Rectifying the Disciplinary Case on Employees Absenteeism in Manufacturing Companies
Absenteeism is defined as an employee failing to report for duty and being present at work without permission from the employer or a reasonable excuse for such an absence. It can be considered as one of the critical disciplinary cases in the organisation, particularly among employees in manufacturin...
| Main Authors: | , , , , |
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| Format: | Article |
| Language: | English |
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Universiti Malaysia Perlis
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| Online Access: | https://repo.uum.edu.my/id/eprint/31691/1/IJBT%2012%2002%201-12%202022.pdf |
| _version_ | 1824451181616824320 |
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| author | Mansor, Mohd Fitri Osman, Noor Athira Abu, Noor Hidayah Amlus, Mohamad Harith Mohd Kassim, Muhammad Asyraf |
| author_facet | Mansor, Mohd Fitri Osman, Noor Athira Abu, Noor Hidayah Amlus, Mohamad Harith Mohd Kassim, Muhammad Asyraf |
| author_sort | Mansor, Mohd Fitri |
| collection | UUM |
| description | Absenteeism is defined as an employee failing to report for duty and being present at work without permission from the employer or a reasonable excuse for such an absence. It can be considered as one of the critical disciplinary cases in the organisation, particularly among employees in manufacturing sectors where it keeps increasing from time to time. Failure to rectify these disciplinary issues contributed to many manufacturing companies suffering more than RM6 billion in yearly costs for man-days lost through the absence of their employees. In view of the above scenario, it is very pertinent to rectify the disciplinary case on an employee’s absenteeism in manufacturing companies in order to reduce the absenteeism rate in the organisations. Thus, the aim of this study is to explore the determinants of employees’ absenteeism, specifically job satisfaction, reward management, working conditions, and employees’ morale in manufacturing companies. This study employed a quantitative approach using a survey. The random sampling procedure technique was used to select 200 employees in manufacturing companies. The findings show that job satisfaction and working conditions influence employee absenteeism in manufacturing companies, but reward management and employee morale have the opposite effect. The findings of the study may have both pragmatic and theoretical implications. Finally, the study also discusses the study’s limitations and recommendations for future research |
| first_indexed | 2025-02-19T02:30:33Z |
| format | Article |
| id | uum-31691 |
| institution | Universiti Utara Malaysia |
| language | English |
| last_indexed | 2025-02-19T02:30:33Z |
| publisher | Universiti Malaysia Perlis |
| record_format | eprints |
| spelling | uum-316912024-12-19T14:37:32Z https://repo.uum.edu.my/id/eprint/31691/ Rectifying the Disciplinary Case on Employees Absenteeism in Manufacturing Companies Mansor, Mohd Fitri Osman, Noor Athira Abu, Noor Hidayah Amlus, Mohamad Harith Mohd Kassim, Muhammad Asyraf HD28 Management. Industrial Management Absenteeism is defined as an employee failing to report for duty and being present at work without permission from the employer or a reasonable excuse for such an absence. It can be considered as one of the critical disciplinary cases in the organisation, particularly among employees in manufacturing sectors where it keeps increasing from time to time. Failure to rectify these disciplinary issues contributed to many manufacturing companies suffering more than RM6 billion in yearly costs for man-days lost through the absence of their employees. In view of the above scenario, it is very pertinent to rectify the disciplinary case on an employee’s absenteeism in manufacturing companies in order to reduce the absenteeism rate in the organisations. Thus, the aim of this study is to explore the determinants of employees’ absenteeism, specifically job satisfaction, reward management, working conditions, and employees’ morale in manufacturing companies. This study employed a quantitative approach using a survey. The random sampling procedure technique was used to select 200 employees in manufacturing companies. The findings show that job satisfaction and working conditions influence employee absenteeism in manufacturing companies, but reward management and employee morale have the opposite effect. The findings of the study may have both pragmatic and theoretical implications. Finally, the study also discusses the study’s limitations and recommendations for future research Universiti Malaysia Perlis Article PeerReviewed application/pdf en https://repo.uum.edu.my/id/eprint/31691/1/IJBT%2012%2002%201-12%202022.pdf Mansor, Mohd Fitri and Osman, Noor Athira and Abu, Noor Hidayah and Amlus, Mohamad Harith and Mohd Kassim, Muhammad Asyraf Rectifying the Disciplinary Case on Employees Absenteeism in Manufacturing Companies. International Journal of Business and Technopreneurship, 12 (2). pp. 1-12. ISSN 2231-7090 https://ejournal.unimap.edu.my/index.php/ijbt/article/view/981/639 |
| spellingShingle | HD28 Management. Industrial Management Mansor, Mohd Fitri Osman, Noor Athira Abu, Noor Hidayah Amlus, Mohamad Harith Mohd Kassim, Muhammad Asyraf Rectifying the Disciplinary Case on Employees Absenteeism in Manufacturing Companies |
| title | Rectifying the Disciplinary Case on Employees Absenteeism in Manufacturing Companies |
| title_full | Rectifying the Disciplinary Case on Employees Absenteeism in Manufacturing Companies |
| title_fullStr | Rectifying the Disciplinary Case on Employees Absenteeism in Manufacturing Companies |
| title_full_unstemmed | Rectifying the Disciplinary Case on Employees Absenteeism in Manufacturing Companies |
| title_short | Rectifying the Disciplinary Case on Employees Absenteeism in Manufacturing Companies |
| title_sort | rectifying the disciplinary case on employees absenteeism in manufacturing companies |
| topic | HD28 Management. Industrial Management |
| url | https://repo.uum.edu.my/id/eprint/31691/1/IJBT%2012%2002%201-12%202022.pdf |
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