The study of absence from work has been of interest to organizational researchers for over 50 years. Most prior studies have considered absence behavior from the perspective of the individual employee only. The potential effect of a social unit in which an employee works has been given relatively little attention. This study examines the relationship between absence behavior and absence climate at the level of the supervisory group and plant, as well as the level of the individual. Absence climate was defined as the psychologically meaningful shared perceptions that workers hold concerning absence procedures and practices occurring within an organization. These procedures and practices were categorized into three dimensions, i.e. Organizational Pressure to Attend, Explanations for Absence and Consequences of Absence. In order to assess employee perceptions of absence a questionnaire was administered to 1139 apparel employees, who were members of 46 different work groups embedded within 5 different plants of the same organization. Absence behavior was measured by both absence rate and absence frequency from attendance records over a 12 month period. This study found (after controlling for gender, age and tenure) that Explanations for Absence was significantly related to absence behavior at the individual level of analysis and that Consequences of Absence was significantly but not practically related to absence behavior at the level of the supervisory group. Hence, only the individual level of analysis was found to be appropriate for the study of absence climate in this study. / Ph. D.

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

Thesis (M.B.A.)--Universidad Interamericana de Puerto Rico, Recinto de Ponce, 2007. / Digitized and made available on the World Wide Web by Interamerican University of Puerto Rico, 2007.

The Department of Health is experiencing repeated negative press releases with the respect to the quality of service delivery in the Eastern Cape. The public sector is an entity that provides a unique service. This is made evident by the services provided such as provision of free health services for primary health care as well as free health services to children under six, disabled and senior citizens. The Eastern Cape Department of Health has developed service standards adopted in 2007 by the Eastern Cape Department of Health. This study aims to determine the casual effect of absenteeism and their relationship to poor service delivery. According to Makhubu (2006) many vacancies in the Eastern Cape Department of Health exist which result in service delivery problems. In terms of the second principle in the Batho Pele Principles the norms and standards which are service standards serves as a baseline where the Department of Public Service and Administration (2007) issued directive that the vacancy rate of any government department should range between ten and fifteen percent Makhubu (2006) further refers to the doctors/patient ratio as one is to three hundred patients (1:300), which is unhealthy and abnormal as the doctor/patient ration in terms of the Health Professional is one is to thirty (1:30). Such cases pose an opportunity to those employees who are within the service to absent themselves from such unhealthy situations and this behavior later result in the exodus (professional drainage) of employee. Schultz, Nel, Gerber, Hassbroek, Van Dyk and Werner (2001:582) define absenteeism as withdrawal of levels of productivity and collegial interaction for a given time to escape a perceived undesirable working environment. This behavior is disruptive to continuous organizational efficiency. Absenteeism is found in two forms that are avoidable and unavoidable. In the unavoidable forms of absenteeism, the situation in unplanned and is governed by external factors, thus it is beyond one’s control and has to be managed differently. Control of absenteeism can exercise by the immediate manager through the human resource section regarding the duration and terms of absence pertaining salary and terms of services.

No summary available / Industrial & Organisational Psychology / M. Comm. (Industrial Psychology)

M. Tech. Business Administration / The subject of absenteeism in human resources management literature has considerably dominated centre stage at a global level. Based on the National Department of Health's 2011 Quarterly Report, absenteeism in the department has for long been claimed to be on the rise. As a result, it has been said to be causing detrimental repercussions on the department's capacity to deliver sufficient health facilities to society as it is constitutionally mandated. It is against the background of these claims that the researcher has been prompted to evaluate the factors causing absenteeism in the National Department of Health and further recommending appropriate remedial measures that can be enforced to minimise and ultimately curb such high rates of absenteeism. The aim of the study is to explore and evaluate the relevant causes of absenteeism in the National Department of Health.

A report on a study project presented to the Department of Social Work School of Human and Community Development, Faculty of Humanities University of the Witwatersrand in partial fulfillment of the requirements for the degree Masters in Occupational Social Work, March 2017 / Managing absenteeism is one of the most challenging issues that managers have to deal with because it is an issue that affects all businesses regardless of sector, size or age. The aim of the study was to gain an insight and explore the experiences of line managers when it comes to managing absenteeism within the Gauteng Department of Agriculture and Rural Development (GDARD) focusing on the gaps, challenges, what they encounter or undergo and the dynamics involved when managing and addressing absenteeism within the department. A qualitative research approach using a case study research design will be used to understand the challenges associated with managing absenteeism. The population of the study comprised of managers. Eleven managers from the GDARD were purposively sampled for the study. Data was collected using in-depth; semi-structured interviews to allow the researcher a platform to ask open response questions, when exploring the managers experiences and perceptions about the management of absenteeism. Data was analyzed using thematic analysis by carefully identifying significant themes that emerged from the informants’ experiences and perceptions about management of absenteeism. The findings revealed that managers have negative perceptions and experinces when it comes to the challenges that they have encountered. The study derived recommendations on how to enhance the management of absenteeism within the department. / XL2018

Thesis (Ph. D.)--University of Missouri-Columbia, 1999. / Typescript. Vita. Includes bibliographical references (leaves 157-167). Also available on the Internet.

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