Behavioural Inquisition into Absenteeism

Abstract

The research problem, under examination, was adopted to study the correlation of behavioural factors to the problem of absenteeism among Labourers with reference to Labour - intensive production units. Focus is on definitions of absenteeism and other terms denote to absence is synonymous with absenteeism. Authorised or sanctioned absenteeism are excluded. The aim is to determine and measure behavioural causes of absenteeism as well as attitude of Labourers towards factors that influence absenteeism (reference period 1995 to 2015). The theoretical exercise provides examination on, behavioural causes, management, control of absenteeism, and suggest prescriptions with reference to behavioural causes. The empirical aim designs and develops an instrument to identify factors, measure and draw empirical estimates towards modeling a remedial package. These attempts are based on the premise that ‘identification of behavioural causes and timely management of absenteeism helps in individual and organisational development’. As regards the scope, this study is restricted to Labourer’s cadre of Labour - intensive production units. The scope looks at various aspects of absenteeism, its dynamics and inters - linkages. This adds to diversifying nature of absenteeism dynamics. Keeping this in view, the complexity leads to the following: What was the status of absenteeism, what were the behavioural - causes of absenteeism and what could be done to curb absenteeism in Labour - intensive production units? It is convincing, at this point, that Labour - intensive production units needs to attempt to develop a conceptual model of absenteeism based on, Distal Factors, Individual Characteristics, Mediating Factors, Work Attitudes and Proximal Factors. Behavioural aspects discussed are: Personality, Withdrawal Behaviour, Motivation, Commitment, Job Contentment and Discontentment, Length of Service, (Over) Qualification, Bullying and Abuse, Organisational Culture, Resistance to Change, Person - Environment Fit, Person - Organisation Fit, Work - Personal Interface, and Organisational Traits (Organisationship, Justice, Trust, Values and Mind sets etc.). Behavioural aspects use social, cognitive and emotional factors in understanding decisions of Labourers and organisations to performing functions better. The field is primarily concerned with bounds of rationality. These compare cognitive models under risk and uncertainty to models of rational behaviour. This is a longstanding interest in transitivity of preference and kind of measurement scale utility. These integrate insights from psychological research into judgment and decision-making under uncertainty.