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Internal social responsibility as a tool to prevent absenteeism and turnover rates

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dc.contributor.authorAfonso, Liliana
dc.contributor.authorFerreira-Oliveira, Ana Teresa
dc.contributor.authorCorreia, Ricardo Jorge
dc.contributor.authorCampos, Susana
dc.date.accessioned2025-02-07T11:14:21Z
dc.date.available2025-02-07T11:14:21Z
dc.date.issued2024
dc.description.abstractIn today's competitive business environment, organizations increasingly recognize the significance of Internal Social Responsibility (ISR) in fostering a productive workforce. ISR refers to the commitment of companies to uphold ethical practices, prioritize employee welfare, and create a supportive work culture. Numerous studies suggest that effective ISR strategies can significantly reduce absenteeism and turnover rates, enhancing overall workplace efficiency and employee satisfaction. Organizations that prioritize ISR often experience higher levels of employee engagement. Engaged employees are more likely to be committed to their work, leading to lower absenteeism and turnover rates. A recent study indicates that organizations with high employee engagement show lower absenteeism and lower turnover (Taiwo and Nwogwugwu, 2024). One of the primary benefits of ISR is its focus on employee well-being. Research consistently shows that employees experiencing high levels of stress and poor health are more likely to miss work. The American Psychological Association notes that workplace stress leads to a 30% increase in absenteeism and a 50% increase in turnover (APA, 2019). A supportive workplace culture that values employee input and feedback can significantly impact attendance. When employees feel heard and respected, they are more inclined to show up for work (Radu, 2023).pt_PT
dc.description.versioninfo:eu-repo/semantics/publishedVersionpt_PT
dc.identifier.citationAfonso, L. M. P.; Ferreira-Oliveira, A. T.; Correia, R. J.; Campos, S. (2024). Internal social responsibility as a tool to prevent absenteeism and turnover rates. XII Conferência Internacional de Investigação e Intervenção em RH. Braga: Universidade do Minhopt_PT
dc.identifier.doi10.26537/iirh.vi12.6048pt_PT
dc.identifier.urihttp://hdl.handle.net/10198/31126
dc.language.isoengpt_PT
dc.peerreviewedyespt_PT
dc.publisherUniversidade do Minhopt_PT
dc.relationApplied Management Research Unit
dc.relationCenter for Research and Development in Agrifood Systems and Sustainability
dc.rights.urihttp://creativecommons.org/licenses/by/4.0/pt_PT
dc.subjectInternal social responsibilitypt_PT
dc.subjectAbsenteeismpt_PT
dc.subjectTurnoverpt_PT
dc.titleInternal social responsibility as a tool to prevent absenteeism and turnover ratespt_PT
dc.typeconference object
dspace.entity.typePublication
oaire.awardTitleApplied Management Research Unit
oaire.awardTitleCenter for Research and Development in Agrifood Systems and Sustainability
oaire.awardURIinfo:eu-repo/grantAgreement/FCT/6817 - DCRRNI ID/UIDB%2F04752%2F2020/PT
oaire.awardURIinfo:eu-repo/grantAgreement/FCT/6817 - DCRRNI ID/UIDB%2F05937%2F2020/PT
oaire.citation.conferencePlaceBragapt_PT
oaire.citation.issue12pt_PT
oaire.citation.titleXII Conferência Internacional de Investigação e Intervenção em RHpt_PT
oaire.fundingStream6817 - DCRRNI ID
oaire.fundingStream6817 - DCRRNI ID
person.familyNameCorreia
person.givenNameRicardo Jorge
person.identifier.ciencia-idD317-BBEE-9FBE
person.identifier.orcid0000-0003-1084-5499
project.funder.identifierhttp://doi.org/10.13039/501100001871
project.funder.identifierhttp://doi.org/10.13039/501100001871
project.funder.nameFundação para a Ciência e a Tecnologia
project.funder.nameFundação para a Ciência e a Tecnologia
rcaap.rightsopenAccesspt_PT
rcaap.typeconferenceObjectpt_PT
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relation.isAuthorOfPublication.latestForDiscoverya68337a7-5f69-4858-9032-55b7933103ad
relation.isProjectOfPublicationdb81737a-fcb8-4cd9-b025-f7465790c52b
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