A STUDY ON ABSENTEEISM AMONG THE EMPLOYEES IN DCW (INDIA) LTD, TUTICORIN. By S.H. MOHAMED MASOOK IBRAHIM (Reg.No.81009601023) Of M.A.M COLLEGE OF ENGINEERING, Siruganur, Tiruchirappalli A PROJECT REPORT Submitted to the FACULTY OF MANAGEMENT STUDIES In partial fulfillment of the requirements for the award of the degree of MASTER OF BUSINESS ADMINISTRATION IN HUMAN RESOURCE MANAGEMENT ANNA UNIVERSITY OF TECHNOLOGY TIRUCHIRAPALLI July 2011
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A STUDY ON ABSENTEEISM AMONG THE
EMPLOYEES IN DCW (INDIA) LTD,
TUTICORIN.
By
S.H. MOHAMED MASOOK IBRAHIM
(Reg.No.81009601023)
Of
M.A.M COLLEGE OF ENGINEERING,
Siruganur, Tiruchirappalli
A PROJECT REPORT
Submitted to the
FACULTY OF MANAGEMENT STUDIES
In partial fulfillment of the requirements
for the award of the degree
of
MASTER OF BUSINESS ADMINISTRATION
IN
HUMAN RESOURCE MANAGEMENT
ANNA UNIVERSITY OF TECHNOLOGY
TIRUCHIRAPALLI
July 2011
(AN ISO 9001: 2008 CERTIFIED INSTITUTION) Approved by AICTE & Affiliated to Anna University
Accredited by National Board of Accreditation DEPARTMENT OF MANAGEMENT STUDIES
Prof. Alavudeen.S
M.B.A., M.Phil.
Assistant Professor - Department of Management Studies. Date:
CERTIFICATE
This is to certify that the dissertation entitled “A study on Absenteeism among the
Employees ” towards DCW Ltd,. Tuticorin. ” is the bonafide research work
carried out by S.H. MOHAMED MASOOK IBRAHIM, reg. no 81009601023, of
MASTER OF BUSINESS ADMINISTRATION, Department of Management
Studies, M.A.M College of Engineering, Trichy, during the academic period
2010-2011, in partial fulfillment of the requirements, for the award of the Degree
of Master of Business Administration and that the dissertation has not formed the
basis for the award previously of any degree, Diploma, Associate ship, Fellowship
or any other similar title, and that the dissertation represents entirely an
independent work on the part of the candidate.
Signature of the Guide Signature of the Head of Department
(With date of submission) (With Date of submission)
Viva-Voce held on _____________
Signature of Internal Examiner Signature of External Examiner
Ian Firns, Anthony Travaglione and Grant O'Neill, (2006), “Absenteeism in
times of rapid organizational change”, has Suggested that Unscheduled
absenteeism is a costly and disruptive phenomenon that remains problematic for
organizations. It is imperative that managers understand more fully the
antecedents and consequences of this complex behaviour.This study aims to shed
light on the issue by analysing the absence trends in a large public sector
organization undergoing modernization and downsizing.It is argued that employer
assumptions about the legitimacy of individual absenteeism will guide decision
making with regard to appropriate absence management strategies.This study
highlights the danger of falsely attributing individual-level causes of absenteeism
to what may be better understood as a group-level phenomenon. This phenomenon
represents a predictable response in the context of major organizational change.
This research has implications for human resource management strategies in
organizations experiencing rapid change.
Jie Shen and Ben Dicker, (2008), “The impacts of shiftwork on employees”,
has Suggested that the impacts of shiftwork on shift workers with regard to their
employment, health, family and social lives, and explores the moderating effects
of demographic variables. It is argued that shiftwork attracts many people because
shift workers receive competitive income, without requiring tertiary education,
that can be increased by long shifts and weekend work. Generally, although
shiftwork does not lead to increased employee turnover the retiring age of shift
workers is relatively younger than in other sectors. Shiftwork contributes to
increased absenteeism, especially among younger employees and those who have
been doing shiftwork for only a short period.
11
It is unlikely for shift workers to moonlight. Shiftwork affects employee health,
family and social lives, personal and workplace relationships, and communication
skills. While older workers become tired more easily and less motivated, younger
workers tend to experience higher rates of absenteeism. Employees who have
been in the workplace longer are likely to have higher turnover. Married
employees with children are likely to be affected the most in terms of family life
and marriage. Gender and type of job do seem to be moderating factors. The
contributions to literature and practical implications are also discussed.
Kgaphola and Sekgale Colbeck, (2006), “The effects of HRM practices and
antecedents on organizational commitment among university employees”, has
Suggested that the factors affect organizational commitment among Dutch
university employees in two faculties with different academic identities (separatist
versus hegemonist, Stiles, 2004). The analyses of Web survey data reveal that in
the separatist faculty decentralization, compensation, training/development,
positional tenure and career mobility have significant effects. Age, organizational
tenure, level of autonomy, working hours, social involvement and personal
importance significantly affect the employees' organizational commitment in the
hegemonist faculty. Participation, social interactions and job level are factors that
are important in both faculties. The findings indicate that the set of factors
affecting the organizational commitment of employees differs between the
separatist and hegemonist faculties. The findings empirically support the argument
that different configurations or 'bundles' of HRM practices (Delery and Doty,
1996; Guest, 1997) are suited for organizations with different identities.
Explanations for the observed relationships, implications and limitations of the
study are discussed.
12
Tim A. Barmby, Marco G. Ercolani, John G. Treble, (2002), “Sickness
absence in international comparison”, has Suggested that the paper shows how
internationally and intertemporally consistent information on sickness absence can
be constructed from Labour Force Surveys, and describes some important features
of data that we have generated using the Luxembourg Employment Study.
We also analyse sickness absence rates by age, gender and other socio-economic
characteristics of workers. These relationships prove to be similar across countries
with widely differing mean rates of absence. In this dataset, workers with longer
tenure tend to have higher absence rates even when age is controlled for. Absence
is also positively correlated with higher usual hours of work.
Vincenzo Scoppa, (2010), “Worker absenteeism and incentives: evidence
from Italy”, has Suggested that the study employees are fully insured against
earning losses due to illness. Since worker's health is not easily verifiable,
absenteeism due to illness is considered an empirical proxy for employee shirking.
The Bank of Italy Household Survey (SHIW) provides individual data on days of
absence. Controlling for personal characteristics and potential determinants of
health status and family responsibilities (age, gender, education, marital status,
children at home), we show that the nature of employment contracts affects
workers' incentives to provide effort: sickness absences, at least partially, hide
opportunistic behaviours.
13
CHAPTER III
RESEARCH MEHODOLOGY
3.1. SIGNIFICANCE OF THE STUDY
One of the major problems affecting this precious resource is absenteeism.
Absenteeism is not only an individual problem but also a social as well as
economic problem of our country. When absenteeism becomes a habit there is
not only general lowering of morale, but also results in loss and deterioration
of skill and efficiency. This may lead an organization to attain reduced
productivity. Decrease in production will affect the profits of the company.
To control the rate of absenteeism we should know what absenteeism is and
study the factors such as personal factors, social factors and environmental
factors responsible for absenteeism. Reducing the rate of absenteeism is not a
simple task. So, there is a great need for the research and analysis of
absenteeism in the organization.
3.2. OBJECTIVES OF THE STUDY
3.2.1. Primary Objective
� To study the various factors that lead to absenteeism in DCW Ltd.
3.2.2. Secondary Objectives
� To find out the problem of absenteeism.
� To study the personal factors of employees that causes absenteeism.
� To study the interrelationship factors related with employee.
� To study the impact of social factors on absenteeism.
� To analyze the reason for the absenteeism.
14
3.3. REASEARCH DESIGN
The research design is the plan structure and strategy of the investigation to
obtain answer to the research question. The researcher has taken descriptive
design that with explain various factors which contribute to reduce
absenteeism such as working conditions, family problem, transport facility
relation with co worker and supervisors, organizational factor financial
position & social position etc…
3.4. COVERAGE
The aim of this study is to measure the variable distributed in a population i.e.,
Dcw ltd and to test the hypothesis about which factors are contributing
significantly to work life balance from this we can generalize the findings
obtained from a sample to the total study population. The study is micro in
nature and data were collected from 100 respondents only. Every efforts was
taken to make sure that all the area was covered.
3.5. PILOT STUDY
It is a method used to get first hand information about the problem. Pilot study
has helped the researcher to prepare a good schedule. It has given good
knowledge about problem which is an important prerequisite in any research.
3.6. SAMPLING TECHNIQUES
In this research study, simple random sampling technique was used to select
respondents needed for study. The researcher selected 100 respondents out of
total of 1275 workers in the DCW ltd at Tuticorin.
15
3.7. METHODS OF DATA COLLECTION
The task of data collection begins after a research problem has been defined
and research design/plan chalked out. The two types of data are:
1. Primary data.
2. Secondary data.
3.7.1. Primary data
Primary data are those which are collected for the first time. In this study the
method of data collection followed is through,
• Questionnaires
• Personal interview
3.7.2. Secondary data
Secondary data are those data, which have been already collected and
analyzed by some other.
It provided details about the organization, which supports the research. The
published sources include various text books and company literatures. The
Researcher has used Questionnaires for collecting data.
Population size : 1275
Universe : 270
Sample size : 100
16
3.7.3. STATISTICAL TOOLS
1. Percentage analysis
2. Chi-square test
3. One way ANOVA test
3.7.3.1. Percentage analysis
Percentage analysis refers to a special kind of ratio; percentages are used
in making comparison between two or more series of data percentages are used to
describe the relationships.
Percentage is calculated are follows,
= d / n * 100 ( Equation 1.2 )
Where‘d’ is the number of respondents
Where ‘n’ is the base of figure of sample group.
3.7.3.2. Chi - Square Test
The chi-square test is a statistical test. Chi- square is the most popular
discrete data hypothesis testing method. The chi –square test is based on a statistic
that measures the divergence of the observed data form the values that would be
expected under the null hypothesis of no association. They require calculation of
the expected values on data.
Ψ2 = ∑ (Oi - Ei)
2/ E
Ψ2 = ∑ (Observed – Expected) 2
________________________ (Equation 1.3 )
Expected
The distribution of the statistic X2 chi- square with (r-1) (c-1) degrees of
freedom, where r represents the number of rows in the two-way table and c
represents the number of columns. The distribution is denoted by X2 (degree of
freedom), where do is the number of degrees of freedom.
17
3.7.3.3. One way ANOVA
One-way analysis of variance (ANOVA) tests allow you to determine if one
given factor, such as drug treatment, has a significant effect on gene expression
behavior across any of the groups under study. A significant p-value resulting
from a 1-way ANOVA test would indicate that a gene is differentially expressed
in at least one of the groups analyzed. If there are more than two groups being
analyzed, however, the 1-way ANOVA does not specifically indicate which pair
of groups exhibits statistical differences.
3.8. LIMITATIONS OF THE STUDY
� Some of the respondents are not willing to reveal the data.
� A time constraint is another limitation of the study.
� The respondents opinion can be biased.
3.9. FUTURE SCOPE Reducing the absenteeism in DCW LTD.
3.10. CHAPTERISATION The frame for the study is divided into the first unit which consists of the
introduction and company profile. The second unit consists of the review of the
literature. The third unit discus with the objective of the study , sampling design
and tools of data collection. The fourth unit consists of data analysis and
interpretation. The fifth unit consists of summary and conclusion.
18
CHAPTER IV
DATA ANALYSIS AND INTERPRETATION
TABLE - 4.1 Age group of the respondents
CHART - 4.1 Age group of the respondents
Inference:
From The table 4.1, it is infers that half belongs to the age group of 26-45 years,
one third belongs to the age group of below 25 years, one fourth belongs to the
age group of 56 & above years.
19
Age Frequency Percent
Below 25 years 43 43.0
26 – 45 years 51 51.0
56 & above years 6 6.0
Total 100 100.0
TABLE - 4.2
Educational qualification of the respondents
CHART - 4.2
Educational qualification of the respondents
Inference:
From The table 4.2, it is infers that half belongs to the SSLC & HSC level, one
third belongs to the UG & PG level, one fourth belongs to the Diploma.
20
Education Frequency Percent
SSLC/HSC 65 65.0
UG/PG 30 30.0
Diploma 5 5.0
Total 100 100.0
TABLE - 4.3
Experience level of the respondents
CHART - 4.3
Experience level of the respondents
Inference:
From The table 4.3, it is infers that majority are with Less than 4 years of
experience and one fourth belongs to the 4 to 8 years of experience.
21
Experience Frequency Percent
Less than 4 year 91 91.0
4 to 8 year 9 9.0
Total 100 100.0
TABLE - 4.4
Marital status of the respondents
CHART - 4.4
Marital status of the respondents
Inference: From The table 4.4, it is infers that half belongs to the unmarried person and one third belongs to the married person.
22
Marital Status Frequency Percent
Married 32 32.0
Un married 68 68.0
Total 100 100.0
TABLE - 4.5
Mode of arriving to work spot
CHART - 4.5
Mode of arriving to work spot
Inference:
From The table 4.5, it is infers that one third belongs to the bus, one third belongs
to the by cycle, one fourth belongs to by walk, one fourth belongs to by two
wheeler.
23
Conveyance Frequency Percent
Walk 20 20.0
By cycle 28 28.0
Two wheeler 15 15.0
Bus 37 37.0
Total 100 100.0
TABLE - 4.6
Salary level of the respondents
CHART - 4.6
Salary level of the respondents
Inference:
From The table 4.6, it is infers that majority are with the Rs 1000 – 10000 level,
one fourth belongs to the Rs 10001 – 15000 level and one fourth belongs to the Rs
15000 & above.
24
Salary Frequency Percent
Rs 1000 – 10000 85 85.0
Rs 10001 – 15000 8 8.0
Rs 15000 & above 7 7.0
Total 100 100.0
TABLE - 4.7
Expenditure level of the respondents
CHART - 4.7
Expenditure level of the respondents
Inference:
From The table 4.7, it is infers that majority are with the Rs 2000 – 4000 level
and one fourth belongs to the Rs 4000 & more than 5000 level.
25
Expenditure Frequency Percent
Rs 2000 – 4000 85 85.0
Rs 4000 & more than 5000
15 15.0
Total 100 100.0
TABLE - 4.8
Environmental satisfaction level of the respondents
CHART - 4.8
Environmental satisfaction level of the respondents
Inference: From The table 4.8, it is infers that majority are with the low satisfaction level
and one fourth belongs to the high satisfaction level.
26
Environment Frequency Percent
Low satisfaction
87 87.0
High satisfaction
13 13.0
Total 100 100.0
TABLE - 4.9
Opinion about Co operation from the colleagues
CHART - 4.9
Opinion about Co operation from the colleagues
Inference: From The table 4.9, it is infers that majority are with the low satisfaction level
and one fourth belongs to the high satisfaction level.
27
Colleagues Frequency Percent
Low satisfaction 86 86.0
High satisfaction 14 14.0
Total 100 100.0
TABLE - 4.10 Respondent opinion about the rejected application for leave
CHART - 4.10 Respondent opinion about the rejected application for leave
Inference:
From The table 4.10, it is infers that one third belongs to the never, one third
belongs to the always, one third belongs to the sometimes.
28
Rejected leave application Frequency Percent
Always 31 31.0
Never 40 40.0
Sometimes 29 29.0
Total 100 100.0
TABLE - 4.11
Opinion about Safety provisions
CHART - 4.11
Opinion about Safety provisions
Inference: From The table 4.11, it is infers that majority are with the low satisfaction level
and one fourth belongs to the high satisfaction level.
29
Safety provisions Frequency Percent
Low satisfaction
88 88.0
High satisfaction
12 12.0
Total 100 100.0
TABLE - 4.12
Opinion about Leave procedure of the respondents
CHART - 4.12
Opinion about Leave procedure of the respondents
Inference: From The table 4.12, it is infers that majority are with the low satisfaction level
and one fourth belongs to the high satisfaction level.
30
Leave procedures Frequency Percent
Low satisfaction 81 81.0
High satisfaction 19 19.0
Total 100 100.0
TABLE - 4.13
Opinion about Health related problem of the respondents
CHART - 4.13
Opinion about Health related problem of the respondents
Inference: From The table 4.13, it is infers that half belongs to the yes and one third belongs
to the no.
31
Health problems Frequency Percent
No 46 46.0
Yes 54 54.0
Total 100 100.0
TABLE - 4.14
Opinion about Work regularly of the respondents
CHART - 4.14
Opinion about Work regularly of the respondents
Inference: From The table 4.14, it is infers that half belongs to the no and one third belongs
to the yes.
32
Regularly Frequency Percent
No 64 64.0
Yes 36 36.0
Total 100 100.0
TABLE - 4.15
Opinion about Shift work of the respondents
CHART - 4.15
Opinion about Shift work of the respondents
Inference: From The table 4.15, it is infers that half belongs to the night shift, one third
belongs to the evening shift one fourth belongs to the day shift.
33
Shift Frequency Percent
Day 19 19.0
Evening 29 29.0
Night 52 52.0
Total 100 100.0
TABLE - 4.16
Opinion about Relationship with supervisor of the respondents
CHART - 4.16
Opinion about Relationship with supervisor of the respondents
Inference: From The table 4.16, it is infers that half belongs to the low satisfaction level and
one third belongs to the high satisfaction level
34
Supervisor Frequency Percent
Low satisfaction
55 55.0
High satisfaction
45 45.0
Total 100 100.0
TABLE - 4.17
Opinion about Grievance handling procedure of the respondents
CHART - 4.17
Opinion about Grievance handling procedure of the respondents
Inference: From The table 4.17, it is infers that majority are with the low satisfaction level
and one third belongs to the high satisfaction level.
35
Grievance Frequency Percent
Low satisfaction
70 70.0
High satisfaction
30 30.0
Total 100 100.0
TABLE - 4.18 Suggestion to minimize absenteeism
Suggestion Frequency Percent
Better working condition 24 24.0
More salary/wages 45 45.0
More leave facilities 11 11.0
More rest during work 12 12.0
Reward for prompt attendance
8 8.0
Total 100 100.0 CHART - 4.18 Suggestion to minimize absenteeism
Inference: From The above table 4.18, infers that one third belongs to the more wages, one fourth belongs to the better working condition, one fourth more rest during work, one fourth belongs to the more leave facilities and one fourth belongs to the reward for prompt attendance.
36
TABLE - 4.19
Health status of the respondents
CHART - 4.19
Health status of the respondents
Inference: From The above table 4.19, infers that one third belongs to the occational illness, one
third belongs to the climate illness and one fourth belongs to the serious illness.
37
Health status Frequency Percent
Serious illness 24 24.0
Occational illness 47 47.0
Climate illness 29 29.0
Total 100 100.0
TABLE - 4.20
Illness of family members
CHART - 4.20
Illness of family members
Inference: From The table 4.20, it is infers that half belongs to the yes and one third belongs
to the no.
38
Illness Frequency Percent
No 32 32.0
Yes 68 68.0
Total 100 100.0
TABLE - 4.21
Children education problem
CHART - 4.21
Children education problem
Inference: From The table 4.21, it is infers that half belongs to the yes and one third belongs
to the no.
39
Children Frequency Percent
No 34 34.0
Yes 66 66.0
Total 100 100.0
TABLE -4.22
Leave taken for family function
CHART- 4.22
Leave taken for family function
Inference: From The table 4.22, it is infers that half belongs to the taking leave for
occasionally, One fourth belongs to the taking leave for frequently, one fourth
belongs to the never taking leave and one fourth belongs to the taking leave for
rarely.
40
Family functions Frequency Percent
Frequently 24 24.0
Occasionally 38 38.0
Rarely 15 15.0
Never 23 23.0
Total 100 100.0
TABLE - 4.23
Habit status of respondents
CHART - 4.23
Habit status of respondents
Inference:
From The table 4.23, it is infers that one fourth belongs to the drinking habit, one
third belongs to the none of these, one fourth belongs to the smoking habit and
one fourth belongs to the gambling habit.
41
Habit status Frequency Percent
Smoking 24 24.0
Drinking 32 32.0
Gambling 14 14.0
None of these 30 30.0
Total 100 100.0
TABLE - 4.24
Type of family
CHART- 4.24
Type of family
Inference:
From The table 4.24, it is infers that majority are with the joint family and one
fourth belongs to the nuclear family.
42
Type of family Frequency Percent
Joint 76 76.0
Nuclear 24 24.0
Total 100 100.0
TABLE - 4.25 Reason for taken leave
CHART- 4.25 Reason for taken leave
Inference:
From The table 4.25, it is infers that one third belongs to the family, one fourth
belongs to the sickness, one fourth belongs to the other reasons, one fourth
belongs to the physical work environment and one fourth belongs to the part time
job.
43
Reason for taking leave Frequency Percent
Family 43 43.0
Sickness 19 19.0
Physical work environment
11 11.0
Part time job 10 10.0
Other reasons 17 17.0
Total 100 100.0
CHI-SQUARE TEST Impact of age on sanctioning of leave by supervisor
NULL HYPOTHESIS: There is no significant association between the usage
period and quality of the bike.
ALTERNATIVE HYPOTHESIS: There is a significant association between the
usage period and quality of the bike.
TABLE - 4.26 Age vs. Supervisor Supervisor
Total Age Always Never sometimes
Below 25 years
21 13 9 43
26 – 45 years
9 24 18 51
56 & above years
1 3 2 6
Total 31 40 29 100 TABLE - 4.27 Chi-square value for Age vs. Supervisor
Value Df Asymp. Sig. (2-sided)
Pearson Chi-Square 11.256a 4 .024 Inference: As the Chi-Square value (0.024) is less than the significant level of 0.05 and thus
Ho is rejected. H1 is accepted, Hence it is concluded that there is a significant
association between the Age and the opinion of the respondents towards the
Supervisor.
44
Impact of age on satisfaction level of safety provisions NULL HYPOTHESIS: There is no significant association between the usage
period and quality of the bike.
ALTERNATIVE HYPOTHESIS: There is a significant association between the
usage period and quality of the bike.
TABLE - 4.28 Age vs. Safety provisions
Safety
Total
Age low satisfaction
high satisfaction
Below 25 years
40 3 43
26 – 45 years
45 6 51
56 & above years
3 3 6
Total 88 12 100 TABLE - 4.29 Chi-square value for Age vs. Safety provisions
Value Df Asymp. Sig. (2-sided)
Pearson Chi-Square 9.235a 2 .010 Inference: As the Chi-Square value (0.010) is less than the significant level of 0.05 and thus
Ho is rejected. H1 is accepted, Hence it is concluded that there is a significant
association between the Age and the opinion of the respondents towards the
safety.
45
Impact of age on stress level of the employee NULL HYPOTHESIS: There is no significant association between the usage
period and quality of the bike.
ALTERNATIVE HYPOTHESIS: There is a significant association between the
usage period and quality of the bike.
TABLE - 4.30 Age vs. Stress level of the employee
Stress
Total Age Smoking Drinking gambling none of these
Below 25 years
7 11 11 14 43
26 – 45 years
14 20 2 15 51
56 & above years
3 1 1 1 6
Total 24 32 14 30 100 TABLE - 4.31 Chi-square value for Age vs. Stress level of the employee
Value Df Asymp. Sig. (2-sided)
Pearson Chi-Square 13.141a 6 .041 Inference: As the Chi-Square value (0.041) is less than the significant level of 0.05 and thus
Ho is rejected. H1 is accepted, Hence it is concluded that there is a significant
association between the Age and the opinion of the respondents towards the stress.
46
Impact of education on satisfaction of health related problems NULL HYPOTHESIS: There is no significant association between the usage
period and quality of the bike.
ALTERNATIVE HYPOTHESIS: There is a significant association between the
usage period and quality of the bike.
TABLE - 4.32 Education vs. Health related problems
Health
Total Education
No Yes
SSLC/HSC PG/UG Diploma
38 27 65
5 25 30
3 2 5
Total 46 54 100 TABLE - 4.33 Chi-square value for Education vs. Health related problems
Value df Asymp. Sig. (2-sided)
Pearson Chi-Square 14.850a 2 .001 Inference: As the Chi-Square value (0.001) is less than the significant level of 0.05 and thus
Ho is rejected. H1 is accepted, Hence it is concluded that there is a significant
association between the Education and the opinion of the respondents towards the
health.
47
Impact of education on children education related problems NULL HYPOTHESIS: There is no significant association between the usage
period and quality of the bike.
ALTERNATIVE HYPOTHESIS: There is a significant association between the
usage period and quality of the bike.
TABLE - 4.34 Education vs. Children education related problems
Children
Total Education No Yes
SSLC/HSC PG/UG Diploma
16 49 65
15 15 30
3 2 5
Total 34 66 100 TABLE - 4.35 Chi-square value for Education vs. Children education related problems
Value Df Asymp. Sig. (2-sided)
Pearson Chi-Square 7.480a 2 .024 Inference: As the Chi-Square value (0.024) is less than the significant level of 0.05 and thus
Ho is rejected. H1 is accepted, Hence it is concluded that there is a significant
association between the Education and the opinion of the respondents towards the
Children.
48
Impact of marital on employee come work regularly NULL HYPOTHESIS: There is no significant association between the usage
period and quality of the bike.
ALTERNATIVE HYPOTHESIS: There is a significant association between the
usage period and quality of the bike.
TABLE - 4.36
Marital vs. Regularly
Regularly
Total Marital status
No yes
Married Un married
14 18 32
50 18 68
Total 64 36 100 TABLE - 4.37
Chi-square value for Marital vs. Regularly
Value df Asymp. Sig. (2-sided)
Pearson Chi-Square 8.375a 1 .004 Inference: As the Chi-Square value (0.004) is less than the significant level of 0.05 and thus
Ho is rejected. H1 is accepted, Hence it is concluded that there is a significant
association between the Marital and the opinion of the respondents towards the
regularly.
49
Impact of marital on leave because of family functions NULL HYPOTHESIS: There is no significant association between the usage
period and quality of the bike.
ALTERNATIVE HYPOTHESIS: There is a significant association between the
usage period and quality of the bike.
TABLE - 4.38
Marital vs. Functions
Functions
Total Marital status frequently Occasionally rarely never
Married Un married
12 10 1 9 32
12 28 14 14 68
Total 24 38 15 23 100
TABLE - 4.39
Chi-square value for Marital vs. Functions
Value df Asymp. Sig. (2-sided)
Pearson Chi-Square 9.099a 3 .028
Inference: As the Chi-Square value (0.028) is less than the significant level of 0.05 and thus
Ho is rejected. H1 is accepted, Hence it is concluded that there is a significant
association between the Marital and the opinion of the respondents towards the
regularly.
50
Impact of conveyance on current leave procedures NULL HYPOTHESIS: There is no significant association between the usage
period and quality of the bike.
ALTERNATIVE HYPOTHESIS: There is a significant association between the
usage period and quality of the bike.
TABLE - 4.40
Conveyance vs. Leave
Leave
Total
Conveyance low satisfaction
high satisfaction
Walk By cycle Two wheeler Bus
16 4 20
18 10 28
13 2 15
34 3 37
Total 81 19 100
TABLE - 4.41
Chi-square value for conveyance vs. Leave
Value df Asymp. Sig. (2-sided)
Pearson Chi-Square 8.261a 3 .041 Inference: As the Chi-Square value (0.041) is less than the significant level of 0.05 and thus
Ho is rejected. H1 is accepted, Hence it is concluded that there is a significant
association between the Conveyance and the opinion of the respondents towards
the leave.
51
Impact of conveyance on health status of employees NULL HYPOTHESIS: There is no significant association between the usage
period and quality of the bike.
ALTERNATIVE HYPOTHESIS: There is a significant association between the
Inference: As the Chi-Square value (0.020) is less than the significant level of 0.05 and thus
Ho is rejected. H1 is accepted, Hence it is concluded that there is a significant
association between the Conveyance and the opinion of the respondents towards
the illness.
52
Impact of expenditure on children education problems NULL HYPOTHESIS: There is no significant association between the usage
period and quality of the bike.
ALTERNATIVE HYPOTHESIS: There is a significant association between the
usage period and quality of the bike.
TABLE - 4.44
Expenditure vs. Children
Expenditure children
Total No yes
Rs 2000 – 4000 Rs 4000 – more than 5000
25 60 85
9 6 15
Total 34 66 100 TABLE - 4.45
Chi-square value for Expenditure vs. Children
Value Df Asymp. Sig. (2-sided)
Pearson Chi-Square 5.316a 1 .021 Inference: As the Chi-Square value (0.021) is less than the significant level of 0.05 and thus
Ho is rejected. H1 is accepted, Hence it is concluded that there is a significant
association between the Expenditure and the opinion of the respondents towards
the Children.
53
ANOVA TEST
TABLE - 4.46
Age vs. safety, shift, stress, attribute
Sum of Squares Df Mean Square F Sig.
Safety Between Groups .975 2 .488 4.935 .009
Shift Between Groups 4.443 2 2.221 3.871 .024
Stress Between Groups 5.167 2 2.583 1.960 .146
Attribute Between Groups 11.503 2 5.751 2.533 .085
Inference: There is a significant different between age of the respondents and safety provisions, working shift . There is no significant different between age of the respondents and stress level, attribute for taking leave.
54
TABLE - 4.47
Education vs. leave, children, shift, stress
Sum of Squares Df Mean Square F Sig.
Leave Between Groups 1.308 2 .654 4.505 .013
Children Between Groups 1.678 2 .839 3.921 .023
Shift Between Groups
2.548 2 1.274 2.147 .122
Stress Between Groups
4.846 2 2.423 1.834 .165
Inference: There is a significant different between education of the respondents and leave procedures, children education. There is no significant different between education of the respondents and stress level, working shift.
55
TABLE - 4.48
Marital vs. regularly, relationship, children, type, suggestion, functions
Sum of Squares Df Mean Square F Sig.
Regularly Between Groups 1.930 1 1.930 8.958 .003
relationship Between Groups 1.340 1 1.340 5.610 .020
Children Between Groups 5.683 1 5.683 33.233 .000
Type Between Groups .858 1 .858 4.835 .030
Suggestion Between Groups 3.559 1 3.559 2.506 .117
Functions Between Groups 1.077 1 1.077 .908 .343
Inference: There is a significant different between marital of the respondents and work regularly, supervisor relationship, children education, type of family. There is no significant different between marital of the respondents and suggestion to minimize the absenteeism, family functions.
56
TABLE - 4.49
Conveyance vs. leave, illness, regularly, shift
Sum of Squares Df Mean Square F Sig.
Leave Between Groups 1.271 3 .424 2.881 .040
Illness Between Groups 5.632 3 1.877 3.825 .012 regularly Between Groups .982 3 .327 1.424 .240 shift Between Groups 2.988 3 .996 1.674 .178 Inference: There is a significant different between conveyance of the respondents and leave procedure, serious illness. There is no significant different between conveyance of the respondents and work regularly, working shift.
57 CHAPTER V
FINDINGS, SUGGESTIONS AND CONCLUSIONS
FINDINGS OF THE STUDY
The major findings of the research are:
� Absenteeism was higher 51% in the age group of 26-45 they are having
lot of responsibilities towards their family.
� 65% of the respondents had their education at sslc and hsc level.
� 68% of the respondents are unmarried persons.
� 37% of the respondents are coming by the bus.
� 87% of the respondents are dissatisfied with the working environment.
� 86% of the respondents are getting low co- operation from the colleagues.
� 88% of the respondents are dissatisfied with the safety provisions.
� 81% of the respondents are dissatisfied with the leave procedures.
� 54% of the respondents are affected by the health related problems.
� 52% of the respondents are difficult to work in night shift.
� 55% of the respondents are dissatisfied with the relationship of supervisor.
� 70% of the respondents are dissatisfied with the grievance handling
procedures.
� 45% of the respondents are suggest that salary is not enough to run the
family need more.
58
� 47% of the respondents are affected by occasional illness.
� 68% of the respondents family members are affected by serious illness.
� 38% of the respondents are taking leave due to the family functions.
� 32% of the respondents are alcohol addict due to the job stress or tension.
� 76% of the respondents are in joint family.
� 43% of the respondents are taking leave for the reason of family problems.
� As the Chi-Square value (0.041) is less than the significant level of 0.05
and thus Ho is rejected. H1 is accepted, Hence it is concluded that there is
a significant association between the Age and the opinion of the
respondents towards the stress.
� As the Chi-Square value (0.041) is less than the significant level of 0.05
and thus Ho is rejected. H1 is accepted, Hence it is concluded that there is
a significant association between the Age and the opinion of the
respondents towards the stress.
� There is a significant different between marital of the respondents and
work regularly, supervisor relationship, children education, type of family.
There is no significant different between marital of the respondents and
suggestion to minimize the absenteeism, family functions.
� There is a significant different between conveyance of the respondents and
leave procedure, serious illness.
There is no significant different between conveyance of the respondents
And work regularly, working shift.
59
SUGGESTIONS AND RECOMMENDATION
� Ill health is one of the factors that increase absenteeism to avoid this,
knowledge about fundamentals of health and prevention of disease is a
must for all the workers. Health education, inoculation and vaccination and
periodic check ups should be introduced. Introduction of health education
and free medical check up will ensure better health for the employees and
reduce the absenteeism.
� Company can convene monthly meetings with employees to discuss the
problems due to absenteeism faced by the company and try to solve them.
Management can also request the department of psychology. Sociology,
commerce management, social work in the near be colleges and
universities to do this job on their behalf.
� Employees are unable to manage their families with the income provided
by the company. To earn more or to search for income through other
sources employees are taking leave. If the wages and salaries are increase
to a considerable level absenteeism can be reduced.
� Introducing rewards and prizes for those employees with regular and
prompt attendance may also help the management to reduce the
absenteeism.
� Some of the chronic absentees are alcoholic workers. Management should
take necessary steps to identify these workers in the early stage and proper
counseling should be given with the help of social service organization.
60
CONCLUSION
The management has to think over the above given finding and
recommendation. And it has to consult with the employees over the decision that
has been made to reduce the absenteeism. Also the steps taken to reduce the
absenteeism should be favour to the employees. And higher authorities should
forward the opinion of the employees to the management above the company’s
decision to reduce the absenteeism. It will help the company to get the employees
involvement towards the work which enables to increase the productivity to the
company. So the company’s progress will increase automatically because
“Employees are the backbone of the company”.
61
BIBLIOGRAPHY
1. Ian Firns, Anthony Travaglione and Grant O'Neill, (2006), “Absenteeism in times of rapid organizational change”, Journal of Strategic Change, Vol 15, Issue 3, PP.113–128.
2. Tim A. Barmby, Marco G. Ercolani, John G. Treble, (2002), “Sickness
absence in international comparison” the Economic Journal, vol 112, Issue 480, PP.F315- 331.
3. Vincenzo Scoppa, (2010), “Worker absenteeism and incentives: evidence
from Italy”, Journal of Managerial and Decision Economics, vol 31, issue 18, PP. 503 – 515.
4. Jie Shen and Ben Dicker, (2008), “The impacts of shiftwork on
employees” The International”, Journal of Human Resource Management, Vol 19, Issue 2, PP.392-405.
5. Kgaphola and Sekgale Colbeck, (2006), “The effects of HRM practices
and antecedents on organizational commitment among university employees”, The International Journal of Human Resource Management, Volume 17, Issue 12, PP. 2035 – 2054.
6. www.Citehr.com
7. www.management paradise.com
8. www.dcw.ltd
62 APPENDIX
A STUDY ON ABSENTEEISM AMONG THE EMPLOYEES
IN DCW LTD., SAHUPURAM. PERSONAL DATA: 1. NAME : 2. AGE : a) Below 25 b) 26 - 35 c) 36 - 45 d) 56 & Above 3. Gender : a) Male b) female 4. Department : a) HR b) Finance c) Production d) Maintenance 5. Designation : a) chief engineer b) supervisor c) work men 6. Education : a) 10th b) 12th c) UG d) PG e) Diploma 7. Experience : a) 0-2 b) 2-4 c) 4-8 d) more than 8 8. Marital Status : a) Married b) Unmarried 9. Mode Of Conveyance : a) Walk b) By-Cycle c) Two wheeler d) Bus ECONOMIC STATUS:
10. What is your monthly salary? a) 1000 - 5000 b) 5001 - 10000 c) 10001 - 15000 d) 15000 & Above
11. What is your monthly expenditure of your family?
a) 2000-3000 b) 3000-4000 c) 4000-5000 d) more than 5000
WORK RELATED: 12. Are you satisfied with the present working environment? a) Highly Satisfied b) Satisfied c) Dis- Satisfied d) Highly Dis- Satisfied 13. Are you getting sufficient Co-operation from your colleagues?
a) Highly Satisfied b) Satisfied c) Dis- Satisfied d) Highly Dis- Satisfied 14. Are you absent because of your supervisor not sanctioning leave ?
a) Always b) Never c) Sometimes
63 15. Are you satisfied with the safety provisions provided by the company ?
a) Highly Satisfied b) Satisfied c) Dis- Satisfied d) Highly Dis- Satisfied
16. Are you satisfied with the current leave procedures?
a) Highly Satisfied b) Satisfied c) Dis- Satisfied d) Highly Dis- Satisfied
17. Are you affect with health related problems because of using chemicals during manufacturing process? a) yes b) no 18. Do you come to work regularly?
a) yes b) no 19. Which shift do you find more difficult to work? a) day b) evening c) night 20. How do you feel about the relationship with supervisor?
a) highly satisfied b) satisfied c) neutral d) dissatisfied e) highly dissatisfied 21. Are you satisfied with grievance handling procedure?
a) highly satisfied b) satisfied c) neutral d) dissatisfied e) highlydissatisfied 22. Select your suggestion to minimize absenteeism?
a). Better working condition b). More salary/wages c). More leave facilities d). More rest during work e). Reward for prompt attendance FAMILY&HEALTH RELATED : 23.Health status of employees
a) serious illness b) occational illness c) climate disturbances
64 24. Do you have any other member of your family affected by serious illness? a) yes b) no
25. Does any one of your children have problems related to education? a) yes b) no 26. Do you take leave because of family functions?
a) frequently b) occasionally c) rarely d) never 27. Owing to job stress or tension, do you engage yourself in habitual? a) smoking b) drinking c) gambling d) none of these 28. Type of family a) joint b) nuclear 29. Kindly specify the reason that you can attribute for taking leave?
a) family b) sickness c) physical work environment d) part time job e) other reasons