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 ..."

Tags:absenteeism, graduation

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."

Tags:fallout motivator variable workplace behavior, sick time, satisfaction gender childcare supervision

Abstract
This paper discusses organizational behavior, the study and application of knowledge, tools, and concepts about how people, individuals, and groups act and work together in organizations. The author explains organizational behavior, measuring and managing absenteeism, the role of supervisors, challenges, concludes by discussing the theory of organizational behavior in daily life.

Outline:
Introduction to organizational behavior
Absenteeism
Measuring Absenteeism
Psychological contract, Job satisfaction and organization commitment
Supervisor's role in Managing Absenteeism
Conducting effective return to work interviews
Challenges
Approaches for absenteeism control
Self directed teams an innovative approach to control absenteeism
Theory of organizational behavior in every day life
Conclusion

From the Paper
"Absenteeism is a habitual absence from duty. It shows poor orientation of the individual to organizational goals. It is also viewed as breach of agreement/ contract between employee and employer. 'The term absenteeism refers to the failure to attend to work. It is one of the major problems faced by companies across the globe today. Unscheduled absenteeism badly hurts the progress of an organization resulting in loss of productivity, increased costs in hiring additional staff and low morale among the workers' (Ranjitha Chattopadhyay). For all years, it has been seen as an management problem. But more recently it is found that psychological, medical and social issues also play a role in absenteeism. Absenteeism indicates poor morale. Most employers implement policies which do not differentiate absence from genuine illness and absence for inappropriate reasons. These policies take the only total number and frequency of absences into account, but why the absence has happened is not properly understood. This in turns result in employees feel pressurized and forced to be physically present at work, while ill, and thus transmit communicable diseases to other co-workers. This further aggravates the problem of absenteeism. Employers normally accept absenteeism for medical reasons, if the proof of medical reason is submitted by the employee. The worst form of absenteeism, is taking leave without proper information, which business find unprofessional. When the employee is dissatisfied at the workplace, it results in more absenteeism. The psychological model 'the withdrawal model' discusses this. It assumes that when the individual is not happy with the work environment, he withdraws from it, resulting in absenteeism. Some medical researches link absenteeism to smoking, drinking habits, low back pain and migraines. Positive links can be established between work stress, depression and absenteeism. Absenteeism is mildly deviant workplace behavior. Normally people hold negative stereotypes of absentees. They underreport their own leaves. Some believe their attendance record is better than their peers. This behavior is open to social control and sensitive to social context. Thus absenteeism has a great potential to create workplace conflict."

Tags:employee, OB, organizations, employers, management, managing

Abstract
The paper discusses a case in which an employer discharged an employee for chronic absenteeism. The case discussed in the paper argues whether or not the employer's decision to discharge the employee for chronic absenteeism was appropriate or if the matter could have been handled with a less severe punishment because the employee is a parent and it should be expected that absenteeism would be associated with employees who are parents. However, the paper also discusses countering statements that argue that the employee was given many less severe punishments in the past that have not been able to resolve the absentee problem. The paper also explains that the employee works in the payroll department and his absences caused a direct negative impact on his coworkers. Not only has the employer been forced to pay overtime to other employees to try to correct for the employee's absences, but the absences have actually caused some other employees to receive their paychecks late. The paper concludes with the belief that the employer was completely just in the decision to discharge the employee.

Table of Contents:
Employer's Opening Statement
Employer's Case Strategy
Employee's Opening Statement
Employee's Case Strategy
Arbitration Decision

From the Paper
"The employer has investigated whether a discharge of the employee was appropriate, or whether a less severe punishment would have sufficed. Unfortunately, the employee's continued disregard for the employer's absence policy demonstrates that nothing short of discharge would have cured the problem. As one can see from the employee's disciplinary history, the employee received ample notice of each prior grievance action, those grievance actions were properly documented, and the employer explained its future expectations to the employee. In addition, the employer engaged in a progressive disciplinary scheme, aimed at correcting the employee's behavior, before resorting to the discharge of the employee. First, the employer gave the employee oral and written reprimands, then moved to suspensions when the employee continued to engage in the same behavior. The employee's behavior did not change when confronted with the lesser punishments, making it clear that the employer needed to move to termination."

Tags:punishment, disregard, notice, documented

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."

Tags:questionnaire, relationship, scale, dependent, descriptive

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."

Tags:absence, employment, validity

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."

Tags:health, productivity, benefits

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."

Tags:sick leave, employee stress

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."

Tags:racism, poverty, divorce, education, unemployment