Malaya Journal of Matematik, Vol. S, No. 2, 4799-4804, 2020

https://doi.org/10.26637/MJM0S20/1241

A Study on Employee Absenteeism in GarmentIndustries with Special Reference to BengaluruT. Karibasappa1

AbstractAbsenteeism is a primary assignment for any business enterprise within the modern aggressive global. Cuttingabsenteeism enables companies attain their goals and will increase productivity. This study highlights the pre-dominant roots of absenteeism inside the production division of a garment industry below numerous magnitudes,which have an effect on on absenteeism like work surroundings, organizational lifestyle, relation and co-operation,repayment and rewards, centers, task satisfactory and safety, and well-known elements. The Study enables topick out reasons for worker absenteeism in manufacturing department.Sample of 164 employees responses were considered for the have a look at and the statistics were analyzed,statistically. The have a look at suggests that the main factors like wages, different source of profits, and terriblerelationship with supervisors were contributing to the principal absence of employees from paintings. Thisvirtually shows that paintings surroundings, relation and co-operation, facilities furnished through the organisationand job pride have been the main additives which might be causing the employee absenteeism.

KeywordsEmployee Absenteeism, Sources of absenteeism, work environment, Productivity.

1,2Department of Commerce, Bharath Institute for Higher Education and Research, Selaiyur, Chennai-600073, Tamil Nadu, India.Article History: Received 01 October 2020; Accepted 10 December 2020 c©2020 MJM.

Contents

1 Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4799

2 Objectives. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4800

3 Scope of the study . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4800

4 Research Methodology . . . . . . . . . . . . . . . . . . . . . . . . . . 4800

5 Limitations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4800

6 Literature Review . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4800

7 Data analysis . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4801

7.1 Employees take leaves always with prior permission4801

8 Absenteeism reduces the continuity of work . . . 4802

9 Long working hours is the main reason of absenteeism4802

10 Is sickness the main cause for absenteeism . . . . 4802

11 Transportation problem (from home to work) leads inabsenteeism . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4802

12 Job rotation reduces absenteeism . . . . . . . . . . . . . . 4802

13 Strict procedure should be implemented to reduceabsenteeism . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4802

14 Company is providing motivation to reduce absen-teeism . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4803

15 Findings. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4803

16 Suggestions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4803

17 Conclusion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4803

References . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4803

1. IntroductionIndian textiles are one of the primogenital industries in theIndian economy for centuries. Today, the textile industry isone of the largest providers to India’s exports, accounting forabout 13% of total exports. The textile industry provides morejob opportunities and it has more number of workers.

In addition to China, India is the world’s second largestsilk producer, accounting for only 5% of the global silk market,with silk cloth and Indian silk mostly consumed domestically.The biggest consumer of Indian silk is Germany. The ser-iculture industry is based on land, as silk farming involvesmore than 700,000 farmers, concerted in the southern statesof Karnataka, Tamil Nadu and Andhra Pradesh.

Absenteeism means employees absent for work for var-ious reasons. They fail to be present at for scheduled work

A Study on Employee Absenteeism in Garment Industries with Special Reference to Bengaluru — 4800/4804

or fail to report to work. Absenteeism is mainly two typesauthorized and unauthorized, authorized means absent forwork by taking permission from them and that was granted.Unauthorized absenteeism is absent for work without takingpermission. The employees can give their best to achieve theobjectives only if they attend work. Employees are tools foran organization for achieving goals, the relationship betweenemployee and management is very important, if the employ-ees are violent (company customs, regulations, system) bycompany members of organization which it is an effects onco-workers, managers, or organization itself. It is an seriousissue that present in organization. It breaks of contract be-tween employer and employee. Absenteeism may result inlow performance, discipline. Absenteeism lost for time andnegative impact on performance, income and productivity.

2. Objectives

1. To find out the explanations behind employee Absen-teeism at Garment Industries.

2. To identify the disciplinary action & Suggests againstabsenteeism.

3. Scope of the study

The expansion of several associations depends on the reliabil-ity of workers. It is conducted to identify the range of stageand cause for absence of workers in a group. By look it, onecan accept counteractive events to diminish irregularity in thesociety, lead to directorial increase.

1. The present study is conducted at Bengaluru garmentindustries only.

2. This study is showed to evaluate the existing procedureof Employee Absenteeism in Garment Industries.

4. Research Methodology

Primary data are such is been together for the primary era.They are inventive in natural world. In this research primarydata are taken from direct respondents through “Question-naire”.Secondary data

1. Internet Sources.

2. Journals.

3. Research articles.

4. Books regarding employee’s absenteeism management.

Sample Size: 164

5. Limitations1. The geographical location restricted only few industries

in Bengaluru.

2. The questionnaire was distributed only to selected work-ers randomly.

6. Literature ReviewPaul M Muchinsk (2019)state thatthe reason of this documentis to evaluation the writing in worker absence as a appearanceof extraction behavior not together from turnover. The reviewinvestigative the psychometric property of nonappearanceprocedures are review, next to with the connection flanked byabsence and individual, attitudinal and managerial variables.It exploring the association between absence and earningsare examined to the element of investigation considered inthe investigate. Programmatic hard work to decrease workerabsence is also review.

Rick D Hacket(2017)In this review state the three meta-analysis of the association of employee absenteeism of therelationship of employee absenteeism to job fulfillment haveappear in the literature. The three view, special interpretation-swere presented. In addition, agreement was missing over thegrade and contact of mod erators. This article summarizes andcompares the outcome of these divide reviews. Some complexof the wide-ranging data set show that the strongest interactionwas between absence regularity and works fulfillment.

Susan Michie(2015)A literature review reveled the sub-sequent key feature connected with psychological ill healthand illness absence in employees were lengthy hour worked,labor weight,stress and the special belongings of these onspecial lives; lack of organized over work; lack of contribu-tion in judgment making; poor social support; and unclearadministration and work position. There was proof that dis-ease nonattendance was connected with deprived administra-tion way. winning interventions that enhanced psychologicalhealth and levels of illness absence used guidance and man-agerial approaches to enlarge involvement in decision makingand problem solving, increase maintain and response, andimprove statement.

Susan R Rhodes(2014) Presents abstract frame work forthoughtful age-related differences in work attitudes and be-havior. Based on the evaluation of more than 186 do explorestudies, age-related different in 3 most important categories ofvariables are examined: individual attitude, work characters,and principles, requirements and preferences. The job attitudeinclude generally job fulfillment; satisfaction with job itself,salary, increments, co-workers and management. Along withthe personality are presentation, proceeds, non-attendance andaccidents.

Willibrord Beemsterboer(2012) says that the existence1982-2002 presented to recognize the determinated of the un-well go regularity and period more than that age and to createthe stability in the quality of those determinants. The study re-ferred to public and worldwide studies on the determinants of

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the regularity and time of sick leave. The highly dependablerepresentation of the factors formative sick leave. Heavenand de Jong(2005)The reports that absenteeism informationare gradually more functional as an incorporated gauge ofhealthly in the functioning people. though, a wide-rangingindication of worker comfort and how this relate to report ab-sence promptness and epoch is still scarce. The in attendancestudy investigate these dealings. The study has been conductin a Dutch supplementary of an international monetary consul-tancy hard. Three type of in sequence compilation were useda web-based revise along with the firm people, a corporealpotency ensure, and the workers nonappearance charge reportto the industry.

Steven g GAldana (2003)This literature review demon-strates that the fitness risks and stoppage of employees to con-tribute it condition and health sponsorship programs are con-nected with advanced rates of employee absenteeism. Whenshaping how to administer absenteeism employers should withawareness think about the force that health programs can leaveon blame of absenteeism and other employee-related each dayexpenditure.

Knowles (1999)reveals that in the judgment that even ifnonexistence from employment may be payable to some of ahuge numeral of realistic confirmation sustaining. the funda-mental factor can be executive in natural history is negligible.Absence may be related as one characteristic of a behavioraltrouble pervading total managerial sub-units.The author rec-ommend that nonexistence can be used the length of withfurther variables as expensive personal value representingarea of managerial function. This earnings that if level ofabsence in such luggage as these were to be enhanced theexplanation for at the directorial altitude to a certain extentthan at the man.

Robert T Keller (1997)Earlier absenteeism, job attitudes,demographic variables were connected in a study with absenceregularity for 171 employees in a developed plant. Measuresincorporated the Minnesota agreement Questionnaire, HealthLocus of Control Scale and Rosenberg confidence scale.

Terry A Beehr(1997)Job stress has been a moderatelyignored area of investigate among organizational psycholo-gists. The experimental research that has been complete isreviewed within the background of six factors that is location,individual, development, human consequences, industrial con-sequences and time of a seven facet conceptualization of thework pressure employee health research area.

Morrow.Etal, (1989)in this study documented a construc-tive association flanked by absence and specialized earningsand a unconstructive association between presentation andearnings. An evaluation of the earnings writing, though, re-veal nearly no consideration of a probable announcementflanked by these two predictors of proceeds. In sort to designfamily members, corporation evidence in order were collectedfrom model of nonexempt agreement workers within a hugeregion life indemnity business.

Gilbert (1996) this learning says if undying disclosure to

air-conditioning right through functioning hours has a palpa-ble consequence on healthy. non-attendance as of ill healthrecord by business hospital was compare in two group ofworkers of the French countrywide exciting and Gas businessin western France, functioning in associated job and operatingcost most of their end in either air-conditioned office or anormal impression.

7. Data analysis

7.1 Employees take leaves always with prior per-mission

Table 1. One-Sample Test

N MeanStd.

DeviationStd. Error

MeanQ 1 162 2.383 .9296 .1033

Table 2. One-Sample DesignDesign value=3

t df Sig. (2-tailed)

MeanDiffe

-rence

95% ConfidenceInterval of

the DifferenceLower Upper

Q1 -5.976 80 .000 -.6173 -.823 -.412

Interpretation : Since P = 0.00 < 0.05, the design wassignificant at 5% levels i,e there exists significant mean dif-ference between estimated mean for Q1 and assumed meanat 5% levels of significance i,e the perspective of the employ-ees towards Q1 found to be disagree for Q1. There by theemployees tends to absentee without prior information. Theprocedure of applying leave in length and time consumingprocess in this organization

Table 3. One-Sample Test

N MeanStd.

DeviationStd. Error

MeanQ 2 162 2.840 1.1342 .1260

Table 4. One-Sample Design

Design value=3

t df Sig. (2-tailed)

MeanDiffe

-rence

95% ConfidenceInterval of

the DifferenceLower Upper

Q2 -1.274 80 .207 -.1605 -.411 -.090

Interpretation: Since P = 0.207 > 0.05 the design wasnot significant at 5% levels i,e there was no significant maindifference between estimated mean and assumed mean at 5%levels I, e the employees neither agreeing nor disagree withthe procedure of applying leave in the Companies.

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8. Absenteeism reduces the continuity ofwork

Table 5. One-Sample Test

N MeanStd.

DeviationStd. Error

MeanQ 3 162 2.840 1.1452 .1272

Table 6. One-Sample DesignDesign value=3

t df Sig. (2-tailed)

MeanDiffe-rence

95% ConfidenceInterval of

the DifferenceLower Upper

Q3 -1.261 80 .211 -.1605 -.414 -.093

Interpretation: Since P = 0.211 > 0.05 the design wasnot significant at 5% levels i.e. there was no significant maindifference between estimated mean and assumed mean at 5%levels I, e the employees neither agreeing nor disagree withthe procedure of applying leave in the Companies.

9. Long working hours is the mainreason of absenteeism

Table 7. One-Sample Test

N MeanStd.

DeviationStd. Error

MeanQ 5 81 2.037 1.2191 .1355

Table 8. One-Sample DesignDesign value=3

t df Sig. (2-tailed)

MeanDiffe-rence

95% ConfidenceInterval of

the DifferenceLower Upper

Q5 -7.109 80 .000 -.9630 -1.233 -.693

Interpretation: Since P = 0.00 < 0.05, the design wassignificant at 5% levels i,e there exists significant mean dif-ference between estimated mean for Q5 and assumed meanat 5% levels of significance i,e the perspective of the employ-ees towards Q5 found to be disagree for Q5. There by theemployees tends to absentee without prior information.

10. Is sickness the main cause forabsenteeism

Table 9. One-Sample Test

N MeanStd.

DeviationStd. Error

MeanQ 6 162 2.370 1.2394 .1377

Table 10. One-Sample DesignDesign value=3

t df Sig. (2-tailed)

MeanDiffe-rence

95% ConfidenceInterval of

the DifferenceLower Upper

Q6 -4.572 80 .000 -.6296 -.904 -.356

Interpretation: Since P = 0.00 < 0.05, the design wassignificant at 5% levels i,e there exists significant mean dif-ference between estimated mean for Q6 and assumed mean

at 5% levels of significance i,e the perspective of the employ-ees towards Q6 found to be disagree for Q6. There by theemployees tends to absentee without prior information.

11. Transportation problem (from hometo work) leads in absenteeism

Table 11. One-Sample Test

N MeanStd.

DeviationStd. Error

MeanQ 8 162 2.407 1.1595 .1288

Table 12. One-Sample DesignDesign value=3

t df Sig. (2-tailed)

MeanDiffe

-rence

95% ConfidenceInterval of

the DifferenceLower Upper

Q8 -4.600 80 .000 -.5926 -.849 -.336

Interpretation: Since P = 0.00 < 0.05, the design wassignificant at 5% levels i,e there exists significant mean dif-ference between estimated mean for Q8 and assumed meanat 5% levels of significance i,e the perspective of the employ-ees towards Q8 found to be disagree for Q8. There by theemployees tends to absentee without prior information.

12. Job rotation reduces absenteeismTable 13. One-Sample Test

N MeanStd.

DeviationStd. Error

MeanQ 13 162 2.395 1.1798 .1311

Table 14. One-Sample DesignDesign value=3

t df Sig. (2-tailed)

MeanDiffe

-rence

95% ConfidenceInterval of

the DifferenceLower Upper

Q13 -4.615 80 .000 -.6049 -.866 -.344

Interpretation: Since P = 0.000 < 0.05, the design wassignificant at 5% levels i,e there exists significant mean dif-ference between estimated mean for Q13 and assumed meanat 5% levels of significance i,e the perspective of the employ-ees towards Q13 found to be disagree for Q13. There by theemployees tends to absentee without prior information.

13. Strict procedure should beimplemented to reduce absenteeism

Table 15. One-Sample Test

N MeanStd.

DeviationStd. Error

MeanQ 14 162 2.383 1.4796 .1644

Table 16. One-Sample DesignDesign value=3

t df Sig. (2-tailed)

MeanDiffe

-rence

95% ConfidenceInterval of

the DifferenceLower Upper

Q14 -3.755 80 .000 -.6173 -.944 -.290

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A Study on Employee Absenteeism in Garment Industries with Special Reference to Bengaluru — 4803/4804

Interpretation: Since P = 0.000 < 0.05, the design wassignificant at 5% levels i,e there exists significant mean dif-ference between estimated mean for Q14 and assumed meanat 5% levels of significance i,e the perspective of the employ-ees towards Q14 found to be disagree for Q14. There by theemployees tends to absentee without prior information

14. Company is providing motivation toreduce absenteeismTable 17. One-Sample Test

N MeanStd.

DeviationStd. Error

MeanQ 19 162 2.679 1.1383 .1265

Table 18. One-Sample DesignDesign value=3

t df Sig. (2-tailed)

MeanDiffe

-rence

95% ConfidenceInterval of

the DifferenceLower Upper

Q19 -2.538 80 .013 -.3210 -.573 -.069

Interpretation: Since P = 0.013¡ 0.05, the design wassignificant at 5% levels i,e there exists significant mean dif-ference between estimated mean for Q2 and assumed meanat 5% levels of significance i,e the perspective of the employ-ees towards Q2 found to be disagree for Q2. There by theemployees tends to absentee without prior information.

15. Findings

z Majority (35%) of the employees are not taking leaveswith prior permission.

z Majority (26%) of the employees uncertain that proce-dure of applying leaves in length and time consumingprocess in this organization.

z Majority (28%) of the employees reduces the continuityof work due to absenteeism.

z Majority (45%) of the employees are not working forlong hours.

z Majority (25%) of the employees are uncertain for sick-ness causes absenteeism.

z Majority (35%) of the employees leads to absenteeismdue transportation problem.

z Majority (45%) of the employees are uncertain of jobrotation reduces the absenteeism.

z Majority (45%) of the employees are uncertain of jobrotation reduces the absenteeism.

z Majority (51%) of the employees are feels that counsel-ing is required to reduce absenteeism.

16. Suggestions

z Engaging the employees by providing flexible workinghours will help to moderate absenteeism.

z Offering a separate sick leave may help to avoid theemployee absenteeism for sickness.

z Providing a pleasant working environment can be re-duce employee absenteeism and make sure that employ-ees are glad to come into the workplace.

z To reduce the absenteeism rate the management mayprovide cash awards for punctuality and regularity.

z Better housing, free medical, and consumer co-operativesstores facilities need to be provided to reduce absen-teeism.

z Strict disciplinary action should be taken on the misuseof illness and unauthorized leave.

z Effective absenteeism policy will help to avoid em-ployee absenteeism and can avoid negative impact ongrowth and work.

z Providing extra money for employees with good atten-dance. So that employees will be motivated for notbeing absent further.

17. ConclusionAbsenteeism is the regular non-presence of an employee at hisor her job. Usually non-presence spreads beyond what is prob-able as a normal amount of time away for explanations such asarranged vacation or occasional illness. The cause of absencecontains job dissatisfaction, current personal issue and chronicmedical problems. Privatized hospitals have created a mile-stone in health care sector after technological environmentadvancement. Apollo Hospital is also one among them whereretain skilled employees plays a vital role in growth of theorganization. The variables are consider for statistical analysisindicated that absenteeism was significantly connected withage, gender, experience, monthly income, qualification, typeof work and marital status. An interesting finding was thatabsenteeism was found to be neutral. Employee absenteeismis about employees are inaccessibility to their work, this studyexposed on the major reason for absenteeism because of lackof interest, sickness, long hour , shifts and work pressure.

Hence, it is imperative to have a neutral employee Ab-senteeism. It acts as a prerequisite in carrying out businessoperation. Absenteeism is becoming an extreme benefitstaken advantage by employee and accepted as a way of lifeby both of their and top management. To avoid employeeabsenteeism organization should deliver the counseling to theemployees and by providing enjoyable working environmentwill assistances reduce employee absenteeism.

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