The goal of the proposed study was to explore with line managers some guidelines for an absenteeism management programme in the environment of higher learning. The aim was to gain insight from line managers into the variables to be taken into consideration in the development of an absenteeism management programme. The researcher used a qualitative research approach to gain deeper understanding of the line managers’ need to deal with absenteeism within the environment of higher education. The study used a non-probability sampling technique with purposive sampling for selecting the sample. Semi-structured interviews conducted using an interview schedule in conjunction with a recording device were conducted to gather data from ten participants. A qualitative analysis was carried out to grasp the richness of themes derived from the participants’ narratives. The analysis involved both transcribing and interpreting the data. The empirical findings revealed that participants were confronted with employees’ absenteeism in the course of their daily operations. The majority of participants reported a lack of proper policies and procedures within the institution to guide them in managing absenteeism. The study also revealed that participants felt they would benefit from a programme that specifically addressed absenteeism behaviour in the workplace. The participants recommended items that would be essential in such a programme. These included, inter alia, a return to work policy, proper monitoring mechanisms and a link between absenteeism and the performance management system. / Dissertation (MA)--University of Pretoria, 2011. / Social Work and Criminology / unrestricted

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.

Thèse (M.Ges.Org.) -- Université du Québec à Chicoutimi, programme en extension à l'Université du Québec en Abitibi-Témiscamingue, 2005. / Bibliogr.: f. [160]-164. Document électronique également accessible en format PDF. CaQCU

The objective of this research study was to investigate teachers’ understanding and perceptions of teacher absenteeism. A sample of principals, deputy principals, HODs, teachers, support staff and union members from seven different schools in Middelburg in the Nkangala District of the Mpumalanga Department of Basic Education participated in the investigation. The study was motivated by the escalating teacher absenteeism being experienced within the Mpumalanga Department of Basic Education. The abuse of teacher leave, which takes the form of various leave privileges, is being accelerated primarily by the unacceptably high occurrence of unauthorised absence on the part of teachers at schools. These unauthorised absences includes arriving in class late and leaving class before time, late arrival and early departure from school, poor time management and poor monitoring of absenteeism by the SMTs at schools. The study adopted a qualitative research approach in the collection and analysis of the data with interviews and document analysis being used in order to collect the required data. The study utilises the conceptual lens of transactional stress model and occupational stress model in order to analyse the findings and identify the various stress factors that impact on teacher absenteeism in South Africa. It concludes that the causes of teacher absenteeism are being ascribed to the following: teachers are highly stressed by their own personal lack of financial management, family problems and their ever-increasing responsibilities and the curriculum changes being imposed on them. The primary value of this research investigation, therefore, lies in the belief that the study findings may help to shape the policies that direct the management of leave of absence in the department of education while simultaneously trying to uproot the perceptual misunderstandings about teacher absenteeism. It is essential that suitable policies be formulated to obviate the underlying causes of teacher absenteeism while identifying the stressors that promote teacher absenteeism and trying to provide solutions that will reduce the escalating absence of teachers at school. / Dissertation (MEd)--University of Pretoria, 2013. / gm2014 / Education Management and Policy Studies / unrestricted

Employee absenteeism results in billions of dollars in revenue losses and lost productivity annually. Given the consequences that organizations could face resulting from high levels of work absences, executives should develop strategies to manage absenteeism to support organizational growth and sustainability. Grounded in the theory of planned behavior, the purpose of the single case study was to explore strategies managers in the private insurance industry used to reduce employee absenteeism. The population consisted of 3 managers located in Bermuda who implemented strategies to decrease employee absenteeism from a Bermuda perspective. Data included semistructured interviews, results of the company's 2016 engagement survey, and annual reports from 2014 to 2016 that highlighted the company's commitment to providing strategies to enhance employees' engagement and dedication to its strategic objectives. Through thematic analysis, 4 themes emerged: employee engagement, managerial communication, employee wellness and health promotion programs, and achieving work-life balance. Business managers could use these findings to understand how specific human resources strategies with a focus towards reducing employee absenteeism minimize work absences. Minimizing work absences could contribute to positive social change through increased economic growth in local communities and higher quality of life for its residents.

Globally, student absenteeism is seen as a period of time when students do not attend classes. This is a serious concern for lecturers at institutions of higher learning (Lipscomb & Snelling, 2010:573). In South Africa, student absenteeism is rampant amongst university and college students (Wadesango & Machingambi, 2011:89), and it is also a problem in the Limpopo Province (Ramodike, 2008:2). The objectives of this study were to explore and describe the reasons for nursing students to be absent from class in a college of nursing in the Limpopo Province, and to formulate strategies to reduce student absenteeism in a college of nursing in the Limpopo Province. The research design in this study was quantitative, descriptive, exploratory and cross sectional in nature. The sample included nursing students, from level I to level IV of their studies (n=209), registered at a college of nursing in the Limpopo Province. The data was collected using the Factors influencing Absenteeism Questionnaire (FIAQ) (Fayombo, 2012). EpiData and SPSS statistical programmes were used to analyse the data. The results of the study showed that nursing students absent themselves from class due to aspects of student-centred factors, for instance when they want to prepare for examination (53.1%; n=111); and home-related factors, most nursing students reported that they are absent from class when there is death of a family member (63.2%; n=132). Regarding school-related factors, most nursing students indicated that poor infrastructural facilities in school provide reasons for students’ absenteeism (39.2%; n=82). However, the results revealed that there is no relation between social factors and students’ absenteeism, as most of the respondents (48.3%; n=100) disagreed that the unavailability of entertainment like malls or movies around the campus is a cause of student absenteeism. With regard to measures to reduce students’ absenteeism, most of the respondents (73.7%, n=154) indicated that they need a prize giving ceremony for students that are never absent from class. A further 54.1% (n=113) reported that they want a motivating program that will emphasise the benefits of attending classes, and 47.8% (n=100) indicated that they need a program that teaches friendly and mutual lecturer-student relationships. Recommendations for nursing education, practice, future research and a policy were made. / MCur, North-West University, Potchefstroom Campus, 2015

Globally, student absenteeism is seen as a period of time when students do not attend classes. This is a serious concern for lecturers at institutions of higher learning (Lipscomb & Snelling, 2010:573). In South Africa, student absenteeism is rampant amongst university and college students (Wadesango & Machingambi, 2011:89), and it is also a problem in the Limpopo Province (Ramodike, 2008:2). The objectives of this study were to explore and describe the reasons for nursing students to be absent from class in a college of nursing in the Limpopo Province, and to formulate strategies to reduce student absenteeism in a college of nursing in the Limpopo Province. The research design in this study was quantitative, descriptive, exploratory and cross sectional in nature. The sample included nursing students, from level I to level IV of their studies (n=209), registered at a college of nursing in the Limpopo Province. The data was collected using the Factors influencing Absenteeism Questionnaire (FIAQ) (Fayombo, 2012). EpiData and SPSS statistical programmes were used to analyse the data. The results of the study showed that nursing students absent themselves from class due to aspects of student-centred factors, for instance when they want to prepare for examination (53.1%; n=111); and home-related factors, most nursing students reported that they are absent from class when there is death of a family member (63.2%; n=132). Regarding school-related factors, most nursing students indicated that poor infrastructural facilities in school provide reasons for students’ absenteeism (39.2%; n=82). However, the results revealed that there is no relation between social factors and students’ absenteeism, as most of the respondents (48.3%; n=100) disagreed that the unavailability of entertainment like malls or movies around the campus is a cause of student absenteeism. With regard to measures to reduce students’ absenteeism, most of the respondents (73.7%, n=154) indicated that they need a prize giving ceremony for students that are never absent from class. A further 54.1% (n=113) reported that they want a motivating program that will emphasise the benefits of attending classes, and 47.8% (n=100) indicated that they need a program that teaches friendly and mutual lecturer-student relationships. Recommendations for nursing education, practice, future research and a policy were made. / MCur, North-West University, Potchefstroom Campus, 2015

The purpose of this study was to investigate whether student achievement and absences are influenced by the home and social factors such as parental education, family make-up, ethnicity, home ownership, retention, free lunch, sex, and grade. The following hypotheses were tested: 1. There was no statistically significant relationship at .05 level between student achievement and each of: grouping, grade, sex, mother's education, father's education, family make-up, ethnicity, free lunch, rehousing, home ownership. 2. There was no statistically significant relationship at the .05 level between student absenteeism and each of: achievement grouping, grade, sex, mother's education, father's education, family make-up, ethnicity, free lunch, rehousing, home ownership. The population consisted of four classes (2, 4th and 2 5th grades) and 40 students randomly drawn from these classes. Twenty males and twenty females were represented, ten whites and thirty minorities out of a population of 75% minorities and 25% white. The instrument used was a schedule constructed to obtain information from school files on each variable as defined. The main results were observed in the correlation matrix where: Achievement was significantly related to grouping, mother's education, father's education, family make-up, free lunch, rehoused, retention, home ownership, hence the null hypotheses for these variables were rejected. Sex and ethnicity were not significantly related to achievement and hence the hull hypotheses for these variables were accepted. Absenteeism were significantly related to achievement, grouping, sex, mother's education, father's education, family make-up, ethnicity, free lunch, rehousing/retention, and home ownership. The null hypotheses were therefore, rejected for these variables. However, the null hypotheses were accepted for absenteeism and grade level, and ethnicity. In a factor analysis of the data achievement and absenteeism were placed in Factor 1 with father's education and mother's education, grouping, free lunch, family make-up, home ownership, and rehousing indicating that all these variables belong to the same family. Hence a change in one result is a change in the others.

Due to a number of reasons, black commuters In South Africa are often faced with long, timeous and complicated journeys to work. The purpose of this research report is to determine how these long commuting distances influence the punctuality and rate of absenteeism of black employers to the work-place. A survey was undertaken in Cape Town, Pretoria, Bloemfontein and Durban. The sample of 1238 respondents was divided into long and short-distance commuters and the answers of these two groups were compared. Respondents were questioned about factors causing them to be late or absent from work as well as . their attitudes towards punctuality. They were also questioned about their employers' attitude towards lateness. The results showed clearly that transport related problems constituted a major part of all late arrivals at the work place. Lateness due to transport problems was mainly influenced by the distance travelled to work, the total travel time, the number of transfers, the time the commuter had to leave his home, and the time he had to start work. Although absenteeism was also increased by the distance commuters had to travel and the difficulty of the journey, it was experienced much less than lateness. Lateness at the work-place due to transport problems is a big problem in South Africa, which is aggravated by the long distances faced by many commuters. It is important to try to minimize the problem and thereby cut the cost of lateness to industry.

Vaal University of Technology / ABSTRACT Keywords: job satisfaction, absenteeism and private security companies Organisations are faced with the challenge of satisfying their employees in order for them to cope with the competitive environment. In order to increase productivity, efficiency and effectiveness and to show commitment in their work, organisations must ensure that they satisfy the needs of employees to avoid absenteeism. Over the past years, organisations have attempted to find solutions for recovering and developing management of employees’ resource, placing more emphasis on the reduction of employees’ work absenteeism. Management within the organisations has introduced different methods such as teamwork, shift work system and employee motivation as strategies to improve employees’ satisfaction, motivation and reducing absenteeism with the aim of improving overall organisational performance. Absence from work is a complex issue that can be influenced by multiple causes within an organisation or could be personal in nature. The purpose of this study is to examine job satisfaction and absenteeism among entry level security officers within the Southern Gauteng region. A quantitative methodology with a non-probability survey administered to a convenience sampling was used to examine the relationship between the study constructs. In the empirical investigation, a sample of 200 was selected to participate in the study. In order to measure the study constructs, two survey materials were adapted. The participants were asked to complete two test instruments, namely a job satisfaction questionnaire (JSS) and an absenteeism questionnaire. Of the 200 questionnaires that were distributed to the identified sample of entry level security officers, 199 (n) responded. The collected data were computed through correlations analysis to evaluate the relationship between variables and the results are presented and discussed in detail. The findings of this study showed a low level of job satisfaction among entry level security officers in this particular region of Southern Gauteng. The three factors found to influence job satisfaction among security officers are lack of support from management, operating conditions and stimulating tasks. Furthermore, pay, promotion, supervision, benefits, rewards, operating conditions, relationship with co-workers and lack of communication seem to be correlated negatively with the personal, supervisory, work and organisational factors of absenteeism. Through ANOVA, three of the job satisfaction factors indicate significant variances. Differences were found for the operating conditions (p=0.000; p<0.055), co-workers (p=0.000; p<0.05), communication (p=0.000; p<0.05) and the type of employment. Further, the reliability of the job satisfaction and absenteeism sub-scales were found to be reliable. It is recommended that private security industry management could explore the relevance of the various job satisfaction factors that could influence the job and potentially cause low satisfaction among entry level security officers. The outcome of such a process could guide future actions aimed at improved job satisfaction. The private security sector should consider the implications of their staffing practices. It is recommended that terms of employment should be more permanent in nature to aid overall job satisfaction.