This study investigates the relationship of employee absenteeism with various

factors. We gather the literature from different articles and after literature review we
have find that there are many factors which affects employee absenteeism but we
take only four independent variables for conduct a research, and we have find that
if health of an employee will be affected then employee will also absent from the
work, if life stress are increased then absenteeism also increased, Transport facility
are not good then absenteeism increased and if employee are not satisfied with job
then absenteeism are will also increased. And For this paper we collect the data
from 30 employees of through questionnaire on 5 point likert scale in which we
check the reliability of each variable and the reliability of dependent variable (EA) is
0.784, reliability of (H) is .313, reliability of (S) is 0766,reliability of (T) is 0.734 and
the reliability of (JS) is 0.751, after checking the reliability after checking the
reliability we check the correlation of all variables and prove that the correlation of
independent variables with dependent variable is highly positive +1. After check the
correlation we have find the regression line which tells us that if we change the 1
unit of beta how much change will in dependent variable. Finally the paper
concludes with a discussion of employee absenteeism as it relates to all four
factors. Purpose of the study: The purpose of this study is to examine the impact of
health related events, stress, and transport issue and job satisfaction on the
employee absenteeism. Keywords: health related events, stress, transport problem
and jobs satisfaction absenteeism
CHAPTER -2 RESEARCH METHODOLOGY
The research reveals that one of the major problems is absenteeism in our industry.
Absenteeism hinders planning, production, efficiency and functioning of the
organisation. In fact high rates of absenteeism affect an organisation state of health
and also supervisory and managerial effectiveness. 1) OBJECTIVES OF RESEARCH i.
To identify the rate of absenteeism of worker. ii. To identify the causes of
absenteeism. iii. To suggest any measures to reduce the rate of absenteeism 2)
Sample Selection And Size The population for the study comprised of absentees for
current year, the total sample 50 workers. 3) Date Collection And Statistical Tools
The sources of data for the purpose of study were both primary and secondary.
Primary data was collected through questionnaire which was mainly close -ended
questionnaire and discussion with workers whereas secondary data was collected
from records maintained by personal department and time office. Percentage
method is used for the analysis of data and bar graphs are used to present that
data. 9 2.2 LITERATUER REVIEW 1. Ernest B. Akyeampong has written a research
paper Trends and seasonality in Absenteeism. In this paper the author focus on that
at which time period the employees are more absent. In this paper he said that
illness-related absences are highly seasonal, reaching a peak during the winter
months (December to February) and a trough during the summer (June to August).
The high incidence in winter is likely related to the prevalence of communicable

diseases at that time, especially colds and influenza. The low incidence during the
summer may be partly because many employees take their vacation during these
months. Because of survey design, those who fall ill during vacation will likely report
vacation rather than sickness or disability as the main reason for being away
from work. Compared with the annual average, part-week absences are roughly
30% more prevalent in the winter months and almost 20% less so during the
summer months. Seasonality is much less evident in full-week absences. 2.
Mariajos Romero and Young-Sun Lee has written a research paper A National
Portrait of Chronic Absenteeism in the Early Grades. In this paper he focused on the
following points: (i) How widespread is the Problem of Early Absenteeism? (ii) Does
Family IncomesImpact Early Absenteeism? (iii) What is the Impact of Early
Absenteeism on Academic Achievement? 3. Morten Nordberg and Knut Red has
written a research paper Absenteeism, Health Insurance, and Business Cycles. In
this he wants to evaluate how the economic environment affects worker
absenteeism and he also isolate the causal effects of business cycle developments
on work-resumption prospects for ongoing absence spells, by conditioning on the
state of the business cycle at the moment of entry into sickness absence. 10 The
author finds that (i) That business cycle improvements yield lower work-resumption
rates for persons who are absent, and higher relapse rates for persons who have
already resumed work. (ii) That absence sometimes represents a health investment,
in the sense that longer absence now reduces the subsequent relapse propensity.
(iii) That the work-resumption rate increases when sickness benefits are exhausted,
but that work-resumptions at this point tend to be short-lived
Literature Review
In everyday life employees need a little extra effort to come to work in an emergency. A little little
problem makes a tremendous impact on work attendance such as problem with bicycle, a drizzle,
and a small tiff with spouse and several such types of incident. But it depends on satisfaction or
dissatisfaction of work and for the dissatisfied worker these minor problems becomes the major
issues for missing from work on the other hand for the satisfied worker is totally irrelevant. However,
it causes extra cost to cover this situation. An organization has to recruit extra manpower or retaining
large number of manpower as they required due to the increasing rates of the fact of absenteeism.
Bhatia and Valecha (1978) cited on Saiyadain (2006) defines that organization has to retain extra 10
per cent workforce of the total workforce.
However, there are several definition of absenteeism are available and most of them are describes
absenteeism as absence from work when one is expected to work. Absence from work could be
happened several reasons such as inability or unwillingness to come to the works. Any absence with
prior notice or approval did not count as absenteeism only unexpected sickness or injury is counted
as absent.
Harris, L. cited on Towers, B. (2003) points out that absence is a responsive area of human resource
management which lifts possible disagreements between control and care for the individual. He also

argued that stress in workplace can play a significant role of employee absence. Studies in both the
UK and the USA of Bailey (1998) cited on Towers, B. (2003) found that half per cent age of total
annual absence is linked to stress related illness. In a survey about the causes of sickness absence
of CIPD (2001) report identify that stress-related illness as the causes of sickness absence far more
frequently by public sector organization. In other study of Labour Research Department (1999)
identified workloads, long hours, shift work, job design and bullying as the main reason of stressrelated illness.
Apart from the illness related absence IES report find out some reason which are influence
employee to absence in workplace. They are discusses as follows:
Workplace factor, attitudinal and stress factors: Evans and Palmer (1997) cited on Towers, B. (2003)
argued to turning absence to attendance in workplace is very important for the organization and
working environment is playing significant role which influence worker to away form workplace. 40%
managers in Industrial Society research point out less confidence and a repetitive job is the main
causes of absence. Other studies by Rhodes and Steers (1990) and Huchzynski and Fitzpatrick
(1989) cited on Towers, B. (2003) also find the relationship between low job satisfaction and lack of
interest and higher level of absence.
Moreover, Towers, B. (2003) point out in studies of attendance is that absence means taking time off
which is a form of retributive justice. This can be happen when an employee suffers depressed due
to poor pay, work environment or undesirable management behaviour and according to him absence
is highlighted as a worse employment relation in workplace.
Domestic and kinship factors: According to Industrial Society report womens family responsibility is
the third most causes of absence in the industrial sector. The women with nuclear family (Hacket and
Jackson, 1993 cited on Kossek & Lobel, 2000) absenteeism are higher due to having more
household responsibilities and the availability of dependent children and elderly relatives
responsibilities (Hendrix, Spencer and Gibson, 1994 cited on Towers, B., 2003). Rosen (1991) cited
on Kossek & Lobel (2000) point out that less than 10 percent family found where male stay-at-home
wife and doing childcare and other domestic responsibility.