High absenteeism in female employees costs Canadian hospitals millions of dollars annually. Leaders of Canadian hospitals who lack strategies to reduce absenteeism in female employees witness significant financial losses in their organizations. Grounded in Herzberg’s two-factor theory, the purpose of this multiple case study was to explore strategies Canadian hospital leaders used to reduce absenteeism in female employees. Data were collected from semistructured interviews, annual reports, and publicly available datasets relating to hospital retention strategies and were analyzed using a thematic analysis. Four themes on strategies to reduce absenteeism emerged: creating a supportive stance towards absenteeism, investing in mental health and wellness resources, adopting a whole-person approach, and providing aid for childcare. A key recommendation is for leaders to adopt a supportive stance toward absenteeism, focusing on well-being over absence. The implication for positive social change from decreased costs relating to high female employee absenteeism could result in Canadian hospitals having increased resources to improve their services to local communities.
|Commitee:||Campo, Michael J, Hammoud, Mohamad|
|School Location:||United States -- Minnesota|
|Source:||DAI-A 82/7(E), Dissertation Abstracts International|
|Subjects:||Health care management, Womens studies, Organization Theory|
|Keywords:||Absenteeism, Employee relations, Hospitals, Support, Work-life|
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