Absence Management Research Articles

Disability-related policies and practices and sustained employment: A survey and register data study

Abstract Background Many OECD countries implemented reforms to promote sustained employment of employees on long-term sick leave. Still, sustained employment remains low, which is worrying as it may affect the health and well-being of this vulnerable group of workers. This study aimed to examine the extent to which a firm's disability policies and practices increase the likelihood of sustained employment of long-term sick-listed employees with remaining work capacity. Methods Survey data on firms’ disability policies and practices was obtained from the Dutch Employee Insurance Agency (UWV) and linked to register data covering the employment outcomes of all employees that applied for disability benefits between 2006 and 2010 (N = 6103 employees from N = 366 employers). The dependent variable was sustained employment one year after the disability assessment. Implemented disability policies and practices were measured across seven domains: sick leave prevention, absenteeism management, reintegration management, occupational health and safety services (OHS), reintegration activities with the current/another employer, and positive workplace culture. Multilevel multiple logistic regression analyses were performed. Results Sick leave prevention policies (OR = 2.3, 95% CI 1.3-4.0), absenteeism management policies (OR = 1.8, 95% CI 1.0-3.3) and OHS (OR = 1.8, 95 CI 1.1-3.2) were positively associated with sustained employed one year after the disability assessment. No significant results were found for the other domains. Conclusions Employees with remaining work capacity in firms with the most comprehensive absence management policies, prevention policies, and OHS are about twice as likely to continue working one year after the disability assessment than firms with the least comprehensive policies. Legislation that encourages firms to invest more in absence management and prevention policies may result in better employment opportunities for this vulnerable group of employees. Key messages • Firm's prevention and absence management policies could be highly effective in fostering sustained employment of employees on long-term sick leave. • Legislation that encourages firms to invest more in disability policies and practices may result in better employment opportunities, health, and well-being of people with partial work disabilities.

Management of absenteeism in primary care services in a medium-sized city in Brazil

Resumo Sob a ótica do absenteísmo, este artigo descreve e analisa o processo de agendamento e atendimento de consultas médicas para o município de Ribeirão Preto, SP, Brasil. A partir dos mapas dos processos de agendamento e atendimento na Atenção Primária à Saúde (APS), foram realizadas entrevistas com coordenações da Secretaria Municipal de Saúde e gerentes de Unidades Básicas de Saúde (UBS) e Unidades de Saúde da Família (USF). Em uma abordagem qualitativa, foram identificadas as características, peculiaridades e possibilidades de estruturação no agendamento e atendimento à população. Os resultados são apresentados de modo analítico nos seguintes tópicos temáticos: gestão da agenda, acolhimento, tecnologias de informação e comunicação, modelo de unidade, pronto atendimento, infraestrutura e recursos humanos. Os resultados deste trabalho poderão auxiliar gestores municipais em processos de avaliação e melhoria contínua na rede de APS.

Investigation of Unplanned Absenteeism of Nurses Working in a University Hospital: Cross-Sectional Study

AimThis study aimed to determine the tendencies and causes of unplanned absenteeism of nurses and the experiences of clinical nurse managers on this subject. BackgroundAbsenteeism is a common way for an employee to distance themselves from their job. Unplanned absence is defined as the employee's inability to come to work without the employer's consent. MethodsIn the retrospective analysis of the archived data on nurse absenteeism, a qualitative interview technique was used in the data collected from nurse unit managers using the quantitative method, semistructured interview form. ResultsChildren's problems, special reasons, and medical diseases are among the most common reasons for nurses' unplanned absenteeism. As per the nurses in charge, the tendency of unplanned absenteeism in their units is not high; in addition, motivation can reduce the tendency of unplanned absenteeism. ConclusionsIt was emphasized that in absentee management, interteam communication and regulations aimed at increasing the employee's motivation in the work environment are important. Clinical manager nurses can reduce the frequency of unplanned absenteeism by determining the factors that push nurses working in the clinic to unplanned absenteeism for motivational reasons. This study will guide the preparation of programs to improve the causes of unplanned absences in their clinics.

Analysis and Modeling of Absenteeism Management in Iran Revenue Tax Agency Using Mixed Method

Unscheduled employee absence from workplace is defined as absenteeism. Absenteeism management is considered as designing, planning, and controlling employee’s activities to increase welfare of employees and to reduce work absence. The goal of this paper is to develop a model for the absenteeism management using mixed method. In this study, the management of employee’s absenteeism is analyzed qualitatively and quantitatively using Grounded Theory (GT), Exploratory Factor Analysis (EFA) and Confirmatory Factor Analysis (CFA). The qualitative part is conducted using 18 in-depth and semi-structured interviews with organizational experts and employees who have done frequent absence in Iran Revenue Tax Agency (IRTA). Non-probability method and dependent heterogeneous method are used for collecting data. The collected data from qualitative part is analyzed using MAXQDA12 software. In the quantitative part, using random sampling method, 302 questionnaires are collected. The data analyzed by EFA and CFA methods using Spss26 and Amos software, respectively. The model of employee’s absenteeism management categorized in five sections of GT method. Casual factors, main phenomena, interfering factors and recognized contextual factors for absenteeism are presented using the proposed model. Finally, the strategies for managers to reduce absenteeism from work and its consequences are presented.

ABSENTEEISM IN SLOVENIAN COMPANIES

The main research question is: How do Slovenian employers assess the level of absenteeism in their companies and what measures do they take to control it? We collected the data for research in 155 Slovenian companies in 2019 by the use of a questionnaire (close- and open-ended questions) that was answered by the people responsible for staffing (human resource managers) or managers in small companies. In addition to questions for demographic data (region, activity, organisation’s size, ownership), we also included variables with the following descriptive answers: The range of absenteeism in a company; The reasons for absenteeism in a company; Absenteeism management in a company; Actions for absenteeism management in a company. Absenteeism is not perceived as critical, but it is more often present among production workers. Various diseases are still the most common reason for absenteeism. The employees are mainly committed to work and do not take advantage of sick leave. The employers should establish systems for managing absenteeism within the companies. In this respect, the system should also consider how committed to work the worker is, how efficient is in using the elements of work and how qualitative is his output. On the basis of these findings, it would be advisable to prepare a research instrument with which we could identify what is happening in the field of absenteeism and which actions should be taken at the national, regional level or at the companies’ level, especially in the period of the Covid-19 pandemic.

Legal Standing of Absenteeism (Afwezigheid) to the Guarantee of Civil Rights Protection

The research aims to analyze and find out the legal standing of absenteeism ( afwezigheid ) to the guarantee of civil rights protection in Indonesia. The research is a normative legal research by using a statute, conceptual and philosophical, and comparative approaches. The results show that the essence of absenteeism ( absentee dominii ) is a guarantee of legal protection certainty against the inability of legal subjects to attend when expected. Legal protection certainty can occur because of the presence of representatives based on court decisions. The implementation of absenteeism regulations includes regulations that are not in sync with higher regulations, namely, the regulation of the Minister of Finance (PMK) on the settlement of Chinese foreign assets. This PMK is still implemented by taking advantage of the unsynchronized regulations. There are also regulations which are equivalent but can be implemented by applying the legal principle lex specialis derogat legi generali . The management of absenteeism is carried out through publicity and supervision carried out by the Attorney General, BPK and tiered supervision within the Ministry of Law and Human Rights of the Republic of Indonesia. Management until the 30-year expiration period is a form of legal protection for civil rights for absentees. Keywords: Absenteeism; Civil Rights; Land; Legal Protection DOI: 10.7176/JLPG/102-09 Publication date: October 31 st 2020

Work Absenteeism Management in Project-Oriented Organizations

Work Absenteeism Management in Project-Oriented Organizations

RANCANG BANGUN SISTEM INFORMASI BIDANG KESISWAAN BERBASIS ANDROID PADA SMKN 8 PADANG

The Student Field is an important unit for every school in Indonesia, especially for SMKN 8 Padang. The role of student affairs helps schools to deal with various types of violations that students do in the school environment in the teaching and learning process including student absentee management, as well as managing extracurricular activities that interest students. The Student Information System Field of SMKN 8 Padang is based on Android, with this information system users can access anytime and anywhere regarding the rules and regarding extracurricular activities. If students are found committing a violation, they will be directly inputted with the android by the teacher who found the violation committed by the student, and the teacher input the student's attendance. Users who have logged in can enter their own extracurricular interest. All data inputted with Android will be stored on a web server based on Codeigniter framework programming using a MySQL database. The results obtained from the implementation of this student field application are to facilitate the SMK Negeri 8 apparatus, especially in the student field, to record students who commit violations, students who take extracurricular activities and absenteeism that were previously done manually now become digital using mobile phones that can be taken anywhere.Keywords: Information System, Android, Web Programming, CodeIgniter.

Nurse absenteeism: An analysis of trends and perceptions of nurse unit managers.

To explore absenteeism trends and absenteeism management from the perspective of nurse unit managers. Unscheduled absenteeism among nurses appears to be a multi-factorial phenomenon and is a source of concern due to the effect absenteeism has on the daily management of human resources, ultimately affecting delivery of safe care. Identifying absenteeism trends among nurses may inform the development of targeted strategies to minimize unscheduled absenteeism. A mixed-methods approach was used with the quantitative phase retrospectively reviewing and analysing nurse absenteeism data, whilst the qualitative phase involved semi-structured interviews with nurse unit managers, exploring their perceptions pertaining to the absenteeism trends. Data analysis revealed that absenteeism in hospitals follows various trends, amongst them seasonal, daily, and demographic trends. A heavy workload, which takes its toll on the nurses' physical and mental health, also contributes to nurse absenteeism. This study reveals absenteeism trends from nurse managers' perspectives, with authentication from official statistics. Any prescriptive measures for absenteeism should take into account absenteeism trend analysis and the work environment. An analysis of absenteeism trends will assist management in initiating tailor-made intervention measures.

Proposta de ações ergonômicas para mitigar perdas com absenteísmo e presenteísmo

The present work had as objective to establish a method of ergonomic management of absenteeism / presenteism. Mapping of the pertinent scientific works published between the years 2000 and 2016, and the analysis of documents provided by the company studied, were carried out. The methodology chosen in this scientific research was the case study. This is an applied research, which takes the form of an exploratory, qualitative and non-experimental research. With regard to technical procedures, this is a bibliographical, documentary and participant research. After the analysis of the documents and the comparison of data, it was noticeable that there is no precision about the volume of absenteeism / presenteism, however, in the analysis, surprising data were verified. These data reveal that the repercussion of presenteeism may be more present than previously thought and may result in chronicity of the picture and the emergence of prolonged absenteeism. The relationship between absenteeism / presentism and management mode, problems in planning and production scheduling, and the strong influence of ergonomic risk agents were also demonstrated, leading to the majority of sick leave due to musculoskeletal disorders. According to the information obtained in the bibliographic review, it was sought to align control measures compatible with the mentioned issues. For the analyzed company, which will serve as an alert and model for others, it will be of great importance to implement a program of management of absenteeism and presentism based on ergonomic methods and focused on deepening research on worker activity, its operative mode and The various factors that influence the quality of life at work. The approach should then be Macroergonomic and participatory, ie, involve all influential factors on the worker and their production capacity, and involves it directly in the process of control. Therefore the importance of the epidemiological foundation and the deepening of organizational issues based on the precise analysis of the activity. Ergonomic actions need to be inserted in the strategic scenario and integrated into a management practice of absenteeism and presenteism. It is believed that the study of the development of the ergonomics management model with actions to Mitigate Losses with Absenteeism and Presentism can be continued, addressing other aspects and going deeper into other variables.

Digital Occupational Health Systems: What Do Employees Think about it?

A high rate of work-related accidents or diseases around the world not only threatens the health and wellbeing of employees, but also causes a considerable annual economic burden for organizations. One promising use of information technology would therefore be the management and prevention of occupational accidents and employee absenteeism. Although some companies are starting to introduce digital occupational health initiatives, there is scarce evidence about the inhibiting factors which may discourage the wide adoption of such systems in the workforce. This paper presents qualitative and quantitative data of an exploratory study, which delves into the perceptions of employees towards the use of digital occupational health systems. Our results show that employees are usually aware of the enhanced possibilities for managing and improving their health and wellbeing through such corporate initiatives. However, privacy concerns and the additional mental pressure caused by such systems, significantly diminishes an employee’s willingness to adopt them.

Addressing medical absenteeism in pre-vocational secondary students: effectiveness of a public health intervention, using a quasi-experimental design.

BackgroundStudents’ health and school absenteeism affect educational level, with adverse effects on their future health. This interdependence is reflected in medical absenteeism. In the Netherlands, a public health intervention has been developed to address medical absenteeism in pre-vocational secondary education. This study aims to investigate the effectiveness of this intervention on students’ medical absenteeism, compared to “medical absenteeism policy as usual”.MethodsA quasi-experimental design with an intervention group (493 students) and a control group (445 students) was applied. Multilevel analysis was used to study differences in the development of the level of a student’s medical absence over time (after 3 and 12 months).ResultsIn the intervention group, the level of absenteeism decreased from 8.5 days reported sick in 12 school weeks to 5.7 days after 3 months, and to 4.9 days after 12 months. The number of absence periods fell from 3.9 in 12 school weeks to 2.5 after 3 months, and to 2.2 after 12 months. In the control group, the absence days initially decreased from 9.9 days reported sick in 12 school weeks to 8.4 days after 3 months, after which an increase to 8.9 days was measured. The number of absence periods initially decreased from 4.5 in 12 school weeks to 3.5, after which an increase to 3.7 was measured. The number of absence days per period remained about the same in both groups.ConclusionsThe study provides first indications for the intervention to be effective for Dutch pre-vocational secondary students with increased medical absence rates. The intervention, which consists of personalised management of medical absenteeism by systematic identification of students with extensive medical absenteeism and consistent referral to youth health care physicians, appears to reduce the absence rates more effectively than “medical absenteeism policy as usual”. The effectiveness of the intervention is shown primarily by a decrease in the number of periods reported sick.

Koncepcja systemu zarządzania absencją w przedsiębiorstwie

In many Polish enterprises managing absenteeism is dictated by legal regulations in this regard and managerial pragmatics boiling down mainly to the control of absences and disciplining employees. In recent years, the approach of firms to employees has been changing. Caring about their condition, commitment and satisfaction from work are not perceived as a duty any more, but as a chance. However, there is no universal methodology of absenteeism management integrating the holistic approach and interdisciplinary approach, combining various spheres and perspectives. The aim of the paper is to present a concept of the absenteeism management system in an enterprise, the usefulness of which is related to the system’s fulfilment of formalisation, diagnostic and motivational function aimed at the reduction of sickness absenteeism and the improvement of the enterprise performance. A thesis was adopted that the policy and operational activities undertaken within absenteeism management lead to the creation of common value for the firm and the employees. The common value creation focuses on the identification of relations between the economic and social development and the management of these relations. The presented concept of the system of managing sickness absenteeism includes five elements: goals and subject of the management, diagnosing causes and effects of absenteeism, preventive measures, the measurement of the effectiveness of the measures, as well as the analysis and assessment of the impact of these activities on the company performance, and the verification of the methods of absenteeism management process. The basic aspects of this process, namely the subjective, purposive and instrumental aspect are described, but special attention is paid to the use of modern methods of management and alternative models of managing people. To fulfil the goal defined in this way, the following research methods were used: an analysis of the research findings of predecessors and the findings of own empirical research into the conditions of the humanisation of work and the factors of work motivation. Due to the limited framework of the paper, only selected, more important research threads were tackled, particularly those which concern the relationship between a manager and a subordinated employee.

Behavioural Inquisition into Absenteeism

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.

Prediction tools for sickness absenteeism

Purpose – Bradford formula (index) or factor (BF) was originally designed for use as part of the overall investigation and management of absenteeism. Work ability index (WAI) is an instrument that has been used to evaluate work ability. The purpose of this paper is to evaluate retrospectively, the properties of the WAI, the BF and their combination – the sickness absence probability factor – in predicting future sickness absence. Design/methodology/approach – Data on sickness absences of shipyard employees for the period 2002-2006 were utilized for the calculation of the relevant BFs. The Greek version of the WAI questionnaire was also used. The sickness absence probability factor was calculated by summing up the scores of the two other tools, after transforming them into categorical variables. Findings – Increased BF values are positively and strongly correlated to increased sickness absenteeism levels in the following years (p<0.001), especially for the immediate following years. WAI score is also strongly negatively correlated to absence. The combination of BF and WAI acted even better. Originality/value – The use of tools, like the BF and the suggested sickness probability factor, should be considered by occupational health personnel in order to act proactively on sickness absenteeism, since they were found to be related to future absenteeism. Actions should follow health and safety rules and ethics and should be undertaken by competent health personnel.

A Hospitality Industry Case Study : The Impact of Workers Absenteeism at the Vineyard Hotel and Spa Western Cape

Absenteeism is the frequent or habitual absence from work and is seen as the biggest cause of lost time and decreased productivity in organisations. However, the Vineyard Hotel and Spa in Cape Town, which employ 300 permanent employees, is experiencing a high rate of absenteeism. The research problem is that if sufficient attention is not paid to the high absenteeism rate, the Vineyard Hotel and Spa will run the risk of losing valuable workers and customers; hence it will threaten the company’s finances. An extensive study of related literature on the topic was undertaken. A multi-disciplinary approach was adopted, whereby literature from areas of strategic management, human resource management, economics and marketing were consulted. The nature of the research dictated both qualitative and quantitative methodologies for a better understanding of the research problem that was identified. Qualitative research involved face-to-face interviews with 8 managers. In addition, a sample size of N=24 was identified to complete the quantitative research questionnaires, choosing participants that manifested certain characteristics in which the researcher was interested. Data analysed revealed the absence of a recognised absenteeism management and monitoring system, lack of accurate recording of absenteeism by managers, as well as a lack of communication between managers and workers. The research conclusively formulated recommendations to the Vineyard Hotel and Spa in order to address the abovementioned problem.

The strategic management of truancy and school absenteeism: finding solutions from a national perspective

This paper has been written specifically from two perspectives. First, because of the research and professional activity carried out by the author in the field for over forty years. Second, as a consequence of the author chairing the National Behaviour and Attendance Review (NBAR) in Wales and writing the subsequent Report (NBAR 2008), as well as being involved in subsequent follow up activities. Given this unique expertise, it seemed appropriate to reflect upon how school attendance rates could be improved and truancy reduced. In order to achieve this task the author first reflects on key issues in the published data before considering the implications from a strategic and managerial perspective. Finally, a short action plan is presented which could be followed by national governments or local authorities alike, whilst the fundamental principles are relevant for teachers, schools and local authorities as well as for pointing the way forward for future research.

The State, the Private Health Care Sector and Regulation in Bangladesh

Multifarious factors have contributed to the development of the private health care sector in Bangladesh. Its growth has been facilitated by the inclusion of private health care development in planning policies, by symbolic encouragement by government officials, by state patronage through medical education and training, by public sector physicians being allowed to practise privately, and by the provision of grants, subsidies and funds for investment. Opportunities for its expansion have also been created by a host of problems in the public health care system, including an inability to provide services, limited resources, poor perception and poor quality of services, a lack of personnel, absenteeism, corruption, and poor planning and management. But complains are also levelled against the private sector, as it lacks necessary infrastructure, equipment and personnel, with poor service conditions, poor quality and poor standards. The government enacted an Ordinance to regulate private health care, but evidence shows that regulatory practices are ineffective as a result of problems of legislative design, information and implementation, as well as internal and external contradictions within the regulatory system. Some policy guidelines are necessary to ensure positive outputs from the private health care sector.

Do Facilities with Distant Headquarters Pollute More? How Civic Engagement Conditions the Environmental Performance of Absentee Managed Plants

Scholars agree that due to advances in transportation and communication technologies, firms can extend their reach and more easily externalize their pollution by setting up plants in far-flung, less regulated areas. They also concur that absentee managed plants or facilities with remote headquarters are rapidly becoming the modal type of industrial organization. However, they have yet to examine the environmental performance of these plants and how their propensity to pollute is conditioned by the types of communities that harbor them. This reflects a more general failure on the part of social scientists to study the impact that different organizational forms have on the physical environment. Using the EPA's newly published 2000 Toxics Release Inventory, we test the direct and interactive effects of absentee management on the environmental performance of chemical plants in the U.S. Findings reveal that absentee managed plants emit more toxins, on average, than other plants. However, when we take into account the amount of chemicals that plants have on-site and other factors that influence facilities' emissions, we discover that the environmental performance of absentee managed plants is no worse than that of other plants. Whether plants with distant headquarters emit more toxins largely depends on the presence of local institutions that facilitate civic engagement. When embedded in communities with more associations, churches, and third places, absentee managed plants emit significantly fewer toxins. [End Page 189]

Explosion Prevention: Legislation and Risk Management Prévention des explosions: législation et management des risques

Prevention of the risk of explosion is subject to legislation by laws, ordinances and directives. Where, when, and how should we intervene in this process? New tools are available: organization, risk analyses, near-accidents analyses, check-lists, motivation, communication, workers' participation in processes, mentoring for new staff, health protection, and absenteeism management.