The Research Objectives

In the world of international literature it is has been found that the status of the health care workers are very weak rather in can be said that rate of employee absenteeism in the healthcare industries are growing rapidly in the current days. On the other hand, the higher authority is strictly providing high attention in this particular section of the healthcare industries. It is the responsibility of the managing heads to make sure that the employees of the healthcare industry are strictly engaged to their job roles (Duff et al., 2015). This report depicts the reason behind employee absence in the healthcare industry and its affect in the entire industry.

Different set of information and in order to support those arguments accurate secondary data are collected from valid resources during the preparation this report. After literature survey, proper methodologies are to be selected by the researcher of the topic. The researcher is responsible to collect accurate information and proper research approaches, design, and ethical aspects as well for the development of the research work (Johns & Miraglia, 2015). In order to conduct the research work, identification of the goals and analysis of those gaps are very much important that has to be done by the researcher. After collecting data, the final findings are analyzed accurately and represented in this report.

The aim of the research is to identify the reasons of employee disengagement to their job roles in the healthcare industries and the affect of absenteeism. From successful research resultants the readers will be able understand the reasons for which the rate of absenteeism is increasing tremendously and different approaches through which this issue can be mitigated are also another aim of the research that has to be uncovered by the research work. Moreover, the researcher is focused to establish a balances bridge to connect work, workforce and workplace I the healthcare industry.

The objectives of the research topic are as follows:

• To determine the reasons for which the rate of employee absenteeism is increasing rapidly in healthcare industry
• To define the ways through which the absence is affecting the industrial outcomes
• To analyze the relationship between employee absence and industrial practices

The set of research question developed for the research topic are as follows:

• What are the reasons for which the rate of employee absenteeism is increasing tremendously in the healthcare industry?
• How the rate of employee absenteeism is affecting the outcome of the healthcare industry?
• Are there any relationship between employee absence and industrial outcome

In the industrialized society workplace attendance and absenteeism of the employees are identified as a fundamental issue that is needed to be mitigated accurately by the workplace executives to gain competitive advantages and structures revenue. Loss of productivity and late delivery of the requirements are the issues that affect the daily productivity of the healthcare industry (Buzeti et al,. 2016). Additional burden or workload might also increase with the workplace absence of the employees. In order to achieve local as well as international success from the business boundary it is necessary for the marketing and management head of the healthcare industries to identify the reasons of absences and its reason as well (Schaufeli & Taris, 2014). Even after identifying the absence the ways through which the rate of absence can be mitigated are also highlighted and presented in this literature review.  In order to engage the employees to their job roles it is necessary to develop different programs and strategies as well so that the rate of absence can be minimized.

Literature Review

In the workplaces two different kinds of absence approaches are present such as planned leave and unplanned leave however the rate of bo5th of these kinds of absence are growing rapidly in the healthcare industry for which the deliverable of the industry is also getting negatively affected (Touboulic & Walker, 2015). Absence from the workplace has a wide range of repercussion on the workplace operation, functionalities and workers as well. The healthcare industry is getting negatively affected due to this reason.

According to the statistical information collected from the resources the rate of absence in the healthcare industry is as follows:

Year	Rate of employee absence (daily)
1990	2.4%
1995	3.3 %
1998	2.7%
2005	7.9%
2010	8.1%

The other consequences of workplace absences include the following:

• Enhancement on cost
• Lower of morale
• Increment of workload
• Frustration of the manager and the supervisors
• Productivity loss
• Not achieved objectives
• Enhancement of training cost and key skill personnel loss
• Productivity and deliverable loss

The statistical information required for developing organizational decisions appropriately the goals those have considered are environment, strategy, governance, people, culture and infrastructure (Hopkins, Dawson& Veliziotis, 2016). The rate of response successfully indicated in the year of 2016, implies the following:

• 1% of the overall response
• Online response rate is 63.3%
• Undercount rate is 1.7%

Mental stress: In some cases it has been found that in order to avoid risky situation and mental stress the employees are not coming to the offices (Vickers, 2015). As the rate of workplace pressure is increasing widely thus, the workplace injuries and illness are also enhancing accordingly.

Workplace strategies: Due to lack of strategies in most of the case the employee does not feel interested to their job roles (Carmeli, Dutton & Hardin, 2015). Due to this reason the rate of absence is also increasing in the healthcare industries.

The employees with poor attendance always affect the workplace environment with lack of the productivity and understanding as well. Strict guidelines are needed to be developed by the management head to resolve the issues of excessive absences of the employees (Derks et al., 2015). The effects are presented in the following section:

Continuity: The employees who are frequently absent in their workplaces prevents the working groups to produce as per the requirement (Mishra, Boynton & Mishra, 2014). Temporary employee absences are continuously replacing the number of employees in the healthcare industry.

Performance diminishes: The quality of performance will be diminished due to extreme absence of the employees who are working for the healthcare industry.  

Organizational conflict: Due to excessive absence the other issues that might rise are inter-organizational and intra organizational conflicts.

In order to manage the rate of absence in the healthcare industry the factors those are needed to be considered by the Human Resource manager of the organizations are as follows:

• Reducing the workplace pressure
• Locating facility
• Development of working conditions
• Implementation of organizational changes
• Task division based on designation

Research Methodology

In order to resolve the issues the followings are the strategies those should be adopted:

Training and development: In order to keep the employees engaged to their job roles accurate training and development programs in terms of business strategies are needed to be developed by the management head of the healthcare industries (Paek et al., 2015).

Reward functions: Based on the organizational functionalities and operation appropriate reward programs are needed to be developed to resolve increase the rate of employee engagement and absence management in the healthcare industry (Demerouti, Bakker, & Gevers, 2015).

Implementing future opportunities: Proper future opportunities are needed to be developed by the workers of the healthcare industry (Mishra, Boynton & Mishra, 2014). It will help the management head to gain effective revenue and measurable success as well.

In order to conduct the research on employee absenteeism in the healthcare industries and its affect in industrial deliverables, the researchers are needed to adopt accurate research philosophy, approaches, and data collection methods and design as well. It is expected that if the researcher will be able to identify all this aspects accurately then it will help to serve valid resultants outcomes to the readers. Based on the research topic, the researchers are needed to adopt the accurate solutions.  The details of the research work are elaborated below.

Three different types of research philosophies such as positivism, realism and interpretivism are there those are widely used by the researchers while conducting the research work. In order to understand the reality of the research work the researchers uses positivism philosophy. In order to develop an accurate framework for the research topic considering the collected scientific data and its analytical results positivism research approach is very much useful. However, after study the details of the research topic it has been found that both the interpretivism and realism research philosophies are not at all helpful from the research perspectives. Thus in order to conduct the research topic accurately the researcher should adopt the Positivism research philosophy.

 Two different types of research approaches are there such as deductive and inductive research approaches. However, based on the research topic the researcher is needed to select the accurate approach. Deductive approach is completed with the help of former established theories and information collected from different resources. It is expected that with the help of properly collected data, the research gaps can be identified and mitigated simultaneously. The inductive research approach is based upon real scientific research frameworks. In order to define the reason of employee absenteeism the researcher will avoid the inductive approach because for conducting research through inductive approach scientific data are needed to be collected which is not possible for all the aspects. In order to design the research framework proper data modeling is needed to be done considering deductive research approach because it helps the researchers to learn more prominently about the research topic. In order to establish the framework, the data are needed to be collected and designed accurately.

Data Collection

Two different types of data collections are there such as primary and secondary. Based on the research topic, the research is needed to select the data collection method. The topic for this research work is “Employee absenteeism and its affect in the healthcare industry”, which can be conducted through both the primary and secondary data collection method. The primary data are collected by establishing set of questionnaires and also through survey. Nominated participants are allowed to take part in the survey questions.

However, in order to reach the research objectives the primary data collection approach is not at all helpful because if the participants are found to have less knowledge about the topic then the resultant will not at all be beneficial. For this particular research topic the researcher should consider secondary data collection approach. Secondary data are collected from different valid sources like journals, articles and books. For this particular research topic the researcher should collect information from the already established and verified information discussed in the books and journals.

In case of quantitative data procedure the data are collected through conducting survey. In order to evaluate the new introduction to the research topic, survey over the population is referred to as one of the vital tools that are widely used by the researchers. Though interview is the most appropriate tools but for this particular research topic the researcher is need to consider quantitative data. On the other hand, in case of quantitative data procedures data are collected through survey. As the researcher will adopt qualitative data because these are based upon different measures such as attributes, characteristics, properties. The main difference for which the researcher should select qualitative data over quantitative is that qualitative because it helps to describe data. Qualitative data are those data which are helpful to measure and analysis the researchers into account qualitative factors like size and scope of the research topic. 

In order to accomplish the research topic with accurate information it is necessary for the researcher to highlight proper research structure and sequential approach as well. Research design is referred to as the most important part of any research work that helps to carry out and develop the blue print of any research topic. Three different types of research designs are there such as descriptive, explanatory and exploratory research design. It is the responsibility of the researchers to adopt the most suitable research design so that the result can be explained widely. In order to understand the effect of employee absence in the healthcare industry the researcher should select explanatory design. The problems of the research are needed to be identified and resolves accordingly. It is expected that with the help of Explanatory design the researchers will be able to identify the research gaps and analyze them for resolving the issue. With the success of the research, the researcher will be able to provide the details of the issues and their mitigation approaches as well. Not only this but also, appropriate recommendations are also provided in this report those are helpful to engage the employees of the healthcare industry to their job roles. However, after identifying the research limitations possible steps are needed to be highlighted by the researcher to reach the research objectives.

Analysis of Findings

Before conducting the research work it is necessary for the researcher to consider the research guidelines. It is necessary for the researchers to submit the collected information within the estimated research deadlines. Confidentiality is another important thing that must be considered by the researchers by avoiding its disclosure in front of the third party. Not only this but also professionalism and honesty are the two other measures that must be adopted by the researchers while conducting the research work. 

While conducting the research topic certain limitations are faced and those are as follows:

 Lack of time: Due to lack of time the researchers have failed to identify and collect data from accurate sources. For this reason all the gaps are not even identified and analyzed accurately which might lead the research work towards partial success.

Lack of sources: Due to lack of sources all the valid secondary sources are not being used by the researchers. The survey could have been much appropriate if all these data are collected accurately.

From the finding and research analysis it has been defined that with the help of accurate secondary sources and their analytical results the researcher will be able to identify the issues of employee absenteeism in the healthcare industries and its affect as well. It has been found that with the help of the analytical results the research would meet the research objectives and aim. From the collected statistical data the number of absent employees in Australia can be identified and in addition to this, with proper research methodology the issues can also be identified and mitigated as well.

From the secondary data it has been found that the issues of excessive absence of the employees working in the healthcare industries and absence management system can be established accurately. From the secondary data both the issues and their mitigation approaches can be identified properly. After considering the research details it has been found that in order to conduct the research work, 8 months are required and the research must be started from research topic understanding. After understanding the research topic a literature review is needed to be conducted to analyze different arguments about the excessive absenteeism and it affect in healthcare deliverables.

Conclusion 

From the overall discussion it can be concluded that work absenteeism in healthcare industries is affecting the deliverable of the industry. Even, the healthcare facilities are diminished with the extreme work place absence. Due to different illegitimate reasons and legitimate reasons the workplace absence rate is increasing apparently. It has been expected that if proper design, approaches and other aspects are selected then the researcher would be able to meet the research objectives. Not only will this but also, after addressing the research objectives and questionnaires the researcher be able to identify the appropriate challenges that the healthcare industries are facing and the ways through which these issues can be mitigated. From the research resultant the readers will be able to found that it is very much important to access the main issues of work absenteeism. The research limitations and in order to combat the limitations proper recommendations those are needed to be implemented are also elaborated in this paper. Proper research methodologies and the findings and analysis re also encountered in this paper.

Conclusion

Development of timeline or schedule: In order to avoid the issues of time management and source management proper timeline is needed to be developed by the researchers so that the issues of data collection and data analysis can be avoided accordingly. With the help of time schedule or timeline the steps of research will become easier for the researchers to understand.

Implementation of research objective: At the very initiation phase the researchers are required to develop research objectives and research goal. It is necessary for the researchers to understand the objectives accurately so that based upon that the research work can be conducted.

Selection of appropriate sources: In order to conduct the research work appropriately, before starting the research it is necessary for the researchers to highlight secondary sources in terms of journals, books and articles. It is expected that in order to accomplish the research work the selection is very much important that has to be done.

References

Akhtar, R., Boustani, L., Tsivrikos, D., & Chamorro-Premuzic, T. (2015). The engageable personality: Personality and trait EI as predictors of work engagement. Personality and Individual Differences, 73, 44-49.

Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), 7-35.

Bakker, A. B., Demerouti, E., & Sanz-Vergel, A. I. (2014). Burnout and work engagement: The JD–R approach. Annu. Rev. Organ. Psychol. Organ. Behav., 1(1), 389-411.

Barrick, M. R., Thurgood, G. R., Smith, T. A., & Courtright, S. H. (2015). Collective organizational engagement: Linking motivational antecedents, strategic implementation, and firm performance. Academy of Management journal, 58(1), 111-135.

Breevaart, K., Bakker, A., Hetland, J., Demerouti, E., Olsen, O. K., & Espevik, R. (2014). Daily transactional and transformational leadership and daily employee engagement. Journal of occupational and organizational psychology, 87(1), 138-157.

Burton, W. N., Chen, C. Y., Li, X., Schultz, A. B., & Abrahamsson, H. (2014). The association of self-reported employee physical activity with metabolic syndrome, health care costs, absenteeism, and presenteeism. Journal of occupational and environmental medicine, 56(9), 919-926.

Buzeti, J., Stare, J., Maja, K. L. U. N., & KOTNIK, Ž. (2016). The Impact of Leader’s Temperament on Work Absence. Transylvanian Review of Administrative Sciences, 12(SI), 23-37.

Carmeli, A., Dutton, J. E., & Hardin, A. E. (2015). Respect as an engine for new ideas: Linking respectful engagement, relational information processing and creativity among employees and teams. Human Relations, 68(6), 1021-1047.

David W. Kalisch (2018). Ausstats.abs.gov.au. Retrieved 28 January 2018, [Available https://www.ausstats.abs.gov.au/ausstats/subscriber.nsf/0/60EDC70E711ADFCDCA257EDE000F19F5/$File/10010_2014_15.pdf

Demerouti, E., Bakker, A. B., & Gevers, J. M. (2015). Job crafting and extra-role behavior: The role of work engagement and flourishing. Journal of Vocational Behavior, 91, 87-96.

Derks, D., Duin, D., Tims, M., & Bakker, A. B. (2015). Smartphone use and work–home interference: The moderating role of social norms and employee work engagement. Journal of Occupational and Organizational Psychology, 88(1), 155-177.

Dhaini, S., Zúñiga, F., Ausserhofer, D., Simon, M., Kunz, R., De Geest, S., & Schwendimann, R. (2016). Absenteeism and presenteeism among care Workers in Swiss nursing homes and their association with psychosocial work environment: a multi-site cross-sectional study. Gerontology, 62(4), 386-395.

Duff, A. J., Podolsky, M., Biron, M., & Chan, C. C. (2015). The interactive effect of team and manager absence on employee absence: A multilevel field study. Journal of Occupational and Organizational Psychology, 88(1), 61-79.

Durand, M. J., Corbière, M., Coutu, M. F., Reinharz, D., & Albert, V. (2014). A review of best work-absence management and return-to-work practices for workers with musculoskeletal or common mental disorders. Work, 48(4), 579-589.

Hopkins, B., Dawson, C., & Veliziotis, M. (2016). Absence management of migrant agency workers in the food manufacturing sector. The International Journal of Human Resource Management, 27(10), 1082-1100.

Jeon, Y. H., Simpson, J. M., Li, Z., Cunich, M. M., Thomas, T. H., Chenoweth, L., & Kendig, H. L. (2015). Cluster randomized controlled trial of an aged care specific leadership and management program to improve work environment, staff turnover, and care quality. Journal of the American Medical Directors Association, 16(7), 629-e19.

Johns, G., & Miraglia, M. (2015). The reliability, validity, and accuracy of self-reported absenteeism from work: A meta-analysis. Journal of Occupational Health Psychology, 20(1), 1.

Jonathan Palmer (2018). Ausstats.abs.gov.au. Retrieved 28 January 2018, [Available in https://www.ausstats.abs.gov.au/ausstats/subscriber.nsf/0/0BCB69DE782667DACA257D7200114E5D/$File/abs_annual_report_2013_14_web.pdf]

David W. Kalisch (2018). Ausstats.abs.gov.au. Retrieved 28 January 2018, [Available in https://www.ausstats.abs.gov.au/ausstats/subscriber.nsf/0/9D60771C55580CEACA25804A0012259E/$File/abs%20annual%20report%20text%202015-16.pdf ]

Loeppke, R. R., Hohn, T., Baase, C., Bunn, W. B., Burton, W. N., Eisenberg, B. S., … & Hymel, P. A. (2015). Integrating health and safety in the workplace: how closely aligning health and safety strategies can yield measurable benefits. Journal of occupational and environmental medicine, 57(5), 585-597.

Mishra, K., Boynton, L., & Mishra, A. (2014). Driving employee engagement: The expanded role of internal communications. International Journal of Business Communication, 51(2), 183-202.

Paek, S., Schuckert, M., Kim, T. T., & Lee, G. (2015). Why is hospitality employees’ psychological capital important? The effects of psychological capital on work engagement and employee morale. International Journal of Hospitality Management, 50, 9-26.

Rizvi, S. J., Cyriac, A., Grima, E., Tan, M., Lin, P., Gallaugher, L. A., … & Kennedy, S. H. (2015). Depression and employment status in primary and tertiary care settings. The Canadian Journal of Psychiatry, 60(1), 14-22.

Schaufeli, W. B., & Taris, T. W. (2014). A critical review of the Job Demands-Resources Model: Implications for improving work and health. In Bridging occupational, organizational and public health (pp. 43-68). Springer Netherlands.

Shamian, J., Kerr, M. S., Laschinger, H. K. S., & Thomson, D. (2016). A hospital-level analysis of the work environment and workforce health indicators for registered nurses in Ontario’s acute-care hospitals. Canadian Journal of Nursing Research Archive, 33(4).

Touboulic, A., & Walker, H. (2015). Theories in sustainable supply chain management: a structured literature review. International Journal of Physical Distribution & Logistics Management, 45(1/2), 16-42.

van Woerkom, M., Bakker, A. B., & Nishii, L. H. (2016). Accumulative job demands and support for strength use: Fine-tuning the job demands-resources model using conservation of resources theory. Journal of Applied Psychology, 101(1), 141.

Vickers, G. (2015). Identifying barriers to school improvement: an examination of the impact of New Public Management on the dual role of the Head Teacher in Scotland, exemplified through the application of staff absence management as a surrogate for the adoption of New Public Management techniques.