Factors Affecting Employee Absenteeism at Workplace: Moderating Effect of Supervisor Support

Abstract

Workplace absenteeism among Dera Ismail Khan Bank employees is the focus of this research. Assuming that supervisor support was linked to working conditions, a theoretical model was developed to disentangle the effects of role ambiguity and work stress. As part of the investigation, researchers developed a questionnaire to gather necessary information. On the 5-point Likert scale, 1 means "strongly disagree" and 5 means "strongly agree" for each question. There was an effort to determine the validity and reliability of the questionnaire. Both causal and correlative relationships were investigated. The information was analyzed using SPSS. There was some analyzing done using regression and correlation. Absenteeism was found to be significantly linked to job stress and job ambiguity. Workplace morale is boosted in part because absenteeism has decreased. This study also found that the relationship between absenteeism and working conditions is significantly tempered by supervisor support. Therefore, further analysis and conclusions from the study encourage the development or implementation of a variety of techniques to deal with employee absenteeism, which may ultimately lead to an improvement in the quality of the employees' working circumstances. An organization's success can also be attributed to its highly engaged workforce. In reaching this verdict, we were able to show that having a supervisor around can boost work quality by allowing for course corrections to be made when necessary. Colleagues can help one another out by sharing
information about challenges they're facing on the job, generating ideas for how to address those challenges, and generally fostering an environment that is conducive to new ways of thinking and doing things. This is a possibility for all staff members, regardless of their existing ranks. Hence, these preventative measures are crucial for not only professional but also individual success.