employee absenteeism in construction site soh hui qi ...

EMPLOYEE ABSENTEEISM IN CONSTRUCTION SITE

SOH HUI QI

UNIVERSITI TEKNOLOGI MALAYSIA

UNIVERSITI TEKNOLOGI MALAYSIA

DECLARATION OF THESIS / UNDERGRADUATE PROJECT PAPER

AND COPYRIGHT

Author’s full name :

Date of birth :

Title :

Academic Session :

I declare that this thesis is classified as:

I acknowledged that Universiti Teknologi Malaysia reserves the right as follows:

1. The thesis is the property of Universiti Teknologi Malaysia.

2. The Library of Universiti Teknologi Malaysia has the right to make

copies for the purpose of research only.

3. The Library has the right to make copies of the thesis for academic

exchange.

Certified by:

Date: 10 JUNE 2018 Date: 10 JUNE 2018

NOTES : *

941202-01-6460 ASSOC. PROF. Sr DR. MOHD

SAIDIN BIN MISNAN

SOH HUI QI

2nd DECEMBER 1994

EMPLOYEE ABSENTEEISM IN CONSTRUCTION

SITE

2017/2018

√

If the thesis is CONFIDENTIAL or RESTRICTED, please attach

with the letter from the organization with period and reasons for

confidentiality or restriction.

SUPERVISOR’S DECLARATION

“I/We hereby declare that I/We have read this thesis and in my/our opinion this

thesis is sufficient in terms of scope and quality for the award of the degree of

Bachelor of Science in Construction.”

Signature : ……………………………………………………………

Name of Supervisor : ASSOC. PROF. Sr DR. MOHD SAIDIN

BIN MISNAN

Date : 10 JUNE 2018

Signature : ……………………………………………………………

Name of 2nd

Reader : ASSOC. PROF. Sr DR. WAN YUSOFF

BIN WAN MAHMOOD

Date : 10 JUNE 2018

EMPLOYEE ABSENTEEISM IN CONSTRUCTION SITE

SOH HUI QI

A dissertation submitted in partial fulfillment of the

requirements for the awards of the degree of

Bachelor of Science in Construction

Faculty of Built Environment

Universiti Teknologi Malaysia

JUNE 2018

ii

DECLARATION

I declare that this thesis entitled

“Employee absenteeism in construction site”

is the result of my own research except as cited in the references.

The thesis has not been accepted for any degree and is not concurrently submitted in

candidature of any other degree.

Signature : ……………………………………………………………

Name : SOH HUI QI

Date : 10 JUNE 2018

iii

DEDICATION

Special thanks to my beloved parents, all my family members, my lover and also my

friends for their endless support, helps and understanding.

Lastly,

A special dedication to my supervisor,

ASSOC. PROF. Sr DR. MOHD SAIDIN BIN MISNAN

Thanks for everything.

iv

ACKNOWLEDGEMENT

I would like to take this opportunity to record my sincere gratitude and

appreciation to those who have helped me throughout the research. Without the

supports, sacrifices and generous contributions from various parties, the research

would not be successful.

First and foremost, I would like to express my deepest gratitude to my

supervisor, Assoc. Prof. Sr Dr. Mohd Saidin bin Misnan for his kind assistance,

advice, criticism, and also suggestions throughout this research. The supervision and

support that he gave truly help the progression and smoothness of this research. I am

truly appreciated to his help as well as his willingness to spend his valuable time to

give those useful information in assisting me for completing this research.

In addition, not forget to thank all the interviewees who spend their precious

time during interview section. Without their participation and cooperation, I could

not complete my research successfully.

Last but not least, I would also like to forward my appreciation to all my

friends for their valuable advice and opinion. Finally, I wish to thank my beloved

parents and family members who had given a great support, care as well as

understanding to me in encouraging me to complete this research. Million thanks to

all.

v

ABSTRACT

Human resources especially construction workers are very important in

construction sector particularly when the construction industry in Malaysia is

growing rapidly in recent years and is largely depending on human workforce for

working. Despite the human workforce is significant to construction industry,

however, human workforce is also considered as the most complex managing

resource. One of the challenges faced in construction site is employee absenteeism as

construction sector is suffering greatly from the negative impact of absenteeism.

Hence, the objectives of research are to identify the factors of employee absenteeism

in construction site, the effects of employee absenteeism in construction site toward

organizations and to determine the strategies used in managing the employee

absenteeism in construction site. A total of five construction projects were selected

from Grade 7 main contractor or subcontractor firm and this research was focused on

construction sites in Johor area. The respondents are focused on both employer and

employees who are working under the construction project in construction site.

Employer refers to management level staffs such as project manager or those peoples

who are taking responsibility in managing the employee attendance in construction

site whereas employees refer to the skilled, semi-skilled and unskilled workers who

are working in construction site. This study was conducted using qualitative research

approach which is through case study method and the semi-structured interview

instrument was carried out with respondents to ascertain their perspective. The

collected data were analyzed using content analysis in which coding and frequency

distribution method were adopted to achieve the 3 research objectives. Finding

showed that work fatigue is most significant factor that causing employee

absenteeism in construction site and had caused loss of productivity on construction

site which should be solved by provision of welfare measures to employees.

vi

ABSTRAK

Sumber manusia terutamanya pekerja pembinaan sangat penting dalam sektor

pembinaan terutamanya apabila industri pembinaan di Malaysia berkembang dengan

pesat dalam beberapa tahun kebelakangan ini. Walaupun tenaga kerja manusia

adalah penting kepada industri pembinaan, namun tenaga manusia juga dianggap

sebagai sumber pengurusan yang paling kompleks. Salah satu cabaran yang dihadapi

dalam tapak pembinaan ialah ketidakhadiran pekerja kerana sektor pembinaan

mengalami banyak kesan negatif daripada ketidakhadiran. Objektif kajian adalah

untuk mengenal pasti faktor ketidakhadiran pekerja di tapak pembinaan, kesan

ketidakhadiran pekerja di tapak pembinaan terhadap organisasi dan menentukan

strategi yang digunakan dalam menguruskan ketidakhadiran pekerja di tapak

pembinaan. Sebanyak lima projek pembinaan telah dipilih daripada kontraktor utama

atau subkontraktor Gred 7 dan kajian ini adalah fokus pada tapak pembinaan di

negeri Johor. Responden merupakan majikan dan pekerja yang bekerja bawah projek

pembinaan di tapak pembinaan. Majikan merujuk kepada kakitangan peringkat

pengurusan seperti pengurus projek atau orang-orang yang mengambil

tanggungjawab dalam menguruskan kehadiran pekerja di tapak pembinaan manakala

pekerja merujuk kepada pekerja mahir, separuh mahir dan tidak mahir yang bekerja

di tapak pembinaan. Kajian ini dijalankan menggunakan pendekatan penyelidikan

kualitatif iaitu kaedah kajian kes. Instrumen temu bual separuh berstruktur dijalankan

dengan responden untuk memastikan perspektif mereka. Pengumpulan data dianalisis

dengan menggunakan analisis kandungan iaitu kaedah pengekodan dan kekerapan

digunakan untuk mencapai tiga objektif kajian. Hasil kajian mendapati keletihan

kerja adalah faktor yang paling ketara yang menyebabkan ketidakhadiran pekerja di

tapak pembinaan dan ini menyebabkan kehilangan produktiviti di tapak pembinaan

yang perlu diselesaikan dengan menyediakan langkah kebajikan kepada pekerja.

vii

TABLE OF CONTENTS

CHAPTER TITLE PAGE

THESIS DECLARATION

SUPERVISOR’S DECLARATION

TITLE PAGE i

DECLARATION ii

DEDICATION iii

ACKNOWLEDGEMENT iv

ABSTRACT v

ABSTRAK vi

TABLE OF CONTENTS vii

LIST OF TABLES xii

LIST OF FIGURES xiv

LIST OF ABBREVIATIONS xv

LIST OF APPENDICES xvi

1.0 INTRODUCTION

1.1 Background of study 1

1.2 Problem Statement 3

1.3 Research Question 5

1.4 Research Objective 5

1.5 Scope of Research 6

1.6 Significance of Research 7

1.7 Organization of Report 8

viii

2.0 LITERATURE REVIEW

2.1 Introduction 10

2.2 Definition 11

2.2.1 Absenteeism 11

2.2.2 Construction site 12

2.3 Absenteeism in Malaysia Labour Law 12

2.4 Measurement of absenteeism 14

2.5 Categories of workers in construction site 15

2.5.1 Unskilled worker 16

2.5.2 Semi-skilled worker 16

2.5.3 Skilled worker 17

2.6 Types of Absenteeism 17

2.6.1 Authorized absenteeism 18

2.6.2 Unauthorized absenteeism 18

2.6.3 Willful absenteeism 19

2.6.4 Caused by circumstances beyond one’s

control 19

2.6.5 Voluntary absenteeism 19

2.6.6 Involuntary absenteeism 20

2.6.7 Approved absenteeism 20

2.6.8 Unapproved absenteeism 21

2.6.9 Planned absenteeism 21

2.6.10 Unplanned absenteeism 22

2.7 Factors of employee absenteeism in construction site 22

2.7.1 Demographics factor 24

2.7.2 Individual factor 27

2.7.3 Organizational factor 31

2.8 Effects of Employee Absenteeism in construction site

toward organization 36

2.8.1 Reduced level of organization productivity 38

2.8.2 Work quality deterioration 39

2.8.3 Stress on those carrying additional workload 39

2.8.4 Low employee morale 40

2.8.5 Increase cost 40

ix

2.8.6 Reduced profitability of organization 42

2.9 Strategies in managing absenteeism in construction site 43

2.9.1 Higher wages 45

2.9.2 Health protection 45

2.9.3 Communication 46

2.9.4 Disciplinary action 47

2.9.5 Incentives 47

2.9.6 Provide welfare measures 48

2.9.7 Attendance policy 49

2.10 Summary 50

3.0 RESEARCH METHODOLOGY

3.1 Introduction 51

3.2 Research Approaches 52

3.2.1 Qualitative Research 52

3.2.2 Quantitative Research 53

3.3 Research Methodology 55

3.3.1 Initial Stage: Preliminary Study 57

3.3.2 Second Stage: Literature Review 57

3.3.3 Third Stage: Data Collection 58

3.3.4 Fourth Stage: Data Analysis 59

3.3.5 Final Stage: Conclusion and Recommendations 60

3.4 Approach for Data Collection 60

3.4.1 Case Study 60

3.4.2 Semi-Structure Interview 61

3.4.3 Research Sampling 65

3.5 Method of Data Analysis 65

3.5.1 Coding Interview Question 67

3.5.2 Frequency Distribution 70

3.6 Summary 71

x

4.0 DATA ANALYSIS

4.1 Introduction 73

4.2 Background of Projects 74

4.3 Project A 76

4.3.1 Factors of employee absenteeism in construction

site 77

4.3.2 Effects of employee absenteeism in construction

site towards organizations 86

4.3.3 Strategies used in managing employee absenteeism

in construction site 86

4.4 Project B 87


site 89





4.5 Project C 101


site 102





4.6 Project D 115


site 116





4.7 Project E 129


site 130

xi





4.8 Analysis of all Projects 141

4.8.1 Objective 1: Factors of employee absenteeism


4.8.2 Objective 2: Effects of employee absenteeism in

construction site towards organization 147

4.8.3 Objective 3: Strategies used in managing the

employee absenteeism in construction site towards

organization 150

4.9 Summary 153

5.0 CONCLUSION AND RECOMMENDATIONS

5.1 Introduction 154

5.2 Research Outcome 154

5.2.1 Objective 1: Factors of employee absenteeism


5.2.2 Objective 2: Effects of employee absenteeism in

construction site towards organization 156

5.2.3 Objective 3: Strategies used in managing the

employee absenteeism in construction site towards

organization 157

5.3 Limitation of Research 158

5.4 Recommendation for Future Research 159

REFERENCES 160

APPENDICES 167

xii

LIST OF TABLES

TABLE NO. TITLE PAGE

2.1 Factors of employee absenteeism in construction site 23

2.2 Effects of employee absenteeism in construction site toward

organizations 37

2.3 Strategies in managing employee absenteeism in

construction site 44

3.1 Differences between quantitative and qualitative research

methods 54

3.2 Differences between conventional content analysis, directed

content analysis and summative content analysis 67

3.3 Example of coded responds 69

3.4 Example of data summary sheet 70

3.5 Example for Frequency Distribution 70

3.6 Summary of research methodology 72

4.1 Background of Projects 74

4.2 Position of the interviewees in construction site 75

4.3 Background of Project A 76

4.4 Analysis of factors of employee absenteeism in construction

site for Project A - Perspective of Employees 84

4.5 Background of Project B 88


site for Project B - Perspective of Employees 97

4.7 Background of Project C 101

xiii


site for Project C - Perspective of Employees 111

4.9 Background of Project D 115


site for Project D - Perspective of Employees 124

4.11 Background of Project E 129


site for Project E - Perspective of Employees 137

4.13 Analysis of Factors of employee absenteeism in construction

site among the 5 Projects (Project A-Project E) - Perspective

of Employees (Skilled, Semi-skilled and Unskilled workers) 143

4.14 Table 4.14: Analysis of Factors of employee absenteeism in

construction site among the 5 Projects (Project A-Project E) -

Perspective of Employer 146

4.15 Analysis of Effects of employee absenteeism in construction

site towards organization among the 5 Projects (Project A-

Project E) 148

4.16 Analysis of Strategies used in managing the employee

absenteeism in construction site among the 5 Projects

(Project A-Project E) 151

xiv

LIST OF FIGURES

FIGURE NO. TITLE PAGE

3.1 Flow Chart of Research Methodology 56

3.2 Design Question for Interview 64

xv

LIST OF ABBREVIATIONS

ABBREVIATIONS FULL NAME

GDP - Gross Domestic Product

CIDB - Construction Industry Development Board

A1 - Employer Project A

AS1 - Skilled worker Project A



ASS1 - Semi-Skilled worker Project A



AUS1 - Unskilled worker Project A



* Project B, C, D and E same as the Abbreviations (A1-AUS3) above

xvi

LIST OF APPENDICES

APPENDIX TITLE

A Example of Coded Responds

B Finding for Objective 1, Objectives 2 and Objective 3

C Interview Question

CHAPTER 1

INTRODUCTION

1.1 Background of Study

Construction projects in current construction industry are more complex than

ever before. Due to the construction field is labour intensive industry, it relies

heavily on the labour workforce for working (Ghate and Minde, 2016). According to

the statement from president of Master Builder Association of Malaysia (MBAM),

Lee Foo Chek, one million of construction workers were forecasted to be required in

every year in Malaysia’s construction sector (New Straits Times, 2016). The data

from Department of Statistics Malaysia also shows that there are 974,488 persons

engaged in construction sector in 2010 and then increased to 1,290,474 persons in

2015 which the growth was 5.8 % (Department of Statistics Malaysia, 2017).

Therefore, large amount of construction workers are required to be employed by

builders to execute work in specified schedule (Teo, 2016).

Construction workers are the most important resources in construction

industry. This can be proven by the statement of Ghate and Minde (2016) that

indicated the labour is the most valuable asset in construction and labour costs

normally account approximately 30% to 50 % of the total project cost. Construction

2

workers are very important in operating and maintaining the project as the work

forces in various trades are necessary to execute the daily construction activities

(Ganguly, 2016). Besides, construction worker becomes so valuable is also due to

the work in the construction sector often associated with 4D which are Dirty,

Difficult, Dangerous and Demeaning (Hamid et al., 2007).

Construction workers are also one of important keys for the successful of

project. As mentioned by Ghate and Minde (2016), proper management of available

resources can help in improving productivity. Construction productivity is largely

depending on the labour productivity and the productivity on site will directly affects

the completion time of project (Ameh and Osegbo, 2011). Therefore, construction

labour is the important key to determine the project’s success or failure.

According to Kulkarni (2007), large amount of labour workforce are required

in construction industry to cater the demand for skilled and semi-skilled workforce.

40 million of workforces are expected to employ in construction sector and it will

comprise of 55 % of unskilled workers, 27 % of skilled worker and the remaining are

the technical staffs. It shows that the construction industry relies heavily on skilled,

semi-skilled and unskilled worker especially on construction site.

Although labour workforce is significant in construction industry but labour

workforce is also considered the most complex managing resource when comparing

to other resources that are necessary for project completion (Malkani, 2013).

Attendance of workers is the necessary part of construction site as it is useful for

main contractor to manage workforce through fast and easier monitoring the

attendance of all workers on site which can control the workflow in construction site

and make the project smoothly (Teo, 2016). However, frequent absences of

employees on construction site can bring serious problem and give an immediate

impact on organization (Bhosale and Biswas, 2015). Hence, it is essential to focus

on the employee absenteeism in construction site in this research.

3

1.2 Problem Statement

The construction industry in Malaysia is growing at a rapid pace since the

past few years and it has generated large demand of construction workforce on each

construction site (The Star Online, 2016). However, the level of worker absenteeism

seen to be high in construction sector which are 8.6%, 9.3% and 8.5% in 2006, 2007

and 2008 respectively (Sichani et al., 2011). The issue of employee absenteeism is a

major problem in construction site (Bhosale and Biswas, 2015).

Employee absenteeism is a habit of employee absence from his obligation

and also can be defined as failure of employee to report absence to their superior

when they are scheduled to work. There have been several previous researches

studied on the employee absenteeism in the construction industry and those

researches had provided the important information about the factors of absenteeism

in construction, effects of employee absenteeism and remedial measures to reduce

absenteeism rate in construction industry. However, there are still factors that are

unclear which restraining a comprehensive understanding of employee absenteeism

(Sichani et al., 2011). Besides, there is no standard instrument has been developed in

construction industry to collect and analyse information about employee absenteeism

(Sichani, 2010)

According to Randhawa (2017), there are many reasons used by employees

for remaining absent. In addition, due to the employees taking weekday as off day, it

causes problems and can give severe impacts to the organization. As mentioned by

Bhosale and Biswas (2015), if the case of absenteeism remained high, there will be

more productivity loss on site. Nevertheless, the loss of productivity on site can even

bring the consequences of construction project delay. According to Durdyev et al.

(2017), worker absenteeism in construction site ranked as the sixth most influential

factor of project delay. The result shows that absence of the construction labour will

cause delay in on-site activities and cause low performance of a labour which will

consequently affect work progress and then the total project duration.

4

Besides, the effects arise from employee absenteeism can also associated with

the cost of organization. As mentioned by Sichani (2010), absenteeism results in a

significant loss of money to the construction company due to the absent of workers

affect the accuracy of cost estimates for construction projects. Furthermore,

according to Langenhoff (2011), the employee absenteeism in site can contribute to

the higher cost for construction project due to the cost can involve either directly or

indirectly or both.

Employee absenteeism brings lots of significant problems to the construction

industry. If absence of worker is not being paid attention and still ignored by

employer, it can send out the wrong signals to other workers. As a result, this

absence culture will be accepted by other workers and become norms in organization.

Moreover, the employers require to arrange the replacement for those absent workers

also give the direct impact to the organization (Bhosale and Biswas, 2015).

Nevertheless, it was reported that there have been several efforts from previous

researches to address the employee absenteeism in the construction industry.

Different strategies have been utilized in an attempt to reduce absenteeism. However,

even after employers incur substantial costs to run these programs, absenteeism still

remains widespread (Sichani, 2010). Therefore, a better understanding of

absenteeism in construction is needed to mitigate this phenomenon.

There is a need to study the employee absenteeism in construction site since

issue of absenteeism had brought lots of problems to construction industry. It is

necessary to identify the factors of employee absenteeism in construction site, the

effects of employee absenteeism in construction site toward organizations as well as

the strategies used by employer in managing the absenteeism on site.

5

1.3 Research Questions

The research questions of this research are:

i. What are the factors of employee absenteeism in construction site?

ii. What are the effects of employee absenteeism in construction site toward

organizations?

iii. What are the strategies used in managing the employee absenteeism in

construction site?

1.4 Research Objectives

The objectives of this research are:

i. To identify the factors of employee absenteeism in construction site.

ii. To identify the effects of employee absenteeism in construction site toward

organizations.

iii. To determine the strategies used in managing the employee absenteeism in

construction site.

6

1.5 Scope of Research

i. The scope of research is focused on ongoing construction projects in

construction sites in Johor area. The reason for choosing Johor as research

area is due to Johor is a large contributor to Malaysia’s Gross Domestic

Product (GDP). According to Department of Statistics Malaysia, Johor state

recorded the highest value of construction work performed in fourth quarter

of 2015 which comprising RM6.9 billion or 22.8% of the total value

(Department of Statistics Malaysia, 2016). Besides, each construction project

was focused on to be carried out by G7 contractor who is registered under

CIDB. In addition, each project must consists of 100 employees and above in

construction site. The reason for selecting the project that is carried out by

G7 contractors is due to large sized contractor involves large project which

consists of a large number of construction workers in construction site. This

can make sure that the data collected are more reliable.

ii. The respondents will focus on both employer and employees who are

working under main contractor and subcontractor. Employer is referring to

management level staffs such as project manager, human resources manager

or those peoples who are taking responsibility in managing the employee

attendance in construction site. Employees refer to the skilled, semi-skilled

and unskilled workers who are working under the company in construction

site. The reason of choosing skilled, semi-skilled and unskilled workers as

respondents is due to the construction site relies heavily on skilled, semi-

skilled and unskilled workers to implement construction work (Kulkarni,

2007).

7

1.6 Significance of Research

A better management of construction workers with the aims to reduce the

absenteeism of workers in construction site indeed can bring advantages directly to

the employer and organization.

The first objective of research determines the factors of employee

absenteeism in construction site. From the results that considering the perspective of

both employers and employees, this can help employer to gain more understanding to

the factors of employee absenteeism by making comparison between the results.

Therefore, this provides a better understanding for employer to know the key factor

of employee absenteeism. Employer can also know more in the perspective of

employee and thus help in solving the problem or fulfilling the needs of employees.

Besides, the second objective of research determines the effects of employee

absenteeism in the construction site toward organizations. According to this finding

of research, the effects of employee absenteeism in construction site toward

organizations can grab the attention of employer and increase the alertness of other

construction companies to take serious into this issue.

Third objective of research determines the strategies used in managing the

employee absenteeism in construction site. The advantageous gained by the

companies will be in terms of increasing productivity which then leads to increasing

in profits. From the result of study, the additional expenses suffered by the

construction companies in order to cover up for the absent of work force can be

reduced due to right remedial measures are taken to control absenteeism problem.

Besides, large amount of delay experienced by the construction companies to finish a

particular work will also able to be reduced as the remedial measures in managing

the absenteeism in construction site was found (Bhosale and Biswas, 2015).

8

1.7 Organization of Report

Chapter 1 Introduction

In chapter 1, this generally gives the whole picture on the background of employee

absenteeism in construction site. The problems that related to the employee

absenteeism were also identified in this chapter. Then, research questions and

research objectives were set for this research. This chapter also includes scope of

research, significance of research and organization of report.

Chapter 2 Literature review

This chapter consists of introduction to employee absenteeism in construction site,

definition of absenteeism, categories of workers in construction site, types of

absenteeism, factors that causing to employee absenteeism in construction site,

effects of employee absenteeism in construction site toward organizations and

strategies in managing the employee absenteeism in construction site.

Chapter 3 Research Methodology

Next, research methodology will be discussed clearly in this chapter. This chapter

has covered up the research design that gives the clear explanation about the

differences between qualitative and quantitative, the method used in this research to

collect data and the way used to analyse the data. Besides, the characteristics of

interviewees, types of instrument used in carrying out the research, the location

focused on throughout this research and the method for this research being carried

out will also be stated clearly in this chapter.

9

Chapter 4 Data Analysis

In this chapter, discussion focused on the data analysis. The data collected is being

analysed by interpreting the data with the aids of charts and tables. Then, the results

from the data analysis were discussed further in order to determine the findings of

research.

Chapter 5 Conclusion and Recommendations

In last chapter, the results and findings of the research were summarized and

concluded. At the end of research, the objectives of research must be achieved by

researcher. Besides, the discussion on the limitations of the research was presented

in this chapter. Apart from that, recommendations and suggestions for the purpose of

further research were also mentioned in this chapter.

CHAPTER 2

LITERATURE REVIEW

2.1 Introduction

Literature review is one of the most important chapters in the research

process. This chapter aims to establish a theoretical framework in order to provide a

clear explanation about the employee absenteeism in construction site. This chapter

is also aims to provide the better understanding by giving the definition of key words

and terminology that related to employee absenteeism in construction site. The

purpose of literature review is to gather the information from previous case studies in

order to help in gaining new perspectives and support the opinions that will be

described in this research.

Human resources are the most complex resources in organization especially

construction workers are hard to control in construction site to enable them to present

for work in specified schedule. The theoretical in this chapter includes types of

employee absenteeism, factors causing to employee absenteeism in construction site,

the effects of employee absenteeism in construction site toward organizations and the

strategies use in managing the employee absenteeism in construction site.

11

2.2 Definition

In this part, definition of absenteeism and construction site that related to

research topic are discussed as follows.

2.2.1 Absenteeism

Absenteeism can be defined as a pattern of frequent absence from the work or

an obligation. Absenteeism is also the habit of absentee who always stays away from

duty (Bhosale and Biswas, 2015). According to Farrell (2005), absenteeism refer to

the failure of employee to report himself or herself for work when he or she has

obligation to do so as stated in contract. Besides, absenteeism also refer to the failure

of employees to contact their employers or superiors to let them know about the

absence although employee is necessary to follow the procedure of reporting absence

as oulined in attendance policy..

Definition of absenteeism can be simple which can be defined as the

employee either present or not present to work. However, it can be difficult because

some believe there is no universal agreement on the definition of absenteeism

(Bermingham, 2013). This can be proved by the statement of Sichani et al. (2011)

who stated that there is a lack of universal understanding on definition of

absenteeism and it is especially lack of understanding on definition of absenteeism in

construction although absenteeism is often occuring in construction industry.

As stated by Sichani (2010), absenteeism in construction is defined as trades

people missing the work for a period of time which are equal to or greater than two

consecutive hours. Late starts or early quits from work that are less than two

12

consecutive hours are not included in the definition of absence. The two hours’ time

frame was set because the intense schedules in construction can cause significant loss

of productivity to organization due to the loss of 2 hours. Besides, two hours time

frame was set also due to the consensus is obtained after in consultation with

construction industry expert. This means that missing two hours by an employee can

almost disruptive to the workflow and productivity of the team. This can be proven

in the statement of Naughton (2005), absenteeism is work process disruption due to

time loss that caused by sickness or non-statutory leave. Moreover, the statement of

Sichani (2010) defined absenteeism in construction is a major threat to time

estimates for construction projects which can have significant impact on construction

company’s performance.

2.2.2 Construction site

Construction is the process or act of constructing things such as building or

infrastructure (Reverso Dictionary, 2017). Construction site is defined as a land area

where something is being built (Oxford Learners Dictionaries, 2017). Construction

site can also be defined as a place where a building is being constructed or repaired

and is under construction (Macmillan Dictionary, 2017). Besides, construction site is

also defined as a place where construction work is carried out (Health and Safety

Authority, 2006)

2.3 Absenteeism in Malaysia Labour Law

Labour law in Malaysia is known as Employment Act 1955 which is the main

legislation used to govern the employment practice in Malaysia. Malaysia

13

Employment Act 1995 is only applied to states of Peninsular Malaysia that including

Johor and Labuan (Smart Investor, 2015). One of the main aims of Employment Act

1955 is to establish the rights for both employers and employees. Employment act

1955 also aims to provide the protection for employees by giving minimum benefits

to employees through implementation of the act. For example, the act specifies

minimum terms and conditions such as working hours, notice periods, rest day,

payment of wages, deduction, etc. The act also gives the detail of benefits that

entitled by employees such as annual leave, medical leave, sick leave, public holiday

and overtime rates.

According to Employment Act 1955 which under Part II, Section 15(2) stated

that an employee is breach of contract with employer if he is continuously absent

from work more than two days without any prior notice to inform his employer for

such absence. However, an employee that has reasonable excuse for the absence and

has gained the permission from employer is not considered as breach of contract

(Employment Act 1955, 2012).

Some absence can be legitimate such as taking rest day, public holidays,

annual leave and sick leave that are all stated in Malaysia Employment Act 1955

(My Labour Law, 2017). According to Employment Act 1955 which under Part XII,

Section 59 stated that every employee is entitled for a whole day’s rest in each week.

For employees who work overtime on rest day, employer is required to pay not less

than two times of the hourly pay to employee that is stated under Part XII, Section 60.

Next, the same act which under Part XII, Section 60D stated that every

employee is allowed to absent himself from work on the particular days in any

calendar year. The particular days are National Day, Birthday of the Yang di-Pertuan

Agong, the Birthday of the Yang di-Pertua Negeri of the State and Labour Day.

Besides, employee is entitled to receive the wages from employer on the particular

holiday (Employment Act 1955, 2012).

14

Furthermore, regarding to the annual leave that is stated in Employment Act

1955 under Part XII, Section 60E, every employee has different days of annual leave

depend on the continuous service period with the same employer. Employee can

absent himself from work if annual leave is taken. However, after the request of

employer, employee can agree in writing not to take annual leave and he is entitled to

the payment of wages as replacement of annual leave (Employment Act 1955, 2012).

Lastly, pertaining to the sick leave that is stated in Employment Act 1955

under Part XII, Section 60F, every employee has different total days of sick leave

depend on the employment period with employer. Employee can absents himself

from work by taking sick leave but if there is not certified by registered medical

officer or if certified by registered medical officer however fail to inform employer

for such absence within 48 hours will considered as without reasonable excuse or

without permission of employer on that day of absence (My Labour Law, 2017).

2.4 Measurement of absenteeism

Absenteeism rate is the frequency of employees failing to report for work

when they are scheduled to work. According to Netshidzati (2012), Rabiyathul

Basariya (2013) and Randhawa (2017), the internationally norm for absence rate is

3%, therefore absenteeism rate above 3% is considered to be unacceptable and the

rate beyond 5 % is considered to be serious.

According to Werner (2005), measurement of absenteeism can help in

determining the absenteeism pattern and trend in an organization as it can provide the

overall organizational absence rate or able to provide the loss of percentage of

working time within an organization due to absence. As mentioned by Bohlander

and Snell (2006), since there is no standard formula for computing absenteeism rates,

15

therefore the method that are recommended by U.S Department of Labor is adopted.

This method is also suggested by the research of Coughlan (2011), Rabiyathul

Basariya (2013) and Randhawa (2017). The general formula used for computing the

absenteeism rate is given as followed:

Absenteeism rate =

U.S. Department of Labor defines the word “absenteeism” in the formula as

the failure of employees to report for work as scheduled. Besides, U.S. Department

of Labor also states that statutory leave such as annual leave, public holidays,

maternity leave and prearranged leave of absence are not counted as absenteeism.

Absenteeism rate Standard

Below 3% Acceptable

Above 3% Unacceptable

Beyond 5% Serious

2.5 Categories of workers in construction site

There are three categories of construction workers being employed in

construction site which are unskilled worker, semi-skilled worker and skilled worker.

Number of workdays lost to absenteeism during period

Average number of employees x Total number of workdays

during period

16

2.5.1 Unskilled worker

Unskilled worker defined as worker who have only completed their basic

education and is usually characterized by lower educational achievement (Wood,

1997). Unskilled labour can also defined as category of labour that does not require

special training or skill in performing the daily production task. The job that does

not require any degree of skill, specific level of education or specialized experience

during working will usually be assigned to unskilled worker (Corominas et al., 2008).

The tasks that assigned to unskilled worker is generally repetitive in nature and a job

that can be fully learned in less than 30 days often fall into the category of unskilled

worker. Due to the only low level of education is required, this position often low

paying or generally given in smaller wages. In construction site, the tasks that

generally assigned to unskilled workers are material handling, curing, concrete

mixing, digging, sweeping, cleaning, etc.

2.5.2 Semi-skilled worker

Semi-skilled worker also known as midskilled worker is defined as worker

who require a level of basic knowledge, skill, experience or training in performing

the tasks successfully (CIDB Act 1994, 2015). Semi-skilled worker is typically

emerges from unskilled workers due to worker becomes proficient and skillful as a

result of the work repetition for a certain period of time. Job assigned to semi-skilled

worker is generally more complexity than unskilled worker but does not need

specialized skills or knowledge (Carless et al., 2007). Tasks assigned to semi-skilled

workers in construction site are concreter, scaffolder, glazier, machine attendent, etc

(Thieblot, 2006). Those workers are known as semi-skilled worker because there is

no training provided to them in completing their job.

17

2.5.3 Skilled worker

Skilled worker in construction industry refers to persons that requires

specialized skills, training, expecience or education in order to perform the work

(CIDB Act 1994, 2015). This category of workers can have various levels of

training or education in order to enable them to become skilled worker (Rothwell,

2015). There are many cases that sufficient training is given to labour workforce in

the institutions and then become licensed in a particular trade work. Besides, there

are also some cases that training is gained from self experience or family background.

The examples of skilled labour in construction industry are heavy equipment

operators, carpenter, industrial electrician, painter, brick layer, concrete finishers,

fitter, mason, commercial plumbers, etc.

2.6 Types of Absenteeism

Accodring to Mohilary (2010), Aggarwal (2012), Geetha and Mani (2014),

Mayuri and Saileja (2016), Subramanyachary (2016) and Randhawa (2017), there are

four types of absenteeism which are:

i. Authorized absenteeism

ii. Unauthorized absenteeism

iii. Willful absenteeism

iv. Caused by circumstances beyond one’s control

Besides, there are also other types of absenteeism that are described in

different way. According to Ayon (2014), there are two types of absenteeism which

are Culpable absenteeism and Inculpable absenteeism. Culpable absenteeism refers

to voluntary, unapproved or unplanned absence whereas Inculpable absenteeism

18

refer to involuntary, approved or planned absence. All types of absenteeism that

mentioned above will be discussed below in order to prevent misunderstanding on

the absenteeism types.

v. Voluntary absenteeism

vi. Involuntary absenteeism

vii. Approved absenteeism

viii. Unapproved absenteeism

ix. Planned absenteeism

x. Unplanned absenteeism

2.6.1 Authorized Absenteeism

Authorised absenteeism can be defined as the absence of an employee to

work by obtaining the permission from his employer or superior and applying leave

for such absence (Geetha and Mani, 2014). Authorised absence includes sickness,

bereavement leave, medical appointments with the supported evidence such as letter

of appointment or appointment card, driving test, wedding of family member, etc.

2.6.2 Unauthorized Absenteeism

Unauthorised absenteeism is an employee or worker who absent himself from

duty without obtaining permission from his employer or informing his superior and

also without applying leave for such absence (Mayuri and Saileja, 2016). The

example of unauthorised absence includes doing part time or full time job outside the

organization, failing to report absence within reasonable time frame, leisure activities,

19

hair or beauty appointment, etc. Any absence that without explanation and

permission generally deemed to be unexcused absence.

2.6.3 Willful Absenteeism

According to Aggarwal (2012), willful absenteeism is defined as a worker

who absent himself from his obligation deliberately or willfully. This type of

absenteeism generally absent without genuine or reasonable reason. For example, he

or she may be pretending to be ill or just stay at home without any reason.

2.6.4 Caused by circumstances beyond one’s control

Absenteeism caused by circumstances beyond one’s control is defined as a

worker gets absent from his duty or obligation is due to the situation are not within

his control (Subramanyachary, 2016). The situation that are beyond one’s control

can be involved in accidents, sudden sickness or illness, death of relatives, family

personal problem, etc (Aggarwal, 2012).

2.6.5 Voluntary absenteeism

Accoridng to Gupta (2013), voluntary absenteeism is known as avoidable

absenteeism and similar to willful absenteeism. Voluntary absences are considered

20

within the control of employees that are generally utilised for personal purposes (Al-

Sharif et al., 2017). Voluntary absences typically in short duration and illegitimate

(Driver and Watson, 1989). According to McClenney (1992), the conscious decision

by workers to take voluntary absences is depend on the worker’s motivation to attend

work. The example of voluntary absenteeism is when an employee has duty

obligation to work while has an appointment on the same day, but tend to choose

absent himself from work to keep the appointment.

2.6.6 Involuntary absenteeism

According to Gupta (2013), involuntary absenteeism is known as unavoidable

absenteeism and similar to circumstances beyond one’s control. Involuntary absence

is beyond the immediate control of employees or is not under the control of

employees and this absences typically tend to be long term. Involuntary absences

can be result from severe illness, family responsibilities, transportation problems,

family funeral, etc (Al-Sharif et al., 2017). According to the research of de Kok

(1997), involuntary absence is due to poor physical working condition such as noise,

dust, gas, heat and usually work in unsafe situation. Besides, ergonomic

shortcoming is also the one cause to this type of absence. Moreover, psychological

job demand is associated to this absenteeism due to the high level of job stress.

2.6.7 Approved absenteeism

Approved absenteeism is similar to authorised absenteeism. According to

Sichani et al. (2011), approved absenteeism is a type of absence that is approved if it

21

is considered as legitimate by company or organization control policy. Generally,

approved absenteeism will not subject to any disciplinary action by company.

2.6.8 Unapproved absenteeism

Unapproved absenteeism is similar to unauthorised absenteeism. It is defined

as absence of workers that is unapproved if it is considered as illegitimate by

organization control policy. According to Sichani et al. (2011), organization policy

that evaluate absence as approved or unapproved is differ from company to company.

Some excuses used by worker as absence reason may evaluated by organization as

unapproved, however, it may be evaluated by another organization as approved.

Unapproved absences may lead to disciplinary action by employer in the

organization.

2.6.9 Planned absenteeism

Planned absenteeism is a type of absence that schedule in advance or give

prior notice to superior so that absence is allowed to be planned. According to Belita

et al. (2013), planned absence occurs when both parties of worker and employer are

noticed that worker will be absent to work. Planned absenteeism can include the

employee take leave for medical appointments, holidays, vacations, etc. Since the

absenteeism is schedule in advance, this form of absenteeism usually not causes

disruption to the operation of organization. However, if the absenteeism is not well

managed or scheduled, it can lead to organizational dysfunction.

22

2.6.10 Unplanned absenteeism

Unplanned absenteeism is absence of worker that was not previously

scheduled or do not give prior notice to his superior so that it prohibits planning for

such absence (Sichani et al., 2011). Unplanned absence occurs when employee

absent himself from work without inform to employer while the employer is expect

the worker to be at work (Belita et al., 2013). Unplanned absenteeism is more

difficult to manage and can create larger costs when compared to planned

absenteeism. This type of absenteeism generally leads to operational downtime and

loss of productivity in organization.

2.7 Factors of employee absenteeism in construction site

This section is to provide the understanding on the factors of employee

absenteeism in construction site. In order to achieve this purpose, studies on

employee absenteeism that carried out by different researchers over the years in

different countries are present in this section. In order to provide clear overview for

reader, the discussion of these factors are divided into three categories which are

demographic factor, individual factor and organization factor.

Table 2.1 shows the factors of employee absenteeism in construction site according

to the categories.

23

Table 2.1: Factors of employee absenteeism in construction site

No Categories Factor

Bhosale and

Biswas

(2015)

Randha

wa

(2017)

(Langen

hoff,

2011)

(Bermin

gham,

2013)

(Sichani

, 2010)

(Lattouf

et al.,

2014)

(Karan

ja,

2013)

(Karodia

et al.,

2016)

(Netshi

dzati,

2012)

1

Demograph

ic factor

Gender 2 Age 3 Education 4 Tenure 5

Individual

factor

Illness and disease 6 Personal attitude 7 Substance abuse 8 Family responsibilities

9 Transportation

problem

10

Organizatio

nal factor

Work stress 11 Work fatigue 12 Job satisfaction

13 Poor working

condition

14 Low wages 15 Work related injury

24

2.7.1 Demographic factor

According to Langenhoff (2011), employee absence behaviour is vary with

socio demographic characteristics. Therefore, the influence of gender, age,

education level and tenure are needed to discuss in this section.

2.7.1.1 Gender

Gender is considered as a factor that cause absence of worker. This is

because there are several previous researchs on defining the relationship between

gender and absenteeism indicated that women are absent more often when compared

to males (Karanja, 2013). Generally, it is due to their traditional responsibilities for

taking care of household. Women are usually take more responsibilities than males

for caring for the family and are more inclined to play their role as a wife or mother

to handle family matter such as taking care of sick children (Randhawa, 2017).

Besides, a study had showed that most sick women absent herself from work and did

not back to work until they were fully recovered while the majority of males back to

work even they were not fully recovered. There is also a study that showed the

comparison between men and women and indicates that women are busier and

restless than men during the scheduled off day. The study also indicated that women

response more negatively to stressful or dissatisfying and then use absence as a

mechanism to escape (Langenhoff, 2011)

25

2.7.1.2 Age

Age is one of the factors that mostly discussed on the topic of employee

absenteeism (Cohen and Golan, 2007). There are many contradictory statements

found in the previous research regarding to the relationship between age and

absenteeism. According to Karodia et al. (2016), it has been found that older

workers are absent more often and have higher absence rates when compared to

younger workers due to sickness usually attributed to old age. However, there are

many research discussed on the difference of work attitude between older and

younger workers and is argued that older workers exhibit lower absence rate when

compared to younger workers due to they often shows higher level of commitment to

organization.

According to the statement of Randhawa (2017) that discussed about the

lower absence among older workers, they usually taking responsibility, have greater

work ethic which understand the important of being ethical to their organization and

have more better attitudes towards their jobs. They are also more likely to have

better attitude toward coworkers in which can promote good relationship in

workplace, therefore they are usually less engaged in conflict with others. Besides,

research carried out by Langenhoff (2011) gives another explanation on low absence

rate of older workers which indicated that the absence rate of older workers tend to

be low are because of higher opportunity cost. This statement can be understand

through the theories concerning the labour leisure choice framework. On the other

hand, younger workers tend to have higher rate of absence due to they are more

casual and usually refused to take the responsibility. They also tend to take short

period of sickness absence when compared to older workers. Besides, there is a

statement from previous research indicated that younger workers tend to have greater

family responsibilities such as young children therefore they are usually absent from

work (Netshidzati, 2012).

26

2.7.1.3 Education

Level of education can also cause to absenteeism. Most of studies show the

relationship between education and absenteeism which are higher the education level,

the lower the absent rate of workers. One of the explantions regarding to the above

statement is education closely related to job responsibility and organization status.

For those who are highly educated, the job status is higher, therefore they are less

likely to work in hazardous condition and thus rate of worker absence is low

(Karanja, 2013). Another explanation by Langenhoff (2011) that disccuss the

statement above indicate that the workers who are better educated are healthier than

lower educated workers. The workers with lower level of education have a higher

risk to become disable. This can be explained with higher educational attainment

generally have greater knowledge about health. Next, according to Karodia et al.

(2016), workers who have at least secondary level education or even higher level of

education have less possibility of being absent than workers who have only low level

of education. This is because educated worker normally involves in more

complicated jobs that can achieve job satisfaction. However, Netshidzati (2012)

indicates that highly educated workers are generally more likely to experience job

dissatisfaction due to they are self-confident and more ambitious to earn more salary

over the career lifespan and often have higher expectation of achievement and

recognition.

2.7.1.4 Tenure

Tenure refer to the length of services that the worker has been working with

organization. Job tenure can be either shorter or longer. Employee with shorter

tenure such as young employees normally lead to higher rate of absenteeism. This is

due to young employees are highly mobile especially those employees who are better

27

educated and are always look out for better opportunities for work (Netshidzati,

2012).

Next, employees with longer tenure can be divided into two explanation. On

one hand, longer periods of service with organization generally result in low rate of

absenteeism. This is due to employees with longer tenure normally have higher

commitment to work in the organization and have higher requirement for job

stability. Besides, low absence rate can also enable them been provided

opportunities to achieve job promotion to higher position through their virtue of

service (Karanja, 2013). According to Karodia et al. (2016), low rate of absenteeism

is due to the loyalty of workers to the organization and the level of loyalty may

strengthen over the time. There is a studies carried out by Netshidzati (2012)

indicates that longer period of services enable employees to feel themselves are the

important part for decision making. This involvement acts as the recognition of

worker in organization and hence less absenteeism rate will occur. On the other hand,

some studies reported that employees who work with organization in longer period

can result high absenteeism rate. This can be explained when employee with longer

tenure is less likely to be replaceable and likely to be fired, hence they tend to absent

from work. Moreover, the high absence rate can also due to the boredom that caused

by longer period of service with organization.

2.7.2 Individual factor

Employee absenteeism is closely related to individual factor. Therefore, the

factors discussed in this category include illness and disease, personal attitude,

lifestyle, family responsibilities and transportation problem.

28

2.7.2.1 Illness and disease

Illness and disease is one of the main reasons that caused to absenteeism of

construction workers in workplace. Illness can be divided either to minor or major

illness. According to the finding of Bermingham (2013), minor illness is the most

common factor of short term absenteeism among organization. Minor illnesses

typically feel unwell and can constitute a variety of symptoms such as flus, colds,

stomach upsets and headaches. There is a study that indicates the minor illness is

differs depending on person. In many cases, employees who are absent due to minor

illness which in fact they are well enough to work.

Generally, illness and disease are related to health status of employee that

involves both physical and mental wellbeing. An employee with poor health is more

likely to suffer illness and disease and then can lead to higher absence rate (Karanja,

2013). On the other hand, healthy workers in organization are more likely to attend

work and thus result in low rate of absenteeism. According to Netshidzati (2012), an

employee who absent caused by sickness tend to use sick leave and the sick leave

acts as the benefit for employee which allow them to recover with the aims to reduce

the absenteeism rate. However, the sick leave can increase the rate of absenteeism

when workers tend to misuse of sick leave.

2.7.2.2 Personal attitude

According to Hettiararchchi and Jayarathna (2014), attitude reflect how

individual feel about something and usually make own judgement concerning people,

event, object as well as issue and then lead to personal view development. Personal

attitude is the attitude that held by an individual. Personal attitude in organization is

usually related to work ethics. According to Randhawa (2017), employees with

29

strong work ethic will take responsibility for their job and these kinds of workers

usually will avoid themselves from remaining absent. The statement of Evans (2011)

also indicates that there are several studies discuss the relationship between the work

ethics and the attendance to work. The studies show that the strong work ethic that

possessed by employee makes them feels they should responsible to work. As

mentioned by Hettiararchchi and Jayarathna (2014), positive job attitude helps in

construct a good work behaviour whereas negative job attitude helps in construct a

bad work behaviour. Besides, lack of interest in work, lack of commitment and low

involvement to the organization arise when employees feel bored with their job.

These kinds of employees usually deal with both psychological withdrawal and

physical withdrawal. Example of psychological withdrawal is day dreaming during

work hour whereas the example of physical withdrawal is absence from work

without permission.

Furthermore, mentioned by Hettiararchchi and Jayarathna (2014), some

attitudes are held firmly and difficult to be changed in a lifetime of person. The

attitudes can be laziness and tardiness to influence workers’ behaviour to work and

lead to consequences such as absenteeism.

2.7.2.3 Substance abuse

Substance abuse is one of major factors that lead to absenteeism (Karanja,

2013). Substance abuse is the excessive use of substances such as drug, alcohol or

tobacco. All these habits lead one person to become drug abusers, alcoholics or

drunkards and smokers. As mentioned by Langenhoff (2011), smoking, drug or

alcohol consumption can negatively influence health and then lead to serious health

problem over time. There are also several previous research showed that for those

workers who have these habits will have higher chances for being absent than those

workers who have no these habits.

30

According to Bhosale and Biswas (2015), abusers generally spend most of

their salary during first week of each month to abuse substances such as drug,

alcohol or tobacco. After two or three weeks after getting their salary, construction

workers usually absent themselves from work due to the negative effects on health

cause workers unable to work.

2.7.2.4 Family responsibilities

According to Netshidzati (2012), family responsibilities is one of common

factors that influencing the absenteeism. This is due to family responsibilities

normally stem from caring responsibilities or sometimes family conflict happen

which can cause those who are married unable to work in specific schedule. This

statement can be proved by Langenhoff (2011) that it was reported higher rate of

absence is normally among married people especially women due to they are more

sensitive toward family responsibilities when compared to men.

Caring responsibilities may include taking care of young children, elderly

people, illness of family member or pet care. All of them are unable to take care of

themselves and need to depend on the care of parents, son or daughter or pet owner.

Therefore, employees with these caring responsibilities are more likely to absent

from work. Besides, this behaviour can grow stronger if the size of household

become larger due to family members increase as it will cost more time and need

high involvement (Langenhoff, 2011).

Furthermore, family conflict can also lead to employee absenteeism. The

conflict can be marital problem or the employees’ choice either to choose taking care

of children or going to work. This conflict can affect the emotional and behaviour of

employees and then lead to higher rate of absence.

31

2.7.2.5 Transportation problem

Transportation problem is a factor that cause to employee absenteeism.

Transportation become factor of absenteeism is due to some workers face transport

or travel difficulties which affect their ability to work (Karanja, 2013). According to

Sichani (2010), transportation problem that direct affect the worker’s ability to work

includes lack of transportation to site and breakdown of transportation. As

mentioned by Netshidzati (2012), lack of transportation contributes high level of

employee absenteeism because most workers currently rely heavily on the

availability of transport to work. Besides, there are also some other factors

associated with transportation problem that indirectly cause workers unable to work

such as bad weather for driving, distance to work and traffic congestion. This can be

explained that long distance accompanied with traffic congestion or bad weather that

result a long travel time to site increase the possibility of workers absent from work

(Karanja, 2013).

2.7.3 Organizational factor

Apart from individual factor, employee absenteeism is also closely related to

organization factor. As mentioned by Langenhoff (2011), working condition has

influence on the absenteeism rate. Hence, all factors that associated with

organization were discussed in this category. Examples of organization factor that

cause absenteeism are work stress, work fatigue, job satisfaction, poor working

condition, less wages and work related injury.

32

2.7.3.1 Work stress

Work stress is one of the major causes of employee absenteeism (Karanja,

2013). Stress occurs when workers feel the demand of work is difficult to achieve or

exceed their ability to perform. According to Bhatt et al. (2015), it was found that

almost 76% construction workers have high stress level. The studies also highlighted

that the stress among construction workers are depend on four major factors which

are too much work, pressure, ambitious deadlines and conflicting demand. Since

stress workers tend to be unhealthy or poorly motivated, hence, work stress is

considered as a cause that leads to absenteeism.

According to Karodia et al. (2016), stress is caused by organization related

factor. The factors that lead to work stress are work conflict, boredom, work

overload, unrealistic target and illogic work hour. All these factors that caused to

stress of worker can have significant impact on organization which is lead to absence

of workers.

2.7.3.2 Work fatigue

According to Netshidzati (2012), it was found that fatigue was the major

causes that lead to absenteeism among employees. Work fatigue is generally

resulting from long working hours and as mentioned by Karodia et al. (2016),

employees who work long hours is due to those employees present to work have to

compensate the time lost that is result from the absence of worker. Besides, shortage

of workers in organization can cause heavy workload to other workers as each of

them has to do extra work since organization considered this as a way to solve the

shortage of workers. Also, due to heavy workload caused the need to work longer

than ordinary hour in order to complete the job, this can cause fatigue to workers

33

over the time which can then resulting employees absent from work. Furthermore,

insufficient rest period can also cause fatigue to worker and then lead to high rate of

absenteeism. As mentioned by Karodia et al. (2016), sufficient rest period which is

at least 6 days per month should be given to workers, otherwise they may encounter

insufficient rest in workplace.

In short, work fatigue is result from long working hours, shortage of staff,

heavy work load and insufficient rest period. All of these fatigue reason can have

negative impact on workers as the physical and mental exhaustion can suffer workers

from absenteeism.

2.7.3.3 Job satisfaction

According to Karodia et al. (2016), employees are the most important

resources in an organization. Hence, job satisfaction becomes significant factor that

influence the absenteeism of worker. This is because if employees are dissatisfied

with their job, they are more likely to absent more often and then lead to high rate of

absenteeism while satisfied employees will tend to present strongly and then lead to

low rate of absenteeism (Langenhoff, 2011).

Besides, job satisfaction can relate to feelings of employees toward their jobs

and also the motivation of employees. As mentioned by Netshidzati (2012), job

satisfaction is defined as the feelings that workers have toward their job and

organization in the workplace. This can be found in the statement of Langenhoff

(2011) which highlighted that dissatisfied workers are more likely to focus on

negative aspect which are more likely to have negative feeling and absent themselves

from work. According to Karodia et al. (2016), based on the Herzberg’s hygiene

theory that includes the company policy, physical working condition, job security,

34

interpersonal relationship and quality of supervision can affect the feeling of

employee toward work. Herzberg theory also highlighted that hygiene factor is

essential to ensure job satisfaction and tend to result the positive feeling of

employees.

In previous statement, job satisfaction is also related to motivation of

employees. As mentioned by Netshidzati (2012), low motivated employees tend to

dissatisfy with their job and more likely to absent themselves without reason which

in turn result the high absenteeism rate. Motivation of employees can increase based

on the Herzberg’s theory of motivation which includes promotion opportunities,

achievement, recognition, responsibility and opportunities for personal growth.

2.7.3.4 Poor working condition

According to Karodia et al. (2016), poor working condition at workplace can

lead to absenteeism. Poor working condition in construction site generally refer to

unhealthy and unsafe working condition. Unhealthy working condition can be

excessive noise, heat, dust fumes, vibration, poor ventilation, poor lighting and

overcrowding. All these unhealthy working conditions lead to poor health of

workers which in turn lead to absenteeism of workers (Randhawa, 2017).

Apart from unhealthy working condition that mentioned above, working

condition is also unsafe when lack of personal protective equipment provided for

working and when lack of suitable equipment to perform specific work (Bhosale and

Biswas, 2015). Unsafe working condition can cause major threat to life of

employees, this leads workers make choice to absent from work. Working condition

must be satisfactory so that safety and health of workers especially those who work

in construction site are guaranteed which then lead to low absence rate.

35

2.7.3.5 Low wages

Employees with low salary are absent more often than employees with high

salary. This is due to workers with low wages usually hold multiple jobs to earn

extra money (Netshidzati, 2012). Besides, according to Bhosale and Biswas (2015),

employees with low income tend to seek some part time jobs to increase their income.

Hence, due to those employees with low wages need to work extra hours and this

lead to inconstant fatigue which then result the absenteeism in workplace.

Moreover, as mentioned by Langenhoff (2011), workers who earn higher

income generally will have higher opportunity costs when they absent from work.

Therefore, they usually attend strongly to work and choose to forgone leisure. On

the other hand, workers who earn lower income will have lower opportunity cost and

these kinds of employees usually choose to enjoy their life more than present for

work.

2.7.3.6 Work related injury

Work related injury is the common cause of absenteeism especially in

construction site (Sichani, 2010). Construction work is the most dangerous job and it

is normally done by construction workers. Since they have different attitudes

towards risks or have relative low safety training, they are more likely to have work

related injuries in workplace (Lattouf et al., 2014). Examples of work related

injuries in construction site includes fall from height, back injury due to heavy

lifting, serious burns caused by exposure to fire or chemical, workers being hit by

falling objects, trench collapse, etc. All these work related injuries either severe or

non-severe can cause workers unable to work which then result in absenteeism.

36

2.8 Effect of employee absenteeism in construction site toward organization

This section is to provide the understanding on the effects of employee

absenteeism in construction site toward organizations. In order to achieve this

purpose, studies on employee absenteeism that carried out by different researchers

over the years in different countries are present in this section.

Table 2.2 shows the effects of employee absenteeism in construction site toward

organizations.

37

Table 2.2: Effects of employee absenteeism in construction site toward organizations

No Effects

Bhosale and

Biswas

(2015)

(Karodia et

al., 2016)

(Karanja,

2013)

(Bermingha

m, 2013)

(Tiwari,

2014)

(Kocakulah

et al., 2016)

(Onikoyi

et al.,

2015)

(Netshidzati

, 2012)

1 Reduced level of

organization productivity

2 Work quality

deterioration

3 Stress on those carrying

additional workload

4 Low employee morale

5 Increase cost

6 Reduced profitability of

organization

38

2.8.1 Reduce level of organization productivity

Employees absenteeism impacts negatively on productivity as it causes the

loss of productivity to organization when there is no replacement of new worker to

replace the absent worker and when their work is not completed by co-worker

(Bermingham, 2013).

According to Karodia et al. (2016), level of organization productivity reduced

is due to the loss of productivity of employees. Loss of productivity of employees

can be discussed in three form. First, when organization no hires new staff to replace

the absent worker, employees who are at work are required to carry the additional

workload to help absent worker complete their job. This affects the overall

productivity and capabilities of workers due to heavy workload have large impact on

them. Second, when organization hires new or temporary replacement staff,

employees who are at work require to spend their extra time to train the new hired

staff or temporary replacement staff. This results the productivity loss of employee

because time is loss to complete their job. Third, the productivity of new hired staff

is low due to lack of experience and productivity will remain low until standard level

of competency is reached (Onikoyi et al., 2015).

In short, absence of workers disrupt the normal functioning of organization

which cause loss of productivity to organization and then reduce the level of overall

productivity in organization.

39

2.8.2 Work quality deterioration

In construction industry, it is essential to ensure the quality of product so as to

meet the requirement of client, designer and constructor. Quality of products such as

construction building is largely depending on construction worker (Karanja, 2013).

According to Onikoyi et al. (2015), absence of workers have negative impact on

quality of work and can cause work quality deterioration. As mentioned by Mateo

(2008), absenteeism of worker poses a threat to construction project as it requires an

immediate replacement of worker so that the construction project can meet the

project schedule. Therefore, general or temporary worker is generally used by

organization to replace the skilled worker who is absent. The general worker or

temporary worker who temporarily replaces the skilled worker can result rejection of

finished product due to the deterioration in quality of product such as crack in

foundation or wall, plumbing leaks, etc. Work quality deterioration is due to the

replacement of worker lack of work specialization in producing quality products.

Besides, according to Karodia et al. (2016), poor quality of product or

services is due to the absenteeism of worker in workplace. This is because

organization increases the workload to other workers instead of hire new staff as

replacement of worker. Since long working hours is imposed to those workers,

hence poor quality products are produced due to the overtime fatigue of workers.

2.8.3 Stress on those carrying additional workload

According to Bermingham (2013), employee absenteeism has the major

effect on those workers who are necessary to carry the extra workload. Coworker is

necessary to be imposed by extra workload when organization does not intend to hire

temporary replacement staff. For example, when a concreter absent himself from

40

work, his coworker which perform the similar job should help to complete his work

as well. Absence of worker that causes the additional increase in workload had

increase the frequency of stress among other workers. Besides, it was found that

employees can feel more stress when their capabilities are not being able to catch up

with their workload and when employees are unable to accomplish work in the

limited time.

2.8.4 Low employee morale

Employee morale determines the job satisfaction, emotion and attitude of

employees during the time they work in workplace. High employee morale refer to

workers that are happy and positive at work whereas low employee morale refer to

workers are negative about their work environment. According to Netshidzati

(2012), employee absenteeism can lead to low employee morale within organization.

This normally occurs among the employees who are at work regularly because they

are usually faced with taking over the workload of employees who are absent

regularly. As mentioned by Karodia et al. (2016), low employee morale tend to be

detrimental to organization which have negative impact on service delivery, lead to

poor productivity and dissatisfaction of employees.

2.8.5 Increase cost

Absenteeism can increase cost of organization and when absenteeism is

excess, it can involve large amount of significant cost and give negative impact to

ogranisation (Karanja, 2013). Cost of absenteeism is expensive as organization

41

incurs both direct and indirect costs that result from absence of worker which are

disruptive to organization work flow (Karodia et al., 2016).

Direct costs that result from absenteeism includes loss productivity, sick pay,

reduced service provision and lost days while the indirect costs includes time of

management to revise schedule of work, training cost for replacement worker, loss of

experience worker, low employee morale, reduced productivity, administrative cost

to monitor the personnel policy and loss of revenue (Netshidzati, 2012). According

to Karodia et al. (2016), indirect cost formed is largely associated with time lost.

This can be found in the statement that he highlighted that production time is lost due

to the time being spent by management on hiring replacement worker or rearranging

the remaining employees. Besides, time is lost due to the additional effort of

management is required to keep the administrative systems deal with absenteeism

with effective control measure.

Moreover, there is other study that showed the costs result from employee

absenteeism is categorized into 4 categories which are costs associated with

absentee, costs associated with managing absenteeism problem, costs associated with

replacement employees and costs related to the reduced quality or quantity of

product (Karanja, 2013). Therefore, it was shown that employee absenteeism

increase the overall cost of organization through the combination of these 4 costs.

First, the costs associated with absentee refer to the benefit of employee such

as sick pay or salary in which employer still requires to pay during employee

absence. Besides, this cost also include the time lost due to supervisor spend time to

reprimand or give counselling to the absent worker. Second, costs associated with

managing absenteeism problems refer to management adjust the work schedule

which then result the rise in cost of production. This cost also includes the

management spend time to solve the operational issues and the time spent is

considered as a cost due to time spent is loss of production time. Third, costs

associated with replacement employees refer to the payment of overtime to those

42

employees who take over the work of absent employee. The aim of overtime

payment is to meet the project schedule, however, it definitely increase the cost of

organization due to the rates of overtime are usually double the normal rates of

salaries. Furthermore, costs associated with replacement employees also include cost

of training and monitoring the substitute employees. Fourth, costs related to the

reduced quality or quantity of product refer to the cost of using temporary

replacement workers that they are usually inexperience or without received any

training. Hence, finished products are more likely to be rejected by client due to the

poor quality of work. In addition, using inexperienced replacement workers also

lead to low quantity of production and lastly cause project not meeting schedule.

2.8.6 Reduce profitability of organization

According to Onikoyi et al. (2015), absenteeism of workers can reduce the

profitability of organization. As mentioned by Karodia et al. (2016), absenteeism

can reduce the profit in two ways. First, increase cost will definitely reduce the

profit margin unless the revenue increases. For example, a contractor spend more

money for hiring temporary replacement staff or pay overtime to other employees in

order to replace the absent worker. This increases the organization cost and then

reduces the profit of organization. Second, organization profit can be reduced

through decreasing the revenue. Absent workers usually replaced with temporary

workers who are inexperienced or not proficient, this can cause loss of revenue due

to the low productivity that cannot meet the project schedule.

43

2.9 Strategies in managing employee absenteeism in construction site

There are various factors of employee absenteeism in construction site had

been identified in Chapter 2.6. Besides, the effects of employee absenteeism in

construction site which gives the negative impacts to construction companies also

identified in Chapter 2.7. Therefore, in order to reduce this problem, strategies in

managing the employee absenteeism in construction site will discuss in this section.

This section is to provide reader the understanding on the strategies in managing

employee absenteeism in construction site. In order to achieve this purpose, studies

on employee absenteeism that carried out by different researchers over the years in

different countries are present in this section.

Table 2.3 shows the strategies in managing the employee absenteeism in construction

site.

44

Table 2.3: Strategies in managing employee absenteeism in construction site

No Strategies

Bhosale and

Biswas

(2015)

Randhawa

(2017)

(Farrell

, 2005)

(Cucchiella et

al., 2014)

(Onikoyi

et al.,

2015)

(Karodia

et al.,

2016)

(Netshi

dzati,

2012)

Naughto

n (2005)

(Coughlan

, 2011)

1 Higher wages

2 Health protection

3 Communication

4 Disciplinary

action

5 Incentives

6 Provide welfare

measures

7 Attendance Policy

45

2.9.1 High wages

Higher wages is one of the strategies to reduce the employee absenteeism in

workplace (Onikoyi et al., 2015). According to Wolfers and Zilinsky (2015), higher

wages pay to low income workers reduce employee absenteeism due to higher wages

create the condition for workers to be productive and then motivate them to work

more harder. Besides, higher wages able to attract the workers who desire to get

high salary such as low paid workers. Hence, those low paid workers will tend to

work with employer and less likely to absent from work. In addition, higher wages

also reduce the disciplinary issue which in turn decreases the rate of absenteeism in

workplace. This is due to higher wages create job satisfaction that result the less

conflict between employers and labour group. As mentioned by Onikoyi et al.

(2015), employee absenteeism can be reduced by raising the employee wages

regularly as good pay is very helpful to employees. For example, high wages can

give better health to employees as those employees have extra money to seek doctor

when not feeling well.

2.9.2 Health protection

According to Cucchiella et al. (2014), another way to reduce the employee

absenteeism is through the initiatives for health protection. This is because healthy

construction workers are generally more energy and motivated and also tend to

attend for work. In order to achieve this, employers can promote the health of

employees through providing periodic medical check up for construction labours

(Bhosale and Biswas, 2015). Medical check up for construction workers can include

blood pressure measurement, blood sugar measurement, checking cholesterol,

smoking and alcohol assessment, back pain treatment, body fat analysis, etc. Apart

from providing periodic medical check up, employers can launch the health activities

such as giving free anti-flu vaccine and health education seminars (Coughlan, 2011).

46

Through the health promotion in organization, it can help the construction

workers to understand the actual condition of their health which can then reduced the

level of employee sickness and lower the rate of employee absenteeism in

construction site.

2.9.3 Communication

Next, according to Cucchiella et al. (2014), another strategy to reduce the

employee absenteeism effectively is communication. It is important to communicate

with absent employee because communication can modify the behaviour of

employees. Besides, employers can also get to know the actual reason of

absenteeism through communication with absent employees. Communication with

employees can be made through return to work interview. Return to work interview

is the useful way to understand the requirement of workers so that employers can

either give psychological or financial support to them in order to reduce absence of

workers.

Besides, Farrell (2005) also highlighted that return to work interview is the

most effective way in managing the employee absenteeism. This is due to return to

work interview is an established procedure that used to investigate and discuss

absence with employee, therefore can discourage the non-attendance of employees.

For example, as mentioned by Netshidzati (2012), return to work interview reduce

absence by offering the solutions to problems of worker during interview.

In short, a good communication that through return to work interview is an

effective way to reduce absenteeism of worker as it provides employee an

47

opportunity to outline the issues that are faced by them and also provides employer

the opportunity to welcome the employee back to work (Coughlan, 2011).

2.9.4 Disciplinary action

Studies carried out by Farrell (2005) was found that disciplinary action is the

most effective absence control strategy to deter the employee absenteeism. This is

supported by the statement of Naughton (2005) who highlighted that persistent

absentees are usually dealt with the use of disciplinary action. According to Karodia

et al. (2016) mentioned in his study, manager or supervisor is required to be given

authority in order to manage the absenteeism of worker effectively by emphasizing

on correcting the bad behaviour and discipline of employees who refuse to comply

the rules and regulation of organization with the aims to promote the positive

attendance culture in workplace.

As mentioned by Onikoyi et al. (2015), adequate punishment is necessary to

implement so as to prevent the workers from absenteeism. Disciplinary action given

to the absent employees can include deduction of wages, suspensions and query

employee about the cases of absenteeism. Besides, there are also several research

suggested that dismissal threat is useful to control the employee absenteeism.

2.9.5 Incentives

Incentives provided to employee is one of the strategies in managing the

employee absenteeism. According to Naughton (2005), incentives can be rewarded

48

in form of financial benefit which is attendance bonus. Besides, the studied

identified that the attendance bonus in form of extra money is useful because

sometimes the work itself or environment at workplace is unpleasant, however

employer has no power or capability to improve it. Therefore, attendance bonus can

act as kind of reward to offset the unpleasant feeling of employee. For example, the

work environment in construction site may be unpleasant, however, by giving the

attendance bonus to construction workers, they willing regularly reporting for duty

due to they are associated with financial benefit. The studies also identified that the

payment of special attendance bonus is an action to encourage the employees to aim

for full attendance. As mentioned by Coughlan (2011), employers can give the

attendance bonus to the employees who have excellent attendance record.

2.9.6 Provide welfare measures

According to Randhawa (2017), the strategy used to minimize the employee

absenteeism in workplace is to provide welfare measures and fringe benefit to

employee so that the need of employees was met. For example, the studies carried

out by Netshidzati (2012) identified that the provision of welfare to workers can

include housing allowances or transport allowances which are aims to ease the

financial problems of workers. Since problems of workers were solved, workers can

focus on working and thus reduce absenteeism. Besides, according to the statement

of Bhosale and Biswas (2015), the employer should at least provide one meal which

is proper balance meal to construction workers. In addition, Kogi et al. (1989) also

identified that provision of welfare facilities such as toilets, washing facilities, rest

areas, drinking water facilities and canteen are also significant especially in

construction site.

Provision of welfare is an effective strategy to deter the absenteeism of

workers. This is because welfare benefit promotes a sense of belonging among the

49

workers which prevent them from adopting deviant behaviour such as absenteeism.

Besides, provision of welfare also foster the good relationship between employer and

employees, hence with that good relationship, employees are less likely to absent

themselves from work (Ravindra, 2016). The studied carried out by Gupta (2016)

also indicated that provision of welfare facilities which taking care the basic living of

employee can keep the workers highly motivated and lead to less absenteeism.

2.9.7 Attendance Policy

Attendance of workers is an important aspect in organization and monitoring

of each attendance record of workers is essential to ensure the absence of workers are

kept to minimum. Another strategy to reduce the employee absenteeism is the

application of attendance policy that are formulated by organization. This statement

was supported by Bhosale and Biswas (2015) who identified that absenteeism can be

reduced by using the organization stated policy that employee must follow.

According to Coughlan (2011), attendance policy provides a clear statement to

employees about organization rule that must be followed by employees in the

organization. This policy also defines the acceptance and non-acceptance attendance

to provide understanding for employees and it is act as tool to help manager or

supervisor communicates with employees. Besides, attendance policy also regulates

the procedure for non-attendance. For example, for those workers who absence to

work due to illness should follow the procedure for reporting absence which is shows

the detail medical certification to manager. With this consideration in mind, workers

are more likely to think twice before they absent from work and this can then deter

them from absenteeism.

50

2.10 Summary

In conclusion, this chapter had covered and discussed about introduction of

this chapter, definition of related term, absenteeism in Malaysia Labour Law,

categories of workers in construction site, types of absenteeism in the beginning.

Then, this chapter goes to focus on the three objectives which are factors of

employee absenteeism in construction site, effects of employee absenteeism in

construction site toward organization and also the strategies in managing employee

absenteeism in construction site. There are 15 main causes of employee absenteeism

in construction site, 6 effects of employee absenteeism in construction site toward

organizations and 7 strategies in managing employee absenteeism in construction site

based on previous research of different researchers in different country.

CHAPTER 3

RESEARCH METHODOLOGY

3.1 Introduction

Research methodology can be defined as the process or procedure that are

adopted by researcher in describing and explaining the research problem (Rajasekar

et al., 2006). This chapter is one of the most important parts of this research as the

purpose is to develop systematic work plan for the research and its aim is to explain

the procedure and technique applied in this research in order to achieve the research

objectives.

In this chapter, it involves the introduction of research approaches with the

aim to ensure the method used in this research is suitable to obtain sufficient and

useful information. There are also five stages involved in this chapter which are

preliminary study, literature review, data collection, data analysis as well as

conclusion and recommendations. Then, data collection approach and data analysis

method used in this research were also discussed in this chapter.

52

3.2 Research Approaches

Research approach is used to collect primary data through questionnaires,

interviews, observations, tests or experiments. Overall decision in this research is

usually depend on the types of approaches used in research. According to Chua

(2012), research approach is generally categorised as either qualitative research or

quantitative research or both. These two categories have different concepts, methods

of sampling, data collection, data analysis and instrumentation in achieving the

research objectives. Therefore, it is essential for researcher to make comparison

between the qualitative research and quantitative research in order to make sure the

data collection and analysis of data are using the correct approach in achieving the

research objectives.

3.2.1 Qualitative Research

Qualitative research is an approach that investigating the human behaviour

such as individual or group which involving the emotions, motivation and empathy

which cannot be achieved by using quantitative research (Chua, 2012). Qualitative

research aims to find out people’s feeling or their opinion to the particular subject or

problem (Kothari, 2004). The method of qualitative research used in collecting,

analysing and interpreting data are generally through interviews and observations but

also including case studies, survey as well as historical and document analysis.

Observation method can be carried out through observing what people do and says

while the interview can be carried out through one to one interview or through direct

interaction with interviewee in a group.

For the characteristic of qualitative research method, it is considered

inductive as it involves observation that will lead to target such as exploration and

53

discovery. The result of observation is used to create the theory instead of begin with

theory like quantitative research method. In short, the characteristics of qualitative

research that emphasis on induction are related to theory creation through flexible

research design. Besides, qualitative research method is also considered subjective

and this is mainly associated with the meaning and interpetation. In other words, the

subjectivity comes from the method the researcher does the research and interprets

the meaning. The belief and experience of researcher also lead to subjectivity.

Moreover, qualitative research method is context oriented approach as it usually

examines sets of people or specific situations in detail and it relies on a holistic

approach that examining the possible elements as a whole (Morgan, 2013).

Qualitative research method is significant to discover and find out the

underlying motives of human behaviour such as the factors that leading people to

behave in particular manner. Through this research method, the analysis of human

behaviour can be made. However, it is relatively difficult by using this research

method because it is more time consuming and involving higher cost when compared

to quantitative research.

3.2.2 Quatitative Research

Quantitative research is associated with numerical data. The result from

using this research method is essentially involving a set of numbers. Quantitative

research is based on positivist inquiry research method where experimental research

is conducted to collect numerical data, the numerical data is then analyzed using

statistical procedures.

According to Chua (2012), quantitative research is an approach to test

theories, build facts and examine the relationship among the variables under

54

investigation. The variables must be defined before they are being measured.

Measurements in quantitative research prioritise the validity as well as reliability and

it usually depend on instruments used.

Quantitative research is considered deductive which usually beginning with

understanding the theory part, hypothesis, then observation and lastly come out with

confirmation. Deduction in quantitative research is related to test the theory through

predetermined research design. The characteristics of quantitative research method

is also associated with objectivity. It is objectivity as it emphasizes the things that

can be measured through using standardized measurement protocol to ensure the

similar procedure is used to reach similar results. In quantitative research method, it

also associated with generality because the information such as variables will

carefully constructed through well defined sample so that it can be applied to large

number of people (Morgan, 2013).

The instrument usually used in quantitative research is questionnaires and it

generally involves larger sample size that represent the population to test the theory.

Table 3.1 shows the differences between quantitative and qualitative research

methods.

Table 3.1: Differences between quantitative and qualitative research methods

Qualitative research Quantitative research

Data are collected through non structured

techniques such as in depth interviews,

group discussions and observation

Data are collected through structured

techniques such as surveys,

questionnaires and observations.

More in depth information on a few

cases

Less in depth information across a large

number of cases

Text based Number based

Word and picture analysis Statistical analysis

More subjective More objective

Primarily inductive process Primarily deductive process

Context Generality

55

3.3 Research Methodology

Research methodology is an approach to solve the problem of research

systematically (Rajasekar et al., 2006). In this part, the processes and procedures

that used to carry out the research were discussed in detail. There are five stages that

involving in this research which are:

i. Initial Stage: Preliminary Study

ii. Second Stage: Literature Review

iii. Third Stage: Data Collection

iv. Fourth Stage: Data Analysis

v. Fifth Stage: Conclusion and Recommendations

Figure 3.1 shows the flow chart of the research methodology that is applied in

achieving the research objectives which are the factors of employee absenteeism in

construction site, effects of employee absenteeism in construction site toward

organization and the strategies used in managing employee absenteeism in

construction site.

56

Initial Stage

Preliminary

Study

Second Stage

Literature

Review

Third Stage

Data Collection

Fourth Stage

Data Analysis

Fifth Stage

Conclusion and

Recommendations

Problem Statement

Research Question

Research Objective

Scope of Research

Significance of Research

Literature sources include journal, books, articles,

research report, newspaper and internet

Preliminary Study

Literature Review

Data Collection

Objective 1:

Respondents:

1. Skilled, semi-

skilled and

unskilled workers

2. Employer who

responsible in

managing the

attendance in

construction site

Objective 3:

Respondents:

1. Employer who

responsible in

managing the

attendance in

construction

site

Objective 2:

Respondents:

1. Employer who

responsible in

managing the

attendance in

construction

site

Data Analysis

Analyze the feedback from interviewees

By using coding method & frequency distribution

Conclusion and Recommendations

Result

Case study and Semi-structured interview

Figure 3.1: Flow chart of Research Methodology

57

3.3.1 Initial Stage - Preliminary Study

Identification of research problem is the first and most significant step in the

research process (Ranjit, 1999). Initially, research is starting with preliminary

studies by reading the current journals, books, journals and newspapers to identify

the current issues and problems. Then, it is needed to decide the area of interest for

research and that decision is significant before the selection of topic (Kothari, 2004).

The topic selected must be interesting and research field must worth to be

researched. Other than identifying problems through available sources, the best way

of understanding the problems is to consult with the experience man that has several

research problems in mind. For example, conducting an informal interview with the

professional in the industry to identify the problems exist in the industry in order to

determine the area of study. Suggestions and advices from research supervisor and

friends are also an effective way to identify the problem (Rajasekar et al., 2006).

After the research topic was identified, the problem statement is established

and then the research objectives are determined to response to the issue that has been

established in problem statement. Then, the scope of research is set up based on the

ability to complete the research within the stipulated. Next, significant of research

also been identified to ensure the research is worth and beneficial. Lastly, draft the

chapter organization for the research.

3.3.2 Second Stage – Literature review

Literature review is an important part of research. According to Chua (2012),

the main purpose of literature review is to place the research to be conducted in

scientific perspective and this makes the research able to connect with the body of

knowledge. Therefore, literature review is important as it provides the understanding

58

and knowledge not only to the readers but also the researcher who able to enhance

the knowledge through lots of studies and references on previous related research. In

this stage, all neccessary informations that are related to the research topic are

gathered in advance and those informations can be obtained through books, journals,

articles, previous thesis, conference papers, newspaper and internet. Through the

literature review, a clearer framework of research is established and it also enables

the researcher to formulate the questionnaires or interview questions easily.

Literature review normally discuss about the background of research that

consists of definition of absenteeism, categories of workers in construction site, types

of absenteeism, factors that causing to employee absenteeism in construction site,

effects of employee absenteeism in contruction site that toward organizations and

strategies used in managing the employee absenteeism in construction site.

3.3.3 Third Stage – Data Collection

Data collection is a process to collect useful data from a variety of sources

and then data collected is used to evaluate the outcome of research. According to

Kothari (2004), it is essential to know there are two types of data which are primary

data and secondary data before deciding the method of data collection to be used in

research. Primary data is data collected by researcher for the first time while

secondary data is data that already been collected by other researchers.

According to Dudovskiy (2016), different types of data have difference

collection method. Primary data is collected originally and its collection methods

can be divided into two groups which are quantitative and qualitative. Quantitative

data collection methods involve numerical data which are generally based on

mathematical calculations in various formats. The method of quantitative data

59

collection is usually through questionnaires with closed-ended questions. While

qualitative data collection methods do not involve mathematical calculations. The

method of qualitative data collection includes interview, questionnaire with open-

ended questions, observation, group discussion, case studies etc.

On the other hand, the secondary data is collected through compilation and

the data can be obtained from books, newspapers, magazines, journals, etc

(Dudovskiy, 2016).

3.3.4 Fouth Stage – Data Analysis

Data analysis is analysing the data that has been collected in previous stage.

It is the systematic processes that applying statistical or logical techniques to

evaluate data. The process of data analysis generally involves analysing the data,

interpreting the data, organising the data and finally converting the data into

meaningful information (Naoum, 2012). In this stage, the process of data analysis is

required to carry out so that a clear understanding of outcome can be obtained.

In qualitative research, data analysis is the range of procedures that start from

collecting the qualitative data and transfer the data into some form of understanding,

interpretation, explanation and useful information. Qualitative data analysis can

involve statistical procedure to analyse the data collection (Flick, 2013). In order to

ensure data integrity, it is essential to make sure the accurate and adequate analysis

of research findings. Inappropriate statistical analyses may affect the accuracy of

research finding.

60

3.3.5 Fifth Stage – Conclusion and Recommendations

At this stage, all the findings and results on the research objectives have been

obtained. The information that obtained from the stage of data analysis will be used

for report writing. For conclusion part, it is drawn based on the results found in the

fourth stage. At the same time, the recommendations for further research and

limitation of this research also discussed in this stage.

3.4 Approach for Data Collection

In this research, the approach to be used in collecting data is case study

approach. The primary data that required to be gathered in this research are the

factors of employee absenteeism in construction site, effects of employee

absenteeism in construction site toward organizations and the strategies used in

managing the employee absenteeism in construction site. The primary data is

collected by using qualitative research method. The qualitative method in this

research is using interview to collect the data for achieving the research objectives.

While the secondary data that usually discussed in depth in this research in the

literature review is gathered through books, newspapers, articles, journals and

internet.

3.4.1 Case study

Case study is a research methodology that is based on comprehensive

investigation of a single individual, group or event to generate an in-depth, multi-

61

faceted understanding of a complex phenomenon or issue within its real-life context

(Crowe et al., 2011). The advantages of carrying out in case study is this method not

only help to investigate or explore the data in real life situation but also help in

explain the complexities of real life situation that may unable to be captured through

survey or experimental research (Zainal, 2007).

In this research, case study is adopted as the data collection approach because

this method can help researcher to demonstrate the relationship between the project

and the factors that causing employee absenteeism in construction site. Most

importantly, the study on the effects of the absenteism that will bring to organization

and also the strategies used by employer in managing the absenteeism in

comstruction site can be more detailed and effective.

Total of five projects has been studied. Those projects are scoped to

construction projects in Johor area and each project must carry out by an experienced

contractor, which is a G7 contractor. In addition, each project must consist of 100

employees and above (construction workers) in construction site.

3.4.2 Semi-Structured Interview

In this research, interview is the instrument that used for qualitative research.

Interview can be categorized into three types which are structure, semi-structured

and unstructured interview.

Structured interview is standardized interview that involving a particular set

of pre-established questions that have been prepared by the interviewer. The

interviewer should question the respondents according to the predetermined

62

questions list with no variation and make sure there is no follow up questions to

response (Gill et al., 2008). Semi-structured interview is formal interview that lies in

between the format of structured interview and unstructured interview. For semi-

structured interview, interviewer does not only follows the predetermined list of open

question but is given freedom to ask more open ended questions which allowing

interviewer to question and explore the answer given by respondents in depth manner

(Chua, 2012). Unstructured interview is opposite to structured interview. In

unstructured interview, there is not predetermined question prepared in advance and

tends to more casual and informal (Chua, 2012). Unstructured interview is more

flexible as it allows questions based on the interviewee's response and questions can

be changed depend on the answers of respondents.

In this research, semi-structured interview is chosen as instrument to collect

data in order to achieve the objectives of research. This is because semi-structured

interview not only allows interviewer to prepare the questions in advance which can

show competent during the interview but also allows interviewees the freedom to

express their opinions in their own terms. Due to the combination of both, semi-

structured interview can provide reliable and comparable qualitative data. Besides,

semi-structured interview also involves many open-ended questions and some

closed-ended questions. According to Chua (2012), there are several characteristics

of semi-structure interview method which are:

i. Interview session is conducted in a semi-formal manner thus

interviewer can be more flexible.

ii. Explanation of questions can be given to interviewees

iii. Questions can be rearranged during interview session

iv. Questions can be added or dropped according to the situation

v. Sentences and words in questions can be modified

vi. Level of language used depends on the language proficiency of

interviewees

63

Semi-structure interview is selected by researcher to be conducted in this

research. It was carried out among main contractor and subcontractor in construction

site in Johor area. The respondents will focus on both employer and employees.

Employer is referring to management level staffs such as director, project manager,

human resources manager or those who are taking responsibility in managing the

employee attendance in construction site. Employees refer to the skilled, semi-

skilled and unskilled workers who work under the company in construction site.

During interview session, the questions that are designed earlier about the

three objectives in this research are directly asked to the target respondents.

Objective 1 which is the factors of employee absenteeism in construction site is

focusing to ask both employer and employees through semi-structured interview with

the purpose to obtain the opinions from both perspectives. Objective 2 and Objective

3 which are effects of employee absenteeism in construction site toward

organizations and strategies in managing employee absenteeism in construction site

are focusing on the view of employer only through asking in semi-structure interview.

The content of interview is recorded during interview session with the

permission of respondents. The purpose of recording the content is the data will be

used by researcher in analyzing the data. The record is useful as it helps researcher

to analyze data easily and accurately.

Figure 3.2 shows the design questions for the interview. The questions are

categorized into four main sections which are:

i. Section A - Background of the projects and interviewee

ii. Section B - Factors of employee absenteeism in construction site

iii. Section C - Effects of employee absenteeism in construction site

toward organizations

iv. Section D - Strategies used in managing employee absenteeism in

construction site

64

Section B - Factors of employee absenteeism in construction site

Identifying the employee absenteeism rate in the period for

the particular project

Identifying the factors that causing employee absenteeism in

Section C - Effects of employee absenteeism in construction site toward

organizations

Identifying the effects of employee absenteeism in

construction site towards organizations

Section D - Strategies used in managing employee absenteeism in

construction site

Identifying the strategies used in managing employee

absenteeism in construction site

Figure 3.2: Design Question for Interview

Section A - Background of the projects and interviewees

General information of projects:

Company Name

Company Address

Years of company operation

Project Title

Project Duration

Contract Sum

Company stamp

General information of interviewee:

Name of interviewee

Gender

Age

Position

Working experience

Signature of interviewee

65

3.4.3 Research Sampling

Sampling is the process of selecting a number of respondents from research

population and the selected respondents will becomes targeted respondents in the

research. Sampling is a significant aspect of research due to the selection of

unsuitable sample can affect the validity and reliability of research (Chua, 2012).

Therefore, it is essential to determine the characteristics of respondents in order to

make sure the accuracy of data collection.

In this research, selected sampling method will be the carried out. According

to Naoum (2012), selected sampling generally applied with the interview approach.

The respondents were being selected from at least 5 construction projects in Johor

area. The selected respondents include employees which refer to the skilled, semi-

skilled and unskilled workers who work in construction site and also include

employer which refer to management level staff such as project manager, human

resources manager or those peoples who are taking responsibility in managing the

employee attendance in construction site.

According to Latham (2014), the minimum size of sample for qualitative

interview studies works is 15 respondents. This number is considered appropriate as

it helps to mitigate some threats and bias inherent in qualitative research. Therefore,

minimum 15 respondents is selected from construction site in this research.

3.5 Method of Data Analysis

There are several types of qualitative data analysis such as content analysis,

narrative analysis, discourse analysis, interpretive analysis, framework analysis and

66

grounded theory. In this research, content analysis method is used to analyse the

descriptive data through the semi structure interview. Content analysis is defined as

a process to categorise the verbal data for the purpose of tabulation, classification

and summarization.

According to Hsieh and Shannon (2005), there are 3 approaches of content

analysis which are conventional content analysis, directed content analysis and

summative content analysis. First, conventional content analysis is typically used

with study design and the purpose is to describe a phenomenon. Study design is

suitable to be used when literature review of research or existing theory on a

phenomenon is limited. With a conventional content analysis, categories and codes

are derived from data during data analysis. The advantage of this approach is

researcher can prevent using preconceived categories as the direct information is

obtained through study. Second approach is directed content analysis. Directed

content analysis is generally used to validate or extend the theoretical framework.

With the use of existing theory, it can help to concentrate on the research questions

by providing the prediction about the variable of interest and then help to determine

the initial coding scheme. The advantage of this approach is the existing theory can

be revised, supported or extended. The third approach is summative content analysis

that is starting with identifying the content or keywords in text in order to understand

the contextual use of content or keywords. Then, the analysis involves interpretation

of context meaning with the use of words or phrase. Table 3.2 shows the differences

between conventional content analysis, directed content analysis and summative

content analysis.

67

Table 3.2: Differences between conventional content analysis, directed content

analysis and summative content analysis

Conventional content

analysis Directed content analysis

Summative content

analysis

Starts with observation Starts with theory Starts with keywords

Codes are defined during

data analysis

Codes are defined before

and during data

analysis

Keywords are identified

before and during data

analysis

Codes are derived from

data

Codes are derived from

existing theory or previous

research findings

Keywords are derived

from literature review or

interest of researchers

In this research, directed content analysis is used to analyse the feedback

given by interviewees. Hence, the codes will be defined from existing theory or

previous research findings before the data analysis and during the data analysis.

Microsoft Excel 2010 also used in this research to help in classifying the data which

can gain more accuracy result.

3.5.1 Coding Interview Questions

According to the statement of Naoum (2012), the best method to analyse the

open-ended questions is using coding method. Coding is an interpretive activity that

identifying and classifying the answer from interviewees with codes or numerical

scores. Coding method is used to record all the answers from interviewee in the

form of codes and after all the answers are coded, those coded data are grouped into

several themes or domains (Theron, 2015). The purpose of coding the answer is to

reduce the large numbers of responses from interviewees and classify the answer into

few categories so that it becomes less complicated. According to Naoum (2012), the

coding categories should be detail and provide all possible responses. Besides,

68

coding categories should also independent so that there is no overlap among

categories.

In this research, coding method is used to analyse the feedback given by

interviewees so that 3 objectives in this research can be achieved. First, the process

of coding method in this research involves entering the data that have been collected

in data summary sheet. Then, all the relevant statements or feedbacks are being

coding according to specific domain, theme or subtheme that have been drafted as

shown in table 3.3. Lastly, after all the feedbacks from interviewees are coded, those

data are studied and categorised based on domain and theme. Table 3.3 shows the

example of coded responds which demonstrating the way to code the feedback from

interviewees according to domain, theme and subtheme whereas Table 3.4 shows the

example of data summary sheet. The full example of coded respond was shown in

Appendix A.

69

Table 3.3: Example of coded responds

Domain Theme Subtheme Codes

Factors of

employee

absenteeism in

construction

site

Demographic factor

1. Gender

Employer

1. Women absent more often

than men F1-1-1

Employee

2. Absent due to the

responsibility to take care of

sick child

F1-1-2

2. Age

Employer

1. Older worker absent more

often than younger worker F1-2-1

Employee

2. Absent due to sometimes feel

not enough energy to work F1-2-2

3. Education

Employer

1. Less educated worker absent

more often than educated

worker

F1-3-1

Employee

2. Absent due to feel the work

is not responsible by him or

her

F1-3-2

4. Tenure

Employer

1. Worker who works with

organization in short periods

always absent from work

F1-4-1

Employee

2. Absent due to not used to

work in that organisation F1-4-2

Organization factor

5. Illness and

disease

Employer

1. Worker sometimes absent

due to not feeling well F1-5-1

Employee

2. Absent due to stomachache F1-5-2

6. Personal attitude

Employer

1. Worker shows negative job

attitude when working in

organization

F1-6-1

Employee

2. Absent due to feel laziness to

work F1-6-2

70

Table 3.4: Example of data summary sheet

Interviewee Feedback (from employer and employee) Codes

I1 “Women absent more often than men” F1-1

I2 “Worker who works with organization in short

periods always absent from work” F1-4

I3 “Worker sometimes absent due to not feeling well” F1-5

I4 “Worker shows negative job attitude when work in

organization” F1-6

I5 “I feel lazy to work ” F1-6

3.5.2 Frequency Distribution

Frequency distribution is generally used to organize and summarize the

survey data in tabular representation. It is usually associated with the number of

times each value of variables occurs. Frequency distribution method is used to

analyze the data in order to achieve the three objectives in this research. The table of

frequency distribution can be done based on coded responds and data summary sheet

and the particular objective can be achieved by choosing the highest frequency of

variables occurred. Table 3.5 shows the example for the frequency distribution.

Table 3.5: Example for Frequency Distribution

Factors of employee absenteeism in

construction site Interviewees Frequency

1. Gender I1 1

2. Age - 0

3. Education - 0

4. Tenure I2 1

5. Illness and disease I3 1

6. Personal attitude I4 & I5 2

71

3.6 Summary

In this chapter, research methodology which including research approach,

research instrument and research method that are chosen for conducting this research

was determined. Research methodology is an important chapter to help in achieving

the all research objectives that are mentioned earlier in Chapter 1. The method of

data collection is using case study as well as semi-structured interview and the

methods of data analysis are using coding interview questions and frequency

distribution.

Table 3.6 shows the summary of research methodology

72

Table 3.6: Summary of research methodology

Objective

Data

collection

instrument

Data collected Respondents Significant of data Analysis of

Data

1. To identify the

factors of

employee

absenteeism in

construction site

Case study

and Semi-

structure

interview

The factors that

leading to the

employee

absenteeism in

construction site

Employee: Skilled, semi-skilled

and unskilled workers

Employer: Management level

staffs such as project manager,

human resources manager or

people who are responsible in

managing the attendance in

construction site

Understanding the

factors of employee

absenteeism in

construction site

that obtaining from

both perspectives

of employer and

employee

Coding

interview

question and

frequency

distribution

2. To identify the

effects of

employee

absenteeism in

construction site

toward

organizations

The effects of

employee

absenteeism in

construction site that

bring to

organizations






construction site

Understanding the

effects of employee

absenteeism in

construction site

that brings to the

organisation

3. To identify the

strategies used in

managing

employee

absenteeism in

construction site

The strategies used

to manage the

employee

absenteeism in

construction site






construction site

Understanding the

strategies used to

manage the

employee

absenteeism in

construction site

73

CHAPTER 4

DATA ANALYSIS

4.1 Introduction

Data analysis in qualitative research is the process of inspecting and arranging

the qualitative data such as interview transcripts, notes, video and audio recordings,

text documents and images in a systematic way in order to increase the

understanding of phenomenon (Wong, 2008). This chapter emphasized about the

findings and data analysis in order to achieve research objectives. The analysis

results obtained from five samples of construction projects in Johor area through

semi-structured interview will be presented in this chapter. As explained in Chapter

3, data will be analyzed by using content analysis with coding method and also

frequency distribution method. Data analysis was carried out in 4 sections as

described in Chapter 3, which were:

Section A : Background of project

Section B : Factors of employee absenteeism in construction site

Section C : Effects of employee absenteeism in construction site

toward organizations

Section D : Strategies used in managing employee absenteeism in

construction site

74

4.2 Background of Projects

There are total of five construction projects have been studied in order to

complete this research. All of these construction projects are located in Johor area

and are under the Grade 7 contractors. The construction projects involved are named

as Project A, B, C, D and E. The backgrounds of five projects which have been

collected through semi-structured interview were showed in Table 4.1.

Table 4.1: Background of project

No Project Project title

1 A

Construction of 306 units Town House on PTD 99593, PTD

99594 & PTD 99595, Phase 2, Bandar Putra, Mukim Senai,

Daerah Kulai, Johor Darul Takzim.

2 B

Construction of 214 units Double Storey Terrace House on Lot

PTD 171011, Mukim Plentong, Johor Bahru, Johor.

3 C

Construction of Strata Landed House on PTD 200667 (Plot F13)

Medini, Mukim Pulai, Daerah Johor Bahru, Johor Darul Takzim.

4 D

Construction of Semi-Detached Factory on PTD 105580, PTD

105581, PTD 105583, Mukim Senai, Daerah Kulai and on PTD

175297, PTD 175298 & PTD 175303, Mukim Tebrau, Daerah

Johor Bahru, Johor Darul Takzim.

5 E

Construction of Integrated Mixed-Use Development on 166945

(Plot TR 2-2), Mukim Pulai, Daerah Johor Bahru, Johor Darul

Takzim.

In addition, the position of the interviewees who undertake the semi-

structured interview in construction site was displayed in Table 4.2. Appendix C

refers to the semi-structured interview questions that prepared for this research. The

feedback that obtained from those respondents under 5 construction projects are

highlighted and arranged into a numerical code table as shown in the Appendix B.

75

Table 4.2: Position of the interviewees in construction site

Project Interviewees Position

A

1 Employer Project manager (A1)

9 Employees

Skilled workers (AS1, AS2, AS3)

Semi-skilled workers (ASS1, ASS2, ASS3)

Unskilled workers (AUS1, AUS2, AUS3)

B

1 Employer Project manager (B1)

9 Employees

Skilled workers (BS1, BS2, BS3)

Semi-skilled workers (BSS1, BSS2, BSS3)

Unskilled workers (BUS1, BUS2, BUS3)

C

1 Employer Project manager (C1)

9 Employees

Skilled workers (CS1, CS2, CS3)

Semi-skilled workers (CSS1, CSS2, CSS3)

Unskilled workers (CUS1, CUS2, CUS3)

D

1 Employer Project manager (D1)

9 Employees

Skilled workers (DS1, DS2, DS3)

Semi-skilled workers (DSS1, DSS2, DSS3)

Unskilled workers (DUS1, DUS2, DUS3)

E

1 Employer Site Supervisor (E1)

9 Employees

Skilled workers (ES1, ES2, ES3)

Semi-skilled workers (ESS1, ESS2, ESS3)

Unskilled workers (EUS1, EUS2, EUS3)

A1: Employer – Project A ASS1: Semi-Skilled worker – Project A

AS1: Skilled worker - Project A AUS1: Unskilled worker – Project A

Table 4.2 shows all the interviewees who were being asked through semi-

structure interview for this research. All interviewees are the key person who is able

to help the findings become more reliable. Employers mostly are project managers or

site supervisors who are responsible in managing employee attendance in

construction site. The interviewees for Objective 1 involved both employer and

76

employees which are total 10 persons for each project whereas the interviewees for

Objective 2 and Objective 3 involved employer only for each project.

4.3 Project A

Project A is located in Bandar Putra, Mukim Senai, Daerah Kulai, Johor. The

proposal of this project is to build affordable houses in Johor state (RMMJ) which

consists of 306 units. In this project, there are totally 142 workers that made up of

skilled workers, semi-skilled workers and unskilled workers working in construction

site. The main contractor for this project is Yicai Construction Sdn Bhd. The

background of Project A is shown in Table 4.3.

Table 4.3: Background of Project A

Item Details

Contractor Yicai Construction Sdn Bhd

Project Title

Cadangan Perumahan Rumah Mampu Milik Johor (RMMJ)

yang mengandungi :-

i. 306 Unit Rumah Bandar Berstrata (Townhouse)

ii. 1 Unit Surau

iii. 1 Unit Balairaya

iv. 1 Unit Rumah Pam

v. 1 Unit Pondok Pengawal (Guard House)

vi. 1 Unit Pencawang Elektrik (Double Chamber – PTD

99593)

Di atas sebahagian PTD 99593, PTD 99594 & PTD 99595,

Fasa 2, Bandar Putra, Mukim Senai, Daerah Kulai, Johor Darul

Takzim.

Type of building Residential building

Location Bandar Putra, Mukim Senai, Daerah Kulai, Johor Darul

77

Takzim.

Project duration 18 Months

Contract sum RM 24,058,543.51

Total number of

workers in

construction site

142 workers (skilled workers, semiskilled workers, unskilled

workers)

Total number of

workdays 342 days

Absenteeism rate

= __1251__

142 x 324

= 2.71 % (Acceptable standard)

4.3.1 Factors of employee absenteeism in construction site

Project A faced absenteeism of workers in construction site that proved by the

result of data collection which obtaining the absenteeism rate of 2.71% (Acceptable

standard). Although the absenteeism rate of Project A, 2.71% is under the acceptable

standard, however it is still close to 3% which is the maximum acceptable

absenteeism level. According to situation of Project A, factors of employee

absenteeism in construction site based on view of both employer and employees will

be discussed and presented in this section.

Number of workdays lost to absenteeism

during period

Average number of x Total number of workdays

employees during period

78

4.3.1.1 Employer (Project manager) – A1

In Project A, the employer who responsible in managing the employee

attendance in construction site is project manager. According to the view of project

manager A1, he indicated that illness and disease, personal attitude and family

responsibilities are the factors that causing the employee absenteeism in construction

site.

i. Illness and disease: Illness and disease play a part of reason because they will

become weak and when they really unable to station at our site, they will

eventually choose to absent from work.

ii. Personal attitude: Personal attitude is an important factor as workers absence

are mostly influence by their mood. They may lazy but most important thing

is bottleneck because if their mindset thinking that this job cannot be done, it

will never be done and they will give excuse not to do. Sometimes worker is

in a mood or temptation and this cannot control by organization.

iii. Family responsibilities: Family responsibilities are also a factor causing

employee absenteeism because sometimes worker need to taking care of their

family members who are in illness.

79

4.3.1.2 Employees (Skilled workers, Semi-skilled workers and Unskilled

workers)

In Project A, there are 3 categories of workers including the skilled workers,

semiskilled workers and unskilled workers who have been interviewed by

interviewer regarding the factors of employee absenteeism in construction site.

Skilled worker (AS1-AS3)

i. AS1: Age (Older workers are more often absent due to they have less

energetic to work after they busy for whole day), Illness and disease (Workers

who suffer from high blood pressure will have sudden dizziness especially

when they working overtime on previous night. As a result, they cannot

attend to work in the next morning), Work stress (Low salary but vast amount

of work need to compete, this can lead to stress of workers and then escape

from work), Work fatigue (Absence of worker occur due to leg ache because

of long hour to stand during working), Low wages (Low salary caused not

enough to use and will do another job to increase salary. Sometimes, this can

lead to physical fatigue and then absenteeism in next working day)

ii. AS2: Work stress (Too much work can lead to large pressure and stress of

workers. This caused workers avoid to presence for work), Family

responsibilities (When children is ill, absent from work due to need send

money back to family who lives in hometown), Job satisfaction (It is

important to ensure satisfied with job, if ones not satisfied or unhappy with

job, absenteeism occur)

iii. AS3: Age (Older workers suffer more illness such as back pain, it cause

absenteeism), Tenure (Working with long period will have less absence rate

80

due to already used to work under the organization), Work fatigue (Working

long hour without rest can lead to fatigue especially working overtime and

will normally absent in next working day)

As per the statement of the 3 skilled workers in Project A, majority agreed

that age, work stress and work fatigue are more significant factors that causing

employee absenteeism in construction site when compared to the other factors. They

believed that older workers tend to lead to poor health and their body are not as

strong as younger workers. They also believed that absenteeism is due to work stress

as a result of vast amount of work need to done by them. Besides, work fatigue

become the factor in perspective of skilled workers as they need to stand long hour in

the whole working day and need to work overtime when project is rushing. On the

other hand, none of them agreed that gender, education, personal attitude, substance

abuse, transportation problem, poor working condition and work related injury are

factors that will lead to absenteeism of workers in construction site.

Semi-Skilled worker (ASS1-ASS3)

i. ASS1: Tenure (Workers work with organization in long period is less likely

to absent as they feel they have responsibility to the organization), Illness and

disease (Illness such as fever, flu and back pain cause workers cannot work),

Personal attitude (Worker absent because sometimes feel lazy to work),

Family responsibilities (Worker absent is due to we have to go to bank to

send money to family. Absent is also due to back hometown to visit family

because of missing them), Low wages (Feel salary is too low but with long

working hour), Work related injury (Some minor injury such as finger cut can

also cause worker unable to work even though it is lighten job)

ii. ASS2: Age (Workers with old age more often absent as old workers easier to

feel tired and require more rest day than young workers), Illness and disease

81

(Illness such as fever and flu cannot work under hot weather, therefore will

normally absent from work), Personal attitude (Sometimes in a bad mood due

to bad thing happen will caused no mood to work and therefore absent in that

day, Family responsibilities (Every month after getting of salary will absent

from work due to need go to the bank to transfer money for family), Work

related injury (Injury such as finger injured, leg injured, back pain can cause

workers unable to work due to painful and then choose for absenteeism)

iii. ASS3: Illness and disease (High fever, flu and cough are the most common

illness that caused workers unable present to work and will become

absenteeism as illness normally occurs unexpectedly), Family responsibilities

(Back hometown when emergency thing happen among family), Work

fatigue (Absent from work due to feel tiredness when working overtime in

previous night), Job satisfaction (Dissatisfy with current job scope and dislike

to repeat the same work), Work related injury (When workers injured, they

will stay at home because wound require time to recover)

In the view of the semi-skilled workers in Project A, all of them agreed that

illness and disease, family responsibilities and work related injury are the factors that

causing employee absenteeism in construction site. According to all semi-skilled

workers in Project A, illness such as high fever, flu and cough caused them unable to

work will definitely absent in the next working day. They also indicated that

absenteeism due to family responsibility as they need to go to the bank to transfer

money for family and sometimes back hometown is needed when emergency things

happens. Apart from that, they agreed work related injury is one of the factors

because they required staying at home for recovery when they are injured. In

contrast, all the semi-skilled workers disagreed that gender, education, substance

abuse, transportation problem, work stress and poor working condition are factors

that will lead to absenteeism of workers in construction site.

82

Unskilled worker (AUS1-AUS3)

i. AUS1: Age (Older workers tend to have poor health, sometimes they absent

due to their own bad condition in health), Illness and disease (Minor illness

such as fever and flu cause uncomfortable and exhausting, this lead workers

choose to be absent from work) , Personal attitude (Absent from work due to

lazy to wake up especially during the raining day), Work fatigue (Working

overtime until midnight thus not enough time to sleep and then absent in the

next working day , Low wages (Small amount of salary cannot fulfill workers

because small salary is necessary used for daily expenses and also send back

to family. Therefore, holding part time job is necessary so that salary will be

enough to deal with total expenses. However, holding part time job caused

frequent absence of workers due to fatigue or the thought of working on site

is not only the source of salary), Work related injury (Incompetent using of

tool and equipment to implement construction work caused severe injury and

hospitalization)

ii. AUS2: Illness and disease (Workers with fever, cough or flu will absent from

work if they feel uncomfortable to work), Personal attitude (Cheerless mood

can cause feeling of unhappy and this bad mood tends to lead workers

absence from work), Substance abuse (Taking alcohol become necessary

when celebration of new year and the celebration normally until midnight,

this caused workers unable wake up in the morning), Work stress (Limitation

of time to complete the task that assigned by supervisor can lead to stress and

anxiety) , Low wages (Low wages incompatible with long working hour,

therefore workers choose to absent from work due to they thought it is not

worth), Work related injury (Fall from height caused bone broken and then

unable to work for long time)

iii. AUS3: Illness and disease (Workers suffer from illness will absent from work

as they are incapable to work), Family responsibilities (Absenteeism occur

83

due to family is our responsibility and therefore back hometown to visit

family is a must), Work stress (Long working hour plus the construction work

is rushed can lead to stress of workers. Workers tend to release stress will

normally choose to absent from work) , Work fatigue (Absenteeism occur due

to some construction work essential large amount of energy, therefore need

time to recover the loss of energy) , Poor working condition (Extreme high

temperature caused working under hot condition and this caused headache of

workers and consequently absenteeism occur)

According to the statement of the unskilled workers in Project A, all of them

agreed that illness and disease is the key significant factor that causing employee

absenteeism in construction site. As stated by the unskilled workers, illness such as

fever, flu and cough caused them incapable to work as illness can bring the

uncomfortable feeling and they choose absent in the working day. On the contrary,

none of them agreed that gender, education, tenure, transportation problem, work

stress and poor working condition are factors that will lead to absenteeism of workers

in construction site.

There are total 10 interviewees which including one employer and nine

employees from Project A respond to the factors of employee absenteeism in

construction site. To understand the perspectives of employees who working under

Project A toward the factors of employee absenteeism in construction site, the

analysis was shown in Table 4.4 by using frequency distribution method.

84

Table 4.4: Analysis of factors of employee absenteeism in construction site for Project A – Perspective of Employees

Categories Demographic factor Individual factor Organizational factor

Project / Categories

of Workers

Gen

der

Age

Ed

uca

tion

Ten

ure

Illness a

nd

disea

se

Perso

nal

attitu

de

Su

bsta

nce

ab

use

Fam

ily

respon

sibilities

Tra

nsp

orta

tion

pro

blem

Work

stress

Work

fatig

ue

Job

satisfa

ction

Poor w

ork

ing

con

ditio

n

Low

wages

Work

related

inju

ry

A

AS1 / / / / /

AS2 / / /

AS3 / / /

Skilled 0 2 0 1 1 0 0 1 0 2 2 1 0 1 0

ASS1 / / / / / /

ASS2 / / / / /

ASS3 / / / / /

Semi-skilled 0 1 0 1 3 2 0 3 0 0 1 1 0 1 3

AUS1 / / / / / /

AUS2 / / / / / /

AUS3 / / / / /

Unskilled 0 1 0 0 3 2 1 1 0 2 2 0 1 2 2

Total Frequency 0 4 0 2 7 4 1 5 0 4 5 2 1 4 5

85

According to Table 4.4, 2 out of 3 skilled workers under the Project A agreed

that age, work stress and work fatigue are the more significant factors that causing

employee absenteeism in construction site when compared to the other factors. On

the other hand, none of them agreed that gender, education, personal attitude,

substance abuse, transportation problem, poor working condition and work related

injury are factors that will lead to absenteeism of workers in construction site.

All of semi-skilled workers agreed that illness and disease, family

responsibilities and work related injury are the factors that causing employee

absenteeism in construction site. In contrast, all the semi-skilled workers disagreed

that gender, education, substance abuse, transportation problem, work stress and poor

working condition are factors that will lead to absenteeism of workers in construction

site.

Based on Table 4.4, all of unskilled workers agreed that illness and disease is

the key significant factor that causing employee absenteeism in construction site. On

the contrary, none of them agreed that gender, education, tenure, transportation

problem, work stress and poor working condition are factors that will lead to

absenteeism of workers in construction site.

In overall, majority of construction workers that work under Project A

believed that the main reason for their absence from work is because of illness and

disease with a frequency of 7. It was explained that illness and disease can lead to

uncomfortable feeling and body weakness that caused them incapable to presence for

work. The common illnesses suffered by them are fever, cough and flu and illness

can make them lack of body strength and physical strength to work. While on the

contrary, gender, education and transportation problem are the least significant factor

that all construction workers under Project A believed that these are not the reason

for their absence from work.

86

4.3.2 Effects of employee absenteeism in construction site toward

organizations

Since Project A is facing the problem of employees absenteeism in

construction site with absenteeism rate of 2.71% (Acceptable standard), some

impacts were given directly to the organization as stated below.

i. Low employee morale: Other staff shows negative attitude as they need to

cover the job scope of the person who always absent from work.

ii. Reduced level of organization productivity: Absent worker is normally

replaced by the coworker who has different job scope with the absent worker.

Due to coworker is not as proficient as absent worker, loss of productivity

sometimes occurred.

4.3.3 Strategies used in managing employee absenteeism in construction site

Due to the problem of employees absenteeism in construction site faced by

Project A had directly affect the productivity of work, some strategies have been

used by organization in order to reduce the absenteeism rate in construction site.

Those strategies are:

i. Higher wages: Encourage workers to achieve full attendance through

increasing their salary according to their attendance and also work

performance.

87

ii. Health protection: Give medical checkup to workers and if they work under

hot sun ask them drink lots of water and also give them information about the

way to control high blood pressure.

iii. Incentives: Provide attendance bonus to workers depend on their working

hours. Attendance bonus will provide to workers if they work equally or more

as the predetermined working hour. The normal working hour of worker

stated in the contract is from 8.00am to 5.00pm.

iv. Provide welfare measures: Provide essential facilities are important to ensure

workers present to work as the provision of facilities such as toilet, rest

shelter, housing accommodation and canteen can bring convenient to workers.

v. Attendance policy: Clearly state the rules and regulation of organization that

must be followed by all employees such as the number of leave days that can

be taken by an employee per year.

4.4 Project B

Project B is located in Mukim Plentong, Johor Bahru, Johor. The proposal of

this project is to build Double Storey Terrace House which consists of 214 units. In

this project, there are totally 162 workers that made up of skilled workers, semi-

skilled workers and unskilled workers working in construction site. The main

contractor for this project is Hong Xin Construction Sdn Bhd. The background of

Project B is shown in Table 4.5.

88

Table 4.5: Background of Project B

Item Details

Contractor Hong Xin Construction Sdn Bhd

Project Title

Cadangan Pembinaan 214 Unit Rumah Teres 2 Tingkat

(18’x65’) yang mengandungi :-

i. Section 1: 84 Unit Rumah Teres 2 Tingkat (16’x85’)

Di atas Plot 001 – Plot 084 Beserta 1 Unit Pencawang

Elektrik (Dua Ruang) Di atas Plot 396

ii. Section 2: 130 Unit Rumah Teres 2 Tingkat (16’x85’)

Di atas Plot 085 – Plot 214 Di atas Sebahagian Lot

Ptd 171011, Mukim Plentong, Johor Bahru, Johor.


Location Mukim Plentong, Johor Bahru, Johor.

Project duration 15 months


Total number of

workers in

construction site


workers)

Total number of

workdays 203 days

Absenteeism rate

= __609___

162 x 203

= 1.85% (Acceptable standard)


during period



89


Project B faced absenteeism of workers in construction site that proved by the


standard). Although the absenteeism rate of Project B, 1.85% is still under the

acceptable standard, however 1.85% accounts more than half of the acceptable

standard which is 3% and therefore it is needed to give attention on this issue.

According to situation of Project B, factors of employee absenteeism in construction

site based on view of both employer and employees will be discussed and presented

in this section.

4.4.1.1 Employer (Project manager) – B1

In Project B, the employer who responsible in managing the employee


manager B1, he indicated that illness and disease, work related injury, family

responsibilities, work fatigue, personal attitude and low wages are the factors that

causing the employee absenteeism in construction site.

i. Illness and disease: Large amount of workers absent is normally because of

fever. Fever caused their body becomes weak due to the immune system in

their body becomes low. Since they cannot afford for work due to the lack of

energy, they will eventually choose to absent from work.

ii. Work related injury: Accident sometimes is unavoidable in construction site

and this had cause injury to worker and makes them unable to present

90

themself for work. The example of accident occurred on site include worker

accidentally stepped on a nail.

iii. Family responsibilities: At the beginning of each month especially payday,

workers will usually absent themselves from work because they have to go to

the bank in town for sending money to their hometown.

iv. Work fatigue: Absenteeism sometimes is also due to workers fatigue

especially when they work overtime and since they are not enough rest as a

result of work in long hour. Therefore they will normally absent half or one

day in the next day.

v. Personal attitude: Worker absent is also depend on their attitude at that day.

For example, sometimes they feel like no mood to go for work or lazy for

work. These irresponsible attitudes cause them absent without any reason or

permission.

vi. Low wages: Low income is one of important factors that cause absenteeism

of worker because the purpose of workers working is to get money. If salary

is not enough to manage their expenses, they will choose to drop the job and

the attitude that will start to show up is absent from work or lateness for work

without any notice.

91


workers)

In Project B, there are 3 categories of workers including the skilled workers,



Skilled worker (BS1-BS3)

i. BS1: Age (Older workers normally have more illness and less energetic than

younger workers, therefore older workers generally require more rest than

younger workers and will absent more often when compared with younger

workers), Illness and disease (Illness causes workers unable to work, illness

mostly fever, cough, colds or heat stroke when weather is too hot), Personal

attitude (Negative attitude such as lazy or moody will sometimes make me

feel bored against work and then absent from work), Family responsibilities

(Absent from work due to back hometown when receiving notice that

children or parents is sick), Work stress (Superior gives a specific deadline to

complete the large amount of work can lead to stress of workers which will

eventually absent in the next day), Low wages (Not enough for live expenses)

ii. BS2: Tenure (Worker absent due to they work only short period with

organization and they will absent more often because they think they are only

temporary worker in the company, attendance is not important), Personal

attitude (Sometimes have no mood to work without any reason), Family

responsibilities (Absent when need to go to the bank to send money to

hometown or when responsibility to take care of children or parent is needed),

Work stress (Too much work with short time limit can lead to stress of

workers), Work fatigue (Too much work and need work overtime cause no

enough rest), Low wages (Feel that low income but work in long hour), Job

92

satisfaction (Unhappy with the current job situation due to already work

many years with the organization)

iii. BS3: Illness and disease (Minor illnesses such as cough, flu and fever caused

workers become weaker and have no energy to work, this caused workers

absent from work as they are not feeling well and will not in good state even

presence to work), Work stress (Too much work with large pressure from

superior), Work fatigue (Long working hour can lead to tiredness of workers.

When workers tend to obtain sufficient rest, they will choose to absent

themselves from work), Low wages (No enough money and choose to search

another job), Job satisfaction (Unsatisfied and unhappy with the current job),

Work related injury (Absenteeism occurs due to worker injured so that it

caused them unable to work)

Based on the statement of the three skilled workers in Project B, all of them

agreed that work stress and low wages are major factors that causing employee

absenteeism in construction site when compared to the other factors. In the view of

skilled workers, they believed that work stress that stems from superior who gives a

specific deadline to complete the large amount of work is the factor that caused

absenteeism of workers on site. Besides, low wages also become the major factor in

perspective of skilled workers as they need to choose another job due to the low

salary cannot afford the live expenses, therefore absenteeism occurs. On the other

hand, none of them agreed that gender, education, substance abuse, transportation

problem and poor working condition are factors that will lead to absenteeism of

workers in construction site.

Semi-Skilled worker (BSS1-BSS3)

i. BSS1: Illness and disease (If getting sick such as flu and high fever and then

unable to work will choose to stay at home rather than working), Work stress

93

(Work overload can lead to stress of workers especially when the project is

rushing. Stressful working environment can make the workers absent from

work), Work fatigue (Work in long hour can lead to tiredness and exhaustion

of workers. Tiredness caused them absent from work in order to obtain the

sufficient sleep and rest), Poor working condition (Work in extreme

temperature such as too hot), Work related injury (Physical discomfort that

caused by the minor injury such as finger injured, leg injured, back pain can

cause workers unable to work and they will absent continuously until it is

recover)

ii. BSS2: Age (Older worker usually have more chances to suffer illness than

young worker, for example, back pain, headache or head dizzy. Therefore,

older workers usually have high absence rate as they require more rest

compared with younger workers), Illness and disease (Illness such as cough

or colds cause worker cannot work), Personal attitude (No mood to work due

to late salary payment), Work stress (Too much pressure due to too much

work), Family responsibilities (Absent from work due to back hometown visit

family), Work related injury (Worker injured caused they cannot present for

work)

iii. BSS3: Tenure (Worker absent is due to they work with organization in only

short range period and they are still not used to their job and also company

and always absent to look for better job), Illness and disease (Illness such as

cough or fever can cause absenteeism of worker), Family responsibilities

(Absent once in every month in order to go to the bank for sending money

back to hometown), Work fatigue (Work in long hour especially working

overtime when project is rushing caused over fatigue in both physical and

psychological, workers will generally absent in the next day for obtaining

sufficient rest), Poor working condition (Work in poor environment,

sometimes it is too hot and lack of adequate ventilation), Work related injury

(Injury such as broken bones cause worker unable to work)

94

In accordance with the statement of the semi-skilled workers in Project B, all

of them agreed that illness and disease and work related injury are the factors that

causing employee absenteeism in construction site. As claimed by all semi-skilled

workers in Project B, illness such as high fever, flu and cough caused them unable to

work will choose to absent in the next working day. Apart from that, they agreed

that work related injury is one of the factors because no matter minor or major injury,

wound caused physical discomfort for workers. In contrast, all the semi-skilled

workers disagreed that gender, education, substance abuse, transportation problem,

job satisfaction and low wages are factors that will lead to absenteeism of workers in

construction site.

Unskilled worker (BUS1-BUS3)

i. BUS1: Age (Worker with old age absent more often due to they are more

likely to suffer illness than young worker), Education (High educated worker

such as site supervisor less likely to absent as their job scope are less exposed

to work hazard therefore less likely to be injured), Illness and disease (Fever

or cough caused worker absent from work due to lack of energy to work),

Personal attitude (When workers start to feel bored in their job, they start to

shows their negative attitude in work which is absent from work), Family

responsibilities (Absent to handle family matter such as transfer money back

to hometown), Transportation problem (Sometimes face transport difficulties

such as no transportation when planned to back from hometown to work),

Low wages (Low income with long working hour), Work related injury

(Careless of workers can lead to minor accident in the workplace and workers

who are injured will not be able to work)

ii. BUS2: Education (Worker with high education will absent more often as

salary is too low for them), Illness and disease (Illness can cause worker

absent from work, the example of illness include fever, flu, dengue, heat

stroke, etc), Work fatigue (No enough rest due to working overtime when

95

construction progress is below schedule), Poor working condition (Working

under hot condition as a result of the extreme hot weather caused headache of

workers. This caused them choose to absent from work), Low wages (Low

salary with long working hour)

iii. BUS3: Gender (Woman is more likely to suffer illness than men due to

period pain or stomachache. Women is also more easier to feel tired than men

due to we have to cook for family and need to wake up early every morning),

Illness and disease (Illness such as period pain and headache cause worker

especially female unable to work as schedule), Personal attitude (Sometimes

workers feel mood less to work will eventually absent themselves in that day),

Family responsibilities (When child is ill, it is needed to take care of illness

children and house chores also need to complete before work. If there is no

enough time, absent from work is chosen), Work stress (Too much work and

pressure can lead to stress of workers. This caused the worker lack of interest

in doing job which can then lead to absence from work), Work fatigue

(Workers work long hour without sufficient rest can lead to exhaustion of

workers. This caused the workers absence from work so as to obtain the

proper rest at home), Poor working condition (Absenteeism due to excessive

heat lead to headache and dust fumes lead to nasal allergies)

Based on the statement of the unskilled workers in Project B, all of them

agreed that illness and disease is the main factor that causing employee absenteeism

in construction site. As determined by those unskilled workers, illness such as fever,

flu and cough caused them unable work as illness can bring the uncomfortable

feeling. Besides, one of the unskilled workers stated that illness including period pain

and headache cause worker especially female unable to work as schedule. On the

contrary, none of them agreed that tenure, substance abuse and job satisfaction are

factors that will lead to absenteeism of workers in construction site.

96


employees from Project B respond to the factors of employee absenteeism in


Project B toward the factors of employee absenteeism in construction site, the


97

Table 4.6: Analysis of factors of employee absenteeism in construction site for Project B – Perspective of Employees



of Workers

Gen

der

Age

Ed

uca

tion

Ten

ure

Illness a

nd

disea

se

Perso

nal

attitu

de

Su

bsta

nce

ab

use

Fam

ily

respon

sibilities

Tra

nsp

orta

tion

pro

blem

Work

stress

Work

fatig

ue

Job

satisfa

ction

Poor w

ork

ing

con

ditio

n

Low

wages

Work

related

inju

ry

B

BS1 / / / / / /

BS2 / / / / / / /

BS3 / / / / / /

Skilled 0 1 0 1 2 2 0 2 0 3 2 2 0 3 1

BSS1 / / / / /

BSS2 / / / / / /

BSS3 / / / / / /

Semi-skilled 0 1 0 1 3 1 0 2 0 2 2 0 2 0 3

BUS1 / / / / / / / /

BUS2 / / / / /

BUS3 / / / / / / /

Unskilled 1 1 2 0 3 2 0 2 1 1 2 0 2 2 1

Total Frequency 1 3 2 2 8 5 0 6 1 6 6 2 4 5 5

98

According to Table 4.6, all the skilled workers who works under Project B

agreed that work stress and low wages are major factors that causing employee

absenteeism in construction site when compared to the other factors. On the other

hand, none of them agreed that gender, education, substance abuse, transportation



In accordance with Table 4.6, all the semi-skilled workers in Project B

believed that illness and disease and work related injury are the factors that causing

employee absenteeism in construction site. In contrast, all of them disagreed that

gender, education, substance abuse, transportation problem, job satisfaction and low

wages are factors that will lead to absenteeism of workers in construction site.

For the unskilled workers in Project B, all of them agreed that illness and

disease is the main factor that causing employee absenteeism in construction site that

shown in Table 4.6. On the contrary, none of them agreed that tenure, substance

abuse and job satisfaction are factors that will lead to absenteeism of workers in

construction site.

In general, majority of construction workers that work under Project B

mentioned that the key factor for their absence from work is mainly attributed to

illness and disease with a frequency of 8. It was explained that the illness and

disease which mostly suffered by them in construction site are fever, cough, flu and

also heat stroke. These illnesses caused them uncomfortable and not feeling well,

therefore they are unable to work. Besides, some workers also stated that illness

caused workers lack of physical energy for work, since workers cannot perform in

good state even presence to work, therefore they usually choose to absence from

work instead of working on construction site. Whereas, substance abuse is the least

significant factor that all construction workers under Project B believed that it is not

the reason for their absence from work.

99


organizations

Since Project B is facing the problem of employees absenteeism in



i. Reduced level of organization productivity: Absenteeism of worker can lead

to construction progress delay. Progress delay is due to loss of productivity as

a result of worker absenteeism.

ii. Low employee morale: Conflict arises among workers due to absenteeism of

worker can delay other workers’ work.

iii. Work quality deterioration: Absenteeism of worker result lack of worker in

performing specific task and since the task is required to complete in specific

date, therefore the rest of workers are forced to be rushed in order to complete

the task. This had led to the poor quality and performance of construction

work.

iv. Increase cost: Organization cost increased due to the loss of productivity and

also the overtime payment to the workers who cover the work of the absent

worker.

v. Reduced profitability of organization: Organization profit will be reduced due

to organization cost increase. Besides, profit also reduces as a result of the

construction progress delay and the delay had caused loss of claim to the

organization.

100



Project B had directly affect the productivity of work, some strategies have been



i. Higher wages: Increase salary of workers by making evaluation of worker

performance each year.

ii. Health protection: Provide medical checkup to workers regularly in order to

ensure construction worker are in good health so that absenteeism can be

reduced.

iii. Communication: Communicate with the worker who always absent from

work through asking them the reason of absent in order to understand the

actual condition of workers and if possible help them to solve problem.

iv. Disciplinary action: Give warning letters to workers and if absenteeism of

worker still remains, salary deduction will take place.

v. Provide welfare measures: Enough facilities are provided such as non-

portable type toilet, prayer room, free hostel, canteen and bank can bring

convenient to workers. This can reduce absenteeism in construction site

especially when the bank facilities is provided as workers do not need to

absent themselves to bank in town to transfer money to family.

101

4.5 Project C

Project C is located in Mukim Pulai, Daerah Johor Bahru, Johor Darul

Takzim. The proposal of this project is to build Strate Landed House. In this

project, there are totally 105 workers that made up of skilled workers, semi-skilled

workers and unskilled workers working in construction site. The main contractor for

this project is Pembinaan Proli Sdn Bhd. The background of Project C is shown in

Table 4.7.

Table 4.7: Background of Project C

Item Details

Contractor Pembinaan Proli Sdn Bhd

Project Title

Cadangan Pembangunan Perumahan secara berstrata yang

mengandungi :-

Fasa 1

i. 3 Unit Rumah sesebuah 2 tingkat

ii. 20 Unit Rumah Berkembar 2 tingkat

iii. 16 Unit Rumah Kluster 2 tingkat

iv. 1 Unit Pusat Komuniti 2 Tingkat Beserta 1 Unit

Kebuk Sampah dan 1 Unit Pencawang Elektrik (Dua

ruang)

v. 1 Unit Pondok Pengawal

vi. 1 Unit Pencawang Elektrik (Satu ruang)

Di atas Ptd 200667 (Plot F13) Medini, Mukim Pulai, Daerah

Johor Bahru, Johor Darul Ta’zim.

Untuk tetuan Daiwa Sunway Development Sdn. Bhd.


Location Mukim Pulai, Daerah Johor Bahru, Johor Darul Ta’zim.

Project duration 17.5 months


102

Total number of

workers in

construction site


workers)

Total number of

workdays 50 days

Absenteeism rate

= __150__

105 x 50

= 2.86% (Acceptable standard)


Project C faced absenteeism of workers in construction site that proved by the


standard). Although the absenteeism rate of Project C, 2.86% is under the acceptable


absenteeism level. According to situation of Project C, factors of employee



4.5.1.1 Employer (Project manager) – C1

In Project C, the employer who responsible in managing the employee



during period



103

manager C1, he indicated that illness and disease, age, work fatigue, personal

attitude, substance abuse, family responsibilities, transportation problem, low wages

and work related injury are the factors that causing the employee absenteeism in

construction site.

i. Illness and disease: Illness especially fever can cause employee absence from

work due to workers always work under the hot weather. Besides, for those

workers who live in Centralised Labour Quarters (CLQ) more easily suffer

from dengue fever due to foreign construction workers normally lack of clean

awareness that lead to mosquitoes breeding and this will cause sufferer unable

to work.

ii. Age: Younger workers tend to have less responsibility than younger workers.

They like to do whatever they want. For example, they attend for work by

following their mood. Therefore, younger workers tend to have low

attendance compared to older workers.

iii. Work fatigue: One of the reasons for workers absence is work fatigue. This is

due to workers having long working hour that is either caused by heavy

workload or the project is in rushing.

iv. Substance abuse: When workers are happy and tend to celebrate some festival,

alcoholism will occur. This can lead to severe headache in the next morning

that caused by drinking an excess of alcohol. At last, this side-effect can

cause workers absent from work.

v. Family responsibilities: Workers can sometimes absent for a long time which

is 1 week or 2 weeks due to serious illness of family member. This forced

them require to back hometown to take care of their family member.

104

vi. Transportation problem: Construction workers who stay at Centralised

Labour Quarters (CLQ) can have transportation problem due to there are

some distance from the work location. If breakdown of transportation occur,

they might late or choose to absent on that day.

vii. Low wages: Salary too low can make workers have a feeling of insignificant.

Then, this caused them absent at any time or absent by following their mood

as low salary usually have low opportunity cost. They prefer rest at home

rather than to work.

viii. Work related injury: Accidentally fall, back pain or foot swelling usually

caused workers absent from work because they need time to recover and

require resting at hostel.


workers)

In Project C, there are 3 categories of workers including the skilled workers,



Skilled worker (CS1-CS3)

i. CS1: Age (Workers with old age tend to absent from work. This is due to

older workers more easily to feel tired especially after working overtime.

However, if older workers remain present for work in the next day,

105

insufficient rest can make those older workers more easily to expose with

illness and then absent in the consecutive days), Illness and disease (The most

common illness that caused workers unable to work is fever. This is because

fever will have high body temperature and since construction workers are

mostly work under extreme hot weather, this caused utmost uncomfortable

and headache to workers), Personal attitude (Negative attitude usually lead

workers more easily to feel moody, this caused them absence from work

without any reason), Substance abuse (Some workers have bad habit when

they are in happy or in sad condition, which is alcoholism. This bad habit can

lead to absence of workers due to workers require longer time to sober up),

Family responsibilities (When children or parents are ill, it is necessary to

absent from work to back hometown to visit family), Work fatigue (Long

working hour and overwork can lead to physical exhaustion because of lack

of energy or strength. Therefore, workers usually absent in the next day to

obtain enough rest)

ii. CS2: Age (Younger workers tend to absence from work and increase the

absenteeism rate. This is because younger workers are less mature and less

discipline and they usually seen the social and leisure activities as the most

importance. For example, younger workers tend to enjoy their life by having

happy hour until late night. Sometimes, they drunk at happy hour and this

caused them absent from work in the next day as they will suffer from

uncomfortable feeling such as headache or the hangover effect if consumed in

excess), Tenure (Workers who work only short period with organization tend

to absent from work due to they often think of that the confirmation period

have not passed yet), Job satisfaction (Some workers absent often when they

are not satisfied with the job. Job dissatisfaction can be result from the lack of

motivation such as lack of advancement opportunities and raising wages, this

tends to make them in low spirit and thus absent from work), Substance abuse

(Some workers from specific country tend to drinks a lot of alcohol. Taking

wine and beer becomes a must for them to release their stress, unhappy

feelings or to celebrate their big day. Since alcoholism can give the negative

effects for those workers, they will absent themselves from work), Work

106

fatigue (Construction workers normally have long working hour and the

working hour even longer when workers require working overtime. This can

sometimes lead to not only mental fatigue but also physical fatigue as most of

construction workers have to stand long hour throughout the working time.

Workers may have symptom of muscle pain or tiredness make them choose to

absent from work), Low wages (Low salary usually accompanied with the

long working hour, sometimes this factor make workers choose to rest at

hostel. This is because in their mind, they just forgo the small amount of

salary), Work related injury (When injury of workers happens, they will

absent from work and stay at home until the recovery of wound)

iii. CS3: Illness and disease (Illness such as fever and flu caused uncomfortable

and exhausted feeling for workers, this caused worker unable to presence for

work), Family responsibilities (Every month after getting of salary will absent

from work as need to back hometown to visit family), Work fatigue (Workers

will absent from work when they are insufficient rest after working overtime

in previous night), Poor working condition (Extreme hot weather

accompanied with the crowded environment caused headache of workers and

sometimes affect the worker’s mood to work)

In the view of skilled workers in Project C, all of them agreed that work

fatigue is the factor that causing employee absenteeism in construction site. As

claimed by skilled workers, they believed that work fatigue is stems from the long

working hour especially when they have to work overtime due to project rushing.

This lead to insufficient rest and over exhaustion caused them absent from work.

As opposed to the previous statement, none of them agreed that gender, education,

transportation problem and work stress are factors that will lead to absenteeism of


107

Semi-Skilled worker (CSS1-CSS3)

i. CSS1: Illness and disease (Illness typically caused weakness, fatigue and also

lack of physical strength. This feeling usually make them refuse to work and

thus absent on that day), Personal attitude (Workers with laziness attitude

usually accompanied with refuse work syndrome. This attitude make them

lazy to move and lazy to do anything and thus they will choose to absent from

work), Family responsibilities (Workers mostly absent during payday due to

they want go to the bank for sending money back to hometown), Work

related injury (Minor injury usually occurs in construction site and this

caused absence of workers as they are unable to work in the short term period)

ii. CSS2: Tenure (Worker who works with organization in short period often

absent from work due to they think they will not stay in the organization in

long term period), Transportation problem (Absence from work is sometimes

due to the lack of the transportation. This is because there are some distances

between the workplace and housing accommodation provided by the

organization), Work stress (When project is rushing, this can lead to the

pressure as there is substantial workload needed to be catch up in the specific

time. In addition, when superior is under stress, they will usually turn the

stress to workers by scolding workers. All of these actions can lead workers

to the stressful condition and then absent from work), Low wages (Low paid

workers but with the expectation for getting the higher salary will often

absent from work. They choose to absent from work in order to show the

unhappy feeling to the superior)

iii. CSS3: Age (Younger workers have higher absence rate than older workers

due to younger workers are more uncertainty. They like to do whatever they

want and is less likely to take the consideration as a whole) Personal attitude

(Laziness can cause workers absence from work as they always refuse to

work by making excuses for the desire for more rest and relaxation), Work

108

fatigue (Vast amount of work that needs to be completed on time require the

workers to work overtime, this caused workers lack of sleeping and rest. Then,

workers will generally absent in the next working day), Low wages (Low

salary cannot cover the expenses of workers as it is needed use for daily

expenses and also send back to family. Therefore, holding part time job is

essential to earn the sufficient income to deal with total expenses. However,

this caused frequent absence of workers as workers' tiredness is generally

caused by holding the part time job), Work related injury (Careless of

workers can lead to minor accident occur in construction site and workers

who are injured will not be able to work for a certain period of time)

According to the statement of the semi-skilled workers in Project C, majority

of them agreed that personal attitude, low wages and work related injury are the

factors that lead to employee absenteeism in construction site. As mentioned by

semi-skilled workers in Project C, individual attitude can lead to absenteeism of

workers due to the laziness caused workers refuse to work by making excuses for the

desire for more rest and relaxation. Moreover, majority of them believed that low

wages caused absenteeism as they want to show their unhappy feeling to the superior.

One of the semi-skilled workers indicated that holding part time job is necessary to

deal with life expenses. Since holding the part time job caused tiredness of workers,

this can further lead to absenteeism of workers. Besides, they agreed that work

related injury is one of the factors because even the minor injury, they will not be

able to work for a certain period of time. In contrast, all the semi-skilled workers

disagreed that gender, education, substance abuse, job satisfaction and poor working

condition are factors that causing to absenteeism of workers in construction site.

Unskilled worker (CUS1-CUS3)

i. CUS1: Illness and disease (Illness can have uncomfortable feeling that

caused unable to concentrate at work. The illness examples are mostly fever,

cold, flus, headaches and stomach upsets), Family responsibilities (To carry

109

out the responsibilities as child and husband, salary that issued on payday is

necessary to send back to hometown. Therefore, workers will normally absent

during payday so that they can to the bank for transferring money to family),

Transportation problem (Transportation can be a reason of absence due to

there is some distances between housing accommodation and work location.

Workers will absent from work if breakdown of transportation occurs such as

bicycle malfunction), Work related injury (Minor or major accident in

construction site can cause workers unable to work. The most common

construction site accidents are slips and fall, minor cut, fall from height or

scaffolding. All accidents can lead to absence of workers as the injured

workers require some time to recover)

ii. CUS2: Age (Younger workers absent more often than older workers as

younger workers usually equipped with the characteristics of uncertainty

which tend to do whatever they like. For example, they can absent from work

without any reason), Illness and disease (Minor illness such as fever and flu

cause uncomfortable and sleepy, this lead workers choose to be absent from

work), Personal attitude (When workers are in a bad mood due to bad thing

happen will caused them have no mood to work and therefore absent in that

day), Work fatigue (Most workers work overtime until midnight when the

project is rushing, this caused workers not enough time to sleep and then

absent in the next working day), Work related injury (When workers injured,

they will stay at home because the wound require time to recover)

iii. CUS3: Personal attitude (Weather especially rainy day can cause the laziness

of workers and this can affect the intention of workers for work. This is

because they think that rainy day cannot proceed to work and the comfortable

weather is suitable to stay at home), Family responsibilities (Workers will

generally absent from work once in a month because they need to go to the

bank for sending money back to family who lives in hometown), Work

fatigue (Working long hour without rest can lead to fatigue especially

working overtime and will normally absent in next working day), Low wages

110

(Low wages incompatible with long working hour, therefore workers choose

to absent from work due to they thought it is not worth)

Pursuant to the statement of the unskilled workers in Project C, majority of

them agreed that illness and disease, personal attitude, family responsibilities, work

fatigue and work related injury are the factors that causing employee absenteeism in

construction site. As determined by those unskilled workers, minor illness such as

fever, flu and cough can make them sleepy and lead to the feeling of discomfort for

them. Besides, the personal attitude that due to laziness or bad mood caused them

absent from work without notification. In addition, work fatigue is due to the long

working hour without sufficient rest and thus absent in the next working day. Apart

from that, work related injury becomes one of the major factors lead to absenteeism

as worker injured requires time to recover. On the contrary, none of them agreed that

gender, education, tenure, substance abuse, work stress, job satisfaction and poor


site.


employees from Project C respond to the factors of employee absenteeism in


Project C toward the factors of employee absenteeism in construction site, the


111

Table 4.8: Analysis of factors of employee absenteeism in construction site for Project C – Perspective of Employees



of Workers

Gen

der

Age

Ed

uca

tion

Ten

ure

Illness a

nd

disea

se

Perso

nal

attitu

de

Su

bsta

nce

ab

use

Fam

ily

respon

sibilities

Tra

nsp

orta

tion

pro

blem

Work

stress

Work

fatig

ue

Job

satisfa

ction

Poor w

ork

ing

con

ditio

n

Low

wages

Work

related

inju

ry

C

CS1 / / / / / /

CS2 / / / / / / /

CS3 / / / /

Skilled 0 2 0 1 2 1 2 2 0 0 3 1 1 1 1

CSS1 / / / /

CSS2 / / / /

CSS3 / / / / /

Semi-skilled 0 1 0 1 1 2 0 1 1 1 1 0 0 2 2

CUS1 / / / /

CUS2 / / / / /

CUS3 / / / /

Unskilled 0 1 0 0 2 2 0 2 1 0 2 0 0 1 2

Total Frequency 0 4 0 2 5 5 2 5 2 1 6 1 1 4 5

112

Refer to the Table 4.8, all the skilled workers in Project C believed that work

fatigue is the factor that causing employee absenteeism in construction site. As

opposed to the previous statement, none of them agreed that gender, education,

transportation problem and work stress are factors that will lead to absenteeism of


Two out of three semi-skilled workers agreed personal attitude, low wages

and work related injury are the factors that lead to employee absenteeism in

construction site as shown in Table 4.8. In contrast, all the semi-skilled workers

disagreed that gender, education, substance abuse, job satisfaction and poor working

condition are factors that causing to absenteeism of workers in construction site.

For unskilled workers in Project C, majority of them agreed that illness and

disease, personal attitude, family responsibilities, work fatigue and work related

injury are the factors that causing employee absenteeism in construction site. On the

contrary, none of them agreed that gender, education, tenure, substance abuse, work

stress, job satisfaction and poor working condition are factors that will lead to


As a whole, majority of construction workers that work under Project C

believed that the key factor that leads to the absenteeism in construction site is due to

work fatigue with a frequency of 6. As mentioned by the workers who work under

Project C, work fatigue is generally due to they have to work long hour and have to

stand during most of the working time. In addition, they also mentioned that

working overtime when the project is rushing can lead them to over fatigue due to

the combination of ordinary working hour and the few additional hours that they

have to work in order to catch up the progress. Long working hour can caused the

insufficient rest of workers in the next working day. Therefore, workers will

eventually choose to absent from work. In contrast, gender and education are the

least significant factor that all construction workers under Project C believed that

these are not the reason for their absenteeism in construction site.

113


organizations

Since Project C is facing the problem of employees absenteeism in



i. Reduced level of organization productivity: Workers absent caused a specific

work requires longer time to complete and is directly reduced overall

productivity. In addition, if project is in rushing, working overtime is needed.

This can also reduce the overall productivity due to long working hour can

cause fatigue to workers.

ii. Stress on those carrying additional workload: Workers feel stress on the job

when they have to cover the workload of coworker who absences on that day.

Stress of workers can then reduce the efficiency of workers.

iii. Increase cost: Organization cost increase due to workers absent might affect

productivity. Working overtime is needed to catch up the progress and

therefore paying overtime to workers can lead to higher cost of organization.

iv. Reduced profitability of organization: Since paying overtime to workers is

needed to catch up the same productivity, the higher cost incurred reduce the

organization profitability.

114



Project C had directly affect the productivity of work, some strategies have been



i. Communication: Communication between workers and superior is very

important in construction site. When found that workers absent continuously

without any notification, superior should communicate with workers by

asking the reason of absence and then try to solve their problem so that

absenteeism of workers can be reduced and construction project can proceed

smoothly.

ii. Disciplinary action: Maximum three warning letter will be issued to the

worker who absents continuously without any notification. If the worker

remains absent after the third warning letter issued, the action of suspension

from work without pay may be taken.

iii. Incentives: Absenteeism can be reduced through giving incentives to workers

who have excellence attendance record or have excellent work performance.

This is because giving incentives to workers is an act of motivation to

encourage workers to work hard and strive.

iv. Provide welfare measures: Provision of welfare to workers also considered as

a way to reduce the absenteeism in workplace. For example, provide housing

accommodation and transportation to workers can make them easier to report

for work without any difficulty.

115

4.6 Project D

Project D is located in Bandar Putra, Mukim Senai, Daerah Kulai, Johor. The

proposal of this project is to build affordable houses in Johor state (RMMJ) which

consists of 306 units. In this project, there are totally 142 workers that made up of

skilled workers, semi-skilled workers and unskilled workers working in construction

site. The main contractor for this project is AME Construction Sdn Bhd. The

background of Project A is shown in Table 4.9.

Table 4.9: Background of Project D

Item Details

Contractor AME Construction Sdn Bhd

Project Title

Cadangan Perindustrian Sederhana dan Perdagangan yang

mengandungi :-

i. 43 Unit Kilang Perindustrian Sederhana

ii. 4 Plot Perdagangan

iii. 1 Plot Asrama Pekerja

iv. 1 Unit Pencawang Pembahagi Utama

v. 3 Unit Pencawang Elektrik (2 Ruang)

Di atas sebahagian PTD 105580, PTD 105581 & PTD 105583,

Mukim Senai, Daerah Kulai serta Di atas sebahagian PTD

175297, PTD 175298 & PTD 175303, Mukim Tebrau, Daerah

Johor Bahru, Johor Darul Takzim untuk Tetuan I-Park

Development Sdn. Bhd.

Type of building Industrial building

Location Mukim Tebrau, Daerah Johor Bahru, Johor Darul Takzim



Total number of

workers in

construction site


workers)

Total number of

workdays 355 days

116

Absenteeism rate

= _1056_

120 x 355



Project D faced absenteeism of workers in construction site that proved by the


standard). Although the absenteeism rate of Project D, 2.48% is under the acceptable


absenteeism level. According to situation of Project D, factors of employee



4.6.1.1 Employer (Project Engineer) – D1

In Project D, the employer who responsible in managing the employee

attendance in construction site is project engineer. According to the perspective of

project engineer D1, he indicated that age, tenure, illness and disease, personal

attitude, substance abuse, family responsibilities, work fatigue, low wages and work

related injury are the factors that causing the employee absenteeism in construction

site.


during period



117

i. Age: Older workers usually have higher risk and more easily to expose for

injuries and illnesses. In addition, older workers are less energized and more

easily to feel tired compared to younger workers. All these reasons may cause

those workers with old age absent from work due to they tend to experience

trunk, back, shoulder and knee injuries than younger workers and require to

rest at home.

ii. Tenure: Workers who work with organization in relatively short period tend

to absent more regularly than those workers who work with organization in a

longer period. This is normally due to workers with shorter tenure haven't

reach the confirmation period.

iii. Illness and disease: Workers absent from work is usually due to illness that

caused them uncomfortable and then unable to work. The most common

illness among construction workers in construction site is fever and flu.

iv. Personal attitude: Some workers absent from work are due to their negative

attitude. For example, laziness caused them unwilling to work or unwilling to

use their energy, therefore absenteeism of workers occurred.

v. Substance abuse: Among construction workers, Nepal workers tend to

gathering together for alcoholism. They normally will absent in the next day

due to alcoholism can cause headache and caused workers unable to report

for work.

vi. Work fatigue: There are sometimes when other co-worker absence, workers

who presence to work have to help in completing the task of co-worker. This

result the workers have long working hour and require working overtime.

Intense fatigue can cause worker absent in the next day due to insufficient rest.

118

vii. Low wages: Low salary given to workers might not enough for their expenses

as well as send money to family. This forced them work multiple job to earn

more money. Else, they will try search other organization for the better salary.

These reason caused those workers absent from work.

viii. Work related injury: Non-fatal accident can usually occur in construction site

which then caused non-fatal injury. Those accidents can be falling from roofs,

ladder, scaffolding, stairways and holes in flooring. This will not lead to

death but this can cause workers unable to work and thus absent from work.


workers)

In Project D, there are 3 categories of workers including the skilled workers,



Skilled worker (DS1-DS3)

i. DS1: Age (Older workers more easily to expose with illness and therefore

workers with old age tend to have high absence rate), Family responsibilities

(Foreign workers who work in construction site usually have greater family

responsibilities. Those workers normally will absent on the day of salary

issued as they have go to the bank for transferring money to family), Work

fatigue (Worker who work overtime without rest can lead to over fatigue. If

they feel like not enough rest and tend to have rest, then will absent in the

next day), Job satisfaction (It is mainly depend on the human behaviour,

119

human prefer to pursue the good things and to avoid bad things. Workers are

not satisfied with job is usually due to lack of motivation such as lack of

recognition and raising wages, this tends to make them have negative feeling

and thus absent from work), Low wages (Some workers thought that low

salary with long working hour is not worth, therefore they will not considered

working as the most important thing they have to do, sometimes they prefer

to enjoy life rather than working), Work related injury (Injured workers with

minor injury require time to recover. Minor injury that mostly occurs in site

include hand injury that caused by cutting rebar or hit by nails, fall from

height. During recovery period, they will absent from work)

ii. DS2: Age (Older workers usually have less energy and easier to feel

exhausted, therefore they tend to absent more often in order to achieve the

physical recovery), Tenure (Workers who work in organization with only

short term period tends to absent from work. This is due to those workers still

not used to work for the organization), Illness and disease (Illness such as

fever and cough caused workers absence from work due to lack of physical

comfort), Personal attitude (Worker’s negative attitude can lead to negative

feeling against work, this caused them have no mood and thus refuse to work),

Substance abuse (Some workers have alcoholism habit can lead to frequent

absenteeism as this habit can usually cause headache in the next morning),

Poor working condition (Poor working condition which is work under

extreme hot weather can lead to dehydration and headache which caused

workers absence from work)

iii. DS3: Work stress (Superior gives a specific deadline for workers to complete

the work so that the project will be completed on time. This can lead to the

stress of workers. Stressful working environment caused workers to avoid

going into work), Low wages (Low salary cannot deal with the live expenses

of workers and also the household expenses that workers have to send back to

their hometown. Therefore, they have to do another job in order to increase

120

the monthly income. Long working hour results in workers being tired and

exhausted which then absence in next working day)

According to the perspective of skilled workers in Project D, two out of three

skilled workers agreed that age and low wages are the factors that causing employee

absenteeism in construction site. As stated by skilled workers, they believed that

older workers are more easily exposed to illness and usually have relative low

physical strength than the younger workers. Furthermore, low wages can lead to

absenteeism due to workers thought that low salary with long working hour is not

worth. Low salary also lead to the necessity of workers in doing extra job to cover

the daily expenses and this caused workers tired and exhausted which will eventually

absent in the next day. On the other hand, none of them agreed that gender, education

and transportation problem are factors that will lead to absenteeism of workers in

construction site.

Semi-Skilled worker (DSS1-DSS3)

i. DSS1: Age (Younger workers are more playful than older workers. They tend

to enjoy their life and prefer to have the leisure activities regardless of it is

during weekend or weekday, this caused them absent often during working

day), Education (Workers with high educational attainment absent more often

than low educated workers, this is due to they are unpleased with the current

job status), Illness and disease (The common illness that suffered by the

construction workers in construction site are fever, flu, dengue fever and heat

stroke. This can cause workers uncomfortable and lack of energy for work

which will then choose to absent from work), Substance abuse (Some

workers have bad habit when they are in happy or in sad condition, which is

alcoholism. This bad habit can lead to absence of workers due to workers

require longer time to sober up), Family responsibilities (For those workers

who have excessive money will back hometown and the return period usually

take a relatively long time which is normally one to two weeks), Work fatigue

121

(Absenteeism occurs due to some construction work essential large amount of

energy. Due to the large amount of energy consumption, it requires time for

rest in order to recover the loss of energy)

ii. DSS2: Transportation problem (No transportation to work due to missed the

transportation provided by company can also cause absenteeism), Work stress

(Workers scolded by superior added more stress for the working environment,

this lead to the absence from work due to workers refuse to work with

superior), Work fatigue (Overwork lead to tiredness of workers. When they

cannot afford to present for work and wish to obtain the sufficient rest will

absent from work)

iii. DSS3: Illness and disease (The illness that mostly suffered by the workers in

construction site are fever, flu and cough. Illness can weaken the immune

system which caused body become weaker. Workers will generally absent

and choose to rest at home), Personal attitude (Laziness arises is mostly

associated with the weather especially raining day. This is because raining

day is comfortable and suitable to have a nice sleep at home. This feeling

makes the workers lazy for work), Family responsibilities (When children or

parents are ill, it is necessary to absent from work to back hometown to visit

family), Work stress (When project is rushing, this can lead to the pressure as

there is substantial workload needed to be catch up in the specific time.

Stressful working environment can cause workers absent from work), Work

fatigue (Construction workers normally have long working hour and the

working hour even longer when workers require to work overtime. This can

sometimes lead to not only mental fatigue but also physical fatigue as most of

construction workers have to stand long hour throughout the working time.

Workers may have symptom of muscle pain or tiredness make them choose to

absent from work), Work related injury (Careless of workers can lead to

minor accident occur in construction site and workers who are injured will

not be able to work for a certain period of time)

122

Based on the statement of the semi-skilled workers in Project D, all of them

agreed that work fatigue is the factor that causing employee absenteeism in

construction site. As claimed by all semi-skilled workers in Project D, construction

work consume large amount of energy and due to they have to stand long hour

throughout the working time, therefore it can lead to not only mental fatigue but also

physical fatigue. In contrast, all of them disagreed that gender, tenure, job

satisfaction, poor working condition and low wages are factors that lead to


Unskilled worker (DUS1-DUS3)

i. DUS1: Illness and disease (Minor illnesses such as cough, flu and fever

caused workers become weaker and have no energy to work, this caused

workers absent from work as they are not feeling well and will not in good

state even presence to work), Family responsibilities (Family responsibilities

are also a factor causing employee absenteeism because sometimes worker

need to taking care of their family members who are in illness), Work fatigue

(Workers will absent from work when they are insufficient rest after working

overtime in previous night), Work related injury (Minor or major accident in

construction site can cause workers unable to work. The most common

construction site accidents are slips and fall, minor cut, fall from height or

scaffolding. All accidents can lead to absence of workers as the injured

workers require some time to recover)

ii. DUS2: Tenure (Workers who work few months only with organization may

tend to absent more often due to they have not passed the probation period

yet), Personal attitude (Workers in negative mood or bad mood will absent

from work as depression or emotional feeling can disturb their intention for

work), Work fatigue (Overwork lead to tiredness of workers. When they

cannot afford to presence for work and wish to obtain the sufficient rest will

absent from work), Low wages (Low wages incompatible with long working

123

hour, therefore workers choose to absent from work due to they thought it is

not worth)

iii. DUS3: Personal attitude (When workers start to feel bored in their job, they

start to shows their negative attitude in work which is absent from work),

Work fatigue (Workers will absent from work when they are insufficient rest

after working overtime in previous night), Work stress (Workers scolded by

superior added more stress for the working environment, this lead to the

absence from work due to workers refuse to work with superior), Job

satisfaction (Some workers absent often when they are not satisfied with the

job. Job dissatisfaction can be result from the lack of motivation such as lack

of advancement opportunities and raising wages, this tends to make them in

low spirit and thus absent from work)

In accordance to the view of the unskilled workers in Project D, all of them

agreed that work fatigue is the factor that causing employee absenteeism in

construction site. As explained by those unskilled workers, the reason of absence is

due to working overtime in previous working day which leads to insufficient rest in

the next working day. Absence from work is needed to gain the adequate rest for

them. On the contrary, none of them agreed that gender, age, education, substance

abuse, transportation problem and poor working condition are factors that will lead to



employees from Project D respond to the factors of employee absenteeism in


Project D toward the factors of employee absenteeism in construction site, the


124

Table 4.10: Analysis of factors of employee absenteeism in construction site for Project D – Perspective of Employees



of Workers

Gen

der

Age

Ed

uca

tion

Ten

ure

Illness a

nd

disea

se

Perso

nal

attitu

de

Su

bsta

nce

ab

use

Fam

ily

respon

sibilities

Tra

nsp

orta

tion

pro

blem

Work

stress

Work

fatig

ue

Job

satisfa

ction

Poor w

ork

ing

con

ditio

n

Low

wages

Work

related

inju

ry

D

DS1 / / / / / /

DS2 / / / / / /

DS3 / /

Skilled 0 2 0 1 1 1 1 1 0 1 1 1 1 2 1

DSS1 / / / / / /

DSS2 / / /

DSS3 / / / / / /

Semi-skilled 0 1 1 0 2 1 1 2 1 2 3 0 0 0 1

DUS1 / / / /

DUS2 / / / /

DUS3 / / / /

Unskilled 0 0 0 1 1 2 0 1 0 1 3 1 0 1 1

Total Frequency 0 3 1 2 4 4 2 4 1 4 7 2 1 3 3

125

Pursuant to the Table 4.10 as shown in above, two out of three skilled

workers agreed that age and low wages are the factors that causing employee

absenteeism in construction site. On the other hand, none of them agreed that gender,

education and transportation problem are factors that will lead to absenteeism of


For the semi-skilled workers who works under Project D, all of them believed

that work fatigue is the factor that causing employee absenteeism in construction site.

In contrast, all the semi-skilled workers disagreed that gender, tenure, job satisfaction,

poor working condition and low wages are factors that lead to absenteeism of


Based on the Table 4.10, all of the unskilled workers agreed that work fatigue

is the factor that causing employee absenteeism in construction site. On the contrary,

none of them agreed that gender, age, education, substance abuse, transportation



In overall, most of construction workers that work under Project D indicated

that the key factor that leads to the absenteeism of workers is mainly attributed to the

work fatigue with a frequency of 7. As stated by the construction workers who work

under Project D, work fatigue is generally result from the long working hour of

workers. Long working hour can consume large amount of energy from workers

which makes workers easier to feel tired. Apart from that, they also mentioned that

working overtime when the project is rushing can lead them to not only mental

fatigue but also physical fatigue. This is because most of construction workers have

to stand long hour throughout the working time. Therefore, work fatigue will

eventually choose to absent from work. Also, according to the perspective of project

engineer under Project D, he also claimed that work fatigue is one of the factors that

caused workers absent from work. Work fatigue is sometimes result from the

absence of another co-worker, workers who presence to work have to assist in

126

completing the task of the absent co-worker. This result the workers have long

working hour and require working overtime. Intense fatigue can cause worker absent

in the next day due to insufficient rest. In comparison, gender is the least significant

factor that all construction workers under Project D believed that it is not the reason

for their absenteeism in construction site. This is because there is usually no female

construction workers work in construction site.

`


organizations

Since Project D is facing the problem of employees absenteeism in



i. Reduced level of organization productivity: Productivity reduced when

absenteeism of workers occur. This can be explained in two situations. First,

when only one or two workers absent, workers who present to work have to

help the absent worker in completing their task. This can cause the worker

fatigue due to double job need to be done. Long working hour can reduce

productivity of worker. Second, there are relatively large amount of workers

absent on payday due to workers will go to bank for sending money back to

hometown. Thus, temporary replacement workers are needed to replace those

workers and due to those replacement workers are not proficient, loss of

productivity will occur.

ii. Work quality deterioration: Sometimes skilled workers absent will be

replaced by semi-skilled workers or unskilled workers, due to the work are

127

not specialty of semi-skilled workers or unskilled workers, this can caused the

work completed with poor quality.

iii. Low employee morale: Dispute between coworkers takes place. This is due to

one worker keep absent from work result another worker requires to carry

additional workload.

iv. Increase cost: Organization cost increased due to it is needed to remedy the

poor quality work, the double work can increase the overall cost of project.

Besides, it is also need to catch up the progress to cover the loss of

productivity by increase more manpower and also working overtime. By

increasing the manpower and payment of overtime, this has contributed to

higher cost of organization.

v. Reduced profitability of organization: Increase of manpower and payment

overtime is used to catch up the progress. This tends to increase the

organization cost. Organization cost increase will reduce the organization

profit.



Project D had directly affect the productivity of work, some strategies have been



128

i. Higher wages: Absenteeism can be reduced by increasing the salary of

workers. This is due to this can act as workers’ motivation to encourage

workers to work hard and present to work every day.

ii. Health protection: Health of workers is important to ensure workers able to

work daily. Therefore, provision of mosquitoes fogging is important as this

can protect workers from dengue fever. When workers are in good health,

they will attend for work.

iii. Communication: To understand the real root cause of absenteeism,

communication is very important. For example, face to face communication

with workers to ask the reason and try to resolve the problem can reduce the

absenteeism problem.

iv. Disciplinary action: When workers absent one or two days, it considered as

leave without pay. However, if the workers remain absent continuously,

salary deduction will take place.

v. Provide welfare measures: Provision of welfare facilities can reduce the

absenteeism because this makes workers feel to have a sense of belonging.

For example, provide drinking facilities, rest shelter, housing accommodation

and also prepare transportation for them. The sense of belonging can make

them work happily and tend to present for work every day.

129

4.7 Project E

Project E is located in Mukim Pulai, Daerah Johor Bahru, Johor Darul

Takzim. The proposal of this project is to build Integrated Mixed-Use Development.

In this project, there are totally 109 workers that made up of skilled workers, semi-

skilled workers and unskilled workers working in construction site. The main

contractor for this project is Archi Casaka Design Sdn Bhd. The background of

Project E is shown in Table 4.11.

Table 4.11: Background of Project E

Item Details

Contractor Archi Casaka Design Sdn Bhd

Project Title

The Construction and Completion of Superstructure works for

Cadangan Pembangunan Perniagaan Berstrata Bercampur di

atas PTD 166945 (Plot TR2-2), Mukim Pulai, Daerah Johor

Bahru, Johor Darul Takzim untuk tetuan Pearl Discovery

Development Sdn Bhd

Type of building Apartment building

Location Mukim Pulai, Daerah Johor Bahru, Johor Darul Takzim



Total number of

workers in

construction site


workers)

Total number of

workdays 756 days

Absenteeism rate

= _2267_

109 x 756



during period



130


Project E faced absenteeism of workers in construction site that proved by the


standard). Although the absenteeism rate of Project E, 2.75% is under the acceptable


absenteeism level. According to situation of Project E, factors of employee



4.7.1.1 Employer (Site supervisor) – E1

In Project E, the employer who responsible in managing the employee

attendance in construction site is site supervisor. According to the view of project

manager E1, he indicated that age, illness and disease, personal attitude, substance

abuse, family responsibilities, transportation problem, work fatigue, job satisfaction

and poor working condition are the factors that causing the employee absenteeism in

construction site.

i. Age: Older workers have less energy than younger workers. Besides,

energy consumption of older workers is usually faster than younger

workers especially work on night shifts. If older workers work overtime,

they normally will absent themselves on the next day.

ii. Illness and disease: Illness is one of major factors contributed to

employee absenteeism. Absenteeism of workers usually related to

weather. This can be explained with the extreme weather such as drought

131

or torrential rain caused workers get sick and then leads to high rate of

employee absenteeism.

iii. Personal attitude: Some workers show negative work attitude after getting

scolded by superior in which they absent themselves in the next day

without notification. Some workers also show their arrogant attitude when

certain work is rushing to complete

iv. Substance abuse: Some workers drink alcohol to celebrate their big day

until midnight, this had caused those workers unable to wake up in the

next early morning and then choose absent from work.

v. Family responsibilities: After getting the salary, they will go to bank for

transferring money to hometown, hence they will normally absent half to

one day without notified to superior.

vi. Transportation problem: Due to the accommodation of workers is 10

minutes to 20 minutes far from the working site, the bus transportation

had arranged for those workers. However, if they missed the bus and no

transportation to work, they will absent from work on that day.

vii. Work fatigue: When the project is rushing, construction workers require

working overtime. For some workers who feel tired on the next day will

absent themselves on the next working day.

viii. Job satisfaction: Everyone especially workers like to be praised or

encouraged instead of scolded by superior, if they are not satisfied with

their job or working environment, workers will be less motivated and tend

to often absent for work.

132

ix. Poor working condition: Under hot weather, workers such as roofer can

be dehydrated and caused headache, this can cause them unable to work

in the next day. Besides, electric welder can sometimes absent due to eyes

getting hurt when welding shield glass is not provided to them.


workers)

In Project E, there are 3 categories of workers including the skilled workers,



Skilled worker (ES1-ES3)

i. ES1: Education (Workers with high educational attainment absent more often

than low educated workers, this is due to they are unpleased with the current

job status), Family responsibilities (Absent due to back hometown to solve

family matter), Work fatigue (Absenteeism occurs due to some construction

work essential large amount of energy. Due to the large amount of energy

consumption, it needs time for rest in order to recover the loss of energy)

ii. ES2: Personal attitude (Sometimes workers wake up late due to laziness or

emotional, and then choose to absent at the end), Work related injury (Minor

injury such as finger cut can usually occur during working especially glazier

who mostly uses hand to work), Illness and disease (If fever and flu become

worsen which can affect the ability to work, workers will choose to absent on

133

that day), Substance abuse (Small numbers of workers take alcohol as their

happy hour, those workers normally absent in the next working day)

iii. ES3: Age (Physical strength of old workers tend to be low than younger

workers. Old workers absent more frequent due to majority of them easier to

feel tired), Tenure (Workers who work few months only with organization

may tend to absent more often due to they have not passed the probation

period yet), Illness and disease (Illness caused workers unable to work),

Family responsibilities (Sometimes absent due to family responsibilities such

as back hometown to visit family or go to the bank for transfer money to

them), Work fatigue (Work long hour and overtime can cause absenteeism

due to no enough rest)

As per the statement of the 3 skilled workers in Project E, majority agreed

that illness and disease, family responsibilities and work fatigue are more significant

factors that causing employee absenteeism in construction site when compared to the

other factors. They stated that illness and disease cause people become weaker

which can affect the ability to work and thus choose to absent in that day. They also

claimed that absenteeism is due to family responsibilities as transfer money to family

is a must whereby they need to absent themselves to go to the bank. Besides, work

fatigue also becomes the factor in perspective of skilled workers as they need to

work long hour and overtime. Also, since construction work tends to have large

energy consumption, it can lead to over fatigue for them. On the other hand, all the

skilled workers work under Project E disagreed that gender, transportation problem,

work stress, job satisfaction, poor working condition and low wages are factors that

will lead to absenteeism of workers in construction site.

134

Semi-Skilled worker (ESS1-ESS3)

i. ESS1: Illness and disease (Cough, flu and fever caused workers unable to go

for work as they are not feeling well and lack of energy to work), Family

responsibilities (When family matter become serious, will back hometown

and absent few days)

ii. ESS2: Family responsibilities (Every month will absence at least half to one

day due to went to the bank for transferring money to parents and wife),

Work fatigue (Sometimes work overtime in previous night and if feel tired in

the next morning will generally absent on that day), Work related injury

(Minor injury is most common type occur in construction site. For example,

finger cut or hand sprain caused workers unable to work.)

iii. ESS3: Illness and disease (If getting sick such as flu and high fever and then

unable to work will choose to stay at home rather than working), Personal

attitude (Workers in negative mood or bad mood will absent from work as

depression or emotional feeling can disturb their intention for work),

Transportation problem (No transportation to work due to miss the

transportation provided by company can also cause absenteeism)

According to the view of the semi-skilled workers in Project E, majority of

them agreed that illness and disease and family responsibilities are the factors that

causing employee absenteeism in construction site. Based on the majority of semi-

skilled workers in Project E, illness such as high fever, flu and cough caused them

unfeeling well and lack of energy for work. This reason caused them unable to

present for work. Apart from that, they also indicated that absenteeism is due to

family responsibilities as they need to go to the bank for transferring money to

parents and wife. Sometimes, it is necessary to back hometown when emergency

things happens. In contrast, all the semi-skilled workers disagreed that gender, age,

135

education, tenure, substance abuse, work stress, job satisfaction, poor working

condition and low wages are factors that will lead to absenteeism of workers in

construction site.

Unskilled worker (EUS1-EUS3)

i. EUS1: Age (Older workers have higher absence rate than younger workers

due to they have lower energy and easier to tire compared to younger

workers), Work fatigue (Working long hour without rest can lead to fatigue

especially working overtime and will normally absent in next working day),

Work related injury (Some kind of minor injury caused workers unable to

work especially hand injured, this will normally absent in the next day)

ii. EUS2: Low wages (Wages too low but have to work long hour, they choose

to absent from work in order to show the unhappy feeling to supervisor),

Work fatigue (Most workers work overtime until midnight when the project

is rushing, this caused workers not enough time to sleep and then absent in

the next working day)

iii. EUS3: Transportation problem (Sometimes missed the bus, then due to no

transportation to work, choose to absent on that day), Work stress (Workers

scolded by superior added more stress for the working environment, this lead

to the absence from work due to workers refuse to work with superior), Work

fatigue (Overwork lead to tiredness of workers. When they cannot afford to

present for work and wish to obtain the sufficient rest will absent from work),

Work related injury (Either minor or major injury can lead workers absent in

the next working day)

136

In line with the statement of the unskilled workers in Project E, all of them

agreed that work fatigue is the key significant factor that causing employee

absenteeism in construction site. As explained by those unskilled workers, work

fatigue is due to working overtime which caused insufficient rest and thus absent in

the next working day. On the contrary, none of them agreed that gender, education,

tenure, illness and disease, personal attitude, substance abuse, family responsibilities,

job satisfaction and poor working condition are factors that will lead to absenteeism

of workers in construction site.


employees from Project E respond to the factors of employee absenteeism in


Project E toward the factors of employee absenteeism in construction site, the


137

Table 4.12: Analysis of factors of employee absenteeism in construction site for Project E – Perspective of Employees



of Workers

Gen

der

Age

Ed

uca

tion

Ten

ure

Illness a

nd

disea

se

Perso

nal

attitu

de

Su

bsta

nce

ab

use

Fam

ily

respon

sibilities

Tra

nsp

orta

tion

pro

blem

Work

stress

Work

fatig

ue

Job

satisfa

ction

Poor w

ork

ing

con

ditio

n

Low

wages

Work

related

inju

ry

E

ES1 / / /

ES2 / / / /

ES3 / / / / /

Skilled 0 1 1 1 2 1 1 2 0 0 2 0 0 0 1

ESS1 / /

ESS2 / / /

ESS3 / / /

Semi-skilled 0 0 0 0 2 1 0 2 1 0 1 0 0 0 1

EUS1 / / /

EUS2 / /

EUS3 / / / /

Unskilled 0 1 0 0 0 0 0 0 1 1 3 0 0 1 2

Total Frequency 0 2 1 1 4 2 1 4 2 1 6 0 0 1 4

138

Refer to the Table 4.12, 2 out of 3 skilled workers agreed that illness and

disease, family responsibilities and work fatigue are more significant factors that

causing employee absenteeism in construction site when compared to the other

factors. On the other hand, all the skilled workers work under Project E disagreed

that gender, transportation problem, work stress, job satisfaction, poor working

condition and low wages are factors that will lead to absenteeism of workers in

construction site.

Majority of semi-skilled workers agreed that illness and disease and family

responsibilities are the factors that causing employee absenteeism in construction site.

In contrast, all the semi-skilled workers disagreed that gender, age, education, tenure,

substance abuse, work stress, job satisfaction, poor working condition and low wages

are factors that will lead to absenteeism of workers in construction site.

For unskilled workers in Project E, all of them agreed that work fatigue is the

key significant factor that causing employee absenteeism in construction site. On the

contrary, none of them agreed that gender, education, tenure, illness and disease,

personal attitude, substance abuse, family responsibilities, job satisfaction and poor


site.

In overall, most of construction workers that work under Project E indicated

that the key factor that leads to the absence of workers is due to the work fatigue with

a frequency of 6. According to the construction workers who work under Project E,

work fatigue is generally result from the long working hour. Sometimes, workers

have to work until midnight particularly when the project is rushing. This caused

them lack of sleeping and also sufficient rest which will eventually choose to absent

from work in the next working day. Moreover, construction workers also stated that

it is usually require more energy to perform construction work. Due to workers have

consume the large amount of energy during working time, they are more easily to

feel tired and thus require the additional rest for them to recover their energy.

139

Therefore, they will generally choose to absent from work in next day. While in

contrast, gender, job satisfaction and poor working condition are the least significant

factor that all construction workers under Project E believed that it is not the reason

for their absenteeism in construction site.


organizations

Since Project E is facing the problem of employees absenteeism in



i. Reduced level of organization productivity: Productivity will be affected as

absenteeism of workers can cause the work that should be completed in 2

days become completed in 3 days.

ii. Work quality deterioration: Absenteeism result poor quality of work. This is

because skilled workers absent when project is rushing to complete and the

remaining works are continuous by other unskilled worker. Hence, difference

standard of skill caused poor quality of work.

iii. Low employee morale: Conflict between workers arise especially those

workers who work as a team. Skilled worker who targeted to complete the

work as soon as possible work with an unskilled worker who always absent

can make annoying of skilled worker. Skilled worker normally request to

change the unskilled worker who can have full attendance to work.

140



Project E had directly affect the productivity of work, some strategies have been used

by organization in order to reduce the absenteeism rate in construction site. Those

strategies are:

i. Communication: Communication is a best way to control the absenteeism in

construction site. This is because it is not only query the reason for the

absenteeism, but also tries hard to provide a solution so that their problem can

be solved. Since the problems are solved, workers can concentrate in their

work and the absenteeism rate in construction site will be lower. Besides,

communication with workers can also show the care and concern to their

workers. Workers can feel a sense of belonging in the workplace which will

lead to a good relationship with superiors. Therefore, since they have good

relationship with superiors, they will not simply absent from work without

notification.

ii. Disciplinary action: Give warning letter to workers if they absent from work

on three consecutive days without any notification. However, if the worker

still remains absent after the warning letter issued, penalty will be imposed to

workers. Such penalty will be deduction of wages according to how many

days the worker absent from work. This solution makes sense because the

construction workers are mostly foreigner with the purpose to earn money in

Malaysia.

iii. Incentives: Company implements the incentives scheme which giving the

incentives to workers who have excellence attendance record or have

excellent work performance can attract the workers who desires the extra

141

money. Incentives in form of money such as RM 100 can act of motivation to

encourage workers to work hard and strive.

iv. Provide welfare measures: Provision of welfare to employees is an effective

way to reduce the absenteeism in construction site. The provision of welfare

is generally related to provision of facilities such as housing accommodation,

sanitary facilities, provision of drinking water and canteens as well as the

transport facilities. In addition, food allowance is also one of the welfares

given to workers. All these welfare can provide better life and health to the

workers and able to make the workers happy and satisfied which can then

reduce the absence of workers on site.

v. Attendance policy: Attendance policy is usually set by organization with the

purpose for workers to report their absence. The procedures for reporting

absence include give the verbal notice to superior and using the thumb print

system to record attendance. Due to the construction workers are required to

comply with the procedures set up by organization, workers will generally

avoid to absent from work.

4.8 Analysis of all projects

In this last section, the frequency distribution method is used to identify the 3

research objectives among the five projects. In other words, the significant key

factor that causing to employee absenteeism in construction site, the main effect that

employee absenteeism brings towards the organization and also the main strategy

that used by employer in managing the employee absenteeism in construction site are

analysed among 5 projects by using the frequency distribution method. The

142

frequency distributions are prepared based on the feedback that obtained from the

respondents of project and present it into a table form.

4.8.1 Objective 1: Factors of employee absenteeism in construction site

Table 4.13 shows the analysis for the factors of employee absenteeism in

construction site among the five projects based on perspective of employees that

have been divided into 3 categories which are skilled, semi-skilled and unskilled

workers while Table 4.14 shows the analysis for the factors of employee absenteeism

in construction site among the five projects based on perspective of employer. Based

on the Table 4.13 and Table 4.14, the significant key factor and least important factor

were identified.

143

Table 4.13: Analysis of Factors of employee absenteeism in construction site among the 5 Projects (Project A-Project E) – Perspective of

Employees (Skilled, Semi-skilled and Unskilled workers)

Categories of workers Skilled workers Semi-skilled worker Unskilled worker Freque

ncy No Categories Factors A B C D E A B C D E A B C D E

1

Demograp

hic factor

Gender 0 0 0 0 0 0 0 0 0 0 0 0 0 1 0 0 0 1 1

2 Age 2 1 2 2 1 8 1 1 1 1 0 4 1 1 1 0 1 4 16

3 Education 0 0 0 0 1 1 0 0 0 1 0 1 0 2 0 0 0 2 4

4 Tenure 1 1 1 1 1 5 1 1 1 0 0 3 0 0 0 1 0 1 9

5

Individual

factor

Illness and disease 1 2 2 1 2 8 3 3 1 2 2 11 3 3 2 1 0 9 28

6 Personal attitude 0 2 1 1 1 5 2 1 2 1 1 7 2 2 2 2 0 8 20

7 Substance abuse 0 0 2 1 1 4 0 0 0 1 0 1 1 0 0 0 0 1 6

8 Family

responsibilities 1 2 2 1 2 8 3 2 1 2 2 10 1 2 2 1 0 6 24

9 Transportation

problem 0 0 0 0 0 0 0 0 1 1 1 3 0 1 1 0 1 3 6

10

Organizati

onal factor

Work stress 2 3 0 1 0 6 0 2 1 2 0 5 2 1 0 1 1 5 16

11 Work fatigue 2 2 3 1 2 10 1 2 1 3 1 8 2 2 2 3 3 12 30

12 Job satisfaction 1 2 1 1 0 5 1 0 0 0 0 1 0 0 0 1 0 1 7

13 Poor working

condition 0 0 1 1 0 2 0 2 0 0 0 2 1 2 0 0 0 3 7

14 Low wages 1 3 1 2 0 7 1 0 2 0 0 3 2 2 1 1 1 7 17

15 Work related injury 0 1 1 1 1 4 3 3 2 1 1 10 2 1 2 1 2 8 22

144

According to Table 4.13, the analysis for the factors of employee absenteeism

in construction site among the five projects based on perspective of employees was

shown. The table included the finding of 45 construction workers from construction

site that are divided into 3 categories which are 15 skilled workers, 15 semi-skilled

workers and 15 unskilled workers respectively.

According to the finding that based on the perspective of skilled workers

among five projects as shown in Table 4.13, majority agreed that the factor causing

to employee absenteeism in construction site is work fatigue with a maximum

frequency of 10.

Based on the perspective of semi-skilled workers among five projects, Table

4.13 shows that majority agreed that illness and disease is the significant factor that

leads to employee absenteeism in construction site with a maximum frequency of 11.

For the unskilled workers among five projects, majority believed that work

fatigue is the key factor that causing employee absenteeism in construction site with

a maximum frequency of 12.

In overall, based on the perspective of all employees as shown in Table 4.13,

the significant key factor that leads to employee absenteeism in construction site

after analysis of all five projects is work fatigue with a maximum frequency of 30.

Majority of the respondents among the five projects agreed that the work fatigue is

the key factor which can contribute to the absenteeism rate of organization. To sum

up, it was explained that the long working hour accompanied with the nature of work

in construction site which has to stand at most of the working time can lead to the

fatigue of workers. In addition, it was also explained that work fatigue is generally

result from the working overtime when the project is rushing or when it is required to

help in completing the tasks of absent co-worker. Furthermore, most of the

respondents also indicated that work fatigue is result from the heavy workload

145

allocated to them. Since heavy workload caused large energy consumption and

insufficient rest, therefore it became a key factor that causing employee absenteeism

in construction site.

On the other hand, the least significant factor in the perspective of employees

is gender with a minimum frequency of 1. According to the respondents among five

projects, most of them explained that there is no female work in construction site

except the respondents under Project B. This is due to the employer of Project B

hired the female as construction workers.

146

Table 4.14: Analysis of Factors of employee absenteeism in construction site among the 5 Projects (Project A-Project E) – Perspective of

Employer

No Categories Factors Project A Project B Project C Project D Project E

Frequency E1 E2 E3 E4 E5

1

Demographic

factor

Gender 0

2 Age / / / 3

3 Education 0

4 Tenure / 1

5

Individual

factor

Illness and disease / / / / / 5

6 Personal attitude / / / / 4

7 Substance abuse / / / 3

8 Family responsibilities / / / / 4

9 Transportation problem / / 2

10

Organizational

factor

Work stress 0

11 Work fatigue / / / / 4

12 Job satisfaction / 1

13 Poor working condition / 1

14 Low wages / / / 3

15 Work related injury / / / 3

147

According to Table 4.14, the finding that based on the perspective of

employer show that the significant factor that lead to employee absenteeism in

construction site after analysis of all five projects is illness and disease with a

maximum frequency of 5. To sum up, total of five employers from five projects

believed that illness and disease is the main reason that caused workers absent from

work as illness caused uncomfortable feeling and can weaken the immune system of

workers. Since workers unable to station in construction site, this becomes a part of

reason for employee absenteeism. On the contrary, less significant factors in the

perspective of employer are gender, education and work stress.

4.8.2 Objective 2: Effects of employee absenteeism in construction site towards

organization

Table 4.15 shows the analysis of the effects of employee absenteeism in

construction site towards organization among the five projects. Based on the Table

4.15, the main effect of employee absenteeism that brings to organization and the

least impact of employee absenteeism that brings to organization were identified.

148

Table 4.15: Analysis of Effects of employee absenteeism in construction site towards organization among the 5 Projects (Project A-Project E)

No Effects Project A Project B Project C Project D Project E Frequency

1 Reduced level of organization

productivity / / / / / 5

2 Work quality deterioration / / / 3

3 Stress on those carrying

additional workload / 1

4 Low employee morale / / / / 4

5 Increase cost / / / 3

6 Reduced profitability of

organization / / / 3

149

Based on the finding that shown in Table 4.15, the main effect of employee

absenteeism in construction site that will bring to the organization after analysis of

all five projects is reduced level of organization productivity with a frequency of 5.

All the five employers who manage the attendance of construction workers in

construction site agreed that productivity on site reduced when workers absent

themselves from work. It was explained that it will have no productivity for the

absent worker and the zero productivity of that absent worker reduced the overall

productivity in construction site. Besides, it was also explained that the absent

worker is sometimes replaced by the worker who has the different job scope with

absent worker. Therefore, loss of productivity occur due to the replacement worker

is lack of proficiency than the absent worker. In addition, organization productivity

reduced is also result from the absent worker who is being replaced by co-worker

who has the same job scope. However, since the co-worker need to complete double

work on time, working overtime is needed. Long working hour lead to fatigue which

then reduced the efficiency of co-worker. As a result of co-worker cannot achieve

the same productivity of absent worker, productivity reduced.

On the other hand, the least significant impact of employee absenteeism that

brings to organization is stress on those carrying additional workload with a

frequency of 1. There is only Project C believed that stress on those carrying

additional workload is an effect of employee absenteeism that will bring towards

organization. Project A, B, D, and E were not considered stress on those carrying

additional workload as an effect that will brings to organization due to they think

stress of workers will not bring major issue to the organization.

150

4.8.3 Objective 3: Strategies used in managing the employee absenteeism in

construction site

Table 4.16 shows the analysis of the strategies used in managing the

employee absenteeism in construction site among the five projects. Based on the

Table 4.16, the main strategy used in managing employee absenteeism and the least

significant strategy used in managing employee absenteeism were identified.

151

Table 4.16: Analysis of Strategies used in managing the employee absenteeism in construction site among the 5 Projects (Project A-Project E)

No Strategies Project A Project B Project C Project D Project E Frequency

1 Higher wages / / / 3

2 Health protection / / / 3

3 Communication / / / / 4

4 Disciplinary action / / / / 4

5 Incentives / / / 3

6 Provide welfare measures / / / / / 5

7 Attendance Policy / / 2

152

According to the finding that shown in Table 4.16, the main strategy used in

managing employee absenteeism in construction site after analysis of all five projects

is provide welfare measures to construction workers with a frequency of 5. All the

five employers who manage the attendance of construction workers in construction

site agreed that provide welfare measures is main strategy that can control

absenteeism in construction site. It was explained that provide welfare measures to

construction workers is basically related to provide basic facilities such as housing

accommodation, sanitary facilities, bank facilities, provision of drinking water and

canteens as well as the transport facilities. This tends to reduce the absenteeism case

in construction site as this brings lots of convenience to construction workers

especially the bank facilities provided to workers so that workers do not need to

absent themselves to go the bank in town to transfer money to family. Apart from

that, provision of welfare to workers also makes them feel to have a sense of

belonging in the workplace. Sense of belonging able to make the workers happy and

satisfied which can then reduce the absence of workers on site.

On the other hand, the least significant strategy that used to manage the

absenteeism on site in the perspective of all employers among 5 projects is

attendance policy with a frequency of 2. There is only Project A and Project E

believed that attendance policy is a strategy used to manage employee absenteeism

on site. Project B, C and D were not considered attendance policy as a strategy due

to attendance policy is usually used to manage the staff but not the construction

workers.

153

4.9 Summary

In this chapter, all the data collected from the 5 projects through semi-

structure interview were clearly analyzed, discussed, and summarized. The feedback

obtained is obviously clear and being coded and frequency distribution for discussion.

The 3 research objectives are lastly achieved after the detailed analysis was done.

The conclusion, recommendation and future research will be discussed in the next

chapter.

154

CHAPTER 5

CONCLUSION AND RECOMMENDATIONS

5.1 Introduction

In this last chapter, all the findings and analysis for this research will be

concluded. The conclusion will be discussed based on the research objective and the

related outcome. Besides, the discussion on the limitations and problems

encountered in the research will be present in this chapter. In addition, some

recommendations for future research will also be discussed in this chapter as well.

5.2 Research Outcome

The aim of this research was to identify the 3 objectives for this research.

Each objectives of the research will be discussed on this section. For the first

objective, the aim is to identify the factors of employee absenteeism in construction

site. While for the second objective is to identify the effects of employee

absenteeism in construction site toward organizations. The last objective for this

155

research is to determine the strategies used in managing the employee absenteeism in

construction site. By completing five case studies and five semi-structure interviews

with employees and employers in construction site, there are several research

outcomes can be identified.

5.2.1 Objective 1: Factors of employee absenteeism in construction site

From the case studies, it can be clearly seen that there is different

absenteeism rate for each project. Although the absenteeism rate of five projects are

within the acceptable standard which is 3%. However, the absenteeism rates of five

projects are mostly above 2.4% which is very approximate to maximum acceptable

standard except the Project B which consists of absenteeism rate of 1.85%.

According to the analysis result, the factors of employee absenteeism in construction

site that based on the perspectives of both employer and employees have been

achieved.

Based on the perspective of skilled workers among five projects, work fatigue

is the most significant factor that causing to employee absenteeism in construction

site. For the semi-skilled workers among five projects, illness and disease is the key

factor that leads to employee absenteeism in construction site. According to the view

of unskilled workers among five projects, work fatigue is the main factor that

causing employee absenteeism in construction site. In overall, from the perspective

of all employees in construction site, work fatigue is the significant key factor that

leads to employee absenteeism in construction site after analysis of all five projects.

While in the perspective of employer, illness and disease is the significant

factor that leads to employee absenteeism in construction site. Therefore, it can

conclude that Objective 1 that based on different perspectives has been achieved.

156

5.2.2 Objective 2: Effects of employee absenteeism in construction site towards

organization

According to the analysis of Objective 2 that shown in Table 4.15, objective 2

has also been achieved. We can see that all the employers that under five Projects

had reach the mutual agreement in which the main effect of employee absenteeism in

construction site towards organization is reduced level of organization productivity.

On the others hand, the least significant impact of employee absenteeism that brings

to organization is stress on those carrying additional workload.

Reduced level of organization productivity is the main effect that the

employee absenteeism in construction site will brings towards organization. This is

due to absent worker generally have no productivity in that day of absence and the

zero productivity reduced the overall productivity in construction site. Besides, the

absent worker is sometimes replaced by the worker who has the different job scope

with absent worker. Therefore, loss of productivity occur due to the replacement

worker is lack of proficiency than the absent worker. In addition, organization

productivity reduced is also result from the absent worker who is being replaced by

co-worker who has the same job scope. However, since the co-worker need to

complete double work on time, working overtime is needed. Long working hour lead

to fatigue which then reduced the efficiency of co-worker. As a result of co-worker

cannot achieve the same productivity of absent worker, productivity reduced.

On the other hand, the least significant impact of employee absenteeism that

brings to organization is stress on those carrying additional workload. There is only

Project C believed that stress on those carrying additional workload is an effect of

employee absenteeism that will bring towards organization. This is generally due to

the construction workers who under the Project C feel stress on the job when they

have to cover the workload of co-worker who absences on that day. Stress of

workers can then reduce the efficiency of workers. On the contrary, Project A, B, D,

and E were not considered stress on those carrying additional workload as an effect

157

that will brings to organization due to they think stress of workers will not bring

major issue to the organization.

5.2.3 Objective 3: Strategies of employee absenteeism in construction site

Objective 3 has been achieved based on the analysis of Objective 3 that

shown in Table 4.16. According to the table, we can see that all the employers that

under five Projects had reach the mutual agreement in which the main strategy that

used to manage the absenteeism in construction site is provide welfare measures. On

the others hand, the least significant strategy is attendance policy.

Provide welfare measures to construction workers is the main strategy that

used to manage the absenteeism of workers in construction site. This is because

provide welfare is basically related to provide basic facilities to construction workers

such as housing accommodation, sanitary facilities, bank facilities, provision of

drinking water and canteens as well as the transport facilities. This tends to reduce

the absenteeism case in construction site as this brings lots of convenience to

construction workers especially the bank facilities provided to workers so that

workers do not need to absent themselves to go the bank in town to transfer money to

family. Apart from that, provision of welfare to workers also makes them feel to

have a sense of belonging in the workplace. Sense of belonging able to make the

workers happy and satisfied which can then reduce the absence of workers on site.

On the other hand, the least significant strategy that used to manage the

absenteeism on site is attendance policy. There is only Project A and Project E

believed that attendance policy is a strategy used to manage employee absenteeism

on site. According to the respondents under Project A and E, rules and regulation

that set up by organization must be followed by all workers in construction site. The

158

rules and regulation include the number of annual leave that can be taken by an

employee per year and procedure to report absent from work. On the contrary,

Project B, C and D were not considered attendance policy as a strategy that will

reduce the absenteeism in construction site due to attendance policy is usually used

to manage the staff but not the construction workers.

5.3 Limitation of Research

In the process of completing this research, various limitations and problems

were encountered to ensure the reliability and precision of the information gathered.

The limitations faced are as follows:

i. Making appoinment is difficult to be made as this research is necessary

to enter construction site for interviewing construction workers and also

the person who responsible in managing the attendance of workers in

construction site. There are many peoples who qualified to become

interviewer will give the reason of being busy for their refusal to give

cooperation to assist in interview session. In addition, making

appoinment is also difficult due to some projects are in peak time and

rushing or strictly to the construction safety, outsider is rejected to enter

construction site.

ii. Communication between construction workers on site becomes difficult

due to most of them are unable to speak in English and some of them

also no fluent in Malay.

159

iii. A lot of time consuming during the data collection in this research due

to interviewer have to give more explanation to construction workers.

Besides, when the position of construction workers is suitable to carry

out interview session, however communication problem caused the

interviewer have to search another suitable interviewee to carry out the

interview session.

5.4 Recommendation for Future Research

There are several recommendations could be made for future research. The

recommendation are as follows:

i. To identify factors of employee turnover in construction site.

ii. To identify effects of employee turnover in construction site.

iii. To identify strategies used in managing the employee turnover in

construction site.

160

REFERENCE

Aggarwal, K. (2012). A Study On Employee Absenteeism In Info Science Ltd.

International Journal of Research In Computer Application & Management,

3(6), 87-99.

Al-Sharif, H. A., Kassem, E. A., & Shokry, W. M. A. (2017). Relationship between

Nurses' Absenteeism and Their Organizational Commitment at Menoufyia

University Hospitals. American Journal of Nursing Research, 5(2), 63-69.

Ameh, O., & Osegbo, E., Emeka. (2011). Study of relationship between time overrun

and productivity on construction sites. International Journal of Construction

Supply Chain Management, 1(1), 56-67.

Ayon, M. A. T. (2014). The effects of holistic coping strategies on perceived stress

and absenteeism in hospital nurses. Walden University.

Belita, A., Mbindyo, P., & English, M. (2013). Absenteeism amongst health

workers–developing a typology to support empiric work in low-income

countries and characterizing reported associations. Human resources for

health, 11(1), 34.

Bermingham, C. (2013). Employee’s Understanding of Workplace Absenteeism and

the Investigation of Stress as a Contributing Factor. National College of

Ireland.

Bhatt, R. R., Desai, G. J., & Verma, P. B. (2015). Psychological stress among un-

organized building construction workers in Gandhinagar, Gujarat, India. JMR,

1(4), 129-131.

Bhosale, C. D., & Biswas, A. (2015). Absenteeism in Construction Industry: Causes,

Correlation and Remedies. International Journal of Advanced Engineering

Research and Technology, 3(6), 215-218.

Bohlander, G., & Snell, S. (2006). Managing human resources: Cengage Learning.

161

Carless, S. A., Fewings‐Hall, S., Hall, M., Hay, M., Hemsworth, P. H., & Coleman,

G. J. (2007). Selecting Unskilled and Semi‐Skilled Blue‐Collar Workers: The

criterion‐related validity of the PDI‐employment inventory. International

Journal of Selection and Assessment, 15(3), 335-340.

Chua, Y. P. (2012). Mastering research methods: Mcgraw-Hill Education.

CIDB Act 1994. (2015). Laws of Malaysia. Retrieved October 30, 2017, from

http://www.cidb.gov.my/images/content/akta/Act-520-As-at-1-October-

2015.pdf

Cohen, A., & Golan, R. (2007). Predicting absenteeism and turnover intentions by

past absenteeism and work attitudes: An empirical examination of female

employees in long term nursing care facilities. Career Development

International, 12(5), 416-432.

Corominas, A., Pastor, R., & Plans, J. (2008). Balancing assembly line with skilled

and unskilled workers. Omega, 36(6), 1126-1132.

Coughlan, A. (2011). Employee absenteeism: a guide to managing absence. Paper

presented at the Irish Business And Employers Confederation, Confederation

House.

Crowe, S., Cresswell, K., Robertson, A., Huby, G., Avery, A., & Sheikh, A. (2011).

The case study approach. BMC medical research methodology, 11(1), 100.

Cucchiella, F., Gastaldi, M., & Ranieri, L. (2014). Managing absenteeism in the

workplace: the case of an Italian multiutility company. Procedia-Social and

Behavioral Sciences, 150, 1157-1166.

de Kok, J. M. (1997). Involuntary Absence from an Organizational Point of View.

Retrieved from

Department of Statistics Malaysia. (2016). Press Release Quarterly Construction

Statistics, Fourth Quarter 2015. Retrieved October 28, 2017, from

https://www.dosm.gov.my/v1/index.php?r=column/pdfPrev&id=RlBvVUUw

NVZnb0NkL2I2UnBjOUZhUT09

Department of Statistics Malaysia, O. P. (2017). Economic Census 2016 -

Construction. Retrieved October 25, 2017, from

https://www.dosm.gov.my/v1/index.php?r=column/cthemeByCat&cat=78&b

ul_id=MEt4OGRoaHNLQSs2VzZLSmpwYWk4Zz09&menu_id=OEY5SWt

FSVVFVUpmUXEyaHppMVhEdz09

162

Driver, R. W., & Watson, C. J. (1989). Construct validity of voluntary and

involuntary absenteeism. Journal of Business and Psychology, 4(1), 109-118.

Dudovskiy, J. (2016). The Ultimate Guide to Writing a Dissertation in Business

Studies: A step by-step assistance. Research-methodology. net.

Durdyev, S., Omarov, M., & Ismail, S. (2017). Causes of delay in residential

construction projects in Cambodia. Cogent Engineering. Retrieved from

doi:10.1080/23311916.2017.1291117

Employment Act 1955. (2012). Laws of Malaysia . Retrieved November 9, 2017,

from http://minimumwages.mohr.gov.my/pdf/Act-265.pdf

Evans, J. (2011). Absenteeism-a complex problem: A study on absenteeism in

Trondheim’s nursing homes. (Master), Norwegian University of Science and

Technology (NTNU).

Farrell, T. (2005). Absenteeism and the Effectiveness of Absence Management

Strategies-A Study within Bausch and Lomb. National College of Ireland.

Flick, U. (2013). The SAGE handbook of qualitative data analysis: Sage.

Ganguly, A. K. (2016). Resource Type and Importance in the Project. Retrieved

October 28, 2017, from https://www.linkedin.com/pulse/resource-type-

importance-project-anil-kumar-ganguly

Geetha, R., & Mani, R. S. (2014). A study on chronic absenteeism invellore

cooperative sugar mills limited (Vol. 12).

Ghate, R. P., & Minde, P. (2016). LABOUR PRODUCTIVITY IN CONSTRUCTION.

Gill, P., Stewart, K., Treasure, E., & Chadwick, B. (2008). Methods of data

collection in qualitative research: interviews and focus groups. British dental

journal, 204(6), 291-295.

Gupta. (2013). Employees Absenteeism: Barrier for Retail Sector Organization

Success. International Journal of Engineering and Management Research,

3(6), 88-93.

Gupta. (2016). Employee Welfare And Social Security In Sugar Mills Of Punjab.

(PhD Thesis), University Business School Guru Nanak Dev University

Amritsar

Hamid, A. R. A., Singh, B., & Jamadi, M. A. (2007). Foreign labour employment in

construction project. International Journal of Scientific and Research

Publications, 3(11), 1-7.

163

Health and Safety Authority. (2006). Definition of construction work. Retrieved

November 8, 2017, from

https://www.besmart.ie/fs/doc/Construction/Construction_Documents/Definit

ion_of_Construction_Work.pdf

Hettiararchchi, H., & Jayarathna, S. (2014). The effect of Employee Work Related

Attitudes on Employee Job Performance: A Study of Tertiary and Vocational

Education Sector in Sri Lanka. IOSR Journal of Business and Management,

16(4), 74-83.

Hsieh, H.-F., & Shannon, S. E. (2005). Three approaches to qualitative content

analysis. Qualitative health research, 15(9), 1277-1288.

Karanja, E. K. (2013). Perceived factors contributing to employee absenteeism at

Kenya Ports Authority. University of Nairobi Research Archive.

Karodia, A. M., Chetty, N., & Singh, T. (2016). An Investigation into the Impact of

Absenteeism on the Organisational Performance of a Private Security

Company in Durban, Kwazulu-Natal. Singaporean Journal of Business,

Economics and Management Studies, 4(11), 105-159.

Kocakulah, M. C., Kelley, A. G., Mitchell, K. M., & Ruggieri, M. P. (2016).

Absenteeism problems and costs: causes, effects and cures. The International

Business & Economics Research Journal (Online), 15(3), 89.

Kogi, K., Phoon, W.-O., & Thurman, J. E. (1989). Low-cost ways of improving

working conditions: 100 examples from Asia. Geneva: International Labour

Office.

Kothari, C. R. (2004). Research methodology: Methods and techniques (Second

revised edition ed.). New Delhi: New Age International.

Kulkarni, G. (2007). Construction industry: More needs to be done. Indian journal of

occupational and environmental medicine, 11(1), 1.

Langenhoff, W. (2011). Employee absenteeism: Construction of a model for

international comparison of influential determinants. Erasmus University.

Latham, J. (2014). Qualitative sample size: How many participants is enough.

Lattouf, M. G., Srour, F. J., & Srour, I. M. (2014). Construction Workforce

Management Strategies to Reduce Absenteeism: A Survey Study. Paper

presented at the Construction Research Congress 2014: Construction in a

Global Network.

164

Macmillan Dictionary. (2017). Construction site definition. Retrieved November 8,

2017, from

https://www.macmillandictionary.com/dictionary/british/construction-site

Malkani, Z. K. (2013). Management of Human Resource in Construction.

International Journal of Engineering Research and Technology., 353-362.

Mateo, R. (2008). The Impact of Absenteeism on the Quality of Assembly Line

Production: Is the Value of Worker Expertise Decreasing? Human Factor

and Ergonomics in Manufacturing, 18(1), 49-69.

Mayuri, D., & Saileja, S. (2016). A study on absenteeism in public sector libraries in

Telangana. International Journal of Management Research and Reviews, 6(7),

934.

McClenney, M. A. (1992). A study of the relationship between absenteeism and job

satisfaction, certain personal characteristics, and situational factors for

employees in a public agency. Southwest Texas State University.

Mohilary, G. (2010). Study on absenteeism and its effect in a selected hospital in

Bangalore.

Morgan, D. (2013). Integrating Qualitative and Quantitative Methods: A Pragmatic

Approach: SAGE Publications.

My Labour Law. (2017). Guide To Employment Act 1955. Retrieved November 9,

2017, from http://www.mylabourlaw.net/quick-guides/7-guide-to-

employment-act-1955.php

Naoum, S. G. (2012). Dissertation research and writing for construction students

(Third Edition ed.): Routledge.

Naughton, D. (2005). A Study of Absenteeism within Company X, its causes and the

Management of it. National College of Ireland.

Netshidzati, H. (2012). Employee absenteeism and the managers' perceptions of its

causes in the hotel industry in Gauteng, South Africa. Tshwane University Of

Technology.

New Straits Times. (2016). Malaysia – Construction industry faces labour shortage.

Retrieved October 25, 2017, from

https://www2.staffingindustry.com/row/Editorial/Daily-News/Malaysia-

Construction-industry-faces-labour-shortage-New-Straits-Times-39463

165

Onikoyi, I. A., Awolusi, O. D., & Ayodeji, B. (2015). Effect of absenteeism on

corporate performance: a case study of Cadbury Nigeria PLC, Ikeja, Lagos

State, Nigeria. British Journal of Marketing Studies, 3(2), 58-71.

Oxford Learners Dictionaries. (2017). Construction site definition. Retrieved

November 8, 2017, from

https://www.oxfordlearnersdictionaries.com/definition/american_english/con

struction-site

Rabiyathul Basariya, S. (2013). Employee Absenteesim in Indian Industries.

International Journal of Science and Research, 4(10), 141-156.

Rajasekar, S., Philominathan, P., & Chinnathambi, V. (2006). Research methodology.

arXiv preprint physics/0601009.

Randhawa, N. (2017). Employee Absenteeism-Indian Industry Perspective. Imperial

Journal of Interdisciplinary Research, 3(7), 35-42.

Ranjit, K. (1999). Research methodology (pp. 366).

Ravindra, B. K. (2016). Recent Trends on Labour Welfare in Industries to Control

Absenteeism-A Legal Intervention. Bi-annual Journal of Social Work, 14(1),

110-123.

Reverso Dictionary. (2017). Construction site definition. Retrieved November 8,

2017, from http://dictionary.reverso.net/english-definition/construction+site

Rothwell, J. T. (2015). Defining Skilled Technical Work. Browser Download This

Paper.

Sichani. (2010). Understanding absenteeism in construction: a pilot study on

industrial construction in Alberta. (Master of Science), University of Alberta

Sichani, Lee, S., & Robinson Fayek, A. (2011). Understanding construction

workforce absenteeism in industrial construction. Canadian Journal of Civil

Engineering, 38(8), 849-858. doi:10.1139/l11-052

Smart Investor. (2015). Malaysia Employment Act 1955. Retrieved November 9,

2017, from http://www.smartinvestor.com.my/malaysia-employment-act-

1955/

Subramanyachary, P. (2016). Absenteeism: An Over View With a Study on Nutrine

Confectionary Limited. International Journal of Engineering and

Management Research, 6(8), 1-5.

166

Teo, H. S. (2016). Automated Attendance Management System For Construction

Workforce Management. International Journal of Management and Applied

Science (IJMAS), 12-16.

The Star Online. (2016). Malaysia's construction sector to keep growing. Retrieved

October 30, 2017, from https://www.thestar.com.my/business/business-

news/2016/06/13/construction-sector-to-keep-growing/

Theron, P. M. (2015). Coding and data analysis during qualitative empirical research

in Practical Theology. In die Skriflig, 49(3), 1-9.

Thieblot, A. (2006). Proliferating semi-skilled job titles in construction: an

unheralded but serious problem for prevailing wage administration. Retrieved

from

Tiwari, U. (2014). Impact of absenteeism and labour turnover on organisational

performance at Iti, Nani Allahabad, India. Abhinav National Monthly

Refereed Journal of Research in Commerce & Management, 34(10), 9-15.

Werner, A. (2005). The development of best practise guidelines for the contingency

management of health-related abseentism in the motor manufacturing

industry.

Wolfers, J., & Zilinsky, J. (2015). Higher Wages for Low-Income Workers Lead to

Higher Productivity. Retrieved from Washington:

Wong, L. (2008). Data analysis in qualitative research: A brief guide to using NVivo.

Malaysian family physician: the official journal of the Academy of Family

Physicians of Malaysia, 3(1), 14.

Wood, A. (1997). How trade hurt unskilled workers International Trade and Labour

Markets (pp. 140-168): Springer.

Zainal, Z. (2007). Case study as a research method. Jurnal Kemanusiaan, 5(1).

APPENDIX A EXAMPLE OF CODED RESPONDS

168

APPENDIX A - EXAMPLE OF CODED RESPONDS

Domain Theme Sub-theme Codes

Factors of employee

absenteeism in

construction site

Demographic factor

1. Gender

1. Women are absent more often when compared to males due to their traditional responsibilities for taking care of

household. F1-1-1

2. Most sick women absent herself from work and did not back to work until they were fully recovered while the

majority of males back to work even they were not fully recovered. F1-1-2

3. Women are busier and restless than men during the scheduled off day. F1-1-3

4. Women response more negatively to stressful or dissatisfying and then use absence as a mechanism to escape. F1-1-4

2. Age

1. Older workers are absent more often compared to younger workers due to sickness usually attributed to old age. F1-2-1

2. High absence rate of younger workers are due to they have less work ethic and negative attitudes towards their

jobs F1-2-2

3. High absence rate of younger workers are due to they are more casual and usually refused to take the

responsibility. F1-2-3

4. Younger workers tend to take short period of sickness absence then older workers. F1-2-4

5. Younger workers tend to have greater family responsibilities such as take care of young children F1-2-5

3. Education

1. For those who are highly educated, the job status is higher, therefore they are less likely to work in hazardous

condition and thus rate of worker absence is low F1-3-1

2. Workers who are better educated are healthier than lower educated workers Therefore, workers with lower level

of education have a higher risk to become disable and then lead to high absenteeism. F1-3-2

3. Workers who have at least secondary level education or even higher level of education have less possibility of

being absent due to educated worker normally involves in more complicated jobs that can achieve job

satisfaction.

F1-3-3

4. Highly educated workers tend to be absent from work due to those workers with better educated are more

likely to experience job dissatisfaction because of their self-confident and ambitious to earn more salary over

the career lifespan and higher expectation of achievement and recognition.

F1-3-4

4. Tenure

1. Employees with shorter tenure such as young employees normally lead to higher rate of absenteeism due to

young employees are highly mobile especially those employees who are better educated and are always look

out for better opportunities for work

F1-4-1

2. Employees with longer tenure have low absence rate due to those employees exhibit higher commitment to

work in the organization and have higher requirement for job stability. F1-4-2

3. Employees with longer tenure have low absence rate because this can provide opportunities to achieve job

promotion to higher position through their virtue of service F1-4-3

169

4. Employees with longer tenure have high absenteeism rate due to those employees are less likely to be

replaceable and fired, hence, they tend to absent from work. F1-4-4

5. Employees with longer tenure have high absenteeism rate due to boredom that caused by longer period of

service with organization. F1-4-5

Individual factor

5. Illness and disease

1. Minor illnesses typically feel unwell and can constitute a variety of symptoms such as flus, colds, stomach

upsets and headaches. F1-5-1

2. An employee with poor health is more likely to suffer illness and disease and then can lead to higher absence

rate F1-5-2

3. Sick leave can increase the rate of absenteeism when workers tend to misuse of sick leave. F1-5-3

6. Personal attitude

1. Personal attitude in organization is usually related to work ethics. Employees with strong work ethic will take

responsibility for their job and these kinds of workers usually will avoid themselves from remaining absent. F1-6-1

2. Negative job attitude helps in construct bad work behaviour such as absent without notification. F1-6-2

3. Lack of interest in work, lack of commitment and low involvement to the organization arise when employees

feel bored with their job. This attitude can lead to absenteeism. F1-6-3

4. Employees with negative attitude usually deal with both psychological withdrawal and physical withdrawal.

Example of psychological withdrawal is day dreaming during work hour whereas the example of physical

withdrawal is absence from work without permission.

F1-6-4

5. Some attitudes are held firmly and difficult to be changed in a lifetime of person. The attitude can be laziness

or tardiness to influence workers’ behaviour to work and lead to consequences such as absenteeism. F1-6-5

7. Substance abuse

1. For those workers who have these habits will have higher chances for being absent due to smoking, drug or

alcohol consumption can negatively influence health and then lead to serious health problem over time. F1-7-1

2. Abusers generally spend most of their salary during first week of each month to abuse substances such as

drug, alcohol or tobacco. After two or three weeks after getting their salary, construction workers usually

absent themselves from work due to the negative effects on health cause workers unable to work.

F1-7-2

8. Family responsibilities

1. Higher rate of absence is normally among married people especially women due to they are more sensitive

toward family responsibilities when compared to men F1-8-1

2. Employees with caring responsibility to take care of young children and elderly people, illness of family

member or pet care are more likely to absent from work. F1-8-2

3. Absenteeism occur when size of household become larger due to family members increase will cost more time

and need high involvement. F1-8-3

4. Family conflict can be marital problem or the employees’ choice either to choose taking care of children or

going to work. This conflict can affect the emotional and behaviour of employees and then lead to higher rate

of absence.

F1-8-4

9. Transportation problem

1. Lack of transportation contributes high level of employee absenteeism because most workers currently rely

heavily on the availability of transport to work. F1-9-1

2. Breakdown of transportation affect the worker’s ability to work which can lead to absenteeism of workers. F1-9-2

170

3. Long distance to work accompanied with traffic congestion or bad weather that result a long travel time to site

increase the possibility of workers absent from work F1-9-3

Organizational factor

10. Work stress

1. Stress among construction workers are depend on four major factors which are too much work, pressure,

ambitious deadlines and conflicting demand, all these stress factors can lead to absenteeism. F1-10-1

2. Stress workers tend to be unhealthy or poorly motivated, hence, work stress is considered as a cause that leads

to absenteeism. F1-10-2

3. The factors that lead to work stress are work conflict, boredom, work overload, unrealistic target and illogic

work hour. All these factors can lead to absence of workers. F1-10-3

11. Work fatigue

1. Work fatigue is generally resulting from long working hours due to those employees present to work have to

compensate the time lost that is result from the absence of worker. F1-11-1

2. Shortage of staff in organization can cause heavy workload to other workers as each of them has to do extra

work. Also, heavy workload caused the need to work longer than ordinary hour in order to complete the job,

this can cause fatigue to workers over the time which can then lead to employee absenteeism.

F1-11-2

3. Insufficient rest period cause fatigue to worker and then lead to high rate of absenteeism. F1-11-3

12. Job satisfaction

1. Employees who are dissatisfied with their job will more likely to absent more often and then lead to high rate

of absenteeism while satisfied employees will tend to present strongly which will then lead to low rate of

absenteeism

F1-12-1

2. Job satisfaction can relate to feelings of employees toward their jobs. Dissatisfied workers are more likely to

focus on negative aspect which are more likely to have negative feeling and absent themselves from work. F1-12-2

3. Job satisfaction is also related to motivation of employees. Low motivated employees tend to dissatisfy with

their job and more likely to absent themselves without reason which in turn result the high absenteeism rate. F1-12-3

13. Poor working

condition

1. Unhealthy working condition can be excessive noise, heat, dust fumes, vibration, poor ventilation, poor

lighting and overcrowding. All these unhealthy working conditions lead to poor health of workers which in

turn lead to absenteeism of workers

F1-13-1

2. Unsafe working condition such as lack of personal protective equipment provided for working and lack of

suitable equipment to perform specific work can cause major threat to life of employees, this leads workers

make choice to absent from work

F1-13-2

14. Low wages

1. Employees with low salary are absent more often than employees with high salary. This is due to workers

with low wages usually holding multiple jobs to earn extra money. Therefore, those employees need to work

extra hours, this can lead to inconstant fatigue which then result the absenteeism in workplace.

F1-14-1

2. Workers who earn lower income will have lower opportunity cost and these kinds of employees usually

choose to enjoy their life more than present for work. F1-14-2

15. Work related injury

1. Construction work is the most dangerous job and it is normally done by construction workers. Examples of

work related injuries in construction site includes fall from height, back injury due to heavy lifting, serious

burns caused by exposure to fire or chemical, workers being hit by falling objects, trench collapse, etc. All

these work related injuries either severe or non-severe can cause workers unable to work which then result in

absenteeism.

F1-15-1

171

Effects of employee

absenteeism in

construction site

toward

organizations 1. Reduced level of

organization

productivity

1. Loss of productivity to organization when there is no replacement of new worker to replace the absent worker

and when their work is not completed by co-worker. E1-1-1

2. When organization no hires new staff to replace the absent worker, employees who are at work are required to

carry the additional workload to help absent worker complete their job. This affects overall productivity and

capabilities of workers due to heavy workload have large impact on them.

E1-1-2

3. When organization hires new or temporary replacement staff, employees who are at work require to spend

their extra time to train the new hired staff or temporary replacement staff. This results the productivity loss

of employee because time is loss to complete their job.

E1-1-3

4. The productivity of new hired staff is low due to lack of experience and productivity will remain low until

standard level of competency is reached E1-1-4

2. Work quality

deterioration

1. General or temporary worker is generally used by organization to replace the skilled worker who is absent.

The general worker or temporary worker who temporarily replaces the skilled worker can result rejection of

finished product due to the deterioration in quality of product such as crack in foundation or wall, plumbing

leaks, etc.

E1-2-1

2. Organization increases the workload to other workers instead of hire new staff as replacement of worker.

Since long working hours is imposed to those workers, hence poor quality products are produced due to the

overtime fatigue of workers.

E1-2-2

3. Stress on those carrying

additional workload

1. Coworker is necessary to be imposed by extra workload when organization does not intend to hire temporary

replacement staff. Absence of worker that causes the additional increase in workload had increase the

frequency of stress among other workers.

E1-3-1

2. Employees can feel more stress when their capabilities are not being able to catch up with their workload and

when employees are unable to accomplish work in the limited time. E1-3-2

4. Low employee morale

1. Employee absenteeism can lead to low employee morale within organization. This normally occurs among

the employees who are at work regularly because they are usually faced with taking over the workload of

employees who are absent regularly.

E1-4-1

5. Increase cost

1. Absenteeism can increase cost of organization as cost of absenteeism is expensive due to organization incurs

both direct and indirect costs of absenteeism E1-5-1

2. The costs associated with absentee refer to the benefit of employee such as sick pay or salary in which

employer still requires to pay during employee absence. Besides, this cost also include the time lost due to

supervisor spend time to reprimand or give counselling to the absent worker.

E1-5-2

3. Costs associated with managing absenteeism problems refer to management adjust the work schedule which

then result the rise in cost of production. This cost also includes the management spend time to solve the

operational issues and the time spent is considered as a cost due to time spent is loss of production time.

E1-5-3

4. Costs associated with replacement employees refer to the payment of overtime to those employees who take

over the work of absent employee and overtime rate are usually double the normal rates of salaries. Costs

associated with replacement employees also include cost of training and monitoring the substitute employees.

E1-5-4

172

5. Costs related to the reduced quality or quantity of product refer to the cost of using temporary replacement

workers that they are usually inexperience or without received any training. Hence, finished products are

more likely to be rejected by client due to the poor quality of work. In addition, using inexperienced

replacement workers also lead to low quantity of production and lastly cause project not meeting schedule.

E1-5-5

6. Reduce profitability of

organization

1. Increase cost will definitely reduce the profit margin unless the revenue increases. Contractor spend more

money for hiring temporary replacement staff or pay overtime to other employees in order to replace the

absent worker

E1-6-1

2. Organization profit can be reduced through decreasing the revenue. Absent workers usually replaced with

temporary workers who are inexperienced or not proficient, this can cause loss of revenue due to the low

productivity that cannot meet the project schedule.

E1-6-2

Strategies in

managing employee

absenteeism in

construction site

1. High wages

1. Higher wages create the condition for workers to be productive and then motivate them to work more harder,

thus reduce employee absenteeism. S1-1-1

2. Higher wages able to attract the workers who desire to get high salary such as low paid workers. Hence, those

low paid workers will tend to work with employer and less likely to absent from work. S1-1-2

3. Higher wages reduce the disciplinary issue which in turn decreases the rate of absenteeism in workplace. This

is due to higher wages create job satisfaction that result the less conflict between employers and labour group. S1-1-3

4. Employee absenteeism can be reduced by raising the employee wages regularly as good pay is very helpful to

employees. This is because high wages can give better health to employees as those employees have extra

money to seek doctor when not feeling well.

S1-1-4

2. Health protection

1. Employers can promote the health of employees through providing periodic medical check up for construction

labours as healthy construction workers are generally more energy and motivated and also tend to attend for

work.

S1-2-1

2. Employers can launch the health activities such as giving free anti-flu vaccine and health education seminars. S1-2-2

3. Health promotion in organization can help the construction workers to understand the actual condition of their

health which can then reduced the level of employee sickness and lower the rate of employee absenteeism in

construction site.

S1-2-3

3. Communication

1. Return to work interview is an established procedure that used to investigate and discuss absence with

employee, therefore can discourage the non-attendance of employees. S1-3-1

2. Return to work interview reduce absence by offering the solutions to problems of workers during interview.

Sometimes, psychological or financial support is provided to workers in order to reduce absence of workers. S1-3-2

4. Disciplinary action

1. Disciplinary action such as deduction of wages can be given to the absent employees so as to prevent the

workers from absenteeism. S1-4-1

2. Disciplinary action such as suspension from work can be given to the absent employees so as to prevent the


3. Disciplinary action such as query the absent employees about the cases of absenteeism can prevent those


4. Disciplinary action such as dismissal threat can prevent workers from absenteeism. S1-4-4

173

5. Incentives

1. Attendance bonus in form of extra money is useful because sometimes the work itself or environment at

workplace is unpleasant, however employer has no power or capability to improve it. Attendance bonus can

act as kind of reward to offset the unpleasant feeling of employee.

S1-5-1

2. Employers can give the attendance bonus to the employees who have excellent attendance record. Therefore,

this encourage the employees to aim for full attendance and then reduce absenteeism problem. S1-5-2

6. Provide welfare

measure

1. Provision of welfare to workers can include housing allowances or transport allowances which are aims to

ease the financial problems of workers. Since problems were solved, workers can focus on working and thus

reduce absenteeism. Welfare benefit promotes a sense of belonging among the workers which prevent them

from adopting deviant behaviour such as absenteeism.

S1-6-1

2. Employer can at least provide one meal which is proper balance meal to construction workers. Provision of

welfare fosters the good relationship between employer and employees, hence with that good relationship,

employees are less likely to absent themselves from work

S1-6-2

3. Provision of welfare facilities such as toilets, washing facilities, rest areas, drinking water facilities and

canteen are also significant especially in construction site. Provision of welfare facilities which taking care the

basic living of employee can keep the workers highly motivated and lead to less absenteeism.

S1-6-3

7. Attendance policy

1. Absenteeism can be reduced by using the organization stated policy. This is because attendance policy

provides a clear statement to employees about organization rule that must be followed by employees in the

organization. The policy defines the acceptance and non-acceptance attendance to provide understanding for

employees and it is act as tool to help manager or supervisor communicates with employees.

S1-7-1

2. Attendance policy also regulates the procedure for non-attendance. For those workers who absence to work

due to illness should follow the procedure for reporting absence which is shows the detail medical

certification to manager. With this consideration in mind, workers are more likely to think twice before they

absent from work and this can then deter them from absenteeism.

S1-7-2

APPENDIX B FINDING FOR OBJECTIVE 1 &

OBJECTIVES 2 & OBJECTIVE 3

175

Appendix B – Finding for Objective 1

Section B: Factors of employee absenteeism in construction site

Interviewee Statement Code Theme

A1

Illness and disease play a part of reason because they will become weak and when they really unable to station at our site,

they will eventually choose to absent from work. F1-5-2 ILLNESS AND DISEASE

Personal attitude is an important factor as workers absence are mostly influence by their mood. They may lazy but most

important thing is bottleneck because if their mindset thinking that this job cannot be done, it will never be done and they

will give excuse not to do. Sometimes worker is in a mood or temptation and this cannot control by organization.

F1-6-5 PERSONAL ATTITUDE

Family responsibilities are also a factor causing employee absenteeism because sometimes worker need to taking care of

their family members who are in illness. F1-8-2 FAMILY RESPONSIBILITIES

AS1

Older workers are more often absent due to they have less energetic to work after they busy for whole day F1-2-1 AGE

Workers who suffer from high blood pressure will have sudden dizziness especially when they working overtime on

previous night. As a result, they cannot attend to work in the next morning F1-5-1 ILLNESS AND DISEASE

Low salary but vast amount of work need to compete, this can lead to stress of workers and then escape from work F1-10-1 WORK STRESS

Absence of worker occur due to leg ache because of long period to stand during working F1-11-3 WORK FATIGUE

Low salary caused not enough to use and will do another job to increase salary. Sometimes, this can lead to physical

fatigue and then absenteeism in next working day F1-14-1 LOW WAGES

AS2

Too much work can lead to large pressure and stress of workers. This caused worker avoid to presence for work. F1-10-1 WORK STRESS

When children is ill, absent from work due to need send money back to family who lives in hometown. F1-8-2 FAMILY RESPONSIBILITIES

It is important to ensure satisfied with job, if ones not satisfied or unhappy with job, absenteeism occur. F1-12-2 JOB SATISFACTION

AS3

Older workers suffer more illness such as back pain, it cause absenteeism. F1-2-1 AGE

Working with long period will have less absence rate due to already used to work under the organization. F1-4-2 TENURE

Working long hour without rest can lead to fatigue especially working overtime and will normally absent in next working

day. F1-11-1 WORK FATIGUE

ASS1

Workers work with organization in long period is less likely to absent as they feel they have responsibility to the

organization. F1-4-2 TENURE

Illness such as fever, flu and back pain cause workers cannot work. F1-5-1 ILLNESS AND DISEASE

Worker absent because sometimes feel lazy to work. F1-6-5 PERSONAL ATTITUDE

Worker absent is due to we have to go to bank to send money to family. Absent is also due to back hometown to visit

family because of missing them. F1-8-2 FAMILY RESPONSIBILITIES

Feel salary is too low but with long working hour. F1-14-2 LOW WAGES

Some minor injury such as finger cut can also cause worker unable to work even though it is lighten job. F1-15-1 WORK RELATED INJURY

176

ASS2

Workers with old age more often absent as old workers easier to feel tired and require more rest day than young workers. F1-2-1 AGE

Illness such as fever and flu cannot work under hot weather, therefore will normally absent from work. F1-5-1 ILLNESS AND DISEASE

Sometimes in a bad mood due to bad thing happen will caused no mood to work and therefore absent in that day. F1-6-5 PERSONAL ATTITUDE

Every month after getting of salary will absent from work due to need go to the bank to transfer money for family. F1-8-1 FAMILY RESPONSIBILITIES

Injury such as finger injured, leg injured, back pain can cause workers unable to work due to painful and then choose for

absenteeism. F1-15-1 WORK RELATED INJURY

ASS3

High fever, flu and cough are the most common illness that caused workers unable present to work and will become

absenteeism as illness normally occurs unexpectedly. F1-5-1 ILLNESS AND DISEASE

Back hometown when emergency thing happen among family. F1-8-1 FAMILY RESPONSIBILITIES

Absent from work due to feel tiredness when working overtime in previous night. F1-11-1 WORK FATIGUE

Dissatisfy with current job scope and dislike to repeat the same work. F1-12-2 JOB SATISFACTION

When workers injured, they will stay at home because wound require time to recover. F1-15-1 WORK RELATED INJURY

AUS1

Older workers tend to have poor health, sometimes they absent due to their own bad condition in health. F1-2-1 AGE

Minor illness such as fever and flu cause uncomfortable and exhausting, this lead workers choose to be absent from work. F1-5-1 ILLNESS AND DISEASE

Absent from work due to lazy to wake up especially during the raining day. F1-6-5 PERSONAL ATTITUDE

Working overtime until midnight thus not enough time to sleep and then absent in the next working day. F1-11-1 WORK FATIGUE

Small amount of salary cannot fulfill workers because small salary is necessary used for daily expenses and also send back

to family. Therefore, holding part time job is necessary so that salary will be enough to deal with total expenses. However,

holding part time job caused frequent absence of workers due to fatigue or the thought of working on site is not only the

source of salary.

F1-14-1 LOW WAGES

Incompetent using of tool and equipment to implement construction work caused severe injury and hospitalization. F1-15-1 WORK RELATED INJURY

AUS2

Workers with fever, cough or flu will absent from work if they feel uncomfortable to work. F1-5-1 ILLNESS AND DISEASE

Cheerless mood can cause feeling of unhappy and this bad mood tends to lead workers absence from work. F1-6-5 PERSONAL ATTITUDE

Taking alcohol become necessary when celebration of new year and the celebration normally until midnight, this caused

workers unable wake up in the morning. F1-7-1 SUBSTANCE ABUSE

Limitation of time to complete the task that assigned by supervisor can lead to stress and anxiety. F1-10-1 WORK STRESS

Low wages incompatible with long working hour, therefore workers choose to absent from work due to they thought it is

not worth. F1-14-2 LOW WAGES

Fall from height caused bone broken and then unable to work for long time. F1-15-1 WORK RELATED INJURY

Workers suffer from illness will absent from work as they are incapable to work. F1-5-2 ILLNESS AND DISEASE

Absenteeism occur due to family is our responsibility and therefore back hometown to visit family is a must. F1-8-1 FAMILY RESPONSIBILITIES

177

AUS3

Long working hour plus the construction work is rushed can lead to stress of workers. Workers tend to release stress will

normally choose to absent from work. F1-10-3 WORK STRESS

Absenteeism occur due to some construction work essential large amount of energy, therefore need time to recover the

loss of energy. F1-11-2 WORK FATIGUE

Extreme high temperature caused working under hot condition and this caused headache of workers and consequently

absenteeism occur. F1-13-1 POOR WORKING CONDITION

B1

Large amount of workers absent is normally because of fever. Fever caused their body becomes weak due to the immune

system in their body becomes low. Since they cannot afford for work due to the lack of energy, they will eventually

choose to absent from work.

F1-5-2

ILLNESS AND DISEASE

Accident sometimes is unavoidable in construction site and this had cause injury to worker and makes them unable to

present themself for work. The example of accident occurred on site include worker accidentally stepped on a nail. F1-15-1

WORK RELATED INJURY

At the beginning of each month especially payday, workers will usually absent themselves from work because they have

to go to the bank in town for sending money to their hometown. F1-8-1

FAMILY RESPONSIBILITIES

Absenteeism sometimes is also due to workers fatigue especially when they work overtime and since they are not enough

rest as a result of work in long hour. Therefore they will normally absent half or one day in the next day. F1-11-1

WORK FATIGUE

Worker absent is also depend on their attitude at that day. For example, sometimes they feel like no mood to go for work

or lazy for work. These irresponsible attitudes cause them absent without any reason or permission. F1-6-5

PERSONAL ATTITUDE

Low income is one of important factors that cause absenteeism of worker because the purpose of workers working is to

get money. If salary is not enough to manage their expenses, they will choose to drop the job and the attitude that will

start to show up is absent from work or lateness for work without any notice.

F1-14-2 LOW WAGES

BS1

Older workers normally have more illness and less energetic than younger workers, therefore older workers generally

require more rest than younger workers and will absent more often when compared with younger workers. F1-2-1 AGE

Illness causes workers unable to work, illness mostly fever, cough, colds or heat stroke when weather is too hot. F1-5-1 ILLNESS AND DISEASE

Negative attitude such as lazy or moody will sometimes make me feel bored against work and then absent from work. F1-6-3 PERSONAL ATTITUDE

Absent from work due to back hometown when receiving notice that children or parents is sick. F1-8-2 FAMILY RESPONSIBILITIES

Superior gives a specific deadline to complete the large amount of work can lead to stress of workers which will

eventually absent in the next day. F1-10-1 WORK STRESS

Not enough for live expenses. F1-14-2 LOW WAGES

BS2

Worker absent due to they work only short period with organization and they will absent more often because they think

they are only temporary worker in the company, attendance is not important. F1-4-1 TENURE

Sometimes have no mood to work without any reason. F1-6-5 PERSONAL ATTITUDE

Absent when need to go to the bank to send money to hometown or when responsibility to take care of children or parent

is needed. F1-8-1 FAMILY RESPONSIBILITIES

Too much work with short time limit can lead to stress of workers. F1-10-1 WORK STRESS

Too much work and need work overtime cause no enough rest. F1-11-3 WORK FATIGUE

178

Feel that low income but work in long hour. F1-14-2 LOW WAGES

Unhappy with the current job situation due to already work many years with the organization. F1-12-1 JOB SATISFACTION

BS3

Minor illnesses such as cough, flu and fever caused workers become weaker and have no energy to work, this caused

workers absent from work as they are not feeling well and will not in good state even presence to work. F1-5-1 ILLNESS AND DISEASE

Too much work with large pressure from superior. F1-10-1 WORK STRESS

Long working hour can lead to tiredness of workers. When workers tend to obtain sufficient rest, they will choose to

absent themselves from work. F1-11-1 WORK FATIGUE

No enough money and choose to search another job. F1-14-1 LOW WAGES

Unsatisfied and unhappy with the current job. F1-12-1 JOB SATISFACTION

Absenteeism occurs due to worker injured so that it caused them unable to work. F1-15-1 WORK RELATED INJURY

BSS1

If getting sick such as flu and high fever and then unable to work will choose to stay at home rather than working. F1-5-1 ILLNESS AND DISEASE

Work overload can lead to stress of workers especially when the project is rushing. Stressful working environment can

make the workers absent from work. F1-10-1 WORK STRESS

Work in long hour can lead to tiredness and exhaustion of workers. Tiredness caused them absent from work in order to

obtain the sufficient sleep and rest. F1-11-1 WORK FATIGUE

Work in extreme temperature such as too hot. F1-13-1 POOR WORKING CONDITION

Physical discomfort that caused by the minor injury such as finger injured, leg injured, back pain can cause workers

unable to work and they will absent continuously until it is recover. F1-15-1

WORK RELATED INJURY

BSS2

Older worker usually have more chances to suffer illness than young worker, for example, back pain, headache or head

dizzy. Therefore, older workers usually have high absence rate as they require more rest compared with younger workers. F1-2-1 AGE

Illness such as cough or colds caused worker cannot work. F1-5-1 ILLNESS AND DISEASE

No mood to work due to late salary payment. F1-6-5 PERSONAL ATTITUDE

Too much pressure due to too much work. F1-10-1 WORK STRESS

Absent from work due to back hometown visit family. F1-8-1 FAMILY RESPONSIBILITIES

Worker injured caused they cannot present for work. F1-15-1 WORK RELATED INJURY

BSS3

Worker absent is due to they work with organization in only short range period and they are still not used to their job and

also company and always absent to look for better job. F1-4-1 TENURE

Illness such as cough or fever can cause absenteeism of worker. F1-5-1 ILLNESS AND DISEASE

Absent once in every month in order to go to the bank for sending money back to hometown. F1-8-1 FAMILY RESPONSIBILITIES

Work in long hour especially working overtime when project is rushing caused over fatigue in both physical and

psychological, workers will generally absent in the next day for obtaining sufficient rest. F1-11-1 WORK FATIGUE

Work in poor environment, sometimes it is too hot and lack of adequate ventilation. F1-13-1 POOR WORKING CONDITION

179

Injury such as broken bones cause worker unable to work. F1-15-1 WORK RELATED INJURY

BUS1

Worker with old age absent more often due to they are more likely to suffer illness than young worker. F1-2-1 AGE

Worker with high education will absent more often as salary is too low for them. F1-3-4 EDUCATION

Fever or cough caused worker absent from work due to lack of energy to work. F1-5-1 ILLNESS AND DISEASE

When workers start to feel bored in their job, they start to shows their negative attitude in work which is absent from

work. F1-6-3 PERSONAL ATTITUDE

Absent to handle family matter such as transfer money back to hometown. F1-8-1 FAMILY RESPONSIBILITIES

Sometimes face transport difficulties such as no transportation when planned to back from hometown to work. F1-9-1 TRANSPORTATION

PROBLEM

Low income with long working hour. F1-14-2 LOW WAGES

Careless of workers can lead to minor accident in the workplace and workers who are injured will not be able to work. F1-15-1 WORK RELATED INJURY

BUS2

Worker with high education will absent more often as salary is too low for them. F1-3-4 EDUCATION

Illness can cause worker absent from work, the example of illness include fever, flu, dengue, heat stroke, etc. F1-5-1 ILLNESS AND DISEASE

No enough rest due to working overtime when construction progress is below schedule. F1-11-3 WORK FATIGUE

Working under hot condition as a result of the extreme hot weather caused headache of workers. This caused them choose

to absent from work. F1-13-1 POOR WORKING CONDITION

Low salary with long working hour. F1-14-2 LOW WAGES

BUS3

Woman is more likely to suffer illness than men due to period pain or stomachache. Women is also more easier to feel

tired than men due to we have to cook for family and need to wake up early every morning F1-1-2 GENDER

Illness such as period pain and headache cause worker especially female unable to work as schedule. F1-5-1 ILLNESS AND DISEASE

Sometimes workers feel mood less to work will eventually absent themselves in that day. F1-6-5 PERSONAL ATTITUDE

When child is ill, it is needed to take care of illness children and house chores also need to complete before work. If there

is no enough time, absent from work is chosen. F1-8-2 FAMILY RESPONSIBILITIES

Too much work and pressure can lead to stress of workers. This caused the worker lack of interest in doing job which can

then lead to absence from work F1-10-1 WORK STRESS

Workers work long hour without sufficient rest can lead to exhaustion of workers. This caused the workers absence from

work so as to obtain the proper rest at home. F1-11-1 WORK FATIGUE

Absenteeism due to excessive heat lead to headache and dust fumes lead to nasal allergies. F1-13-1 POOR WORKING CONDITION

Illness especially fever can cause employee absence from work due to workers always work under the hot weather.

Besides, for those workers who live in Centralised Labour Quarters (CLQ) more easily suffer from dengue fever due to

foreign construction workers normally lack of clean awareness that lead to mosquitoes breeding and this will cause

sufferer unable to work.

F1-5-1 ILLNESS AND DISEASE

180

C1

Younger workers tend to have less responsibility than younger workers. They like to do whatever they want. For example,

they attend for work by following their mood. Therefore, younger workers tend to have low attendance compared to older

workers.

F1-2-3 AGE

One of the reasons for workers absence is work fatigue. This is due to workers having long working hour that is either

caused by heavy workload or the project is in rushing. F1-11-1 WORK FATIGUE

Workers absence also influenced by their attitude. This is because construction workers who stay at hostel are mostly lack

of discipline. For example, when they are celebrating their big day, gambling will occur. In addition, when they are happy,

these activities will continuously until midnight. By having this negative attitude, those workers will absent in the next

morning due to insufficient rest.

F1-6-2 PERSONAL ATTITUDE

When workers are happy and tend to celebrate some festival, alcoholism will occur. This can lead to severe headache in

the next morning that caused by drinking an excess of alcohol. At last, this side-effect can cause workers absent from

work.

F1-7-1 SUBSTANCE ABUSE

Workers can sometimes absent for a long time which is 1 week or 2 weeks due to serious illness of family member. This

forced them require to back hometown to take care of their family member. F1-8-2 FAMILY RESPONSIBILITIES

Construction workers who stay at Centralised Labour Quarters (CLQ) can have transportation problem due to there are

some distance from the work location. If breakdown of transportation occur, they might late or choose to absent on that

day.

F1-9-2 TRANSPORTATION

PROBLEM

Salary too low can make workers have a feeling of insignificant. Then, this caused them absent at any time or absent by

following their mood as low salary usually have low opportunity cost. They prefer rest at home rather than to work. F1-14-2 LOW WAGES

Accidentally fall, back pain or foot swelling usually caused workers absent from work because they need time to recover

and require resting at hostel. F1-15-1 WORK RELATED INJURY

CS1

Workers with old age tend to absent from work. This is due to older workers more easily to feel tired especially after

working overtime. However, if older workers remain present for work in the next day, insufficient rest can make those

older workers more easily to expose with illness and then absent in the consecutive days.

F1-2-1 AGE

The most common illness that caused workers unable to work is fever. This is because fever will have high body

temperature and since construction workers are mostly work under extreme hot weather, this caused utmost uncomfortable

and headache to workers.


Negative attitude usually lead workers more easily to feel moody, this caused them absence from work without any

reason. F1-6-2 PERSONAL ATTITUDE

Some workers have bad habit when they are in happy or in sad condition, which is alcoholism. This bad habit can lead to

absence of workers due to workers require longer time to sober up. F1-7-1 SUBSTANCE ABUSE

When children or parents are ill, it is necessary to absent from work to back hometown to visit family. F1-8-2 FAMILY RESPONSIBILITIES

Long working hour and overwork can lead to physical exhaustion because of lack of energy or strength. Therefore,

workers usually absent in the next day to obtain enough rest. F1-11-1 WORK FATIGUE

Younger workers tend to absence from work and increase the absenteeism rate. This is because younger workers are less

mature and less discipline and they usually seen the social and leisure activities as the most importance. For example,

younger workers tend to enjoy their life by having happy hour until late night. Sometimes, they drunk at happy hour and

this caused them absent from work in the next day as they will suffer from uncomfortable feeling such as headache or the

F1-2-2 AGE

181

CS2

hangover effect if consumed in excess.

Workers who work only short period with organization tend to absent from work due to they often think of that the

confirmation period have not passed yet. F1-4-1 TENURE

Some workers absent often when they are not satisfied with the job. Job dissatisfaction can be result from the lack of

motivation such as lack of advancement opportunities and raising wages, this tends to make them in low spirit and thus

absent from work

F1-12-3 JOB SATISFACTION

Some workers from specific country tend to drinks a lot of alcohol. Taking wine and beer becomes a must for them to

release their stress, unhappy feelings or to celebrate their big day. Since alcoholism can give the negative effects for those

workers, they will absent themselves from work.

F1-7-1 SUBSTANCE ABUSE

Construction workers normally have long working hour and the working hour even longer when workers require working

overtime. This can sometimes lead to not only mental fatigue but also physical fatigue as most of construction workers

have to stand long hour throughout the working time. Workers may have symptom of muscle pain or tiredness make them


F1-11-1 WORK FATIGUE

Low salary usually accompanied with the long working hour, sometimes this factor make workers choose to rest at hostel.

This is because in their mind, they just forgo the small amount of salary. F1-14-2 LOW WAGES

When injury of workers happens, they will absent from work and stay at home until the recovery of wound. F1-15-1 WORK RELATED INJURY

CS3

Illness such as fever and flu caused uncomfortable and exhausted feeling for workers, this caused worker unable to

presence for work. F1-5-1 ILLNESS AND DISEASE

Every month after getting of salary will absent from work as need to back hometown to visit family. F1-8-1 FAMILY RESPONSIBILITIES

Workers will absent from work when they are insufficient rest after working overtime in previous night. F1-11-3 WORK FATIGUE

Extreme hot weather accompanied with the crowded environment caused headache of workers and sometimes affect the

worker’s mood to work. F1-13-1 POOR WORKING CONDITION

CSS1

Illness typically caused weakness, fatigue and also lack of physical strength. This feeling usually make them refuse to

work and thus absent on that day. F1-5-2 ILLNESS AND DISEASE

Workers with laziness attitude usually accompanied with refuse work syndrome. This attitude make them lazy to move

and lazy to do anything and thus they will choose to absent from work. F1-6-5 PERSONAL ATTITUDE

Workers mostly absent during payday due to they want go to the bank for sending money back to hometown. F1-8-1 FAMILY RESPONSIBILITIES

Minor injury usually occurs in construction site and this caused absence of workers as they are unable to work in the short

term period. F1-15-1 WORK RELATED INJURY

CSS2

Worker who works with organization in short period often absent from work due to they think they will not stay in the

organization in long term period. F1-4-1 TENURE

Absence from work is sometimes due to the lack of the transportation. This is because there are some distances between

the workplace and housing accommodation provided by the organization. F1-9-1

TRANSPORTATION

PROBLEM

When project is rushing, this can lead to the pressure as there is substantial workload needed to be catch up in the specific

time. In addition, when superior is under stress, they will usually turn the stress to workers by scolding workers. All of

these actions can lead workers to the stressful condition and then absent from work.

F1-10-1 WORK STRESS

182

Low paid workers but with the expectation for getting the higher salary will often absent from work. They choose to

absent from work in order to show the unhappy feeling to the superior. F1-14-2 LOW WAGES

CSS3

Younger workers have higher absence rate than older workers due to younger workers are more uncertainty. They like to

do whatever they want and is less likely to take the consideration as a whole. F1-2-3 AGE

Laziness can cause workers absence from work as they always refuse to work by making excuses for the desire for more

rest and relaxation. F1-6-5 PERSONAL ATTITUDE

Vast amount of work that needs to be completed on time require the workers to work overtime, this caused workers lack

of sleeping and rest. Then, workers will generally absent in the next working day. F1-11-3 WORK FATIGUE

Low salary cannot cover the expenses of workers as it is needed use for daily expenses and also send back to family.

Therefore, holding part time job is essential to earn the sufficient income to deal with total expenses. However, this caused

frequent absence of workers as workers’ tiredness is generally caused by holding the part time job.

F1-14-1 LOW WAGES

Careless of workers can lead to minor accident occur in construction site and workers who are injured will not be able to

work for a certain period of time. F1-15-1 WORK RELATED INJURY

CUS1

Illness can have uncomfortable feeling that caused unable to concentrate at work. The illness examples are mostly fever,

cold, flus, headaches and stomach upsets. F1-5-1 ILLNESS AND DISEASE

To carry out the responsibilities as child and husband, salary that issued on payday is necessary to send back to hometown.

Therefore, workers will normally absent during payday so that they can to the bank for transferring money to family. F1-8-1 FAMILY RESPONSIBILITIES

Transportation can be a reason of absence due to there is some distances between housing accommodation and work

location. Workers will absent from work if breakdown of transportation occurs such as bicycle malfunction. F1-9-2

TRANSPORTATION

PROBLEM

Minor or major accident in construction site can cause workers unable to work. The most common construction site

accidents are slips and fall, minor cut, fall from height or scaffolding. All accidents can lead to absence of workers as the

injured workers require some time to recover.

F1-15-1 WORK RELATED INJURY

CUS2

Younger workers absent more often than older workers as younger workers usually equipped with the characteristics of

uncertainty which tend to do whatever they like. For example, they can absent from work without any reason. F1-2-3 AGE

Minor illness such as fever and flu cause uncomfortable and sleepy, this lead workers choose to be absent from work. F1-5-1 ILLNESS AND DISEASE

When workers are in a bad mood due to bad thing happen will caused them have no mood to work and therefore absent in

that day. F1-6-5 PERSONAL ATTITUDE

Most workers work overtime until midnight when the project is rushing, this caused workers not enough time to sleep and

then absent in the next working day. F1-11-1 WORK FATIGUE

When workers injured, they will stay at home because the wound require time to recover. F1-15-1 WORK RELATED INJURY

CUS3

Weather especially rainy day can cause the laziness of workers and this can affect the intention of workers for work. This

is because they think that rainy day cannot proceed to work and the comfortable weather is suitable to stay at home. F1-6-5 PERSONAL ATTITUDE

Workers will generally absent from work once in a month because they need to go to the bank for sending money back to

family who lives in hometown. F1-8-1 FAMILY RESPONSIBILITIES





183

D1

Older workers usually have higher risk and more easily to expose for injuries and illnesses. In addition, older workers are

less energized and more easily to feel tired compared to younger workers. All these reasons may cause those workers with

old age absent from work due to they tend to experience trunk, back, shoulder and knee injuries than younger workers and

require to rest at home.

F1-2-1 AGE

Workers who work with organization in relatively short period tend to absent more regularly than those workers who work

with organization in a longer period. This is normally due to workers with shorter tenure haven't reach the confirmation

period.

F1-4-1 TENURE

Workers absent from work is usually due to illness that caused them uncomfortable and then unable to work. The most

common illness among construction workers in construction site is fever and flu. F1-5-1 ILLNESS AND DISEASE

Some workers absent from work are due to their negative attitude. For example, laziness caused them unwilling to work or

unwilling to use their energy, therefore absenteeism of workers occurred. F1-6-2 PERSONAL ATTITUDE

Among construction workers, Nepal workers tend to gathering together for alcoholism. They normally will absent in the

next day due to alcoholism can cause headache and caused workers unable to report for work. F1-7-1 SUBSTANCE ABUSE

For those workers who have excessive money will back hometown and the return period usually take a relatively long

time which is normally one to two weeks. F1-8-1 FAMILY RESPONSIBILITIES

There are sometimes when other co-worker absence, workers who presence to work have to help in completing the task of

co-worker. This result the workers have long working hour and require working overtime. Intense fatigue can cause

worker absent in the next day due to insufficient rest.


Low salary given to workers might not enough for their expenses as well as send money to family. This forced them work

multiple job to earn more money. Else, they will try search other organization for the better salary. These reason caused

those workers absent from work.

F1-14-1 LOW WAGES

Non-fatal accident can usually occur in construction site which then caused non-fatal injury. Those accidents can be

falling from roofs, ladder, scaffolding, stairways and holes in flooring. This will not lead to death but this can cause

workers unable to work and thus absent from work.


DS1

Older workers more easily to expose with illness and therefore workers with old age tend to have high absence rate F1-2-1 AGE

Foreign workers who work in construction site usually have greater family responsibilities. Those workers normally will

absent on the day of salary issued as they have go to the bank for transferring money to family F1-8-1 FAMILY RESPONSIBILITIES

Worker who work overtime without rest can lead to over fatigue. If they feel like not enough rest and tend to have rest,

then will absent in the next day F1-11-1 WORK FATIGUE

It is mainly depend on the human behaviour, human prefer to pursue the good things and to avoid bad things. Workers are

not satisfied with job is usually due to lack of motivation such as lack of recognition and raising wages, this tends to make

them have negative feeling and thus absent from work


Some workers thought that low salary with long working hour is not worth, therefore they will not considered working as

the most important thing they have to do, sometimes they prefer to enjoy life rather than working F1-14-2 LOW WAGES

Injured workers with minor injury require time to recover. Minor injury that mostly occurs in site include hand injury that

caused by cutting rebar or hit by nails, fall from height. During recovery period, they will absent from work. F1-15-1 WORK RELATED INJURY

Older workers usually have less energy and easier to feel exhausted, therefore they tend to absent more often in order to

achieve the physical recovery. F1-2-1 AGE

184

DS2

Workers who work in organization with only short term period tends to absent from work. This is due to those workers

still not used to work for the organization. F1-4-1 TENURE

Illness such as fever and cough caused workers absence from work due to lack of physical comfort. F1-5-1 ILLNESS AND DISEASE

Worker’s negative attitude can lead to negative feeling against work, this caused them have no mood and thus refuse to


Some workers have alcoholism habit can lead to frequent absenteeism as this habit can usually cause headache in the next

morning. F1-7-1 SUBSTANCE ABUSE

Poor working condition which is work under extreme hot weather can lead to dehydration and headache which caused

workers absence from work. F1-13-1 POOR WORKING CONDITION

DS3

Superior gives a specific deadline for workers to complete the work so that the project will be completed on time. This can

lead to the stress of workers. Stressful working environment caused workers to avoid going into work. F1-10-1 WORK STRESS

Low salary cannot deal with the live expenses of workers and also the household expenses that workers have to send back

to their hometown. Therefore, they have to do another job in order to increase the monthly income. Long working hour

results in workers being tired and exhausted which then absence in next working day.

F1-14-1 LOW WAGES

DSS1

Younger workers are more playful than older workers. They tend to enjoy their life and prefer to have the leisure activities

regardless of it is during weekend or weekday, this caused them absent often during working day. F1-2-2 AGE

Workers with high educational attainment absent more often than low educated workers, this is due to they are unpleased

with the current job status. F1-3-4 EDUCATION

The common illness that suffered by the construction workers in construction site are fever, flu, dengue fever and heat

stroke. This can cause workers uncomfortable and lack of energy for work which will then choose to absent from work. F1-5-1 ILLNESS AND DISEASE

Some workers have bad habit when they are in happy or in sad condition, which is alcoholism. This bad habit can lead to

absence of workers due to workers require longer time to sober up. F1-7-1 SUBSTANCE ABUSE

For those workers who have excessive money will back hometown and the return period usually take a relatively long

time which is normally one to two weeks. F1-8-1 FAMILY RESPONSIBILITIES

Absenteeism occurs due to some construction work essential large amount of energy. Due to the large amount of energy

consumption, it requires time for rest in order to recover the loss of energy. F1-11-3 WORK FATIGUE

DSS2

No transportation to work due to missed the transportation provided by company can also cause absenteeism. F1-9-1 TRANSPORTATION

PROBLEM

Workers scolded by superior added more stress for the working environment, this lead to the absence from work due to

workers refuse to work with superior. F1-10-1 WORK STRESS

Overwork lead to tiredness of workers. When they cannot afford to present for work and wish to obtain the sufficient rest

will absent from work. F1-11-3 WORK FATIGUE

The illness that mostly suffered by the workers in construction site are fever, flu and cough. Illness can weaken the

immune system which caused body become weaker. Workers will generally absent and choose to rest at home. F1-5-2 ILLNESS AND DISEASE

Laziness arises is mostly associated with the weather especially raining day. This is because raining day is comfortable

and suitable to have a nice sleep at home. This feeling makes the workers lazy for work. F1-6-5 PERSONAL ATTITUDE

When children or parents are ill, it is necessary to absent from work to back hometown to visit family. F1-8-2 FAMILY RESPONSIBILITIES

185

DSS3

When project is rushing, this can lead to the pressure as there is substantial workload needed to be catch up in the specific

time. Stressful working environment can cause workers absent from work. F1-10-1 WORK STRESS

Construction workers normally have long working hour and the working hour even longer when workers require to work

overtime. This can sometimes lead to not only mental fatigue but also physical fatigue as most of construction workers

have to stand long hour throughout the working time. Workers may have symptom of muscle pain or tiredness make them



Careless of workers can lead to minor accident occur in construction site and workers who are injured will not be able to

work for a certain period of time. F1-15-1 WORK RELATED INJURY

DUS1

Minor illnesses such as cough, flu and fever caused workers become weaker and have no energy to work, this caused

workers absent from work as they are not feeling well and will not in good state even presence to work. F1-5-1 ILLNESS AND DISEASE

Family responsibilities are also a factor causing employee absenteeism because sometimes worker need to taking care of

their family members who are in illness. F1-8-2 FAMILY RESPONSIBILITIES


Minor or major accident in construction site can cause workers unable to work. The most common construction site

accidents are slips and fall, minor cut, fall from height or scaffolding. All accidents can lead to absence of workers as the

injured workers require some time to recover.


DUS2

Workers who work few months only with organization may tend to absent more often due to they have not passed the

probation period yet. F1-4-1 TENURE

Workers in negative mood or bad mood will absent from work as depression or emotional feeling can disturb their

intention for work. F1-6-5 PERSONAL ATTITUDE

Overwork lead to tiredness of workers. When they cannot afford to presence for work and wish to obtain the sufficient rest




DUS3

When workers start to feel bored in their job, they start to shows their negative attitude in work which is absent from





Some workers absent often when they are not satisfied with the job. Job dissatisfaction can be result from the lack of

motivation such as lack of advancement opportunities and raising wages, this tends to make them in low spirit and thus

absent from work.


Older workers have less energy than younger workers. Besides, energy consumption of older workers is usually faster than

younger workers especially work on night shifts. If older workers work overtime, they normally will absent themselves on

the next day.

F1-2-1 AGE

Illness is one of major factors contributed to employee absenteeism. Absenteeism of workers usually related to weather.

This can be explained with the extreme weather such as drought or torrential rain caused workers get sick and then leads

to high rate of employee absenteeism.


186

E1

Some workers show negative work attitude after getting scolded by superior in which they absent themselves in the next

day without notification. Some workers also show their arrogant attitude when certain work is rushing to complete. F1-6-2 PERSONAL ATTITUDE

Some workers drink alcohol to celebrate their big day until midnight, this had caused those workers unable to wake up in

the next early morning and then choose absent from work. F1-7-1 SUBSTANCE ABUSE

After getting the salary, they will go to bank for transferring money to hometown, hence they will normally absent half to

one day without notified to superior. F1-8-1 FAMILY RESPONSIBILITIES

Due to the accommodation of workers is 10 minutes to 20 minutes far from the working site, the bus transportation had

arranged for those workers. However, if they missed the bus and no transportation to work, they will absent from work on

that day.

F1-9-1 TRANSPORTATION

PROBLEM

When the project is rushing, construction workers require working overtime. For some workers who feel tired on the next

day will absent themselves on the next working day. F1-11-1 WORK FATIGUE

Everyone especially workers like to be praised or encouraged instead of scolded by superior, if they are not satisfied with

their job or working environment, workers will be less motivated and tend to often absent for work. F1-12-3 JOB SATISFACTION

Under hot weather, workers such as roofer can be dehydrated and caused headache, this can cause them unable to work in

the next day. Besides, electric welder can sometimes absent due to eyes getting hurt when welding shield glass is not

provided to them.

F1-13-1 POOR WORKING CONDITION

ES1

Workers with high educational attainment absent more often than low educated workers, this is due to they are unpleased

with the current job status. F1-3-4 EDUCATION

Absent due to back hometown to solve family matter. F1-8-1 FAMILY RESPONSIBILITIES

Absenteeism occurs due to some construction work essential large amount of energy. Due to the large amount of energy

consumption, it needs time for rest in order to recover the loss of energy. F1-11-3 WORK FATIGUE

ES2

Sometimes workers wake up late due to laziness or emotional, and then choose to absent at the end. F1-6-5 PERSONAL ATTITUDE

Minor injury such as finger cut can usually occur during working especially glazier who mostly uses hand to work. F1-15-1 WORK RELATED INJURY

If fever and flu become worsen and can affect the ability to work, workers will choose to absent on that day. F1-5-1 ILLNESS AND DISEASE

Small numbers of workers take alcohol as their happy hour, those workers normally absent in the next working day. F1-7-1 SUBSTANCE ABUSE

ES3

Physical strength of old workers tend to be low than younger workers. Old workers absent more frequent due to majority

of them easier to feel tired. F1-2-1 AGE

Workers who work few months only with organization may tend to absent more often due to they have not passed the

probation period yet. F1-4-1 TENURE

Illness caused workers unable to work. F1-5-1 ILLNESS AND DISEASE

Sometimes absent due to family responsibilities such as back hometown to visit family or go to the bank for transfer

money to them. F1-8-1 FAMILY RESPONSIBILITIES

Work long hour and overtime can cause absenteeism due to no enough rest. F1-11-1 WORK FATIGUE

ESS1 Cough, flu and fever caused workers unable to go for work as they are not feeling well and lack of energy to work. F1-5-1 ILLNESS AND DISEASE

When family matter become serious, will back hometown and absent few days. F1-8-1 FAMILY RESPONSIBILITIES

187

Hand injured, feet injured and bank pain also causes workers absence for work. F1-15-1 WORK RELATED INJURY

ESS2

Every month will absence at least half to one day due to went to the bank for transferring money to parents and wife. F1-8-1 FAMILY RESPONSIBILITIES

Sometimes work overtime in previous night and if feel tired in the next morning will generally absent on that day. F1-11-1 WORK FATIGUE

Minor injury is most common type occur in construction site. For example, finger cut or hand sprain caused workers

unable to work. F1-15-1 WORK RELATED INJURY

ESS3

If getting sick such as flu and high fever and then unable to work will choose to stay at home rather than working. F1-5-1 ILLNESS AND DISEASE

Workers in negative mood or bad mood will absent from work as depression or emotional feeling can disturb their

intention for work. F1-6-5 PERSONAL ATTITUDE

No transportation to work due to miss the transportation provided by company can also cause absenteeism. F1-9-1 TRANSPORTATION

PROBLEM

EUS1

Older workers have higher absence rate than younger workers due to they have lower energy and easier to tire compared

to younger workers. F1-2-1 AGE



Some kind of minor injury caused workers unable to work especially hand injured, this will normally absent in the next

day. F1-15-1 WORK RELATED INJURY

EUS2

Wages too low but have to work long hour, they choose to absent from work in order to show the unhappy feeling to

supervisor. F1-14-2 LOW WAGES

Most workers work overtime until midnight when the project is rushing, this caused workers not enough time to sleep and

then absent in the next working day. F1-11-1 WORK FATIGUE

EUS3

Sometimes missed the bus, then due to no transportation to work, choose to absent on that day. F1-9-1 TRANSPORTATION

PROBLEM



Overwork lead to tiredness of workers. When they cannot afford to present for work and wish to obtain the sufficient rest


Either minor or major injury can lead workers absent in the next working day. F1-15-1 WORK RELATED INJURY

188


Section C: Effects of employee absenteeism in construction site towards organization


A1

Other staff shows negative attitude as they need to cover the job scope of the person who always absent from work. E1-4-1 LOW EMPLOYEE MORALE

Absent worker is normally replaced by the coworker who has different job scope with the absent worker. Due to coworker

is not as proficient as absent worker, loss of productivity sometimes occurred. E1-1-2

REDUCED LEVEL OF

ORGANIZATION

PRODUCTIVITY

B1

Absenteeism of worker can lead to construction progress delay. Progress delay is due to loss of productivity as a result of

worker absenteeism. E1-1-1

REDUCED LEVEL OF

ORGANIZATION

PRODUCTIVITY

Conflict arises among workers due to absenteeism of worker can delay other workers’ work. E1-4-1 LOW EMPLOYEE MORALE

Absenteeism of worker result lack of worker in performing specific task and since the task is required to complete in

specific date, therefore the rest of workers are forced to be rushed in order to complete the task. This had led to the poor

quality and performance of construction work.

E1-2-1 WORK QUALITY

DETERIORATION

Organization cost increased due to the loss of productivity and also the overtime payment to the workers who cover the

work of the absent worker. E1-5-4 INCREASE COST

Organization profit will be reduced due to organization cost increase. Besides, profit also reduces as a result of the

construction progress delay and the delay had caused loss of claim to the organization. E1-6-1

REDUCED PROFITABILITY

OF ORGANIZATION

C1

Workers absent caused a specific work requires longer time to complete and is directly reduced overall productivity. In

addition, if project is in rushing, working overtime is needed. This can also reduce the overall productivity due to long

working hour can cause fatigue to workers.

E1-1-1

REDUCED LEVEL OF

ORGANIZATION

PRODUCTIVITY

Workers feel stress on the job when they have to cover the workload of coworker who absences on that day. Stress of

workers can then reduce the efficiency of workers. E1-3-1

STRESS ON THOSE

CARRYING ADDITIONAL

WORKLOAD

Organization cost increase due to workers absent might affect productivity. Working overtime is needed to catch up the

progress and therefore paying overtime to workers can lead to higher cost of organization. E1-5-4 INCREASE COST

Since paying overtime to workers is needed to catch up the same productivity, the higher cost incurred reduce the

organization profitability. E1-6-1


OF ORGANIZATION

D1

Productivity reduced when absenteeism of workers occur. This can be explained in two situations. First, when only one or

two workers absent, workers who present to work have to help the absent worker in completing their task. This can cause

the worker fatigue due to double job need to be done. Long working hour can reduce productivity of worker. Second, there

are relatively large amount of workers absent on payday due to workers will go to bank for sending money back to

hometown. Thus, temporary replacement workers are needed to replace those workers and due to those replacement

workers are not proficient, loss of productivity will occur.

E1-1-2

E1-1-4

REDUCED LEVEL OF

ORGANIZATION

PRODUCTIVITY

Sometimes skilled workers absent will be replaced by semi-skilled workers or unskilled workers, due to the work are not

specialty of semi-skilled workers or unskilled workers, this can caused the work completed with poor quality. E1-2-1

WORK QUALITY

DETERIORATION

189

Dispute between coworkers takes place. This is due to one worker keep absent from work result another worker requires

to carry additional workload. E1-4-1 LOW EMPLOYEE MORALE

Organization cost increased due to it is needed to remedy the poor quality work, the double work can increase the overall

cost of project. Besides, it is also need to catch up the progress to cover the loss of productivity by increase more

manpower and also working overtime. By increasing the manpower and payment of overtime, this has contributed to

higher cost of organization.

E1-5-4

E1-5-5 INCREASE COST

Increase of manpower and payment overtime is used to catch up the progress. This tends to increase the organization cost.

Organization cost increase will reduce the organization profit. E1-6-1


OF ORGANIZATION

E1

Productivity will be affected as absenteeism of workers can cause the work that should be completed in 2 days become

completed in 3 days. E1-1-1

REDUCED LEVEL OF

ORGANIZATION

PRODUCTIVITY

Absenteeism result poor quality of work. This is because skilled workers absent when project is rushing to complete and

the remaining works are continuous by other unskilled worker. Hence, difference standard of skill caused poor quality of

work.

E1-2-1 WORK QUALITY

DETERIORATION

Conflict between workers arise especially those workers who work as a team. Skilled worker who targeted to complete the

work as soon as possible work with an unskilled worker who always absent can make annoying of skilled worker. Skilled

worker normally request to change the unskilled worker who can have full attendance to work.

E1-4-1 LOW EMPLOYEE MORALE

190


Section D: Strategies used in managing the employee absenteeism in construction site


A1

Encourage workers to achieve full attendance through increasing their salary according to their attendance and also work

performance. S1-1-1 HIGHER WAGES

Give medical checkup to workers and if they work under hot sun ask them drink lots of water and also give them

information about the way to control high blood pressure. S1-2-3 HEALTH PROTECTION

Provide attendance bonus to workers depend on their working hours. Attendance bonus will provide to workers if they

work equally or more as the predetermined working hour. The normal working hour of worker stated in the contract is

from 8.00am to 5.00pm.

S1-5-2 INCENTIVES

Provide essential facilities are important to ensure workers present to work as the provision of facilities such as toilet, rest

shelter, housing accommodation and canteen can bring convenient to workers. S1-6-3

PROVIDE WELFARE

MEASURES

Clearly state the rules and regulation of organization that must be followed by all employees such as the number of leave

days that can be taken by an employee per year. S1-7-1 ATTENDANCE POLICY

B1

Increase salary of workers by making evaluation of worker performance each year. S1-1-2 HIGHER WAGES

Provide medical checkup to workers regularly in order to ensure construction worker are in good health so that

absenteeism can be reduced. S1-2-1 HEALTH PROTECTION

Communicate with the worker who always absent from work through asking them the reason of absent in order to

understand the actual condition of workers and if possible help them to solve problem. S1-3-2 COMMUNICATION

Give warning letters to workers and if absenteeism of worker still remains, salary deduction will take place. S1-4-1 DISCIPLINARY ACTION

Enough facilities are provided such as non-portable type toilet, prayer room, free hostel, canteen and bank can bring

convenient to workers. This can reduce absenteeism in construction site especially when the bank facilities is provided as

workers do not need to absent themselves to bank in town to transfer money to family.

S1-6-3 PROVIDE WELFARE

MEASURES

C1

Communication between workers and superior is very important in construction site. When found that workers absent

continuously without any notification, superior should communicate with workers by asking the reason of absence and

then try to solve their problem so that absenteeism of workers can be reduced and construction project can proceed

smoothly.

S1-3-2 COMMUNICATION

Maximum three warning letter will be issued to the worker who absents continuously without any notification. If the

worker remains absent after the third warning letter issued, the action of suspension from work without pay may be taken. S1-4-1 DISCIPLINARY ACTION

Absenteeism can be reduced through giving incentives to workers who have excellence attendance record or have

excellent work performance. This is because giving incentives to workers is an act of motivation to encourage workers to

work hard and strive.

S1-5-2 INCENTIVES

Provision of welfare to workers also considered as a way to reduce the absenteeism in workplace. For example, provide

housing accommodation and transportation to workers can make them easier to report for work without any difficulty. S1-6-1

PROVIDE WELFARE

MEASURES

Absenteeism can be reduced by increasing the salary of workers. This is due to this can act as workers’ motivation to

encourage workers to work hard and present to work every day. S1-1-1 HIGHER WAGES

191

D1

Health of workers is important to ensure workers able to work daily. Therefore, provision of mosquitoes fogging is

important as this can protect workers from dengue fever. When workers are in good health, they will attend for work. S1-2-2 HEALTH PROTECTION

To understand the real root cause of absenteeism, communication is very important. For example, face to face

communication with workers to ask the reason and try to resolve the problem can reduce the absenteeism problem. S1-3-2 COMMUNICATION

When workers absent one or two days, it considered as leave without pay. However, if the workers remain absent

continuously, salary deduction will take place. S1-4-1 DISCIPLINARY ACTION

Provision of welfare facilities can reduce the absenteeism because this makes workers feel to have a sense of belonging.

For example, provide drinking facilities, rest shelter, housing accommodation and also prepare transportation for them.

The sense of belonging can make them work happily and tend to present for work every day.

S1-6-1 PROVIDE WELFARE

MEASURES

E1

Communication is a best way to control the absenteeism in construction site. This is because it is not only query the reason

for the absenteeism, but also tries hard to provide a solution so that their problem can be solved. Since the problems are

solved, workers can concentrate in their work and the absenteeism rate in construction site will be lower. Besides,

communication with workers can also show the care and concern to their workers. Workers can feel a sense of belonging

in the workplace which will lead to a good relationship with superiors. Therefore, since they have good relationship with

superiors, they will not simply absent from work without notification.

S1-3-2 COMMUNICATION

Give warning letter to workers if they absent from work on three consecutive days without any notification. However, if

the worker still remains absent after the warning letter issued, penalty will be imposed to workers. Such penalty will be

deduction of wages according to how many days the worker absent from work. This solution makes sense because the

construction workers are mostly foreigner with the purpose to earn money in Malaysia.

S1-4-1 DISCIPLINARY ACTION

Company implements the incentives scheme which giving the incentives to workers who have excellence attendance

record or have excellent work performance can attract the workers who desires the extra money. Incentives in form of

money such as RM 100 can act of motivation to encourage workers to work hard and strive.

S1-5-2 INCENTIVES

Provision of welfare to employees is an effective way to reduce the absenteeism in construction site. The provision of

welfare is generally related to provision of facilities such as housing accommodation, sanitary facilities, provision of

drinking water and canteens as well as the transport facilities. In addition, food allowance is also one of the welfares given

to workers. All these welfare can provide better life and health to the workers and able to make the workers happy and

satisfied which can then reduce the absence of workers on site.

S1-6-1

S1-6-3

PROVIDE WELFARE

MEASURES

Attendance policy is usually set by organization with the purpose for workers to report their absence. The procedures for

reporting absence include give the verbal notice to superior and using the thumb print system to record attendance. Due to

the construction workers are required to comply with the procedures set up by organization, workers will generally avoid

to absent from work.

S1-7-1

ATTENDANCE POLICY

APPENDIX C INTERVIEW QUESTION

193

DEPARTMENT OF QUANTITY SURVEYING

FACULTY OF BUILT ENVIRONMENT __________________________________________________________________________________

SEMI-STRUCTURED INTERVIEW QUESTION:

Employee Absenteeism in Construction Site ____________________________________________________________________

The research objectives are:

1. To identify the factors of employee absenteeism in construction site.

2. To identify the effects of employee absenteeism in construction site toward

organization.

3. To identify the strategies used in managing the employee absenteeism in

construction site

____________________________________________________________________

Prepared by:

Name : Soh Hui Qi

Matrix No : A14BE0149

Program : 4SBEC

Course : Bachelor of Science In Construction

Supervisor : Sr Dr Mohd Saidin Misnan

____________________________________________________________________

Notes: This questionnaire is used to collect data for the study above. All information

disclosed will be treated strictly CONFIDENTIAL and will only be used for

academic purposes. Your cooperation is highly appreciated. Thank you.

194

This section is to obtain the general information of project and interviewees.

General information of project

Company name: ______________________________________________________

Company address: _____________________________________________________

____________________________________________________________________

Years of company operation: ____________________________________________

Project title: _________________________________________________________

Project Duration: _____________________________________________________

Contract Sum: _______________________________________________________

General information of interviewee (Employer)

Name of interviewee: __________________________________________________

Gender: _____________________________________________________________

Age: ________________________________________________________________

Position: ____________________________________________________________

Working experience: ___________________________________________________

Signature of interviewee: _______________________________________________

Date: ________________________________________________

Company stamp:

Section A

195

General information of interviewee (Employees)

Skilled worker:

No Name Gender Age Working

experience Position

Signature of

interviewee

Semi-skilled worker:


experience Position

Signature of

interviewee

Unskilled worker:


experience Position

Signature of

interviewee

196

This section is to obtain the information that related to the first objectives of the

research:

i. To identify the factors of employee absenteeism in construction site

Employer’s perspective

1. Please fill the table below.

Information used for calculating the Employee absenteeism rate in the period of

particular project.

Employees: skilled workers, semiskilled workers and unskilled workers

1

Average number of employees

*Sum of the beginning and ending employment

numbers divided by two

:

___________

workers

2

Total number of workdays during period

* Statutory holiday need to be deducted :

____________ days

3

Average number of days absence (per employee) =

Total number of days absence (sum of all employees)

Average number of employees

:

________ days

absence/worker

4

Number of workdays lost to absenteeism during

period =

Average number of employees x

Average number of days absence (per employee)

: ____________ days

5

Absenteeism rate =

: ____________ %

Section B


during period



197

2. In your opinion, what are the factors that causing the employee absenteeism in

construction site? (Please explain further)

List below is provided for references. (The factors can related to demographic

factor, individual factor and organization factor)

Demographic factor Individual factor Organization factor

Gender

Age

Education

Tenure

Illness and disease

Personal attitude

Substance abuse

Family

responsibilities

Transportation

problem

Work stress

Work fatigue

Job satisfaction

Poor working condition

Low wages

Work related injury

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

198

Employee’s perspective

1. Have you been absent from work in the past 6 months? (Please explain further)

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

2. As an employee, what kinds of the benefits or allowance that company provide to

you? (Please explain further)

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

199

3. In your opinion, what are the factors that causing the employee absenteeism in

construction site? (Please explain further)

List below is provided for references. (The factors can related to demographic

factor, individual factor and organization factor)

Demographic factor Individual factor Organization factor

Gender

Age

Education

Tenure

Illness and disease

Personal attitude

Substance abuse

Family responsibilities

Transportation

problem

Work stress

Work fatigue

Job satisfaction

Poor working

condition

Low wages

Work related injury

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

200

This section is to obtain the information that related to the second objectives of the

research:

ii. To identify the effects of employee absenteeism in construction site

toward organization.

1. Have you ever estimated the direct cost of absenteeism to construction site?

(Please explain further)

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

2. In your opinion, what are the effects of employee absenteeism in construction site

that brings to the organization? (Please explain further)

List below is provided for references.

Reduced level of organization productivity

Work quality deterioration

Stress on those carrying additional workload

Low employee morale

Increase cost

Reduced profitability of organization

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

Section C

201

This section is to obtain the information that related to the third objectives of the

research:

iii. To identify the strategies used in managing the employee absenteeism in

construction site

1. In your opinion, what are the strategies used in managing the employee

absenteeism in construction site? (Please explain further)

List below is provided for references.

Higher wages

Health protection

Communication

Disciplinary action

Incentives schemes of attendance bonus

Provide welfare measures

Attendance Policy

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

____________________________________________________________________

Section D

employee absenteeism in construction site soh hui qi ...

Documents

Transcript of employee absenteeism in construction site soh hui qi ...