A study of the relationship between absenteeism and employee morale, and how best to combat absenteeism, with a detailed proposal for a case study.
Written in 2009; 7,351 words; 38 sources; APA; $ 162.95
Paper Summary:
This paper presents a research proposal based on the hypothesis that a decrease in employee morale is directly related to an increase in employee absenteeism. The Department of Child Support Services in San Bernardino County, currently experiencing an absenteeism rate of approximately 75% among all staff, is chosen as a fitting case for this study. The author gives a detailed description of the Department and its history, and then reviews the current literature on the subject of the relationship between employee morale and the rate of absenteeism to allow for a qualitative analysis of the framework study. Frederick Herzberg's Two-Factor Theory is used to support the author's hypothesis and to construct an empirical model which will serve as the framework guiding the quantitative study. The paper concludes with a detailed description of the proposed survey and the way in which the data collected will be analyzed. This paper contains figures and an appendix.
Outline:
Chapter One: Problem Statement
Introduction
Background
Chapter Two: Literature Review
Elements of Morale
Model of Absenteeism
Other Causes of Absenteeism
Trends in Absenteeism
Theories of Motivation
The Carrot and the Stick Approach
Need Hierarchy Theory
Valence x Expectancy Theory
Two-factor Theory
Summary
Chapter Three: Theoretical Foundation
Herzberg's Two-Factor, or Motivation-Hygiene Theory
Steers and Rhodes Model of Absenteeism
Summary
Chapter Four: Current Study
Operationalization
Methods
Research Design
Population
Sampling Plan
Data Collection
Data Analysis
Appendix A: Table of Collected Data
Survey Questions
From the Paper:
"Absenteeism due to low morale or job dissatisfaction usually begins with a psychological withdrawal (Noe et al, 2006). This means that although the employee may be there physically, their mind is somewhere else. Psychological withdrawal can take many forms. An employee may display very low levels of job involvement. At this point the employee has disengaged and no longer considers their work important. There may also be a total disconnect from the company as a whole. The employee now has a low level of organizational commitment. When commitment is gone, absenteeism is on the rise. The employee no longer can identify with the organization and is unwilling to put forth much effort on its behalf."
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