Journal of Energy and Environmental Pollution 2020, Volume 1, Issue 2, Pages 29-34

An Investigation into The Impact of Absenteeism

on the Organizational Workplace in Sepahan
Company
Ashkan Razmfarsa*, Rafidah Binti Othman, Arian Amidi, Ahmad Masoomzadeh

Azman Hashim International Business school (AHIBS), University Teknologi Malaysia, Kuala Lumpur, Malaysia

Received: 17/9/2020 Accepted: 02/11/2020 Published: 18/11/2020

Abstract
Absenteeism is a complicated subject in today's progressively competing and challenging condition within which
management (system) performs. From absenteeism appearing, businesses are encountered with hindered productivity, inefficient
service delivery, and decrease performance, thereby negatively touching stability. Absenteeism is an excellent connection with the
field of human resource management. The widespread absenteeism in the safety part does the necessary research. Thus, that
significant bits of help can be created that will, finally, enable managers or employers to help the control being investigated firmly.
This investigation aims to research the effect of absenteeism and expand on which negatively influences managerial fulfillment.
For the aim of this research, quantitative research was applied. The complete number of 120 respondents was selected, with a 100%
reply rate accomplished. The questionnaire was used to collect information reselected the population. The outside elements are on
the other side of the controlling company; the finding indicated that professional stress, Organizational Culture and Leadership,
Job satisfaction, Working Conditions, Personal Factors, and family issue, has an indirect effect on purpose to abandon and
absenteeism. Firms require to develop job satisfaction by decrease professional stress. By decreasing tension, companies keep
decreasing the aim of abandoning and absenteeism. Absenteeism is unforeseeable and essential company trouble, which happens
at the costs of both workers and managers. The effect of absenteeism is not only conducted to the fiscal deficit but also the
company's friendship.

Keywords: Absenteeism, professional stress, Organizational Culture, Job satisfaction, Personal Factors

The most significant employee absenteeism is related

1 Introduction to operation line, sales and marketing, and logistic
The name absence turns to employees who do not departments by 8.3%.
participate in finished work entirely due to some causes. The Furthermore, the operation line, sales, and marketing
Labor Bureau of Shimla states that the absence is explained departments are two of the most crucial departments in such
as -summation of individuals switched or moved. In other a big company. According to a search of industrial
words, it indicates the absenteeism of a worker customarily newspapers in Iran, 2.6% of all plan worker hours to
arranged to have an existence in the job. Locke et al. (2007) unplanned absences, but unplanned absences are
explain absence as a deficiency of corporal attend a place approximately 20% of payment cost in a few industries. The
when there is a public expectancy for the worker to be there. leading cause for unscheduled absences (personal illness and
Absence is global trouble that impacts all firms; family issues) is doubtful to decrease in a short time quickly.
nevertheless, many companies do not be upset about the (Easton & Goodale 2005). In 2016 personal illness received
absence of many others. of unscheduled absences. The rest of the missed days was
because of family issues, personal factors, stress, and
morale—moreover, job satisfaction and work condition.
2 Issue/Problem Identification While personal illness is a motive for preventing work, firms
One of the problems that Iranian companies face today is the are trying to decide whether the worker is sick when they
absenteeism of employees, and Sunich company is one of call in. If a worker is physically ill and incapable of fulfilling
them (Hoseini et al., 2018). In July 2018, the department's his job, he should not work. It is not unusual despite for a
human resources department found a big issue in its worker to lose work because of minor pains.
organization, which was related to employee absenteeism.
Mr. Filabi, the head department of H.R., has reported to the
top managerial level that this organization faces this problem
since 2014. Hence, the rate of employee absenteeism was
%7.6, %7.3, and %8.1 in 2014, 2015, and 2016, respectively.
However, from 2017 till Jun 2018, the rate has increased
rapidly to %10.6. After more investigation, they discovered

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Corresponding author: Ashkan Razmfarsa, Azman Hashim International Business school (AHIBS), University Teknologi
Malaysia, Kuala Lumpur, Malaysia, Email: ashkan.razmfarsa@gmail.com. https://doi.org/10.47277/JEEP/1(2)34
Journal of Energy and Environmental Pollution 2020, Volume 1, Issue 2, Pages 29-34

3 Literature Review
3.1 Absenteeism
Absence is the non-appearance of a worker for
arranging work can be distinguished between absence
organized earlier; for instance, every year leave—several
companies points of view in two types tensional (optional)
and unintentional absence. March and Simon (1958) were
initial theories to virtualize this sight of absence mentally.
Tensional or optional absence can contain causes like
aberrance behavior and vacations. Unintentional absence
totality by causing out of a worker's manage like illness
burial ceremony (James et al., 2006). Absenteeism is trouble
encountered by trading worldwide (Johnson, 2006; Mudaly
and Nkosi, 2015). Today, companies are needed to perform
at the most appropriate level while growing prices and
certifying maintainability in an ever-growing competition-
oriented surrounding; for many years, companies have
searched for the means of growing better human resource
management, with particular attention in decreasing
absenteeism. This fact arrived at alarmingly high levels, both
locally and internationally. This literature review attempts to
bring a valuable conception into the several and complicated Figure 1: The proposed research model
causes of absenteeism and the impact on the company's
acting of businesses. 4 Methodology
4.1 Research Design
3.2 Absenteeism around the world The research instrument used in this study has been
As Henry Ongori (2007) stated, the Investigator leads a developed upon review of academic literature. A self-
survey of the source of worker absenteeism and its result on administrated survey was built to gather and record the data
the company in Botswana. The Investigator discovered that in this examination. The questionnaire was divided into five
the workers could be remained alive if they behaved as one sections. The first page of the questionnaire contained the
of the firm's benefits that require consideration. However, explanatory statement of the survey, which justified the
there is no right way to be utilized to stop absenteeism from rationale and reason to undertake the survey. The definition
occurring. However, employers should investigate the rate of validity addresses the question as to how well the
of worker absenteeism and suggest the most excellent measurement device tests the target value, that is, whether
practices appropriate and suitable for them, like incentives the findings of the study are the response to the test query.
and remuneration. Although the Investigator discovered that Despite knowledge of the measurement instrument's
the workers require to feel that they are consequential to the authenticity, the collected data cannot be reliably
firm to increase their capacity to achieve more power and guaranteed. There are many ways to test questionnaire
struggle, the worker has to give the challenging and validity. In this study, content, and construct have been
challenging task. Employers have to be on the basis o Know- validated.
How. (Henry Ongori,2007).
4.2 Data Collection and Questionnaire Validity
3.3 Job Satisfaction When researching what information-gathering
Job satisfaction is a severe element to reduce approach was greatly appropriated for this research, the
absenteeism and Achievement Company. The incentive is a investigators focused on what kind of data they were
master key component of the comportment and achievement considering acquiring. For this study, it was significant to
of a worker that has a straight fluency on whether a company recognize proof from a worker possible to show the reason
is profitable or not. Job satisfaction has been described as a and impact of the connection between employees and work
point of view that workers face their jobs and their company. environment absence. For this motivation, the quantitative
Nevertheless, different elements impact job satisfaction. method was chosen for this study to investigate a sizeable
Therefore, the extent of job satisfaction will vary from single university student. Creswell (1994) explained the
to single (Chen, 2008). quantitative approach as describing circumstance by
gathering analytical (express number) information which is
investigated utilizing statistical (numerical) approaches. The
self-administered questionnaire was used to collecting data.
The employees reported by the H.R. manager were
respondents of the study. Questionnaires were distributed in
the workplace by the H.R. department to respondents and
were followed up to speed up answering. The researcher
requested the H.R. manager's assistance to introduce or

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Journal of Energy and Environmental Pollution 2020, Volume 1, Issue 2, Pages 29-34

assign their employees to participate in the survey. The study based on the normality of the variable distribution in the
paradigm for this investigation was a mix of practical population. To estimate the expected statistical distribution
methods and explanative methods. Explanative research can the skewness and kurtosis are used. The acceptable range of
provide discernment to be recognized, surveyed, and skewness and kurtosis that is accepted is between -2 to +2
explicated (Bryman and Bell, 2007). As section of the study for standard data. In this study, the minimum skewness was
question looked to survey a worker's perception of absence. -0.411, the maximum was 0.077, and the minimum and
It was significant to merge the explanative style to look for maximum kurtosis were -0.994 and 0.008 that all results are
worker's perceptions and awareness. If the helpful method acceptable.
were only grasped for this study, these would have been lost.
The definition of validity addresses the question as to how 6 Evaluation
well the measurement device tests the target value, that is,
whether the findings of the study are the response to the test 6.1 Outliers
query. Despite knowledge of the measurement instrument's Statistically, Outliers are data that differ significantly
authenticity, the collected data cannot be reliably from a group's data and differ significantly from other
guaranteed. There are many ways to test questionnaire sample members. The outlier is data that is significantly
validity. In this study, content, and construct have been different from the rest of the sample members. There are
validated. several ways to identify discarded data, which can be divided
into three general categories. In this study, Z-score is used to
detect outliers. An acceptable range of Z-score is between -
4.3 Data Analysis 3 to +3. The results indicate that all of the Z-score are in the
Content validity is a way to ensure that the acceptable range see (Table 1).
questionnaire used in a study can measure the desirable
concept or attribute. Along these lines, the survey will be
Table 1: Examination of outliers
sent to specialists and posed to demonstrate whether
Z score
inquiries measure the ideal trait or not? What is more,
Minimum Maximum
regardless of whether the inquiries spread the entire
Job Satisfaction -1.96816 1.84477
substance of the investigation or not? If there is an Moral -2.06676 1.39398
understanding of the diverse specialists in the legitimacy of Organizational Culture -1.64627 1.36169
the question, the questionnaire has content legitimacy. Work Conditions -1.71454 1.44287
Logical and face validity are two types of Content validity Stress -1.77447 1.94812
that applied in this study. Illness -1.64626 1.36135
Personal Issues -1.71457 1.44236
4.4 Convergent Validity and Alpha Cronbach Family Issues -1.77445 1.94845
Whenever one or more characteristics are measured, the
correlation between these measurements provides two 5.2 Multicollinearity
essential validity indicators. If the correlation between factor There are several methods to determine the severity of
loads is high, the questionnaire has a convergent validity. multicollinearity, two of which are very common: the study
This correlation is used to ensure that the test measures what of the two-variable, multivariate correlation matrix, and the
needs to be measured. For convergent validity, the average calculation of variance inflation factors (VIF) and tolerance
extracted variance (AVE) should be calculated. Cronbach's (Pallant, 2010; Tabachnick and Fidell, 2012). The results of
alpha is a universal principle to evaluate the reliable the correlation matrix show that none variable correlations
measurement of the research instrument. A value greater were higher than 0.8, and the effects of VIF tolerance
than 0.7 represents the acceptable level for Cronbach's alpha. indicated that the value of the large VIF was 8,443,
Nevertheless, the Threshold value of 0.6 is acceptable for indicating a lack of multicollinearity.
constructs that contain few items.
5.3 Non-Response Biasness
5 Analysis Using the Mann-Whitney-U test proposed by Weiss
5.1 Test of Normality and Heide (1993), the risk of systematic error due to lack of
The concept of normal distribution applies to response was calculated, considering the difference between
parametric data (not nonparametric data). By creating a early and late respondents compared with the average value
graph of the probability of being average (in the form of a for all variables. After receiving the completed survey, the
bell and also symmetrical relative to the mean), the first fifty completed search tools were selected as the first
normality test whether the research observations follow a respondents, and the last fifty were chosen as late based on
normal distribution. Normalization is the most basic premise the date of the survey. The results showed that there were no
of multivariate analysis. However, specific statistical tests noticeable critical differences between early and late
are invalid and unusable (Hair et al., 2010). The importance respondents. Therefore, distortion without reaction is not a
of familiarity and measuring the normality of data problem in this study (See Table 2).
distribution is that some statistical methods such as Pearson
correlation, t-tests, and analysis of variance analysis are
based on the assumption that data distribution is expected (in
society). For example, the population parameter is estimated

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Journal of Energy and Environmental Pollution 2020, Volume 1, Issue 2, Pages 29-34

Table 2: Observing non-response business through

Mann-Whitney-U-Test Table 3: Goodness of fit
Mann- Wilcoxon Asymp. Sig Communality R Square
Z
Whitney U W (2-tailed) Job Satisfaction 0.504081 -
Job Moral 0.569076 -
7055.6 16616.5 -3.53 0.53 Work Conditions 0.523027 -
Satisfaction
Moral 9266 18857 -0.18 0.857 Organizational Culture 0.506171 -
Stress 0.531471 -
Work
7609.5 17189.5 -2.72 0.658 Illness 0.523027 -
Conditions
Personal Issues 0.506171 -
Organizatio
7607 17189.5 -2.81 0.517 Family Issues 0.531471 -
nal Culture
Average 0.5267652 0.9447
Stress 9331 18647 -0.08 0.936
Gof 0.705469888
Illness 8056.7 16521.6 -2.24 0.7 ̅̅̅̅̅̅̅̅̅̅̅̅̅̅̅̅̅̅̅̅ ∗ ̅𝑅̅̅2̅
𝐺𝑂𝐹 = √𝑐𝑜𝑚𝑚𝑢𝑛𝑎𝑙𝑖𝑡𝑖𝑒𝑠
Personal GOF: Goodness of fit
7090.5 16245.4 -1.22 0.895
Issues
Family
7925.2 17152.6 -0.21 0.75 6.5 The Results of Main Hypotheses Testing
Issues
The analysis started with the descriptive statistics of the
data. The response rate was 100%. Then, the normality,
6 Discussion univariate outliers, multicollinearity, standard methods test
6.1 Descriptive Analysis bias have been done. In the third step of the analysis, the
The results showed that 67.5% were men while 32.5% reliability and validity of all the constructs were examined.
were women also, most of the respondents were in the range The results of the questionnaire validity and reliability
20-40 years old. The level of education was 22.6% of showed that these values were within the specified range.
respondents were School leavers, 70.8% have an Finally, partial Least Squares Structural Equation Modelling
undergraduate degree, and 5% and 1.6% had a Ph.D. and a (PLS-SEM) was used for hypothesis testing. The result
master's degree, respectively. Table 3 outlines the indicated that all factors have a positive and significant
participants' companies. Moreover, the profile of effect on absenteeism.
participants' companies in terms of firm size and industry
types is provided (Table 4), and the distribution of samples
Table 4: Summary results of Hypotheses
in each industry is based on company size.
Hypothesis Result
There is a positive relationship between
6.2 Descriptive Statistics of the Study H1 Accepted
job satisfaction and the workplace.
To better understand the research community and get There is a positive relationship between
H2 Accepted
acquainted with the study's variables, it is necessary to morals and the workplace.
describe these statistical data before analysis. Also, There is a positive relationship between
descriptive statistics of the data are sometimes used to H3 organizational culture and the Accepted
identify the dominant pattern and base to explain the workplace.
relationships between the variables used in the research. For There is a positive relationship between
H4 Accepted
work conditions and the workplace.
example, the result indicated that the maximum average was
There is a positive relationship between
4.16 and belonged to P.I. and minimum was 3.8916 and H5 Accepted
stress and the workplace.
related to M. There is a positive relationship between
H6 Accepted
illness and the workplace.
6.3 Evaluation Criteria for Structural Model H7
There is a positive relationship between
Accepted
Fitting personal issues and the workplace.
There is a positive relationship between
According to Hensel (2009), Criteria for Structural H8 Accepted
family issues and the workplace.
Model Fitting including i; Determination of coefficient(R²)
ii; Predictive relevance(Q²) iii; Effect Size(f²) iv; Goodness-
Of-Fit 7 Contribution
First, this study introduces well-developed theoretical
6.4 Goodness-Of-Fit Index (GoF) constructs, instruments, and research methodologies into
Tenenhaus et al. (2005) and Amato et al. (2004) Iran. It also provides a model for Iranian researchers who
suggested a global criterion of the goodness of fit (GoF) want to know more about the theoretical foundations of the
index, which is the geometric mean of the average constructs being studied and their applications in the Iranian
commonality and the average of R-squared. The GoF is context. Remarkably, this study can serve as a sample study
normed between 0 to 1, where the higher value signifies for Iranian researchers who want to use more empirical
better path model estimation (Henseler, Ringle, & management and organization research methods. Iranian
Sinkovics, 2009). The GoF for the current study model was social sciences academia lacks traditions of empirical studies
0.755 (75.5%) (See Table 4) and can be accepted at a but now pays more and more attention to empirical
moderate level (Chin, 1998). methodologies and positivistic paradigms; thus, this study

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Journal of Energy and Environmental Pollution 2020, Volume 1, Issue 2, Pages 29-34

can serve as an example to encourage Iranian researchers to hypothesis testing. The result indicated that all factors have
adopt empirical or positivistic methodologies. a positive and significant effect on absenteeism. The result
Second, this research also serves as a pioneer study for indicated that the effect of all eight factors and absenteeism
indigenizing these well-developed constructs and is positively significant. Moreover, the results indicated that
instruments for future application in the Iranian context. a few elements or working methods had been employed in
Reliable and valid instruments are valuable tools in studying or growing work environment evaluation and
organizational studies. This research intends to observe the attendance.
validity and reliability of the constructs and instruments
being studied in an Iranian context. As a result, this study Acknowledgments
can test the validity of theoretical frameworks in a different The research reported in this paper was supported and
context and provide evidence for instrument refinement. granted funds from AHIBS/UTM.
Third, this study can fill a gap in existing organization and
management literature and contribute knowledge to the
subjects being studied in Iranian contexts. References
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