The Study of the Relationship of Motivation, Job Satisfaction and Absenteeism

Published on International Journal of Economics & Business
ISSN: 2717-3151, Volume 1, Issue 1, page 64 – 89
Date: 13 September 2018
© Copyright International Journal of Zambrut

Christopher Pua Monis
International College, Universtiy of the Thai Chamber of Commerce
Huaikwang – Dindeang, Bangkok City, Thailand

This study reports on the results of the study investigated the significant negative correlation of job satisfaction and absenteeism, the significant negative relationship of motivation and absenteeism and the positive relationship of motivation and job satisfaction. Using the self-administered questionnaire that consists of the four main parts and the last three parts were scaled on a five-point Likert-type scale. The quantitative method of research was used, the simple random sampling method with 333-sample size from general firms in Bangkok, Thailand. The relationship of the job satisfaction, motivation and absenteeism were examined and carefully analyzed by means of correlation matrix and regression analysis using SPSS. The results indicated a very weak correlation between job satisfaction and absenteeism, a significant negative correlation of motivation and absenteeism was found. The motivation and job satisfaction revealed a significant positive correlation.

Keywords: Motivation, Job Satisfaction, Absenteeism, Two-Factor Theory.

1. Introduction
1.1 Background of the study
One of the organizational issues that decrease productivity and also finances, morale and other factors that affect every business organization is because of the excessive absences of many employees at work. It can be habitual or intentional, once become chronic now can be considered as absenteeism (Cucchiella, Gastaldi & Raniere, 2014). This is the most common and frustrating for both employer and employee dealing with the problem of absenteeism (McNeil, 2011). It is certainly expensive for the organization (Mathis & Jackson, 2010). Billions of U.S. dollars each year lost in productivity, wages and poor quality of goods and services in several U.S. firms (Echavia, 2013). The estimated cost and direct losses incurred from absenteeism more than $40 Billion a year in U.S. (Johnson, 2015). Even Canada announced that approximately $16.6 Billion due to excessive absences (Nguyen, 2013). South African companies reported similar cases of about 20 Billion South African Rand (Vorster, 2013). Considering morale damaged and lost incurred the Ministry of National Education of Mexico reported a case of absenteeism among teachers (Society World, 2014). Unfortunately, as well, even those sector we are expecting on duty to serve us, are also belong to this chronic absenteeism. One of these public servants like the police force in Australia reported the highest rate of absenteeism costing about $28 Billion per annum (Houghton, 2013)……..

1.2 Statement of problem
From national and international literature, while research has been done elsewhere to identify the different factors that contribute to absenteeism and how to reduce absenteeism effectively. However, in some companies or in some industries there maybe consist of many other factors or backgrounds causing absenteeism that were done in previous studies, it is therefore understood the different sources (Crous, 2005). This study will consider the Herzberg’s Two-Factor and Absenteeism using job satisfaction as a mediator that previous studies did not consider maybe due to case studies or other studies focused only with illness-related absences or alcohol and drug-related absences as done previously in Thailand. The topic of absenteeism has been used since early 70’s onwards but no follows up consistently because they connected or relate absenteeism in many other factors that the researcher of the current time to the future may confuse…………

2. Literature Review
2.1 Literature review
2.1.1 Understanding absenteeism
Absenteeism is an organizational issue that is being considered as one of the biggest and a very critical problem all over the world suggesting the management level to deal with proper way otherwise it causes low morale, poor quality service and costly (Joseph, 2015) (Naqvi & Khan, 2015). It is very important to understand work absenteeism and its nature (Naqvi & Khan, 2015). For whatever reason, once an employee did not report to the scheduled working day or days can be considered as absent that every employee would definitely miss a certain number of workdays each year (Smith & Holt, 2016). The nature of employee’s absenteeism is obviously unpredictable that leads to backlogs, piling of work and work delay in any organization that may result to a critical problem and costly (Reddy, Avez & Chakradhar, 2014). According to Joseph (2015), absenteeism is one of the biggest issues that every organization must manage on an ongoing basis as it affects services, staff morale, and could be conducive to financial losses. For Johns and Nicholson’s (1982) cited in Kruger (2008), the absence of an individual may occur with varieties of situations, time, and other things to different people that show complicatedness of absent behavior.
The absenteeism has a direct impact on the organization’s efficiency especially those that rely directly on a number of employees required in production (Robbins & Judge, 2004).
In view of Mohammed & Zamir (2015) related to the previous studies about absenteeism, most researchers focused on the negative work attitude, for example, Job Satisfaction, Job involvement, organizational commitment, and burnout. According to his study, the work attitude is …………

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