分析影响员工缺勤率的变量在一个特殊的就业中心的员工缺勤率
David Villegas Roca1, David Cegarra Leiva1, María Eugenia Sánchez Vidal1
1Facultad de Ciencias de la Empresa, Universidad Politécnica de Cartagena, Murcia, Spain.
Work (Reading, Mass.)
|May 15, 2025
概括
这项研究发现,任期,职业类别和残疾类型显著影响特殊就业中心 (SEC) 中残疾员工的缺勤率. 人力资源政策应关注这些因素,以减少员工缺勤.
科学领域:
- 职业健康 职业健康 职业健康
- 人力资源管理 人力资源管理
- 关于残疾人的研究.
背景情况:
- 缺勤对组织的生产力和成功构成挑战.
- 关于缺勤因素的研究有限,特别是在残疾人就业领域.
- 年龄,性别,职务,职业类别,残疾类型和合同类型等个人变量是缺勤的潜在预测因素.
研究的目的:
- 研究个人特征与残疾员工缺勤率之间的关系.
- 确定影响特殊就业中心 (SEC) 缺勤的关键因素.
- 为制定有针对性的人力资源政策提供信息,以应对这一群体的缺勤问题.
主要方法:
- 采用了观察,统计和纵向研究设计.
- 关于缺勤率和个人变量的数据是在三年 (2019-2021) 收集的.
- 使用SPSS和Microsoft Excel进行了统计分析,并遵循STROBE的指导方针.
主要成果:
- 根据任期 (p=0.0022),职业类别 (p=0.016) 和残疾类型 (p=0.0302) 观察到缺勤率的显著差异.
- 超过21年任职的员工和那些在特定官员角色的员工表现出更高的缺勤率.
- 精神和身体残疾与不同的缺勤模式有关.
结论:
- 人力资源政策应优先监测和解决具有重大缺勤影响的变量,如任期,职业类别和残疾类型.
- 建议实施包容性的组织文化,并为弱势员工提供量身定制的支持 (例如,伙伴系统,住宿).
- 工作与生活平衡倡议可以有助于减少残疾员工的缺勤率.
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