O absenteísmo tem se tornado problema crucial tanto para as organizações como para os administradores. Suas causas estão ligadas a múltiplos fatores, tornando-o complexo e de difícil gerenciamento. Absenteísmo é a ausência do trabalhador ao serviço, quando se esperava que ele estivesse presente. Na enfermagem, esse fenômeno vem preocupando os gerentes, uma vez que faltas freqüentes ao trabalho repercutem no quantitativo de recursos humanos, refletindo na qualidade da assistência prestada à clientela. Além disso, o absenteísmo constitui-se variável relevante quando se trata de dimensionar quadro de pessoal para os serviços. Este estudo foi desenvolvido com base no quadro conceitual desenvolvido por Gaidzinski (1998), no qual as ausências são classificadas em previstas e não previstas. Ausências previstas são aquelas de direito do trabalhador, podendo ser planejadas com antecedência como férias, folgas e feriados. As ausências não previstas são as que efetivamente caracterizam o absenteísmo, pelo seu caráter imprevisível, entre elas: faltas abonadas e injustificadas; licenças médicas; maternidade; paternidade; acidente de trabalho; outras licenças amparadas por lei e/ou de direito do servidor (nojo, gala, congresso). Trata-se de um estudo retrospectivo, exploratório e descritivo, com abordagem quantitativa cujos objetivos foram: mensurar o absenteísmo dos trabalhadores de enfermagem em uma Unidade Básica e Distrital de Saúde (UBDS) de um município de grande porte no interior paulista, no período de agosto de 1998 a julho de 2002; descrever a distribuição dos tipos de ausências não previstas desses trabalhadores. A população constituiu-se dos trabalhadores de enfermagem (enfermeiros, técnicos e auxiliares de enfermagem) que, no período estudado, encontravam-se alocados na UBDS selecionada para a investigação. Os dados relativos ao número de dias de ausências não previstas foram coletados junto à Divisão de Gerenciamento de Pessoal da Secretaria Municipal de Saúde e transcritos para uma planilha. Para o cálculo do Índice de Absenteísmo (IA), adotou-se equação proposta por Pavani (2000). O índice geral de absenteísmo encontrado foi de 6,61%, o que significa que do tempo total de trabalho esperado da equipe de enfermagem nos quatro anos, aproximadamente, 7% ficou comprometido devido às ausências não previstas. Em relação às categorias de trabalhadores, obteve-se 5,37% de absenteísmo para enfermeiros, 8,06% para técnicos e 6,82% para auxiliares de enfermagem.O tipo de ausência não prevista predominante foi a licença para tratamento de saúde com um percentual geral de 46,94%; sendo de 54,43%, 41,52% e 45,75% para enfermeiros, técnicos e auxiliares de enfermagem, respectivamente. Partindo da premissa de que é através do trabalho desenvolvido pelas pessoas que se alcançam os resultados propostos pela organização, neste caso, atender às necessidades de saúde da população, entende-se que o absenteísmo é essencialmente um problema de gestão e, neste sentido, cabe à gerência o acompanhamento e monitoramento da assiduidade de seus trabalhadores. / The absenteeism is becoming a crucial problem for organizations as well for managers. Its causes are linked to multiple factors and that is why it is so complex and difficult to manage. Absenteeism is the absence of workers, when they were expected to be present. In Nursing, this phenomenon is a concern for managers as the frequent absences affect the quantitative human resources, reflecting in the quality of the care provided to patients. In addition, absenteeism is a relevant variable in order to dimension the staff. This study was developed based on the Gaidzinski (1998) framework, in which the absences are classified as expected and non expected. The expected absences are the ones that can be planed before, such as leaves, vacations and holidays. The non expected absences are the ones that effectively characterize the absenteeism due to its non expected character, among them: non justified absences, medical leaves, family leaves, occupational accidents and other leaves that are included among the workers´ rights. This is a retrospective, exploratory and descriptive study based on a quantitative approach with the aims of: measuring the absenteeism among the nursing workers at a District Basic Health Unit of a large municipality in the state of São Paulo from August, 1998 to July, 2002; describing the types distribution of non-expected absences among these workers. The population was formed by nursing workers (nurses, nursing technicians and auxiliaries) that worked at the Unit in the above mentioned time period. Data related to the number of non expected absences were collected at the Human Resources Division of the Municipal Health Department and transcribed in a worksheet. To calculate the rate of absenteeism, the author adopted the equation proposed by Pavani (2000). The general rate of absenteeism was of 6.61%, meaning that from the total nursing team expected work in four years, approximately, 7% was impaired due to non expected absences. With respect to the categories of workers, 5.37% was the rate of absenteeism for nurses, 8.06% the rate for technicians and 6.83% for nursing auxiliaries. The predominant type of non expected absenteeism was the medical leave, representing 46.94% of the total; considering this leave, 54.43% was the rate for nurses, 41.42% for nursing technicians and 45.75% for nursing auxiliaries. Based on the idea that the organization achieves its goals through the work developed, in this case, to meet the population care needs, the absenteeism must be understood as a managerial problem and therefore, the managers must follow and monitor the diligence of their workers.

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.

O absenteísmo tem se tornado problema crucial tanto para as organizações como para os administradores. Suas causas estão ligadas a múltiplos fatores, tornando-o complexo e de difícil gerenciamento. Absenteísmo é a ausência do trabalhador ao serviço, quando se esperava que ele estivesse presente. Na enfermagem, esse fenômeno vem preocupando os gerentes, uma vez que faltas freqüentes ao trabalho repercutem no quantitativo de recursos humanos, refletindo na qualidade da assistência prestada à clientela. Além disso, o absenteísmo constitui-se variável relevante quando se trata de dimensionar quadro de pessoal para os serviços. Este estudo foi desenvolvido com base no quadro conceitual desenvolvido por Gaidzinski (1998), no qual as ausências são classificadas em previstas e não previstas. Ausências previstas são aquelas de direito do trabalhador, podendo ser planejadas com antecedência como férias, folgas e feriados. As ausências não previstas são as que efetivamente caracterizam o absenteísmo, pelo seu caráter imprevisível, entre elas: faltas abonadas e injustificadas; licenças médicas; maternidade; paternidade; acidente de trabalho; outras licenças amparadas por lei e/ou de direito do servidor (nojo, gala, congresso). Trata-se de um estudo retrospectivo, exploratório e descritivo, com abordagem quantitativa cujos objetivos foram: mensurar o absenteísmo dos trabalhadores de enfermagem em uma Unidade Básica e Distrital de Saúde (UBDS) de um município de grande porte no interior paulista, no período de agosto de 1998 a julho de 2002; descrever a distribuição dos tipos de ausências não previstas desses trabalhadores. A população constituiu-se dos trabalhadores de enfermagem (enfermeiros, técnicos e auxiliares de enfermagem) que, no período estudado, encontravam-se alocados na UBDS selecionada para a investigação. Os dados relativos ao número de dias de ausências não previstas foram coletados junto à Divisão de Gerenciamento de Pessoal da Secretaria Municipal de Saúde e transcritos para uma planilha. Para o cálculo do Índice de Absenteísmo (IA), adotou-se equação proposta por Pavani (2000). O índice geral de absenteísmo encontrado foi de 6,61%, o que significa que do tempo total de trabalho esperado da equipe de enfermagem nos quatro anos, aproximadamente, 7% ficou comprometido devido às ausências não previstas. Em relação às categorias de trabalhadores, obteve-se 5,37% de absenteísmo para enfermeiros, 8,06% para técnicos e 6,82% para auxiliares de enfermagem.O tipo de ausência não prevista predominante foi a licença para tratamento de saúde com um percentual geral de 46,94%; sendo de 54,43%, 41,52% e 45,75% para enfermeiros, técnicos e auxiliares de enfermagem, respectivamente. Partindo da premissa de que é através do trabalho desenvolvido pelas pessoas que se alcançam os resultados propostos pela organização, neste caso, atender às necessidades de saúde da população, entende-se que o absenteísmo é essencialmente um problema de gestão e, neste sentido, cabe à gerência o acompanhamento e monitoramento da assiduidade de seus trabalhadores. / The absenteeism is becoming a crucial problem for organizations as well for managers. Its causes are linked to multiple factors and that is why it is so complex and difficult to manage. Absenteeism is the absence of workers, when they were expected to be present. In Nursing, this phenomenon is a concern for managers as the frequent absences affect the quantitative human resources, reflecting in the quality of the care provided to patients. In addition, absenteeism is a relevant variable in order to dimension the staff. This study was developed based on the Gaidzinski (1998) framework, in which the absences are classified as expected and non expected. The expected absences are the ones that can be planed before, such as leaves, vacations and holidays. The non expected absences are the ones that effectively characterize the absenteeism due to its non expected character, among them: non justified absences, medical leaves, family leaves, occupational accidents and other leaves that are included among the workers´ rights. This is a retrospective, exploratory and descriptive study based on a quantitative approach with the aims of: measuring the absenteeism among the nursing workers at a District Basic Health Unit of a large municipality in the state of São Paulo from August, 1998 to July, 2002; describing the types distribution of non-expected absences among these workers. The population was formed by nursing workers (nurses, nursing technicians and auxiliaries) that worked at the Unit in the above mentioned time period. Data related to the number of non expected absences were collected at the Human Resources Division of the Municipal Health Department and transcribed in a worksheet. To calculate the rate of absenteeism, the author adopted the equation proposed by Pavani (2000). The general rate of absenteeism was of 6.61%, meaning that from the total nursing team expected work in four years, approximately, 7% was impaired due to non expected absences. With respect to the categories of workers, 5.37% was the rate of absenteeism for nurses, 8.06% the rate for technicians and 6.83% for nursing auxiliaries. The predominant type of non expected absenteeism was the medical leave, representing 46.94% of the total; considering this leave, 54.43% was the rate for nurses, 41.42% for nursing technicians and 45.75% for nursing auxiliaries. Based on the idea that the organization achieves its goals through the work developed, in this case, to meet the population care needs, the absenteeism must be understood as a managerial problem and therefore, the managers must follow and monitor the diligence of their workers.

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.

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.

This research was concerned with the phenomenon of problematic school-related absenteeism (PSRA) within the Victorian secondary school system with particular reference to middle schooling. The study investigated categories of PSRA, identified major risk factors associated with PSRA, and outlined outcomes relevant to selected school-based strategies employed in the management and minimisation of PSRA. A review of literature was undertaken that identified a number of major categories and risk factors that were associated with PSRA. Subsequently, a conceptual framework was developed. It was the conceptual framework underpinned by the research questions that guided the research design and the collection and analysis of data. Five research questions underpinned this research. The primary research question was:

The purpose of the study was to determine the impact of teacher absences from the classroom on student achievement. The specific grade level researched was the third grade. Two school corporations, one in Indiana and one in Wyoming, participated in the research study. Changed scores on reading achievement were utilized to evaluate the impact of teacher absence on achievement.A review of the literature was conducted to identify previous studies on this subject. Several studies were found that examined teacher absences.Private sector research was also reviewed. These studies found employee absences to have a negative impact on productivity.Teacher absences were divided into three categories: 0-4, 4.5-11.0, and 11.5 days absent and above. The data on student achievement was compared to each attendance cell to determine a difference of significance existed. The Iowa Test of Basic Skills was used to determine student achievement. To measure growth in achievement, student scores obtained in the fall semester of the third grade experience were compared to scores obtained in the fall semester of the fourth grade.Data collected supported the following conclusions:1. Teacher attendance did have a significant impact on student achievement.2. Students enrolled in classes where teachers had absences of 4.5 days or more did not score as well on the Iowa Test of Basic Skills achievement tests as students with teachers having less than 4.5 days of absence.3. Fringe benefits used to pay for absences will encourage employees to miss work unnecessarily.4. Teachers having absences between 0-4.0, regardless of principal ratings, had students that scored better on the Iowa Test of Basic Skills achievement tests than teachers with absences in excess of 4.0.5. Teacher days absent and overall ratings by principals are independent of each other. The data suggest principals do not consider absences when evaluating teachers.6. Teachers' application of current educational research to the classroom demonstrated a significant impact on grade equivalency gain.7. Teacher knowledge of subject matter taught had a significant impact on percentile gain by students.

Thesis (M.A.)--Miami University, Dept. of Speech Communication, 2003. / Title from first page of PDF document. Document formatted into pages; contains iii, 42 p. Includes bibliographical references (p. 32-35).

This report examines the trends in sick leave usage among nurses in a hospital and aims at creating a forecasting model to predict sick leave usage on a weekly basis using the concept of artificial neural networks (ANN). The data used for the research includes the absenteeism (sick leave) reports for 3 years at a hospital. The analysis shows that there are certain factors that lead to a rise or fall in the weekly sick leave usage. The ANN model tries to capture the effect of these factors and forecasts the sick leave usage for a 1 year horizon based on what it has learned from the behavior of the historical data from the previous 2 years. The various parameters of the model are determined and the model is constructed and tested for its forecasting ability. / text

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.