Job Rotation Among Major Factors Influencing Reduction of Absenteeism: An Analysis in the Indonesian Inspectorate General of the Department of Education and Culture

Date of Submission


Document Type


Degree Name

Master of Business Administration/Master of Public Administration (MBA/MPA)




Jack Werblow


Indonesia. Departemen Pendidikan dan Kebudayaan, Job rotation--Indonesia, Absenteeism (Labor)--Indonesia

Call No. at the Univ. of New Haven Library

AS 36 .N29 Bus. Adm./ Pub. Adm. 1997 no.1


This study was designed to identify job rotation among major factors influencing reduction of absenteeism. To realize this designed study, an examination on one year (six months prior to rotation and six months after rotation) of a sample's attendance cards was performed. In addition, seven job situation factors influencing an employee's satisfaction which are going to change when an employee is rotated, i.e.,; income, superior-subordinate relations, co-worker relations, physical working conditions, opportunities to apply expertise, opportunities for personal growth, and feedback or recognition, were investigated as to the degree of their influence on employee's attendance motivation. One hundred and sixty employees of Inspectorate General of the Department of Education and Culture (IGDOEC), consisted of 80 employees who were rotated and 80 those who were not, had been selected as subjects for this study. However, after pre-selection of eligibility was conducted, only 120 people were eligible to fill out the questionnaires. This consisted of 57 employees who were rotated (experimental group) and 63 who were not (control group). A total of 111 respondents, 57 employees who were rotated and 54 employees who were not, completed and returned questionnaires. The paired t-test analyses found that the absence rate after job rotation was significantly lower than before. Tardiness and left-early rates after job rotation were not significantly lower than before. The t-test for two independent samples analyses found that the rates of absenteeism (absence, tardiness, left-early) of employees who were rotated were significantly lower than that of those who were not. The t-test for two independent samples analyses also revealed that the variables of superior-subordinate relations, co-worker relations, opportunities IV to apply expertise, and opportunities for personal growth have some influence on the employees' attendance motivation. On the other hand, the t-test for two independent samples did not reveal any significant relationships between employees' attendance motivation and any of the following hypothesized variables: income, physical working condition, and feedback from the job or recognition. The implications of these results are thoroughly discussed in this study.