Absenteeism and Employee Morale Research Proposal by Peter Pen

Absenteeism and Employee Morale
A study of the relationship between absenteeism and employee morale, and how best to combat absenteeism, with a detailed proposal for a case study.
# 113403 | 7,351 words | 38 sources | APA | 2009
Published on Mar 31, 2009 in Business (Management) , Business (Human Resources) , Labor Studies (General)

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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.

Chapter One: Problem Statement
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
Chapter Three: Theoretical Foundation
Herzberg's Two-Factor, or Motivation-Hygiene Theory
Steers and Rhodes Model of Absenteeism
Chapter Four: Current Study
Research Design
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."

Sample of Sources Used:

  • Attendance Management (2000). Introduction to Attendance Management. Retrieved November 23, 2007, http://www.benefits.org
  • Expectancy & Equity Theories of Motivation. Vroom's VIE (Expectancy) Theory of Motivation. Retrieved December 3, 2007, http://faculty.css.edu/dswenson/web/OB/VIEtheory.html
  • Washington Employers Association. (2005). Calculating Absenteeism and Turnover Rates and Costs. Retrieved December 3, 2007, http://www.employers.org
  • Lay Networks. (2003). Theories of Motivation. Retrieved November 23, 2007, http://www.laynetworks.com/Motivation.html
  • Two Factor Theory - Herzberg, Frederick. Motivation Factors, Hygiene Factors: Two Factor Theory and KITA. Retrieved December 3, 2007, http://www.valuebasedmanagement.net

Cite this Research Proposal:

APA Format

Absenteeism and Employee Morale (2009, March 31) Retrieved August 21, 2017, from http://www.academon.com/research-proposal/absenteeism-and-employee-morale-113403/

MLA Format

"Absenteeism and Employee Morale" 31 March 2009. Web. 21 August. 2017. <http://www.academon.com/research-proposal/absenteeism-and-employee-morale-113403/>