A note on the structure of employee withdrawal. |
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| Authors: | T A Beehr N Gupta |
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| Affiliation: | 1. Laboratorio de Respiración del Instituto de Investigaciones de la Altura, Universidad Peruana Cayetano Heredia, Lima, Peru;2. Hospital Nacional Cayetano Heredia, Lima, Peru;3. Facultad de Medicina Alberto Hurtado, Universidad Peruana Cayetano Heredia, Lima, Peru;4. Section of Pediatric Sleep Medicine, Department of Pediatrics, Pritzker School of Medicine, Biological Sciences Division, The University of Chicago, Chicago, IL, USA;1. Department of Hematology and Hematopoietic Cell Transplantation, City of Hope, Duarte, California;2. Department of Pathology, City of Hope, Duarte, California;3. Department of Computational and Quantitative Medicine, Division of Biostatistics, City of Hope, Duarte, California;4. Department of Clinical Translational Program Development, City of Hope, Duarte, California;5. Department of Infectious Disease, City of Hope, Duarte, California |
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| Abstract: | Disenchanted employees may choose to withdraw from the organization in at least four ways, viz., psychological withdrawal, lateness, absenteeism, and turnover. There are reasons for assuming that these different forms of withdrawal may be interrelated either negatively or positively. This study attempts to determine the direction and strength of the relationships among the various forms of withdrawal. The sample consisted of 651 employees from all levels of five midwestern work organizations. Three methods of data collection were used: structured interviews, a search through the companies' personnel records, and supervisors' ratings. It was concluded that the four forms of withdrawal are related with one another positively and with low to moderate strength. Implications of these findings are discussed and suggestions for future research are offered. |
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