VSRD International Journal of Mechanical, Civil, Automobile and Production Engineering, Vol. 3 No.

4 April 2013 e-ISSN : 2249-8303, p-ISSN : 2319-2208 VSRD International Journals : www.vsrdjournals.com

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RESEARCH ARTICLE

ABSENTEEISM OF EMPLOYEE : RESEARCH METHODOLOGY

1Shivam
1Assistant

Khare* and 2Vijay Kumar Chaudhary

Professor, Department of Electronics Engineering, Global Nature Care Sangathans Group of Institution, Jabalpur, Madhya Pradesh, INDIA. 2Associate Professor, Mechanical Engineering Department, Takshshila Institute of Engineering and Technology, Jabalpur, MP, INDIA. *Corresponding Author : shivamkhare2008@gmail.com

ABSTRACT
Absenteeism is a serious workplace problem and an expensive occurrence for both employers and employees seemingly unpredictable in nature. 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. It is high time that employers address this problem on a priority basis. This paper on Labour Absenteeism in iron ore mines in Jabalpur (m.p.), tries to cover a brief discussion on various habits of workers, which are responsible for absenteeism. It also gives information about iron ore mines structure and working and structure of the personnel department. Absenteeism affects the efficiency, productivity and discipline of an organization. It not only shows the irresponsibility of the employee but also their disloyalty towards the organization. The purpose of this research is to examine main reason of absenteeism issues associated with mines. A questionnaire is developed to explore find the reasons for absenteeism, working conditions, and place that have the potential of affecting reduce to this. The questionnaire is administered to a convenience sample of 122 respondents of mines workers. Data were analyzed using descriptive statistics, factor analysis, regression, correlation and reliability analysis by SPSS. Keywords : Absenteeism, Kaiser Normalization, Chi-Square Distribution.

1. INTRODUCTION Absenteeism is a common problem in many industrial units, small or big, private or Government. The high rate of absenteeism is at times due to lack of commitment to work. Absenteeism results in dislocation of work increase in labour costs, reduction in productivity and if unchecked, it causes an increase in indiscipline. Although some amount of absent will always be inevitable, most of it can be avoided. Largely, the rate of absenteeism is a gauge of employees moral, both in the company as a whole and for specific individuals; therefore, employees and human resource professionals should be concerned when absence suddenly increases in length and/or frequency and they have to take whatever steps are necessary to alleviate the problem. Definitions of Absenteeism Absents constitute a single day of missed work(Martocchio & Jimeno 2003) An individuals lack of physical presence at a given location and time when there is a social expectation for him or her to be there. (Martocchio & Harrison, 1993) Absenteeism refers to Non-attendance of employee for scheduled work (Gibson 1966, john 1978) 2. OBJECTIVE The objective of the study is to study on the Absenteeism rate in the organization, Method of collecting primary data was through questionnaire and personnel interview and

secondary data has been collected through internet, observation, company manuals etc. To identify the cause of absenteeism. To determine the nature and magnitude of causes. To suggest suitable measures for controlling absenteeism rate. 3. RESEARCH METHODOLOGY The objective of this research is to identify the reasons of absenteeism in company. Employees can be absent for a variety of reasons including sickness, lethargic attitude, family emergencies, too much workload and stress, monotonous work or a general dissatisfaction with the job. As to the method used, this is qualitative research with an exploratory focus that relies for this case. Data Collection and Respondent Profile : The data collection can be described as an iterative process. It consisted of three phases, as described. Concurring with the typical case study, data collection also included multiple data sources including semi-structured interviews, meeting notes, workshop documentation, and email correspondence. The first data collection phase included meeting attendance as to frame the area of concern. Analysis of meeting notes generated five areas of significant interest (development methods, organization, digitization, differentiation, and architecture). The data collection of the second phase mainly included recorded and transcribed semi-structured interviews. The interviews were based on an interview

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template developed on the basis of the themes identified in the first phase. The third phase was confirmatory in character. After completing the first two phases, process charts of the software development and differentiation process were developed. Data collection will do by questionnaire; questionnaire will be filling by all level workers in industry. Questionnaire Design : The questionnaire consisted in the main of self-rated, non-comparative single-item rating scales used to assess respondents level of agreement or disagreement with statements relating to the benefits and disadvantages of absents and presents, to their satisfaction with standard features and to the difficulty of choice between many alternative models. All items in the questionnaire are extracted from previous literature. This questionnaire is based on 5 points Likert scale. Questionnaire is designed on the bases of previous literature and study related to labour absenteeism; through these questions we also find unpredictable demand of leaves and how effected to companies issues. 4. DATA ANALYSIS First, this chapter will describe research subjects basic data according to the valid questionnaires. Next, it will perform a confirmatory factor analysis to validate the critical factors of Absenteeism. The first step is description of research; according to questionnaire we take all important information about company and workers. These all data help us to find the reasons of absent of labours. Second step is a visual examination of the factor analysis identifying those that are statistically significant. We used Varimax rotation method with Kaiser Normalization. Through SPSS we apply KMO & Bartletts test for sampling adequacy and sphericity respectively. Result of KMO is 0.663 that is acceptable and in Bartletts result value of chi- square is 566.860, value of freedom (df) is 190, and significance is 0; these all values are considerable. These all calculation completed in 6 iterations. Take all 20 variables for analysis and then find that this analysis provides 4 variances according to SPSS software; theoretically we also make 4 groups of variables. 5. FACTOR ANALYSIS Factor analysis is the first multivariate technique because it can play a unique role in the application of other multivariate technique. Increasing the number of variables also increases the possibility that the variables are not all uncorrelated and representative of distinct concepts. Finally, if the number of variables is too large or there is a need to better represent a smaller number of concepts rather than the many facets, factor analysis can assist in selecting a representative subset of variables or even creating new variables as replacements for the original variables while still retaining their original character. Table 5.3 shows communality. Communality is total amount of variance an

original variable shares with all other variables included in the analysis. The chi-square distribution is used in the common chi-square tests for goodness of fit of an observed distribution to a theoretical one, the independence of two criteria of classification of qualitative data, and in confidence interval estimation for a population standard deviation of a normal distribution from a sample standard deviation. Table 5.1 : Descriptive Statistics Std. Variables Mean Deviation work place is far (01) not satisfied with the remuneration (02) do another work (03) happy with working time (04) HP is the reason of absent (05) Harvesting is the reason of absent (06) FP are the reason of absent (07) satisfied with WC at mine (08) TOR of your FW when you are absent (09) absent is effected work (10) AR increased overtime. (11) M does not deal SE who AA (12) take alcohol and drugs (13) LMS is the reason of absent (14) have any union protection (15) MS is the main problem (16) company PMM to you will you CD (17) Company PHS will you come regular (18) Company provide free BC (19) Company give you SF (20) 1.6783 2.4324 2.2148 2.0655 2.5417 2.8813 1.8452 1.5358 3.0431 1.8303 2.1895 3.0004 1.0326 4.3707 2.5162 2.1176 1.8976 2.2224 1.0259 2.3936 1.66228 1.54645 2.93899 1.61132 3.13630 1.86623 0.66634 0.53356 1.42885 2.00349 0.70932 2.01296 0.26868 0.81859 1.34243 2.83363 1.73653 0.74320 1.84916 0.70811 Analysis N 122 122 122 122 122 122 122 122 122 122 122 122 122 122 122 122 122 122 122 122

Legends : HP Health Problem, FP Family Problem, WC Working Conditions, TOR Take over the responsibility, FW Fellow workers, AR Absenteeism results, M management, SE strictly with employees, AA abuse absenteeism, LMS lake of management supports, MS mind

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stress, PMM pay more money, CD come daily, PHS provide house scheme, BC body check up, SF security for future. Table 5.2 : KMO and Bartlett's Test Kaiser-Meyer-Olkin .663 Measure of Sampling Adequacy Bartlett's Test of Approx. Chi566.860 Sphericity Square Df 190 Sig. .000 Table 5.3 : Communalities Variables Initial work place is far (01) 1.000 not satisfied with the remuneration 1.000 (02) do another work (03) 1.000 happy with working time (04) 1.000 HP is the reason of absent (05) 1.000 Harvesting is the reason of absent 1.000 (06) FP are the reason of absent (07) 1.000 satisfied with WC at mine (08) 1.000 TOR of your FW when you are 1.000 Extraction .655 .614 .378 .218 .623 .297 .421 .458 .526

absent (09) absent is effected work (10) AR increased overtime. (11) M does not deal SE who AA (12) take alcohol and drugs (13) LMS is the reason of absent (14) have any union protection (15) MS is the main problem (16) company PMM to you will you CD (17) Company PHS will you come regular (18) Company provide free BC (19) Company give you SF (20)

1.000 1.000 1.000 1.000 1.000 1.000 1.000 1.000 1.000 1.000 1.000

.432 .440 .537 .503 .401 .383 .427 .502 .632 .677 .513

Extraction Method : Principal Component Analysis. Legends : HP Health Problem, FP Family Problem, WC Working Conditions, TOR Take over the responsibility, FW Fellow workers, AR Absenteeism results, M management, SE strictly with employees, AA abuse absenteeism, LMS lake of management supports, MS mind stress, PMM pay more money, CD come daily, PHS provide house scheme, BC body check up, SF security for future. Rotation Sums of Squared Loadings Cumu% of lative Variance % 16.970 16.970 10.147 27.117 9.695 36.812 9.392 46.204

Component 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20

Initial Eigenvalues Total 3.785 2.051 1.927 1.478 1.325 1.205 1.116 .975 .828 .800 .748 .654 .568 .471 .445 .384 .361 .338 .286 .256 % of Variance 18.923 10.255 9.634 7.392 6.623 6.025 5.579 4.876 4.140 3.999 3.739 3.271 2.838 2.354 2.223 1.922 1.803 1.692 1.432 1.280

*Table 5.4 : Total Variance Explained Extraction Sums of Squared Loadings CumulCumu% of ative Total lative Variance % % 18.923 3.785 18.923 18.923 29.178 2.051 10.255 29.178 38.812 1.927 9.634 38.812 46.204 1.478 7.392 46.204 52.827 58.852 64.431 69.307 73.447 77.446 81.185 84.455 87.293 89.647 91.870 93.793 95.596 97.288 98.720 100.000

Total 3.394 2.029 1.939 1.878

*Table 5.4 has been prepared by using REGRESSION method, in which 20 variables are reduced in 4 groups. It implies that rests of blocks are not blank.

Extraction Method: Principal Component Analysis. Table 5.4 shows some eigenvalues; eigenvalue column sum

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of squared loadings for a factor; also referred to as the latent root. It represents the amount of variance accounted for by a factor. Screen plot is shown in figure 5.1. Plotting the eigenvalues against the corresponding factor numbers

gives insight into the maximum number of factors to extract is known as screen plot. Table 5.5 shows component matrix in this table all 20 variable extracted in 4 components.

Table 5.5 : Component Matrix (a) Variables work place is far (01) not satisfied with the remuneration (02) do another work (03) happy with working time (04) HP is the reason of absent (05) Harvesting is the reason of absent (06) FP are the reason of absent (07) satisfied with WC at mine (08) TOR of your FW when you are absent (09) absent is effected work (10) AR increased overtime. (11) M does not deal SE who AA (12) take alcohol and drugs (13) LMS is the reason of absent (14) have any union protection (15) MS is the main problem (16) company PMM to you will you CD (17) Company PHS will you come regular (18) Company provide free BC (19) Company give you SF (20) Extraction Method : Principal Component Analysis. 4 components extracted. Legends : HP Health Problem, FP Family Problem, WC Working Conditions, TOR Take over the responsibility, FW Fellow workers, AR Absenteeism results, M Component 1 .528 .302 2 3 4 .612 .692

-.123 .692 .352 .426 .611 .427 .765 .629 .535 -.424 -.210 .351 -.212 .536 .410 .274 .576

.692 .622 .692 .525 .473

-.254 -.433 -.332

management, SE strictly with employees, AA abuse absenteeism, LMS lake of management supports, MS mind stress, PMM pay more money, CD come daily, PHS provide house scheme, BC body check up, SF security for future.

Table 5.6 : Rotated Component Matrix (a) Variables work place is far (01) not satisfied with the remuneration (02) do another work (03) happy with working time (04) HP is the reason of absent (05) Harvesting is the reason of absent (06) FP are the reason of absent (07) satisfied with WC at mine (08) TOR of your FW when you are absent (09) absent is effected work (10) AR increased overtime. (11) M does not deal SE who AA (12) take alcohol and drugs (13) LMS is the reason of absent (14) have any union protection (15) MS is the main problem (16) Component 1 2 3 .766 .686 4

-.253 -.221 .754 .293 .388 .492 .611 .591 .693 .311 .324 .633 .611 -.119 -.214

.473 .442 .634

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company PMM to you will you CD (17) Company PHS will you come regular (18) Company provide free BC (19) Company give you SF (20) Extraction Method: Principal Component Analysis. Rotation Method : Varimax with Kaiser Normalization. In table 5.6 rotating component matrix is show; a rotation converged in 6 iterations. Legends : HP Health Problem, FP Family Problem, WC Working Conditions, TOR Take over the responsibility, FW Fellow workers, AR Absenteeism results, M management, SE strictly with employees, AA abuse absenteeism, LMS lake of management supports, MS mind stress, PMM pay more money, CD come daily, PHS provide house scheme, BC body check up, SF security for future. After factor analysis we will go for reliability analysis. Now we already have 4 groups of variables theoretically. Check reliability of all these groups one by one through SPSS. First, we check group one that is company issues in this group we take only 3 variables i.e. variable 4, variable 5, variable 12 and model is alpha its reliability is 0.361; that is not considerable. Than we renovate this group and take variable 6 and variable 14 also in this group now total five variables are there for reliability analysis its reliability is 0.642 now it is considerable because value of Cronbachs Alpha lie between 0.6 to 0.7. Now we take another group this is second group that is working environment in this group variable 1, variable 2, variable 3, variable 8, variable 13 takes place but its reliability is 0.490 it is also less than 0.6 this also not considerable again need to do changes in this group new group is variable 1, variable 2, variable 8, and variable 13 its reliability is 0.653 this is in the limit of Cronbachs Alpha. Third group for reliability is personal issues in this group six variables are considered variable 6, variable 16, variable 17, variable 18, variable 19, and variable 20 its reliability is 0.660 this is also in the limit of 0.6 to 0.7 but it is not final reliability of this group because we already take variable 6 in the group first so that again time to renovate this group variable 3, variable 15, variable 16, variable 17, variable 18, variable 19, and variable 20 are taken in group of technological capabilities these seven variables has reliability of 0.626 this value is also considered. Finally we take last group of variables money preferences. This group have six variables i.e. variable 7, variable 9, variable 10, variable 11, variable 14 and variable 15 its reliability is 0.346 it is also not considerable but this group have variable 14 and variable 15; we already take variable 14 and variable 15 in group first and group third respectively. Now only four variables are remaining for reliability analysis variable 7, variable 9, variable 10, and variable 11 its reliability is 0.632 this is considerable value

.643 .694 .598 .682

-.234

of alpha. Finally, we take a reliability test for all twenty variables its result is 0.621 it is in the limit of 0.6 to 0.7. These all renovate groups are having relevant variables. 6. RELIABILITY ANALYSIS Reliability Analysis for Factor = money preferences SCALE ('ALL VARIABLES') ALL/MODEL=ALPHA Table 5.7 : Case Processing Summary N % Cases Valid 122 100.0 Excluded(a) 0 .0 Total 122 100.0 List wise deletion based on all variables in the procedure. Table 5.8 : Reliability Statistics Cronbach's Alpha .643 No. of Items 4

Reliability Analysis for Factor= personal issues SCALE ('ALL VARIABLES') ALL/MODEL=ALPHA. Table 5.9 : Case Processing Summary N % Cases Valid 122 100.0 Excluded(a) 0 .0 Total 122 100.0 List wise deletion based on all variables in the procedure. Table 5.10 : Reliability Statistics Cronbach's Alpha No. of Items .617 7 Reliability Analysis for Factor= personal issues SCALE ('ALL VARIABLES') ALL/MODEL=ALPHA Table 5.11 : Case Processing Summary N % Cases Valid 122 100.0 Excluded(a) 0 .0 Total 122 100.0 List wise deletion based on all variables in the procedure. Table 5.12 : Reliability Statistics Cronbach's Alpha No. of Items

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.632 Reliability Analysis for Factor= personal issues

SCALE ('ALL VARIABLES') ALL/MODEL=ALPHA Table 5.13 : Case Processing Summary N % Cases Valid 122 100.0 Excluded(a) 0 .0 Total 122 100.0 List wise deletion based on all variables in the procedure. Reliability Analysis for Factor= personal issues SCALE ('ALL VARIABLES') ALL/MODEL=ALPHA Table 5.14 : Reliability Statistics Cronbach's Alpha N of Items .614 20 After factor analysis and reliability analysis we can do regression analysis for variables. Regression analysis wants a dependent variable and some independent variables. We take individual mean of all four groups and select a dependent variable in this analysis this dependent variable is group fourth Money preferences and other are independent. Applying method is Enter method. Through model summary value of R, R, adjusted R, F, and degree of freedom is checked these all values are under the limits of Durbin-Watson. In ANOVA table and Residuals Statistics (a); all values are considerable. So this regression analysis is also considerable. After this regression correlation test is taken among these four groups the value should be in limit of -1 to +1. In this test -1 shows the perfect negative relation, 0 shows no relation and +1 shows perfect positive relation among all variables. 7. RESULTS Factor Analysis : Questionnaire is divided in 4 groups with the help of SPSS soft ware; these groups are company issues, working environment, personal issues, money preferences. Before using SPSS we already divide this questionnaire in same 4 groups; but few variables are different that means our factor analysis is correct. Reliability Analysis : After factor analysis check the reliability of all individual groups of variables and finally reliability of total number of variables. In reliability analysis values of Cronbachs Alpha for all 4 groups and all variables lie between 0.6 to 0.7 according to book of Multivariate Data Analysis (Hair and Anderson) this value is considerable. All analysis of data show that questionnaire is effective and it helps to the finding reasons of absenteeism.

8. CONCLUSION Absenteeism has become a major problem in most of the Indian industries. Today while talking about the future course of action Indian industries will have to take into consideration that to get competitive edge over this rivals, they have to sustain five things. They are: Increased productivity. Improve quality. Innovation in the market. A deep understanding of a customer needs. Delivery of world class service and activities. Absenteeism can be reduced to a great extent if the management takes initiative in making the workers feel responsible towards their job. Though their main focus is behind the punctual employee is their financial motive. A deep sense of loyalty can be achieved from the workers. Management theory provides scientific technique to deal with various problems. Absenteeism is the universal problem and every organization should strive to tackle the problem for future development. 9. REFERENCES
[1] AA. Mikalachki et Jeffrey Gandz, (1979), "Measuring Absenteeism" Relations industrielles / Industrial Relations, vol. 34, no. 3, , p. 516-545. [2] AArnold B. Bakker,Evangelia Demerouti,Elpine de Boer,and Wilmar B. Schaufeli (2001), Job demands and job resources as predictors of absence duration and frequency, Journal of Vocational Behavior. [3] BB. Anderson & D.J. Geldenhuys (2011), "The relationship between absenteeism and employer-sponsored child care" Southern African Business Review, Volume 15, No. 3 [4] BBanks, J., Patel, C.J., & Moola, M.A. (2012).Perceptions of inequity in the workplace: Exploring the link with unauthorised absenteeism. SA Journal of Human Resource management. [5] BBrian Francis Redmond, (2010 ), "Lateness Absenteeism Turnover And Burnout" [6] CC.S.Chethan Kumar NVR Naidu, (2012), "Minimizing The Eighth Waste Of Lean-Bsenteeism Through Six Sigma Methodology" International Journal for Quality research,Vol.6, No. 2, [7] DDavid A. Harrison and Joseph J. Martocchio (1998), Time for Absenteeism, Journal of Management Vol. 24, No. 3, 305-350 [8] DDr. Bilgin SENEL and Dr. Mine, (2012), Senelthe Cost Of Absenteeism And The Effect Of Demographic Characteristics And Tenure On Absenteeism, Vol. 4 [9] DDr. N. Santhi, Mrs. D. Maria Angelin Jayanthi, (2011), A Study On Absenteeism Of Employees In Retailing Industry, volume No: 2 [10] WWouter Langenhoff, (2011), "Employee Absenteeism" network for studies on pensions, aging and retirement. [11] HHair, Anderson, Tatham and Black, (2005), Multivariate Data Analysis, 5th Ed., Pearson Education. [12] hhttp://oxforddictionaries.com/definition/english/absenteeism [13] hhttp://books.google.co.in [14] hhttp://finntrack.co.uk/learners/strat_hrm.htm

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[15] hhttp://en.wikipedia.org/wiki/Iron_ore [16] hhttp://www.portal.gsi.gov.in/gsiDoc/pub/DID_IronPart1.pdf [17] hhttp://www.mppcb.nic.in/pdf/Exe_Sum_Pratappur_English. pdf [18] hhttp://ibm.nic.in/mcdr_Gandhigram5.80.PDF [19] hhttp://www.mppcb.nic.in/pdf/Exe_Summ-Jakhodia_Eng.pdf

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