DEPARTMENT OF MANAGEMENT

STUDIES

Research Methodology for Management

Assignment 1

Submitted By
(Name – BALAAKASH M )
(RRN- 200292601010)

Dec, 2021
 Review of Literature – Employee Absenteeism

S.no Year Title of the study Author

1 May, 2017 MS.J PAVITHRA

A STUDY ON EMPLOYEE
ABSENTEEISM

Abstract:
This study used the academic literature to establish a satisfaction model for higher education
employees. The model is divided into six dimensions: organisation vision, respect, result feedback
and motivation, management system, pay and benefits, and work environment. Using a
questionnaire based on the model, 656 peoples were surveyed to investigate and analyze their
importance-satisfaction level. The importance-satisfaction model (I-S model) was then applied to
place each quality attribute into the I-S model, and thus determine the improvement strategy.

Dependent variable Independent variable Research design

A STUDY ON EMPLOYEE Job satisfaction Population – 656
ABSENTEEISM Sampling technique – Non
probability sampling
Sampling size – 120
Tools applied – Surveys

Findings Research gap

45% of the employees are aged between 20 of the employees are aged between 24 MONTHS gap
31 employees are aged between 41-50,5% of the employees aged above 50.
● 20% of the employees are male and remaining 80% are female.
● 55% of the employees have experience of three years. 25% of the
employees are having 3 experience, 12% of the employees have 5 experience,
8% of the employees have above 7 years of experience.
● 12% of the employees strongly agree that they are absent due to work load.
18% of the employees are agreeing that they are absent due to work load. 50%
of the employees are disagreeing that they are absent due to work load. 20% of
the employees are strongly disagreeing that they are absent due to work load.
● 10% of the employees strongly agree that they are absent due to poor
working condition. 15% of the employees agree that they are absent due to
poor working condition. 40% of the employees disagree that they are absent
due to poor working condition. 35% of the employees strongly disagreeing
that they are absent due to poor working condition.
● 58% of the employees are absent due to family problems. The remaining
42% of the employees are not absent due to family problems.
 S.no Year Title of the study Author
2 june,2014 Harish K
A STUDY ON IMPACT OF EMPLOYEE Padmanabhan
ABSENTEEISM IN SELECTED
MANUFACTURING INDUSTRY

Abstract:
Employee Absenteeism is the major and continuous challenge which reflects high impact on
performance of organization. Employee attendance at work ensures high productivity, quality delivery
and commitment towards improving the performance of organization in terms of efficiency and
effectiveness of human resource management. Absenteeism is unpredictable in nature and serious
workplace problem that occurs at the expenses of both employers and employees. The impact of
absenteeism leads to not only leads to financial losses but also goodwill of organization.
Dependent variable Independent variable Research design
A STUDY ON IMPACT OF Age, Gender Population – 180
EMPLOYEE ABSENTEEISM IN Sampling technique – non
SELECTED MANUFACTURING probability sampling
INDUSTRY Sampling size – 78
Tools applied - surveys

Findings Research gap

Poor HR Practices like work environment, HR polices, welfare facilities and 12 months period
salary are the major causes of employee absenteeism in all the selected
manufacturing industry.

Lack of Employee Relations results to employee loss morale and job

satisfaction that makes to stay away from employment.

The major determinants of job satisfaction are monetary benefits and

incentives for improving motivation & morale.
 S.no Year Title of the study Author
3 2017 A Critical Risk Analysis of Aloys Kiriago
Absenteeism in the Work Place Nyagechi, Dorcas
Cheptoo Sikowo.

Abstract:
This study seeks to validate the fact that there is a problem of absenteeism amongst employees in
different workplaces and analyzes the impact of a persistent absenteeism by employees on the
organization. Employees can be absent at work for various reasons or just deciding to be rebellious as
a sign of registering some concerns especially associated with job dissatisfaction in the workplace.
Absenteeism in the workplace is catastrophic as it hinders performance and results. Organisations,
therefore, should put mechanisms in place that would be geared towards curbing this rampant attitude
that should not be entertained.
Dependent variable Independent variable Research design
A Critical Risk Analysis of Environment employee Population – 238
Absenteeism in the Work relationship working Sampling technique –
Place probability sampling
Sampling size – 45
Tools applied -Productivity
target

Findings Research gap

The excessive non-attendance or habitual late-coming of an employee 12 months gap
may speak volumes about both the employee involved and the
organisation itself and always bears further investigation. While
employees may have legitimate reasons for being absent from work, such
as illness or personal problems, the organisation may also tacitly
encourage this behaviour through its actions or in action. The following
factors have been found to contribute to absenteeism:

• Family responsibilities: Vloebergs (2002), states that research has

shown that employees nowadays seem to value the quality of life for the
amount of salary they receive. People want more control over their work
life and accord more meaning to their non-work life. Family
responsibilities may keep devoted parents away from work, especially
mothers – for example, they need to prepare their kids for school in the
morning or take care of them when they’re ill. Balancing work and family
life must, therefore, be an important management issue.