Factors contributing to absenteeism among nursing staff in a public hospital in Dammam, Saudi Arabia

Abstract

Absenteeism is a big issue worldwide, and it costs businesses a great deal of money. Nurse shortages are a global problem, and absenteeism exacerbates the current hospital shortage. For hospitals to operate efficiently and effectively, daily attendance is expected to provide quality nursing care. Shortage of human resources, long and difficult working hours, stressful work, job uncertainty, and a lack of protection at work are all factors that contribute to nurse absenteeism. In healthcare institutions, absenteeism influences the quality of healthcare provided and such institutions further incur huge financial losses. Absenteeism further exposes nurses remaining on duty to increased workload, psychological distress, depression, inhospitable working conditions, and burnout. This study aimed to assess and identify the factors contributing to absenteeism among medical and surgical nurses of all categories in a public hospital in Dammam, Saudi Arabia. A descriptive, quantitative research design was used in this. Data was collected using a self-developed questionnaire among 310 nurses of all categories working in the medical and surgical wards at the designated hospital. A total population sampling method was used in this study. A total of 310 questionnaires were distributed, and 170 questionnaires were returned, achieving a response rate of 54.8%. Descriptive statistical analysis (including means, medians, and standard deviations) was used in this study for data analysis, and the results were presented in figures and tables. The responses addressed variables affecting nurses' absenteeism at Dammam Public Hospital in the Eastern Province of Saudi Arabia. Many of the nurses reported to be suffering from stress-related illness, and a relatively high percentage reported that there are insufficient staffing levels to handle the number of patients. The respondents also reported that the workplace is intolerable due to staff absenteeism. Other factors reported included a lack of recognition and rewards from the hospital, no overtime payment for the work done, and poor disciplinary procedures for nurses’ absenteeism by the hospital administration. The results further indicate a positive relationship between the characterises of the nurses and the work environment. Therefore, the results associate nurses’ absenteeism with dissatisfaction with their organisation characteristics and the working environment. Thus, to curb absenteeism and improve nursing care, it is imperative to address a shortage of human resources to enhance staff-to-patient ratios and prevent stress and burnout. Organisational policies and disciplinary procedures for absenteeism should be strengthened and implemented.