Human Resources Management

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Browsing Human Resources Management by Subject "Absenteeism (Labor)"

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    Job satisfaction and absenteeism among selected private security companies in the Southern Gauteng Region
    (Vaal University of Technology, 2018-03-01) Mokote, Limpho Cynthia; Dhurup, M., Prof.; Marais, C., Dr.
    Organisations are faced with the challenge of satisfying their employees in order for them to cope with the competitive environment. In order to increase productivity, efficiency and effectiveness and to show commitment in their work, organisations must ensure that they satisfy the needs of employees to avoid absenteeism. Over the past years, organisations have attempted to find solutions for recovering and developing management of employees’ resource, placing more emphasis on the reduction of employees’ work absenteeism. Management within the organisations has introduced different methods such as teamwork, shift work system and employee motivation as strategies to improve employees’ satisfaction, motivation and reducing absenteeism with the aim of improving overall organisational performance. Absence from work is a complex issue that can be influenced by multiple causes within an organisation or could be personal in nature. The purpose of this study is to examine job satisfaction and absenteeism among entry level security officers within the Southern Gauteng region. A quantitative methodology with a non-probability survey administered to a convenience sampling was used to examine the relationship between the study constructs. In the empirical investigation, a sample of 200 was selected to participate in the study. In order to measure the study constructs, two survey materials were adapted. The participants were asked to complete two test instruments, namely a job satisfaction questionnaire (JSS) and an absenteeism questionnaire. Of the 200 questionnaires that were distributed to the identified sample of entry level security officers, 199 (n) responded. The collected data were computed through correlations analysis to evaluate the relationship between variables and the results are presented and discussed in detail. The findings of this study showed a low level of job satisfaction among entry level security officers in this particular region of Southern Gauteng. The three factors found to influence job satisfaction among security officers are lack of support from management, operating conditions and stimulating tasks. Furthermore, pay, promotion, supervision, benefits, rewards, operating conditions, relationship with co-workers and lack of communication seem to be correlated negatively with the personal, supervisory, work and organisational factors of absenteeism. Through ANOVA, three of the job satisfaction factors indicate significant variances. Differences were found for the operating conditions (p=0.000; p<0.055), co-workers (p=0.000; p<0.05), communication (p=0.000; p<0.05) and the type of employment. Further, the reliability of the job satisfaction and absenteeism sub-scales were found to be reliable. It is recommended that private security industry management could explore the relevance of the various job satisfaction factors that could influence the job and potentially cause low satisfaction among entry level security officers. The outcome of such a process could guide future actions aimed at improved job satisfaction. The private security sector should consider the implications of their staffing practices. It is recommended that terms of employment should be more permanent in nature to aid overall job satisfaction.