Estudo sobre absenteísmo de colaboradores de uma indústria têxtil em Aracaju-Sergipe

Abstract

Absenteeism is a recurring phenomenon in organizations and can negatively impact productivity, organizational climate, and people management. This Final Paper aimed to analyze the main causes of absenteeism among employees of a textile industry located in Aracaju, Sergipe, Brazil. The topic was chosen based on the author's practical experience as an employee, who observed internal conflicts and divergent opinions regarding the factors influencing absences in the workplace. The adopted methodology was based on a single case study, with a quantitative, descriptive, and exploratory approach, through documentary analysis of absence declarations filled out by employees between January 2023 and June 2024. The sample included 245 employees who were absent during this period. Data were analyzed using descriptive statistics and the Spearman correlation test, with the support of SPSS v. 25 software. The results indicated that most absent employees were male (89%), aged between 19 and 42 years, and had been employed for up to three years. The second work shift (2 p.m. to 10 p.m.) had the highest number of absences, followed by the first shift (6 a.m. to 2 p.m.). Departments such as Weaving and Spinning accounted for more than 60% of the recorded absences, and operational roles such as General Helper and Loom Operator had the highest rates of absenteeism. Despite these findings, the statistical tests did not show significant correlation between sociodemographic variables (such as sex, age, tenure, shift, department, and function) and the number of absences, suggesting that absenteeism results from a combination of multiple factors rather than a single cause. The analysis of the justifications revealed the presence of both absences supported by Brazilian labor law (CLT) and unjustified ones, which may result in wage deductions and interfere with benefits such as vacation entitlement. The use of the company’s absence declaration form, combined with the Electronic Time Registration (REP) system, has served as a control tool for verifying absences and identifying patterns and fraud. It is concluded that absenteeism in the company is related to organizational, sectoral, and individual factors, requiring an integrated approach by the Human Resources department. It is recommended that the company adopt strategies to improve quality of work life, ergonomic conditions, occupational health programs, and preventive actions to promote employee engagement, especially among newcomers. This research offers both practical and theoretical contributions to people management and may support the company in restructuring its internal policies to deal with absenteeism more effectively and sustainably.