Affective Commitment as a Predictor of Absenteeism: Evidence from a U.S. Utility Provider

Abstract

This study investigates absenteeism within a large U.S. utility provider, where the absence rate exceeded twice the national average. Using a cross-sectional, quantitative design, the research examined relationships between absenteeism and demographic factors (gender, age, tenure) as well as affective commitment. Survey data from 992 employees were analyzed using correlation, regression, and ANOVA. Results revealed that affective commitment was the only significant predictor of absenteeism, with higher commitment linked to approximately 14 fewer absence days annually. Gender, age, and tenure showed no significant relationships. Findings reinforce the central role of affective commitment in reducing absenteeism and highlight implications for HR practice, including the design of engagement programs, leadership training, flexible work options, and ethical HR analytics. By prioritizing strategies that build affective commitment, organizations may shift from short-term attendance policies toward sustainable approaches that enhance workforce reliability and performance.