This well-researched case study details the impact of nurse absenteeism on patient outcome and general healthcare at the North Shore-Long Island Jewish Health System.
Abstract The writer of this paper defines absenteeism as the frequent absence from work or other duty without good reason. This case study details the effects of nurse absenteeism and the subsequent resulting errors in the dispensing of medications due to the lack of qualified nurses on the premises. The writer stresses the importance of this specific topic as it has a direct impact on the level of care provided to patients, the quality of the hospital and the reputation of the medical community. This case study examines the nursing staff in the oncology care unit at the North Shore-Long Island Jewish Health System. The writer of this paper details how the data and information for this particular study was collected as well as the actual results.
Table of Contents:
Chapter I: Definition of the Problem
Purpose of the Study
Problem Statement
Research Questions
Terminology
Assumptions
Limitations of the Study
Chapter II: Review of the Literature
Outline of Literature Review
Chapter III: Research Methodology
Hypothesis
Population & Instrumentation
Data Collection Methods
Data Analysis Methods
Summary
References
From the Paper "The effects of nurse absenteeism on patient outcome and general healthcare quality is a topic of much concern within the medical community. This topic is of the utmost importance to the field of hospital care because it has a direct effect on the level of care provided to patients, the quality of the hospital, and the reputation of the medical community. Because so much attention has been given to this particular correlation, one more study on this relationship might seem, at this point, rather superfluous. The degree of individual focus which this study requires, however, introduce the possibility that the study's findings could have tremendous impact on an individual level. Specific strategies that are found to be harmful or beneficial in one specific oncologic specialty unit could be applied elsewhere to improve the quality of medication and inpatient care in general."
Tags: health, care, medical, medication, risk, absenteeism, study, proposal, research
Abstract This paper presents a research proposal that examines the relationship of absenteeism on the failure to graduate from high school. Factors that lead to dropping out of high school that contribute to absenteeism such as illness, family problems and economic reasons are examined, as well as the relationship of student motivation to academic performance.
From the Paper "Studies have investigated factors that may be related to dropping out of high school or graduating from high school and found them to ..."
Abstract 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."
Abstract This paper explains that because absenteeism is a financial burden to management, causing increased stress on the remaining workers and decreased productivity, research is needed to understand the relationship between the levels of absenteeism in the workforce and (1) demographic factors, such as age, marital status, income, and gender and (2) employee behavior, which is derived from stress, motivation, family health and personality. The author constructed a custom-designed questionnaire, which seeks the nominal or interval data through single-response multiple-choice, multiple-response multiple-choice, simple dichotomous category scales, and modified versions of the Likert scale. The paper suggests that based on the information to be gained from this study, companies can alter human resource policies to make wiser employment decisions from their pool of applicants and can work closely with employees to provide more perks to ensuring that the work environment stimulates the motivation and reduces behavior associated with absenteeism. Custom-design questionnaire included.
Table of Contents
Problem Statement
Purpose Statement
Hypothesis
Research Objectives
Definition of Terms
Independent variables
Dependent variables
Constructs
Literature Review
Research Design
Participants
Materials
Data Collection Method
Instrumentation
Questionnaire Design
Construct
Logistics
Pilot Test
Evaluation of Response Bias
Design and Procedure
Ethical Considerations
Budget
Questionnaire Layout and Printing
Cost Summary
Schedule
Facilities
Project Management
From the Paper "The study will have two independent variables (descriptive and employee behavior) with multiple levels and one dependent variable. The dependent variable is the frequency of absences from work reported to the company within the last full-year of employment. For the independent variables it examines either the descriptive factors or the employee behavior influence the frequency of absenteeism in the workforce. Of the descriptive factors (seven levels) under study, the research examines the following factors: age, gender, education, socio-economic status, ethnicity, employment status, and marital status. The employee behavior factors (five levels) include motivation, stress, relationship with colleagues and management, repetition of job, and family responsibilities."
Abstract This essay looks at the article "The Relationship between Machiavellian-ism and Absence Rate: An Empirical Study", published in the International Journal of Management. The writer notes that this article discusses the relationship between absenteeism rates and the Machiavellian personality orientation, both from a past literature perspective, and in use of study descriptions and results. The writer points out that the author, Abdul Aziz, sought to determine if the Machiavellian personality was positively related to the rate of absenteeism in a general workplace, as well as determine if, instead, this rate of absenteeism was positively related to gender or workplace status. This discussion focuses on Aziz's research project in terms of validity threats, including those of internal, external, and measurement validity threats, control issues, knowledge gained and questions remaining from the study, and the overall effectiveness of the study. Additionally, this discussion pinpoints possible improvements to the research.
From the Paper "In this research study, the main goal was to determine if the Machiavellian personality type was positively correlated to absenteeism. Shavelson (2000) notes that, for historical validity, one should ask if anything could have happened during the course of the study that may have affected the dependent variable which, in this case, is the absenteeism rate of the subjects. Since the absenteeism rates were historical in nature, this threat is not applicable. In terms of maturation threats, Shavelson (2000) notes to question whether or not the study is controlled over a period of time, allowing the development of the outcome. Again, since this study was based on a single survey design, this threat is not applicable."
Abstract This paper discusses workplace absenteeism, which is defined as unscheduled employee absences from the workplace. It describes the different types of absenteeism that exist and the problems that it causes, such as how it cuts into a company's efficiency, profitability and sometimes even workplace harmony. The paper then discusses how businesses can deal with the issues that affect the organization negatively.
From the Paper "Stress is another area that managers may feel intimidated trying to tackle. The triggers for stress are unique to each person, and may be entirely out of the managers' control. While firms can focus on major stress factors that directly stem from the workplace - physical environment, workplace uncertainty, manager/worker and worker/worker conflict - firms may feel powerless to deal with other stress factors that cost them money.
"Slowly, managers are coming to grips with this complex and costly problem. Workplace wellness programs are being developed, and larger firms are developed comprehensive solutions incorporating personal issues, stress, preventative health and workplace environment. As the problem becomes understood in greater detail and the systems and theories to manage it are developed more fully, much of the reluctance and trepidation amongst managers to tackle the problem will subside."
Abstract This paper discusses the performance and productivity of work forces, particularly in relation to absenteeism and sick leave. The paper looks at initiatives of organizations to try to decrease absenteeism, such as absence management programs and sickness management, as well as sickness benefits. The paper focuses on the impact of sickness-related absences on organizations.
Table of Contents:
Research Highlights
Sickness Benefits and Privileges
Concerns for Management
Evaluation
Data and Research
Strategies and Perspectives
Critique and Recommendations
Conclusion
From the Paper "In general research related to absenteeism, whether validly attributed to health reasons or not, have emphasized the importance of companies becoming effective in improving the quality of life and development of employees. The realization has come from the both quantitative and qualitative research highlighting the impact of sickness-related absences to productivity, organizational effectiveness and efficiency and ultimately profits. What has been severely lacking in current practice are effective means of developing reliable and validity data which can improve research and subsequent programs to address critical issues."
Abstract This paper attempts to substantiate the theory that the absence of the African-American fathers' role in the life of their children creates an environment conducive for maladjusted children. It explores the topic in order to reflect the fact that the absence of fatherhood in all cultures does demonstrate a similar alarming trend. It shows how there are many factors that enhance or lessen the effects fathers may have on their children, whether it is the quality or quantity of the time spent with their children, and analyzes whether there is a distinction between the results of one over the other.
Outline
Introduction
Background: Paternal Influences of Fatherhood
Environmental Causes of Absentee Fatherhood in
African American Families: Effects on Children?
Poverty
Gender
Statistical Confirmation of the African American Family Poverty
Education
Unemployment
Divorce
Institutional Racism
Unwarranted Incarceration
Impact on Children
Attachment and Fatherhood
Relevance of Theory
Practice Concerns
Summary Conclusions
From the Paper "There is a space between where the conflict ends and where the effect of disorganization begins. It is at this point that we can view the changes that are the result of the many violent constraints and exploitations. Furthermore, we can explore this problem of African American fatherhood absenteeism through a concept called Social and Cultural Disorganization (Lowery, 1974). This theory was explored in Chicago between 1920 and the 1930?s. Disorganization was defined as "a disintegration of the values and rules that govern everyday behavior". In my judgment, Social Disorganization is what we see within the context of this African American male population in the form of lack of hope, hooked on dope, violent crime, mate bashing (Domestic violence), and absenteeism from fatherhood responsibilities, which is herewith being examined."
Abstract This paper briefly discusses major reasons that workers are absent. It looks at absenteeism trends that have emerged in recent years and examines ways that an employer can combat this phenomenon.
From the Paper "Some companies use 'carrot and stick' policies, paying employees a bonus just to show up regularly, something that ten years ago would have been unthinkable. Giving employees incentives for reduced absenteeism is not the same as rewarding or giving employees bonuses for reduced absenteeism. An incentive provides an employee with a boost to their motivation to avoid unnecessary absenteeism. It simply helps the employee decide to go to work versus staying home."
Abstract The paper attempts to pinpoint the reasons for staff absenteeism in the prison system. The paper presents a study that uses a survey of corrections staff in a major prison facility. The paper discusses how solving the abstenteeism problem will help to improve the health, safety and well-being of staff members as well as inmates.
Outline:
Executive Summary
Problem Statement
Research Objectives
Literature Review
Methodology
Glossary of Terms
From the Paper "Absenteeism in the correctional system reduces the efficiency of the organization. It can also be costly as well. The problems associated with absenteeism in prisons are exacerbated by rapidly rising prison populations (Dolovich, 2005). . In 1975, there were approximately 226,000 inmates in prisons across the United States (Cettinger, 1976 in Dolovich, 2005) By 1984, the population had risen to 740,000 (Hindelang Criminal Justice Research Ctr., 2004). By 2003, the prisoner population in the United States was over 2.1 million (Harrison and Beck, 2004). This dramatic rise in prison populations places the entire system under strain. Absenteeism significantly adds to this problem as staff struggle to take up the slack for those that are not at work."
An article review of J.J. Sherwood, J.J Vessey, D. Warner, and D. Clark's "Comparing Hand Washing to Hand Sanitizers in Reducing Elementary School Students' Absenteeism".
Abstract This paper critiques the article "Comparing Hand Washing to Hand Sanitizers in Reducing Elementary School Students' Absenteeism" by Sherwood, Vessey, Warner, and Clark. The author reviews the article, summarizing the research topic and methodology. The paper cautions that the sample is not representative of the entire population, but the study results can be used as a springboard for more in-depth research. The paper also recommends other variables that could be looked into for further research.
Outline:
Introduction
Research Problem
Study Purpose
Primary Research Hypothesis
Primary Researcher and Research Assistant
Research Design
Control and Experimental Group
Intervening and Mediating Variables
Ethical Issues
Study Limitations
Study Results
Recommendations
Conclusion
From the Paper "Study limitations include the following. First, there are a number of different hand sanitizers and soap products on the market and which ones the researchers chose might have had a bearing on the results of the study. Second, the results of the study cannot necessarily be extrapolated to the general population because of the unique structure of the Butte school, the temperament of the teachers, and their teaching styles. Third, intervening variables including individual differences but also differences in disease susceptibility or immunity are not accounted for in the current research."
Abstract This paper discusses the high absenteeism rate of the peer circle organization of The Mentor 100 Group. The paper uses a meta-analysis of eight articles and three books that was conducted for the report to find factors contributing to the lack of attendance. The overriding theme discovered in the paper is that absenteeism is indeed a multi-dimensional phenomenon. The authors of the paper discuss several predictors of absenteeism including commitment, outside influences, priorities and role overload. Findings in the paper show that no single predictor is the sole determinant of the low attendance rate of the peer circle group and that, instead, several predictors emerged as possible causes. The paper concludes with recommendations to The Mentor 100 Group to decrease the absenteeism rate.
Abstract
Introduction
The Problem
The Purpose
Commitment
Scarcity Model
Social Influences
Lack of Utility
Interventions
Conclusions
Key Learnings
From the Paper "The local mentoring program of The Mentor 100 Group is a year-long three-tiered program of formal mentoring, executive education and networking designed to advance the leadership skills of a selected group of 100 high potential mid-level career women. The first program component, the flagship offering of the program, is executive mentoring. In this program element each participant, whom we shall refer to as a mentee, is paired with a senior executive from a company outside of her own for year-long mentoring. This mentoring partnership, which occurs during a monthly face-to-face exchange, is designed to provide an opportunity for the mentee to benefit from the guidance of a senior executive in furthering her career aspirations and goals. The second program component is the educational seminars which are presentations conducted by senior executives that discuss current business practices. These monthly interactive sessions are designed to give the mentees the opportunity to hear senior executives present topics relevant to managers in today's corporations and businesses. The final component of the program, the peer circle, consists of a self-managed group of 10-14 mentees who meet to network, share ideas and develop relationships with one another. Over the course of the last 10 years (the length of time the program has existed), nearly 2000 women representing over 300 companies have been program participants."
Abstract This paper examines research which assumes that a leader who promotes a diverse work place will receive more rewards in both increased production and decreased absenteeism. The paper outlines the history of civil rights and the early understandings of industrial psychologists that management attitudes have a profound effect on the work place.
From the Paper "The period after the Civil War heralded an unprecedented time of industrial growth and development. What was a time of success and security for some was a time of despair for others. Labor laws and industrial jobs at the turn of the century were designed with the average white male in mind. Women and minorities did not belong here, according to period perceptions and ideals. However, it was not long before women and minorities became necessary in the work force to supply to extra labor that a growing labor movement needed to continue. These new workers were admitted to the workforce, however, until recently they often received lower pay and were the subjects of harassment and cruelty in the workforce. Women and minorities added considerable wealth to the workforce, but had a long road to acceptance."
Tags: industry, labor, leader, team, workforce, colleagues, boss
Abstract This paper examines the reasons for the employee absences and offers methods to improve work attendance. It describes how absenteeism is costly, and reflects negatively on company morale. The paper compares the more family conducive workplace to the traditional office.
From the Paper "The national economy is sluggish and for businesses to continue moving forward it is imperative that they continue producing at an acceptable rate without incurring many additional costs. One of the chief components to success in this venture is employee attendance. The employee absenteeism can cost the company funds from an already tight budget by way of lost manpower, or hiring temps. Temps generally are not going to be as fast as the employee because they have not been acclimated to the system at the company and if a temp is not brought in the missing employee slows the work schedule regardless of the position the employee holds. The arguments about what causes employee absenteeism abound worldwide but the bottom line still equals dollars and cents. "
This paper discusses the Family and Medical Leave Act (FMLA), which was signed into law in 1993, one of the most important pieces of labor legislation ever enacted in this country.
Abstract This paper reports that the FMLA requires all covered employers to grant their eligible employees up to 12 weeks of unpaid leave in a 12-month period for four main reasons: To give birth or to take care of a newborn child; to adopt a child, take in a foster child or to take care of a newly placed child; to care for sick family members, meaning a spouse, child or parent and allows employees who are ill and unable to work an extended leave period. The author feels that the greatest problem with the FMLA lies in the difficulty of determining what counts as a "serious health condition". This paper quotes studies that show that the FMLA has not resulted in greater hardships to companies and businesses or in increased worker absenteeism.
Table of Contents
Overview
History
Assessing the FMLA's Effects
Problems with Implementation
Employee Concerns
Problem Areas
FMLA Reforms
Employer Reforms
The Next Step?
Conclusion
From the Paper "While employer complaints are mostly anecdotal or backed by private-interest research groups, these successful court decisions set precedents that demonstrate the need for FMLA reform. First, there is a need to clarify what illnesses fall under the classification ?serious health condition.? Critics argue that current definition of a serious health condition is too broad, including minor illnesses that are already covered by sick leave policies. In addition, while many workplace policies already provide for chronic conditions, employers believe that the FMLA regulations regarding chronic illnesses are particularly prone to abuse. Advocates thus believe that FMLA reforms should start by disqualifying short-term illnesses and other conditions with relatively brief recovery periods. Employers should also be given the right to verify the medical information on an employee's health form directly from the healthcare provider. Employers and human resources professionals have also identified several problems with the complicated procedures regarding leave requests and notices."
