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本文主要从employee’s unscheduled absenteeism分析，由英国作业之英语论文代写策划组提供。

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论文语言：英语论文 English
论文专业：学术类
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学校国家：英国
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论文用于：BA essay 本科课程作业

Absenteeism

Introduction

Reasons about the unscheduled absenteeism

Proposed feasible measures

Conclusion

Reference

Quite a few research institutions have pointed out that employee’s unscheduled absenteeism has become increasingly serious in UK. Absenteeism has both direct cost and indirect cost, which pose great pressure on the employers. As a result, how to deal with the problem of absenteeism is becoming more and more important for employers. There are many reasons why employees are absent from work, then there are also many solutions. This essay will firstly make a detailed introduction to the reasons behind the employee’s absenteeism. Following this, it will come up with some practical measures which company can take to decrease the level of absenteeism. At the end of this essay, it will make a conclusion.

Generally, there are a large number of factors influencing the level of unscheduled absenteeism, which usually include personal and family characteristics, firm size, types of employment, and contract conditions (Barmby, Orme & Treble, 1995).

Usually, the most widely used legitimate valid excuse that workers come up with when they are absent from work is sickness or injury. As to gender, there are debates between it and https://www.51lunwen.org/aomenzuoye/2012/0118/0949001596.html absenteeism, Leigh (1983) concluded that there was no significant influence on female absenteeism, while Paringer (1983) proposed that absenteeism was positively related to both genders, especially greater for males. Considering gender and children factors, Sarah (2001) found female workers with children age under 2 have larger probability to absenteeism, and 2 to 5 years old of children may affect the average absenteeism rate of male. In terms of marital status, a single person

Barmby T., Orme C., Treble G., 1995. Worker absence histories: a panel data study. Labor Economics, vol.2, pp.53–65.

John P. Hausknecht, Nathan J. Hiller, Robert J. Vance, 2008. Work-unit absenteeism: effects of satisfaction, commitment, labor market conditions, and time. Academy of Management Journal, 51(6), pp.1223–1245

Leigh, J.P., 1983. Sex Differences in Absenteeism. Industrial Relations, 22(3), pp.349-361

Paringer, L., 1983. Women and Absenteeism: Health or Economics. American Economic Review, vol.73, pp. 123-127

Sarah Bridges, Karen & Mumford, 2001. Absenteeism in the UK: A Comparison across Genders. Manchester https://www.51lunwen.org/StudentPapers/ School, University of Manchester, 69(3), pp.276–284

Taylor, 2011. Total Absence Management: A Well-Rounded Approach. Benefits Quarterly, 27(3), pp. 5-8

Vincenzo Scoppa, 2010. Worker Absenteeism and Incentives: Evidence from Italy. Managerial and Decision Economics, vol.31, pp.503 – 515

Watson, C., Driver, R., & Watson, K., 1985. Methodological Issues in Absenteeism Research: Multiple Absence Measures and Multivariate Normality. Academy Of Management Review, 10(3), pp. 577-586