves before. Data was collected through a self-report scale in the form of questionnaires of structured questions, entered and analysed using SPSS version 24. Ethical considerations were adhered to throughout. The correlation between clinical factors and absenteeism was determined. The main reported factors for absenteeism were: student nurses being treated as a workforce in the clinical areas; shortage of staff in the clinical areas; study for tests and examinations; inadequate supervision of student nurses by professional nurses; and being inconsiderate of student nurses request for days off in the clinical area. This study recommends that the college should make a provision of one week of study for student nurses between the period of clinical placement and tests or final examinations as most of the respondents indicated that they absent themselves due to study for tests and examinations. The Department of Health should find a way of not overworking students due to shortage of staff in the wards but consider them for experiential learning. A research study should be conducted to develop a model to reduce student nurses absenteeism. / NRF

Problematisk skolfrånvaro har uppmärksammats efter att en statlig utredning 2016 kom fram till att det finns bristande kunskap inom området i Sverige. Studiens syfte är att undersöka hur specialpedagogen används i det främjande arbetet för skolnärvaro och det förebyggande och åtgärdande arbetet vid problematisk skolfrånvaro utifrån 20 kommunala handlingsplaner. Frågorna är: Vilka insatser för närvaro och problematisk skolfrånvaro, som beskrivs i de kommunala handlingsplanerna, kan kopplas till specialpedagogen? På vilka nivåer (individ-, grupp- och organisationsnivå) används specialpedagogen i arbetet med att främja närvaro och att förebygga och åtgärda problematisk skolfrånvaro? En kvalitativ dokumentanalys gjordes utifrån sex kategorier. Systemteori och specialpedagogiska perspektiv användes i analysen för att belysa studiens frågor. Sammanfattningsvis visar studien att specialpedagogen kopplas explicit till uppgifter som till exempel fördjupad kartläggning vid skolfrånvaro och specialpedagogiskt stöd till enskild elev på individnivå. Specialpedagogen nämns implicit genom elevhälsans arbete på organisationsnivå i ett fåtal handlingsplaner.  I diskussionen lyfts varför handlingsplanerna bör uttrycka det främjande och förebyggande arbetet och hur det förebyggande och åtgärdande arbetet kan utvecklas i det systematiska kvalitetsarbetet kopplat till specialpedagogens kompetens. Därutöver diskuteras även den specialpedagogiska kompetensen och dess roll i elevhälsan, riskerna med frånvaroteam och behovet av att utveckla ämnet problematisk skolfrånvaro i den specialpedagogiska utbildningen. / Problematic school absenteeism as first identified as a problem in 2016 when a government inquiry concluded that there was a lack of proper knowledge on the subject in Sweden. The purpose of this paper is to explore how 20 municipalities, via their schools’ action plans and policies, utilize special educators with regard to students’ problematic school absenteeism through the use of early intervention, and preventative and supportive measures. Examined will be: How is the special educator involved in the efforts to curb problematic school absenteeism? On what levels (individual, group or organizational) is the special educator engaged to promote attendance and to prevent and remedy problematic school absenteeism? The observational basis for this paper is a qualitative analysis of action plans from twenty different municipalities. This analysis was made based on six categories. Systems theory and special needs perspectives were used in the analysis to highlight the questions posed in this paper. In summary, the special educator is explicitly connected to certain tasks such as the in-depth tracking of absenteeism and the support for students with special needs. More often, the responsibilities included under the special educator’s purview are implicitly included in the framework for the team responsible for student well-being. The discussion addresses why action plans must describe supportive and preventative measures and ways in which preventive and remedial activities can be developed during systematic quality processes linked to the special educator's skills set. Additionally, discussed were the special educator’s roll in the team responsible for student well-being, the pros and cons with the absenteeism-teams and even the need to develop understanding for this subject in training for the special educator.

The research is a quantitative descriptive survey. The sample is a stratified random sampling of the workforce (n=4,010) of the four hospitals in Gauteng that fall under the jurisdiction of Tshwane, Ekurhuleni and Johannesburg Metropolitan Councils. The research examines the extent of the impact of age, gender, occupation, salary level, tenure and race on workplace absenteeism. The data were collected in three phases involving auditing of hard copy files, structured interviews and information technology system. The findings of the research reflect high workplace absenteeism in females by 83.2%, age group between 45 to 49 years by 22.35%, salary range of 2 to 3 by 35.3%, African race group by 96.3%, tenure of 11 to 20 years by 44.3%, nurses by 20.8% and administration support by 35.4%. The research found that the mature employee in age and of higher year of tenure presented comparatively with lower rate of absenteeism. / Public Administration / M.A. (Public Administration)

Thesis (MSocialWork)--Stellenbosch University, 2001. / ENGLISH ABSTRACT: Workers absenteeism is a problem for many companies in South Africa. The absenteeism of workers affects the productivity of companies. The social worker in the industry plays a key role in the managing of workers absenteeism. One of the goals of social work in the industry is to enhance the productivity of workers. Consequently there is a lack of specifically South African research on the social factors that influence worker absenteeism and the role of the social worker to manage worker absenteeism. A survey of international literature forms the starting point for the research undertaken to fill this gap. The influence of social factors on worker absenteeism is described. Three worker absenteeism approaches, namely economical, psigological and sociological approaches are being used to describe the social factors that influence worker absenteeism. The literature view also offers management strategies to help combat worker absenteeism. In the study there is being focused on the female worker because the empirical study takes place at a company that manufactures clothes. The empirical study describes the social factors that influence the absenteeism of female workers working in the manufacturing company. Proposals are made concerning ways to combat worker absenteeism, taking into account the important role the social worker in the industry plays in managing worker absenteeism. / AFRIKAANSE OPSOMMING: Werknemerafwesigheid is vir baie fabrieke en firmas in Suid-Afrika 'n ernstige probleem. Die werksafwesigheid van werknemers veroorsaak dat die produktiwiteit van fabrieke en firmas beïnvloed word. Die maatskaplike werker in die bedryf kan 'n belangrike rol speel in die hantering van werknemerafwesigheid, omdat dit 'n doelstelling van maatskaplike werk in die bedryf is om die produktiwiteit van werknemers te verhoog. Derhalwe is daar 'n gebrek aan spesifieke Suid-Afrikaanse navorsing oor die maatskaplike faktore wat werknemerafwesigheid beïnvloed, en wat die maatskaplike werker se rol is om werksafwesigheid te beperk. 'n Literatuurstudie word aangebied as vertrekpunt vir die navorsing wat onderneem is om genoemde leemte aan navorsing te vul. Die invloed van maatskaplike faktore op werknemerafwesigheid word bespreek. Drie benaderings tot werknemerafwesigheid, naamlik ekonomiese, sielkundige en sosiologiese benaderings word geondersoek waaronder die maatskaplike faktore wat werknemerafwesigheid beïnvloed, bespreek word. Die literatuuroorsig bied ook bestuurstrategieë om die werksafwesigheid van werknemers te bekamp. Daar word spesifiek op die vroulike werknemer gefokus omdat die empiriese ondersoek by 'n klerevervaardigingsfabriek plaasvind. Die empiriese ondersoek handel oor die maatskaplike faktore wat die werksafwesigheid van vroulike fabriekarbeiders beïnvloed. Na aanleiding van die bevindinge van die ondersoek word aanbevelings vir die hantering van werknemerafwesigheid gemaak. Dit geskied met inagneming van die belangrike rol wat die maatskaplike werker in die bedryf kan speel in die hantering van werknemerafwesigheid.

Higher educational institutions no longer provide the low-stress and highly satisfying working environment they once did. Higher educational institutions experience significant changes, which include restructuring, reduction of state subsidy and use of short-term contracts. Therefore, the changes in the higher educational environment can have costly implications for institutions in terms of staff morale, turnover and absenteeism rates and could also lead to reduced employee performance, poor quality control and a fall in production. It therefore becomes increasingly important for higher educational institutions to intervene to reduce the occupational stress of university staff. The objectives of this study were to determine the occupational stressors for support staff at a higher education institution in the North West Province, to investigate the relationship between occupational stress, ill health, organisational commitment and important organisational outcomes (including absenteeism, productivity and turnover intention) and to assess the financial implications of these factors in a sample of support staff at a higher education institution in the North West Province. A cross-sectional survey design was used. The study population consisted of support staff at a higher education institution in the North West Province (N = 292). An Organisational Screening Tool (ASSET) and a biographical questionnaire were administered. Descriptive statistics, Pearson and Spearman correlations, multiple regression analyses and discriminant analysis were used to analyse the results. The results showed that, compared to normative data, support staff overall demonstrated average levels of occupational stress. However, job control, resources, communication and work relationships were found to be problematic stressors which mainly influenced organisational commitment to the organisation. The prediction of losses suffered by the higher educational institution due to absenteeism, presenteeism and turnover intention indicate that occupational stress cost organisations greatly. Recommendations were made for the organisation and for future research. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2007.

I Sverige gäller skolplikt för alla barn från sex år upp till 18 år. Trots skolplikten är det ändå en betydande del av barn och unga 6-17 år som är frånvarande från skolan i större eller mindre omfattning. I Skollagen inklusive skolplikten finns en inbyggd strävan efter likvärdig utbildning för samtliga barn i Sverige. Utifrån problematiken med andelen frånvarande elever trots skolplikt och strävan efter likvärdig utbildning för alla barn syftar denna studie till att öka kunskapen om och en förståelse för hur rektorer i högstadieskolor hanterar skolfrånvaron samt utforska hur rektorerna förhåller sig till sitt handlingsutrymme mellan statens riktlinjer och lagar, deras egen uppfattning, skolans organisation och elevsammansättningen. För att uppnå syftet ställdes en huvudfråga och tre underfrågor: Hur uppfattar sex rektorer på högstadieskolor i Halmstad kommun skolfrånvaro och hur hanteras frånvaron i det dagliga arbetet? Hur förhåller de sig till de överordnade direktiven i Halmstad kommun? Vilka orsaker ligger enligt rektorerna i studien till grund för skolfrånvaro? Hur bedrivs ett förebyggande och åtgärdande arbete för att minska skolfrånvaro? Resultatet baseras på sex intervjuer med rektorer samt två intervjuer med nyckelpersoner för problemområdet. Som teoretisk referensram har Organisationssociologi, Implementeringsteori och begreppet skolkultur valts ut för att kunna analysera det empiriska materialet. Resultatet visar att frånvaro i skolan kan uppkomma på olika sätt. Frånvaron kan bero på olika orsaker. Möjliga orsaker är att elever är sjuka i cykler, elever är omotiverade och att de har en negativ attityd till skolan. Resultatet visar att rektorernas uppfattning och hantering av frånvarande elever skiljer sig åt. Rektorerna använder olika rutiner för att rapportera in, det finns inte en tydlig gräns för när närvaro övergår till frånvaro eller vilka åtgärder som är mest lämpliga, vilket bidrar till att rektorernas egna tolkningar avgör vilka insatser som ska sättas in för att minska frånvaron på den enskilda skolan. Studien visar att det finns ett samband mellan rektorernas handlingsutrymme och den kultur som kännetecknar skolan. Hur rektorer utnyttjar sitt handlingsutrymme påverkar hur skolans verksamhet organiseras samtidigt som handlingsutrymmet ser olika ut beroende på den härskande skolkulturen. Studien visar även att frånvaro är mer omfattande i skolor som kännetecknas av en tvångskultur. / In Sweden, school attendance is compulsory for all children from six years up to 18 years. Although school attendance is still a significant proportion of children and young people 6-17 years who are absent from school to a greater or lesser extent. In the Education Law including school attendance is an inherent quest for equal education for all children in Sweden. Based on the problems of the proportion of pupils absent despite compulsory schooling and the quest for equal education for all children this study aims to increase the knowledge and understanding of the principals of secondary schools deal with school absence and to explore how principals relate to their discretion between the state guidelines and laws, their own perception, organization of the school and the students composition. The study is based on a major question and three sub-headings: How do six principals of secondary schools in Halmstad perceive school absence and how is the school absence handled in their daily work? How do they relate to the overarching directives in Halmstad? What are the reasons according to principals in this study as the basis for school absences? How pursued a proactive and reactive work to reduce school absenteeism? The result is based on six interviews principals with school principals and two interviews with important people in the problem area. As a theoretical framework has Organizational Sociology, Implementation Theory and the concept of school culture selected to analyze the empirical material. The result shows that the absence of the school may arise in different ways. The absence may be due to various causes. Possible reasons are that the pupils are sick in cycles, pupils are unjustified and that they have a negative attitude to school. The result shows that principal’s view and handling absent pupils are different. Principals use different procedures for reporting, there is not a clear line for when the presence passes to absence or what measures are most appropriate, which contributes to the principals ‘own interpretations determines what solution should be taken to reduce absenteeism at the individual school. The study shows that there is a correlation between the principals´ discretion and the culture that characterizes the school. How principals utilize its discretion affect how the school is organized, while the discretion differs depending on the prevailing school culture. The study also shows that the absence is more extensive in schools characterized by a compulsion culture.

Cette thèse vise à comprendre l’absentéisme des femmes et des hommes dans un métier mixte. Nous nous sommes interrogés sur la manière dont un métier devenu progressivement mixte peut générer des inégalités de santé entre les femmes et les hommes en raison de son organisation du travail, de son évolution économique ainsi que de ses éléments relatifs au contexte psychosocial. Pour faire cela, nous avons étudié les causes de l’absentéisme différencié des facteurs et des factrices. Afin de comprendre cet écart, nous avons mobilisé des techniques d’observations, d’entretiens, d’enquêtes emploi du temps et de diagnostic photo pour mettre en exergue les expositions auxquelles les femmes peuvent être confrontées dans un métier mixte. Nos résultats nous amènent à identifier plusieurs causes permettant d’expliquer cet absentéisme différencié : une organisation du travail pensée sur des normes masculines en raison d’un héritage historique, une évolution de l’activité en partie liée à la baisse du courrier et à la hausse des colis qui peut être plus défavorable pour les femmes, un matériel conçu sur des normes masculines qui n’est pas complètement adaptés aux femmes et un rapport au travail différent pour les femmes et les hommes. Cette thèse met en évidence le fait que la prise en compte de la variable sexe pour comprendre le travail des femmes permet d’améliorer les conditions de travail de tout le monde. De nombreux éléments ont pu en outre être révélés grâce à la prise en compte de cette variable. / The objective of this thesis is to understand men and women absenteeism in the same profession. We questioned how same jobs can potentially generate inequalities in health conditions between men and women due to work organization, economic development and the psychosocial context. To do this, we have studied the causes of absenteeism of post-men and post-women. In order to understand this difference, we used different methods to highlight exposures that women may face in the same job : field observations and interviews, photographic diagnosis and time-use surveys. These different methods show some elements which may explain the different occupational health outcomes of women compared to the same job than men do : work organization built around male norms due to historic heritage, a declining physical mail volumes and increase in packages which can be unfavorable for women, working materials were conceived on male norms are not adapted to women and relationship to work was different for men and women. This thesis revealed that taking care of gender in order to understand women’s work allows to improve work conditions for everyone. Numerous elements have been highlighted in order to taking gender into account.

A depressão tem sido associada a um maior absenteísmo e uso de serviços de saúde e, sua prevalência em pacientes de atenção primária no momento da avaliação é em torno de 10%. Este estudo teve como objetivo, investigar em uma amostra de uma ambulatório de clínica médica de um hospital escola (Ambulatório Geral e Didático do Hospital das Clínicas da Faculdade de Medicina da Universidade de São Paulo), a associação entre: a) transtorno depressivo maior e utilização de serviços de saúde, b) outras depressões e utilização de serviços de saúde, c) transtorno depressivo maior e absenteísmo, d) outras depressões e absenteísmo. MÉTODOS: Dezenove médicos clínicos gerais aplicaram o Primary Care Evaluation of Mental Disorders (Prime-Md) e questões para avaliar o uso de serviços de saúde e absenteísmo no período de 12 meses antes da entrevista, em 414 pacientes. O Prime-Md é uma entrevista para diagnosticar os transtornos mentais mais comuns em atenção primária, desenvolvido para entrevistadores não especialistas. Os transtornos depressivos pesquisados pelo Prime-MD são: transtorno depressivo maior, transtorno depressivo distímico, transtorno depressivo menor, remissão parcial de transtorno depressivo maior, transtorno depressivo bipolar e transtorno depressivo devido a doenças ou uso de substâncias. O diagnóstico segue os critérios do Manual Diagnóstico e Estatístico de Transtornos Mentais (DSM) da Associação Psiquiátrica Americana. A análise estatística comparou três grupos: pacientes com transtorno depressivo maior (N=144), pacientes com outras depressões (N=82) e pacientes sem depressão (N=188). As comparações foram feitas pelo teste do Qui-quadrado ou Mann-Whitney. Dois modelos de regressão logística foram gerados com absenteísmo como variável dependente. A variável independente em um modelo foi o transtorno depressivo maior e no outro o grupo com outras depressões. O modelos foram ajustados para: idade, sexo, estado civil e presença de doença clínica. RESULTADOS: Pacientes com transtorno depressivo maior procuram serviços de saúde em um número significativamente maior do que aqueles sem depressão (p=0,0005). O grupo de pacientes com transtorno depressivo maior e o grupo com outras depressões apresentaram mais absenteísmo (sim/não) ao trabalho, atividades domésticas ou à escola, do que aqueles sem depressão, as diferenças também foram significativas para o número de dias perdidos. De acordo com a análise de regressão logística, pacientes com transtorno depressivo maior apresentaram uma razão de chance (odds ratio) de 1,80 (p=0,015; 95% IC, 1,12-2,90) vezes maior de ter absenteísmo quando comparados com aqueles sem depressão; para pacientes com outras depressões a razão de chance em relação àqueles sem depressão foi de 1,89 (p=0,026; 95%IC, 1,05-5,17) vezes maior. Não encontramos diferenças significativas entre os três grupos quanto ao sexo, idade, estado civil, tipo de serviço procurado (pronto-socorro ou ambulatório/posto de saúde), ocorrência de hospitalização ou doenças crônicas. CONCLUSÕES: O transtorno depressivo maior se associou significativamente com uma maior procura por serviços de saúde. Ambos, o transtorno depressivo maior e o grupo com outras depressões se associaram significativamente com absenteísmo. Nosso estudo não é prospectivo, o que restringe conclusões etiológicas. Entretanto, de acordo com dados da literatura, nossos resultados provavelmente indicam que a presença de transtornos depressivos acarreta maior uso do sistema de saúde e maior absenteísmo ao trabalho ou a atividades acadêmicas. Alem disso, o impacto sobre absenteísmo se estende para formas mais leves de depressão e é independente da idade, sexo, estado civil ou presença de doenças clínicas / Depression has been associated with increased absenteeism and use of health care services, and its current prevalence in primary care patients is around 10%. This study aimed to investigate in outpatients at their first visit in a general medical unit of a teaching hospital (Ambulatório Geral Didático do Hospital das Clínicas da Universidade de São Paulo) the association of: a) major depressive disorder and use of health care services, b) other depressive disorders and the use of health care services, c) major depressive disorder and absenteeism, d) other depressive disorders and absenteeism. METHODS: Nineteen clinicians used the Prime-Md and questions to assess absenteeism and the use of health care facilities in the period of 12 months before the study evaluation in 414 outpatients. The Prime-Md is an interview targeted for most common mental disorders in primary care, and developed for non-specialized interviewers. The depressive disorders evaluated by Prime-Md are: major depressive disorder, dysthymic disorder, minor depression, partial remission of a major depressive disorder, depressive disorder in bipolar, and depressive disorder due to general medical conditions or substance use. The diagnosis is based on the Diagnostic and Statistical Manual of Mental Disorders-3rd Edition (DSM -III-RAmerican Psychiatric Association). The statistical analysis compared three groups: patients with major depressive disorders (N=144), patients with other depressions (N=82), and patients without depression (N=188). The comparisons were done with the Chi-square or the Mann-Whitney test. Two logistic regression models were generated with absenteeism as the dependent variable. The independent variable in one model was the presence of major depressive disorder and in the other the presence of presence of other depressions. The models were adjusted for age, gender, marital status and presence of general medical condition. RESULTS: Patients with major depressive disorder presented a significantly higher number of visits to health care services compared to those without depression (p=0.0005). The group of patients with major depressive disorder and the group with other depressive disorders presented more absenteeism (yes/no) from work, home duties, or school compared to patients without depression; the differences were also significant for the number of lost days. According to the logistic regression analysis, patients with major depressive disorder presented an odds ratio of 1.80 (p=0.015; 95%CI, 1.12-2.90) to have absenteeism compared to patients without depression; the odds ratio to have absenteeism for patients with other depressions compared to those without depression was 1.89 (p=0.026; 95%CI, 1.05-5.17). We did not find significant differences among the three groups regarding gender, age, marital status, type of visited service (i.e. emergency room or outpatient clinic), hospitalizations, or presence of general medical conditions. CONCLUSIONS: Major depressive disorder was significantly associated with an increased number of visits to health services. Either major depressive disorder or the group with other depressions were significantly associated with increased absenteeism. Our study is not prospective, which restricts etiologic conclusions. However, based on the literature, our results probably indicate that the presence of depressive disorders leads to an increased use of the health system and increased absenteeism from work, home duties or school. Moreover, the impact on absenteeism extends to milder depressive disorders and is independ of age, gender, marital status or the presence of general medical condition