Presentation a Model for Employee Absenteeism Management Using Qualitative Method

Document Type: Original Article

Authors

1 Ph.D. student at the Department of Public Administration, Islamic Azad University of Isfahan(Khorasgan), Isfahan, Ira

2 Assistant Professor at the Department of Public Administration, Islamic Azad University of Isfahan(Khorasgan), Isfahan, Iran

3 4. Visiting Professorat the Department of Public Administration, Islamic Azad University of Isfahan (Khorasgan), Isfahan, Iran

4 3. Assistant Professor at the Department of Public Administration, Islamic Azad University of Isfahan (Khorasgan), Isfahan, Iran

Abstract

The purpose of this study is to present a model for employee absenteeism management using Grounded Theory (GT). Since there is a lack of study on theorizing this construct, this study aimed to conceptualize a theoretical model applying GT. This research is a qualitative research. The sample size was 11 interviewers who were knowledgeable human resource and organizational experts. Required data was collected through semi structured interviews. In this study, the data were analyzed by open coding, axial and selection coding based on the GT method. Coding was done in two steps and the reliability of the results of the research was confirmed by calculating the similarity index of codes by two methods. The proposed framework is presented in the form of a paradigmatic model and demonstrates a model for absenteeism management. The results showed that causal conditions affecting employee absenteeism management include non-flexible organizational structure, workplace deviance, the inefficiency of controlling, normalization of absenteeism, organizational injustice and career path management. Intervening factors included economic problems and family-work conflict (FWC). The contextual factor is outer power. The offered strategies include facilities planning, health care plans, controlling and monitoring improvement, cultural strategies and considering locations of employees. The consequences of implementation of these strategies would be participatory of employees, employee self-controlling of absenteeism, performance improvement. Absenteeism management also increases the social satisfaction of Isfahan tax administration.

Keywords