THE ROLE OF EMPLOYEE ENGAGEMENT IN REDUCING ABSENTEEISM

Abstract

This study argues that strengthening employee engagement is essential for reducing absenteeism among immigration officers at Kilimanjaro International Airport, where persistent absenteeism driven by weak leadership support, inadequate communication, limited recognition, and resource constraints has undermined operational efficiency and border-security performance. Guided by Social Exchange Theory and the Job Demands–Resources Model, the study qualitatively examined how engagement factors, engagement strategies, and engagement initiatives influence officers’ attendance through semi-structured interviews with immigration officers and documentary review. The findings revealed that supportive supervision, effective communication, recognition, adequate work resources, fair workload distribution, and ongoing training significantly enhanced engagement and reduced absenteeism by improving morale, strengthening organizational commitment, and reducing stress and burnout. The study concludes that absenteeism at KIA is less a disciplinary problem and more a relational and structural issue rooted in engagement gaps that can be minimized through deliberate managerial interventions. It recommends institutionalizing continuous communication mechanisms, expanding training and career-development programs, strengthening recognition systems, and improving welfare and psychosocial support services to sustain engagement and ensure consistent attendance among immigration officers