The Factors Affecting Employee Absenteeism in Private Organization of Kathmandu Valley

Abstract

Purpose: This study examines the factors influencing employee absenteeism in private organizations of Kathmandu Valley.

Design/Methodology/Approach: An explanatory research design was employed using quantitative methods. Data were systematically collected from 404 employees through convenience sampling using structured questionnaires and analyzed with Excel and SMART PLS 4 applying Structural Equation Modeling (SEM).

Findings: Results reveal that pay level, co-worker relationships, fairness, and nature of work significantly influence employee absenteeism. Unmet physiological, safety, social, and esteem needs increase absenteeism, while better fulfillment of these needs reduces work absence.

Originality/Value: The study confirms that employee absenteeism is largely driven by unmet employee needs as explained by Maslow’s Hierarchy of Needs Theory. Improving pay, working conditions, workplace relationships, and fairness can reduce absenteeism.

Practical Implications: Organizations should focus on satisfying employees’ hierarchical needs through competitive compensation, supportive work environments, fair practices, and positive workplace relationships to minimize absenteeism and improve attendance.