Group Absenteeism, Article Critique Example

The primary purpose of the study is to specifically identify the real course of advancement on why employee absenteeism becomes a primary problem among workers from different organizations at present. It has been realized through time that worker absenteeism causes so much losses on the revenue of organizations where the said employees are engaged with. This particular study tries to define whether or not it is psychological issues that specifically drive high rates of absenteeism among employees. In relation to this matter, a comparison between physical and psychological reasons for absenteeism is considered in the study.

Through considering the conditions of employees from the Australian State Government, this research tries to explore the different instances that define group-based and individual-based reasons for employee-absenteeism. Following five primary hypotheses that are to distinctively define the elements that bring about a sense of indication on what changes actually identify with the rate of absenteeism among workers. The 15-month period of observation was enough to rule out the indifferences among the workers and create a connection on how and why they decide to take absences from work. This procedure, although effective, is practically subjective. It could have been better if a comparison between two separate organizational-employees is considered to support the overall value of the study. Doing so could have increased the actual value of the research in representing the general population of employees.

To measure the situational results from the observations taken by the researchers, a multilevel analytical procedure has been used to identify the elemental factors affecting employee behavior towards absenteeism. In the end, the results brought about an indication on how physical ailments and issues are most likely the reason for absenteeism instead of other psychological issues. Hence, as a support to the examination of the situation and the discovery of the roots of the problem, it is advisable that workers [of any particular organization] be supported well with their healthcare needs. Considerably, it is through this that the rate of absenteeism could be reduced accordingly. Although the study is considered successful, it is highly recommended that behaviorism and the aspect of psychological matters affecting employee absenteeism should be reconsidered in further researches in the future. Attaining such a purpose could actually drive a better sense of controlling employee behavior thus making a distinct impact on how organizations operate fully with complete number of employees working on board.

References

Mason, C. M., & Griffin, M. A. (2003). Group absenteeism and positive affective tone: A longitudinal study. Journal of Organizational Behavior, 24(6), 667-687.