Factors causing workplace absenteeism in a selected power station of ESKOM

Abstract

The purpose of this study was to identify and describe the factors that cause workplace absenteeism in a selected power station in ESKOM. Workplace absenteeism has been a common problem encountered by many organisations and in a selected power station in Eskom, absenteeism in the operating, maintenance and safety departments is causing production problems. The key theory that underpinned this study was the process theory on absenteeism, based on Steers and Rhodes' model of employee's attendance behaviour in an organisation. A mixed-method research approach employing the sequential explanatory design was used. In this design, information obtained from the quantitative data was built on by the qualitative data. This allowed for triangulation and comparing of respondents' and participants' responses in order to make sense of the study. The sample for the quantitative part of the study was based on census, including the total population of 150 employees in three departments (operating, maintenance and SHEQ departments), which are the operational hub in the power station. The participants who were purposively selected for the qualitative part of the study was a sample of six managers, two in each of the selected departments. Data collection was done by a self-administered hard-copy structured questionnaire for the quantitative part, and semi-structured face-to face interviews for the qualitative part. Quantitative data were analysed using SPSS 24, while the qualitative data was analysed using content analysis. The main findings of this study revealed that a vast number of factors cause workplace absenteeism, including: stress, medical illness, pregnancy, pressure from work, work overload and workplace pollution. The study recommends that more studies should be - conducted in relevant industries other than ESKOM in order to investigate other factors that are causing workplace absenteeism, and a managerial strategy in relation to Steers

and Rhodes' theory on absenteeism should be devised and implemented to control absenteeism in the workplace. Managerial implications - Management of ESKOM is aware of absenteeism but has to take action on abuse of absenteeism to change the behaviour of employees that absenteeism is not a right for employees and an attempt on it by employees should comply with the policies. Limitations - The findings cannot be generalised across ESKOM as only one power station was used as a case.