INDUSTRIAL AND ORGANISATIONAL PSYCHOLOGY
I hereby express my sincerest thanks and gratitude to the following persons for their respective contributions:
My supervisor, Dr Dirk Geldenhuys, for his continued support and guidance.
Mr Carol Hardijzer, for his guidance and ongoing encouragement.
Vanessa Hendricks and Priya Christopher, for their enduring patience with my ongoing requests and demands for data.
Angela Murphy, for her guidance and patience during the statistical phase of this research.
Moya Joubert, for painstakingly editing and proofreading my dissertation.
My family, for their ongoing encouragement and support.
Sean Ashton, for his never-ending patience, support and belief in me.
As the literature on work–family conflict grows and absenteeism increasingly comes into the spotlight, one cannot help but ask the question: “What is an acceptable absenteeism rate and how can an organisation control and manage absenteeism?” With current absenteeism rates as high as 12% and with an estimated R12 million lost per annum because of absenteeism, the idea of an on-site employer-sponsored childcare facility seems viable.
The purpose of this study is to examine the relationship between absenteeism and onsite employer- sponsored childcare. The following dimensions of absenteeism will be examined over a period of a year: absence frequency, absence intensity, attitudinal absence and medical absence. The results of two companies, one with a facility and one without, will then be compared in order to establish the relationship between absenteeism and an on-site facility.
To date, evidence remains mixed and the ongoing challenge of establishing real return on equity remains a major barrier to the support of on-site employer-sponsored childcare.
Absenteeism, types of absenteeism, causes of absenteeism, model of absenteeism, family-friendly practices, employer-sponsored childcare, childcare, work-family conflict, cognitive behavioural paradigm
Table of contents
Acknowledgements Abstract Key terms List of figures List of tables References
i ii ii vi vii viii
CHAPTER 1 OVERVIEW OF THE RESEARCH 1.1 INTRODUCTION 1.2 BACKGROUND TO AND RATIONALE FOR THE RESEARCH 1.3 PROBLEM STATEMENT 1.4 RESEARCH AIMS 1.4.1 General aim 1.4.2 Specific aims 1.5 PARADIGM PERSEPCTIVE 1.6. RESEARCH DESIGN 1.7. RESEARCH METHOD 1.7.1 Phase 1: literature review 1.7.2 Phase 2: empirical study 1.7.3 Phase 3: conclusion, limitations and recommendations 1.8. CHAPTER LAYOUT 1.9 CHAPTER SUMMARY CHAPTER 2 ABSENTEEISM 2.1 INTRODUCTION 2.2 DEFINITION OF ABSENTEEISM 2.3 TYPES OF ABSENTEEISM 2.3.1 Sick absence
1 1 1 1 5 5 5 6 6 7 8 8 8 10 10 11 12 12 12 12 13 13
2.3.2 Authorised absence 2.3.3 Unauthorised absence 2.4 DIMENSIONS OF ABSENTEEISM 2.4.1 Long-term absence 2.4.2 Mid-term absence 2.4.3 Short-term absence 2.5 CAUSES OF ABSENTEEISM 2.5.1 Personality 2.5.2 Demographic variables 188.8.131.52 Gender 184.108.40.206 Number of dependants 220.127.116.11 Marital status 18.104.22.168. Age 2.5.3 Job satisfaction 2.5.4 Organisational commitment 2.5.5 Social context 2.5.6 Decision making 2.6 A MODEL OF ABSENTEEISM 2.7 CHAPTER SUMMARY CHAPTER 3 ON-SITE EMPLOYER-SPONSORED CHILDCARE 3.1 INTRODUCTION 3.2 DEFINITION OF ON-SITE EMPLOYER-SPONSORED CHILDCARE 3.3 TYPES OF FAMILY-FRIENDLY PRACTICES 3.3.1 Alternative work schedules 3.3.2 Resource and referral services 3.3.3 Financial assistance 3.3.4 On-site childcare facilities 3.4 DIMENSIONS OF AN ON-SITE ESCC FACILITY 3.5 BENEFITS OF AN ON-SITE ESCC FACILITY 3.6 AN EXAMPLE OF AN ON-SITE ESCC FACILITY
14 14 14 16 16 17 18 19 20 20 22 23 23 25 25 26 27 28 32 33 33 33 33 34 36 37 38 38 39 42 50
3.7 INTEGRATION OF ABSENTEEISM AND AN ON-SITE ESCC FACILITY 3.8 CHAPTER SUMMARY CHAPTER 4 RESEARCH METHODOLOGY 4.1 INTRODUCTION 4.2 DESCRIPTION OF THE...