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Abstract
SUMMARY
Absenteeism has long been a major human relations problem for
managers and supervisors. High absence is very costly and results in
decreased standard of patient care. Various studies found that attendance
was directly influenced by both employee motivation to attend and ability
to come to work. Organizational commitment is mediating variable to
predict absenteeism. Organizational commitment was strongly related to
voluntary absence, but not to involuntary absence.
This study was conducted in order to identify the impact of nurses’
absenteeism on their organizational commitment in all units at Menoufyia
University Hospitals. This aim was achieved through measuring the rate
of absenteeism among nurses, determining the causes of absenteeism,
measuring the levels of organizational commitment, and finding out the
impact of nurses’ absenteeism on their organizational commitment.
The study was carried out on 200 staff nurses from various the
units and departments of Menoufyia University Hospitals. The subjects
were diploma or bachelor degree nurses of both genders. Three different
tools were used for data collection, namely a self-administered
questionnaire for the causes of absenteeism, an organizational
commitment scale, and the absenteeism record. A pilot study was
conducted on twenty nurses working in different units and necessary
modifications were done.
The main findings of the study revealed the following:
Most nurses were females (96.5%), having nursing diploma
qualification (52.0%). Summary
Workplace and control of absenteeism factors were the main
causal factors that lead to absenteeism, 85.5% and 82.5%,
respectively, while health-related (15.0%), psychological
(21.0%), and peer-related (25.0%) factors had the lowest
percentages of agreement.
Absenteeism due to emergency leaves was high in the
months January, February, and March, while annual leaves
were highest in July and August. Sick leaves absenteeism
was the lowest throughout the year. The total absenteeism
rate was highest in August and lowest in June and
September.
The highest mean days of absenteeism was for annual
whereas the lowest was for sick leaves, 18.57 and 0.99 days,
respectively. The mean of total absenteeism was 29.40 days.
Statistically significant relations were revealed between
nurses total absenteeism and their age, gender, experience
years, and marital status, with p-values <0.001, 0.04, 0.007,
and <0.001, respectively.
There were statistically significant relations between nurses
total absenteeism and their agreement upon family-related
factors (p=0.03), health-related factors (p=0.006),
communication and relations factors (p=0.01), and control of
absenteeism factors (p=0.009).
Concerning job commitment, it was found that 62.5% of the
nurses were committed to organization. Summary
Younger age and male gender had statistically significant
associations with their commitment, p=0.001 and p=0.047,
respectively.
Statistically significant relations were demonstrated between
nurses’ commitment and their agreement upon health-related
factors (p=0.01), rules controlling absenteeism factors
(p=0.003), and control of absenteeism factors (p= 0.02).
Uncommitted nurses had statistically significantly higher
means of absence days of all types, compared to committed
ones.
It is concluded that workplace and control of absenteeism factors
were the main causal factors that lead to absenteeism. Total absenteeism
was related to nurses’ age, gender, experience years, and marital status,
and to agreement upon family-related, health-related factors,
communication and relations, and control of absenteeism factors. Most
studied nurses were committed to organization, with lower absenteeism
among committed ones.
It is recommended that workplace factors should be improved
through incentives and fringe benefits, and child care centers. Also,
increasing job commitment is needed through developing friendly work
climate, promoting sense of membership, and increasing staff nurses’
involvement in decision making. Developing an attendance policy to
reduce absenteeism rate is a must. Further research is required to identify
the impact of nurses’ absenteeism on their performance.
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