EFFECTS OF EMPLOYEES ABSENTEEISM TO JOB PERFORMANCE

OF DR. MARIO BEJASA GENERAL HOSPITAL

An Undergraduate Thesis Presented to

Presented to the Faculty of

College of Business and Accountancy

University of Batangas

Hilltop, Batangas City

In Partial Fulfillment

Of the Requirements for the

Degree of Bachelor of Science in Business

Administration

Major in Human Resourse Management

By:

DOMINIC R. ALCOREZA

TRACEY ELOISE C. CULIS

JOYCE D. MANALO

CHAPTER 1

THE PROBLEMS AND ITS BACKGROUND

Introduction

On modern 20th. Business enterprise, employees attendance is regularly establish

the planning and production. Therefore, the workers expectation can be work with some

degree regularity. Absenteeism is a serious issue in the operation of the organization, as

well in the hospital. The organization must have a systematic way for determining which

employees are expected to perform a particular function or task that must be

accomplished. The cornerstone of the organization is, therefore, the set of jobs performed

by its employees. The absenteeism may affect the job performance of the employees, it

will result the labor turnover in every business that they encountered. The business firms

should know the impact of the hazardous which eventually be the effect of absenteeism.

Thus, the cornerstone of the organization are the sets of the job performed by the

employees to their performance that is particular to the task that must be accomplished.

These jobs, in turn, has provide the mechanism to the coordination that is necessary for

the success that link the various activities of the organization. An employee has an

obligation to do his/her task at the right time that has given to them. “Time is Gold” so the

employees should aware of their responsibility, at same time they can manage the report

to their workplace that can result to a good performance of their employees, poten forces

can influence everyone, the employee is the factor establish

Their job performance are also the reason of absenteeism. When employees

doesn’t do or report his work, his/her job will be done by the other workers that may
 cause to a workload of overtime. Absenteeism is the failure of workers to report

the job when they are the one who scheduled at work. Then, success is not the center

that can only attain where organization manage the emphasis for those employees who

are not performing well because of their absenteeism. The researcher decided to conduct

this study to determine whether absenteeism affects the job performance of the

employees of Dr. Mario Bejasa General Hospital. The researcher wanted to emphasize

the relevance of the attendance of the employees in enhancing their job performance.

Statement of the Problem

1. What is the profile of the participant in terms of:

1.1 Age:

1.2 Gender:

1.3 Job position:

1.4 Salary and

1.5 Years in service?

2 What are the causes of the employee’s absenteeism?

3 Is there any significant effect between employees absenteeism and their job

performance toward work in terms of:

3.1 Human wants satisfaction and

3.2 Physiological Factors?

4 How absenteeism will affects their job

performance rating?

5 How to empower employees to avoid absenteeism?

Conceptual Framework

The company are facing some workers performance problems. One of the major problem

is absenteeism. Those employees who fail to report on the schedule work are unable to

comply with those task that assign to them that may lead to the decrease of the quality of

job performance of the workers. Even the workers who were present on their job at all the

time are highly affected, they also suffering in the burden of employees absent employee

that had been left.

Some cause of absenteeism is illness, personal reason, lack of understanding and family

problem. It is said that the good job performance, high productivity and output should

always go together and have a posture correlation. But it is not always the same. As the

research indicates, many believe that the job performance is one of the factors of high

productivity or output.

The paradigm shows, absenteeism is one of the major problems which are highly affected

in the job performance of the employees in terms of human wants satisfaction such as

benefits,
reward, working conditions, fair and just compensation and smooth relationships between

employee and management, and psychological factors such as self-esteem, motivation

towards work performance evaluations and promotion.

INPUT PROCESS OUTPUT

Demographic profile of

the participants:

 Age

 Gender

 Job position

 Salary

 Years in service

Absenteeism
Effects of Employee
 Illness
Absenteeism to Job Employees
 Personal reason
Performance of Dr. Assessment of their Job
 Lack of interest
Mario Bejasa General Performance
 Family problems
Hospital
 Bad weather
Figure 1

The Effects of Employee Absenteeism to Job Performance of Dr Mario Bejasa General

Hospital

Assumption of the Study

In the conduct of this study, the researchers assumed that:

1 The results of the study would be useful and interesting to the researchers, managers

and employees.

2 That he participants would be cooperative

3 That the participants answers are valid and reliable

4 Absenteeism had significant effects on the job performance of the employees

5 There were several ways on how to avoid absenteeism

Significance of the Study

The researcher believes that the result would be significant to the ff. parties:
to the hospital, the result of this study would help

them to control the employee absenteeism. This study will give them additional

knowledge about the effect of their disciplinary procedure.

to the employee, this study will beneficiary them by means of information

concerning techniques on how to lessen their absence that maybe the reason that may

affect their job performance.

to the supervisor, this study will help them to have additional knowledge to adapt

possible solution of the employees absenteeism.

to future researcher, the findings of this study would serve us on how to be an

effective and efficient employee. This would guide them in conducting their own research

work to fulfill certain requirements in the completion of their courses.

Scope, Delimitation and Limitation of the Study

The study focused on the effects of absenteeism to the job performance of employees in

Dr. Mario Bejasa General Hospital. The data obtained from the questionnaires answered

by their employees, became the basis of the findings of the study. The study did not seek

to include the other factors such as compensation administration, and other conditions of

the workplace that significantly affect the job performance of the employees of Dr. Mario

Bejasa General Hospital. The findings are limited to answers provided by the

performance.
Definition of Terms

The following terms are defined operationally and conceptually for better

understanding of the research.

Absenteeism. It is the failure of the employees to report on the job when they are

scheduled to work.

Communication. It is the process of transmitting messages, information and ideas.

Employee. It refers to someone who is paid to work especially on a regular other than a

casual basis. (Keiths, 1990)

Illness. It refers to sickness or disease.

Incentive. It refers to a motive or stimulus that is given in reward for the good job.

Job. This refers to a piece of work to a definite extent or character; especially one is done

in the course of one’s profession or occupation. (New Webster Dictionary, 1996).

Job Performance. This tells how an individual does his or her task and the quality of the

manner of performing it.

Malingering. It refers to feign illness in order to escape duty. (Guralnik, 1990)

Management. It refers to a person managing a business or institution. (Kreitcher, 1991)

Physical Working Condition. It includes the space

allotted to employee’s, physical layout of the office or plans, temperature of the workplace,

the safety and condition of the equipment, tools and work setting. (Martires, 1990)

Problem. It is defined as any question or matter involving doubt, uncertainty or difficulty

and therefore requiring solution. (Stones,1993)

Relation. It refers to a way of dealing and establishing kinship with other people.

Satisfaction. This means the act of satisfying or the state of being satisfied; complete

gratification. (New Webster Dictionary, 1996)

Wage. It refers to money paid for works done. (Martires, 1999)

CHAPTER 2

RELATED LITERATURE

This chapter presents a review of related literature and studies that were deemed

essential in the conduct of the present study.

Absenteeism

In an industrial or business enterprise, the regular attendance of its employee is a

stabilizing factor in planning and production. The management therefore, reasonably

effects the workers report for their work with some

degree of regularity. When an employee does not report for work, his job will either have

to be done by other workers and thereby cause them to have more workload or overtime

work, or the work will be delayed resulting in less production and eventual loss to the

company. Absenteeism in

production is a serious problem in the smooth and successful operation of the

organization.

According to Griffin (2010), absenteeism is one of the important types of work

related behavior that result in withdrawal. It occurs when an individual does not show up

for work. The cause maybe legitimate (illness, jury duty, death in the family and so forth)

or feigned (reported as legitimate but actually, just an excuse to stay home). When an

employee is absent, his or her work does not get done at all or a substitute must be hired

to do it.

One of the most important trends in employee compensation for the last decade

or so is the adoption of group incentive plans. They send the message that the team

performance is important and that employees stand to benefit when their employer is

successful.

Job Satisfaction
 Job Satisfaction is a worker's sense of

achievement and success on the job. It is generally perceived to be directly linked to

productivity as well as personal well-being. Job satisfaction implies doing a job one

enjoys, doing it well and being rewarded for one's work. Job satisfaction is the key

ingredient that leads to recognition, income, promotion and the achievement of other

goals that lead to a feeling of fulfillment (Kaliski, 2007).

Job satisfaction is the collection of feeling and beliefs that people have about their

current job. People's levels of degrees of job satisfaction can range from extreme

satisfaction to extreme dissatisfaction. In addition to having attitudes about their job as a

whole, people also can have attitudes about various ascent of their jobs such as the kind

of work they do, their coworkers, supervisors and subordinates and their pay (George et

al., 2008).

Locke and Lathan (1976) give a comprehensive definition of job satisfaction as

pleasurable or positive emotional state resulting from the appraisal of one's job or job

experience. Job satisfaction is a result of employee's perception of how well their job

provides those things that are viewed as important. According to (Mitchell and Lasan,

1987), it is generally recognized in the organizational behavior field that job satisfaction

is the most important and frequently studied attitude. While Luthan (1998) posited that,

there are three three dimensions to the job satisfaction:

  Job satisfaction is an emotional response to

a job situation. As such, it cannot be seen, it can only be inferred.

 Job satisfaction is often determined by how

well outcome meet or exceed expectations. For instance, if organization participant feel

but are receiving fewer rewards they will probably have a negative attitudes toward the

work, the boss and or coworkers. On the other hand, if they feel they are being treated

very well and are being paid equitably, they are likely to have positive attitudes towards

the job.

 Job satisfaction represents several related attitudes which are most important

characteristics of a job about which people have effective response. These to

Luthans are: the work itself, pay promotion opportunities, supervision and

coworkers.

Part I. Profile of the Participants

1. Age
_____ 18-30

______ 41-50

______ 31-40 ______ 51 and above

2. Gender

______ Male

______ Female

3. Civil Status

_____ Single _____ Separated

_____ Married _____ Widowed/Widower

4. Salary

____ P5,000-10,000 ____ P31,000-40,000

____ P10,000-20,000 ____ P41,000 and above

____ P21,000-30,000

5. Year of Service
____ Less than 1 year ____ 11-15

____ 1-5 ____ 16-20

____ 6-10 ____ 21 and above

Part II

Questionnaire Proper:
Instruction: Please put a check ( / ) that

corresponds with your answer/s with level of effects of absenteeism.

On a scale of 1-5, rate the causes of you absenteeism in the Dr. Mario Bejasa General

Hospital where you are working with:

5 Strongly agree

4 Agree

3 Slightly agree

2 Disagree

1 Strongly disagree

Causes

5 4 3 2 1

Illness ___ ___ ___ ___ ___

Personal reason ___ ___ ___ ___ ___

Lack of interest ___ ___

Family problems

Bad weather

Lack of transportation
Others, please specify

Human Wants Satisfaction

5 4 3 2 1

Physical Working Condition

Fair and Just Compensation

Relationship among employee

and management

Physiological Factors

Self-Esteem

Motivation toward work

Performance

Evaluation

Promotion