000			03375nam a22002897a 4500
003			KOHA
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008			230320d2023 cy ||||| m||| 00| 0 eng d
040			_aCY-NiCIU _beng _cCY-NiCIU _erda
041			_aeng
090			_aYL 2778 _bS25 2023
100	1		_aSalihu, Adam Salihu
245	1	4	_aTHE EFFECT OF WORK PRESSURE ON ABSENTEEISM, LATENESS AND TURNOVER INTENTIONS / _cADAM SALIHU SALIHU; SUPERVISOR: DR. HAMAYOUN PASHA SAFAVI
264			_c2023
300			_aix, 50 sheets; _c31 cm. _eIncludes CD
336			_2rdacontent _atext _btxt
337			_2rdamedia _aunmediated _bn
338			_2rdacarrier _avolume _bnc
502			_aThesis (MBA) - Cyprus International University. Institute of Graduate Studies and Research Business Administration Department
504			_aIncludes bibliography (sheets 43-50)
520			_aABSTRACT The study was conducted to determine the effect of work pressure on absenteeism, lateness and turnover intentions while focusing on the mediation effect of organizational support. Literatures related to the study were reviewed. A descriptive cross-sectional survey design was employed and data obtained through structured selfadministered questionnaire. Data was collected from 414 employees within Gwagwalada Area Council. Data obtained were analyzed with SPSS version 26.0. Finding from the study revealed that 133 (32.1%) of the respondents were absent for at least once in the past two months, out of which more than a third (38.3%) which made up the highest proportion were absent twice within the past two months, more than half (58.6%) stated health issues as the reason for their absence, only 32 (24.1%) did not made request prior to absenting from work. It was also found that withdrawal behaviours negatively impact the performance of workers in their workplace. Majority unanimously agreed that poor working condition, work overload and shortage of manpower were factors influencing employees’ absenteeism, lateness and turnover intentions Also, similar views were shared among the majority about employee relation, transportation problem as well as relationship among workers. Furthermore, result showed that improved employer-employee communication, enhanced management, adequate staffing and proper supervision would significantly minimize absenteeism, lateness and turnover intention at workplace. Result of the hypothesis revealed that personal characteristics significantly impact the absenteeism, lateness and turnover intentions of employees, there was significant impact of job satisfaction on employees’ turnover intention in the workplaces, there was association between perceived organizational support and employees’ turnover intention in the workplaces and also, there was a strong association between, workplace pressure, employee absenteeism and organization commitment (affective, normative, continuance) with the correlation of 0.548, 0.641, 0.665, 0.672, and 0.734, respectively. Keywords: Absenteeism, Lateness, Organizational Support, Tuenover Intensions, Work Pressure
650		0	_aAbsenteeism (Labor) _vDissertations, Academic
650		0	_aTurnover (Business) _vDissertations, Academic
700	1		_aSafavi, Hamayoun Pasha _esupervisor
942			_2ddc _cTS
999			_c289995 _d289995