Impact of Job Embeddednes on Reducing Trdiness and Absentiseem

Abstract

This study presents the findings of a primary data collection effort through a survey questionnaire aimed at investigating the relationship between job embeddedness (JE), tardiness (TAR), and absenteeism (ABS) among academic staff at KUST. The survey included demographic information in its first section, covering the characteristics of the respondents. The independent variable, job embeddedness, was assessed through seven questions in the third section, while tardiness and absenteeism were examined through three and two questions, respectively. Analysis of the questionnaire data revealed several noteworthy conclusions. The academic staff at KUST demonstrated a high level of job embeddedness, coupled with low levels of tardiness and absenteeism, suggesting a positive and robust connection with the organization. Notably, job embeddedness has been a relatively understudied topic in existing literature, making this research a valuable contribution to understanding its implications. The study underscores the importance of job embeddedness in meeting employees' demands and serving as a strategic retention strategy. It is suggested that KUST's ability to minimize negative outcomes among employees, such as tardiness and absenteeism, relies on fostering job embeddedness. The research establishes job embeddedness as a pivotal factor influencing employees' intention to arrive at work promptly and avoid absenteeism. Furthermore, the results indicate a negative and significant correlation between job embeddedness and both tardiness and absenteeism. The study recommends that KUST should prioritize attention to job embeddedness as a key factor in achieving organizational success. The negative and significant effect of job embeddedness on tardiness and absenteeism reinforces the importance of cultivating a workplace environment that promotes employees' attachment to their roles.