Introduction

The goal of this case study is to explore the impact of employee attendance on employee turnover. Employee attendance is a critical factor in ensuring the success of a business. Poor attendance can lead to decreased productivity, increased labor costs, and employee dissatisfaction, all of which can contribute to employee turnover. In this case study, the impact of employee attendance on employee turnover will be explored through a review of existing literature, analysis of data, and interviews with current and former employees.

Background

Employee attendance is a crucial factor in the success of any business. Poor attendance can lead to decreased productivity, increased labor costs, and employee dissatisfaction, all of which can contribute to poor morale and high turnover. In addition, absenteeism can lead to a decrease in customer satisfaction, as well as a decrease in profits. It is important for businesses to understand the impact of employee attendance on employee turnover, in order to ensure that their businesses remain successful.

Literature Review

Employee attendance has been studied extensively in the literature. Several studies have found that employee attendance is positively correlated with employee satisfaction and job performance. For example, one study found that employees who attended work more often were more productive and had higher job satisfaction than those who missed work more often (Weber et al., 2009). Other studies have found that employees who attend work regularly have higher job satisfaction and better job performance than those who miss work more often (Berg et al., 2015; Chen et al., 2018).

Data Analysis

To analyze the impact of employee attendance system use on employee turnover, data was collected from a large international company that employs over 10,000 people. The data consisted of employee attendance records, employee turnover records, and employee survey responses regarding job satisfaction and job performance. The data was analyzed using descriptive and inferential statistics, including correlation and regression analyses.

The results of the analyses showed that there was a significant negative correlation between employee attendance and employee turnover. This suggests that employees who attend work more often are less likely to leave the company than those who miss work more often. Furthermore, the results showed that there was a significant positive correlation between employee attendance and job satisfaction, as well as job performance. This suggests that employees who attend work more often are more satisfied with their jobs and have better job performance than those who miss work more often.

Interviews

In addition to the data analysis, interviews were conducted with current and former employees to gain further insight into the impact of employee attendance on employee turnover. The interviews revealed that employees who attend work more often are more likely to stay with the company, as they feel more valued and appreciated by their employer. Furthermore, the interviews revealed that employees who miss work more often are more likely to experience increased job dissatisfaction and have a higher likelihood of leaving the company.

Conclusion

This case study explored the impact of employee attendance on employee turnover. The literature review and data analysis revealed that there is a significant negative correlation between employee attendance and employee turnover, and a significant positive correlation between employee attendance and job satisfaction and job performance. The interviews revealed that employees who attend work more often are more likely to stay with the company, as they feel more valued and appreciated by their employer.

Recommendations

Based on the findings of this case study, it is recommended that businesses implement strategies to encourage employees to attend work more often. One such strategy is the implementation of an employee attendance app and attendance app, which can be used to track employee attendance, monitor absenteeism, and reward employees for attending work regularly. Additionally, businesses should provide clear and consistent policies regarding attendance, and should communicate these policies to employees in order to ensure that they are aware of the expectations.

References

Berg, M., Rundmo, T., & Elvik, B. (2015). The relationship between job satisfaction and absenteeism. Journal of Business Psychology, 30(4), 511-527.

Chen, Y., Hsu, C., & Chang, C. (2018). The impact of absenteeism on job performance and job satisfaction. International Journal of Manpower, 39(7), 1011-1024.

Weber, M., Schulte, S., & Kuczera, M. (2009). Absenteeism and job satisfaction: A longitudinal study. Journal of Vocational Behavior, 75(3), 393-400.