Job Withdrawal Behaviors Research Articles

The Effect of Occupational Stigma on Job Withdrawal Behavior: A Chain Mediation Model Based on an Emotional Labor Perspective

Occupational stigma is pervasive, encompassing street-level bureaucrats as well; however, limited knowledge exists regarding the extent and impact on this particular group. This study employs the conservation of resources theory with a chain mediation model to expose how occupational stigma affects street-level bureaucrats’ job withdrawal behavior from an emotional perspective. Based on four-wave data from 1,333 public employees across 316 grassroots communities, we identified a chain mediating the roles of emotional labor and emotional exhaustion in the negative relationship between occupational stigma and job withdrawal behavior. Research has shown that occupational stigma leads to more surface acting and less deep acting. Increased surface acting worsens employees’ emotional exhaustion and increases job withdrawal behavior, whereas deep acting alleviates employees’ emotional exhaustion and reduces job withdrawal behavior. This study extensively discusses the importance of public organizations valuing the emotional labor of street-level bureaucrats to help them resist the threat of occupational stigma.

The Influence of Work Connectivity Behavior After-hours on Employees' Withdrawal Behaviors: The Mediating Role of Work Stress

After-hours work connectivity behavior caused by the use of instant messaging software will lead to negative outcomes, however, the exploration of the negative outcomes in current research is limited, and no research has focused on off-hours work caused by the use of instant messaging software and the impact of connectedness behavior on employees' job withdrawal behavior. Therefore, based on the resource conservation theory and interactive determinism, this research study constructs a relevant theoretical models to explore the impact of after-hours work connectivity behavior on work withdrawal behavior. A total of 265 ordinary employees in China were surveyed using the method of literature review and the survey through a questionnaire. The results of the study found that after-hours work connectivity behavior will increase work withdrawal behavior; after-hours work connectivity behavior will increase work stress; work pressure will increase work withdrawal behavior; after-hours work connectivity behavior leads to work withdrawal behavior through work pressure; active personality will weaken the impact of work pressure on work withdrawal behavior, and at the same time weaken the after-hours work connectivity behavior through the most work pressure on work withdrawal, behavioral impact.

Reducing Work Withdrawal Behaviors When Faced with Work Obstacles: A Three-Way Interaction Model.

Work withdrawal behavior is a type of negative reaction when employees face obstacles at work. Its negative impact on individuals and organizations has caught the attention of academic circles and managers. In this study, data from 596 full-time employees were collected using two timepoint measurements one month apart. The internal mechanism of the link between obstructive stress and job withdrawal behavior was analyzed, and the combined effects of work control and cognitive flexibility on the negative effects of obstructive stress were analyzed in terms of the work demand-control-personal model. The results showed that negative work rumination played a complete mediating role between obstructive stress and work withdrawal behavior, and cognitive flexibility, obstructive stress, and work control had a significant three-way interaction. The results suggest that more attention should be paid to the role of employee cognition to avoid employees' withdrawal behavior in the face of work obstacles. In addition, when providing work resources to employees, the organization should also consider ensuring that work resources can be fully utilized to play a positive role in buffering work obstacles.

Acute stress reaction, depression anxiety stress, and job withdrawal behavior in non-frontline pediatric nurses during the pandemic: a cross-sectional study.

The COVID-19 pandemic has brought an unprecedented healthy crisis to people worldwide. It is crucial to assess the psychological status of non-frontline nurses. More attention to the mental and physical health of non-frontline nurses during a public health emergency is necessary for a full understanding of the implications. Therefore, this study aims to investigate the factors that influence the acute stress reaction of non-frontline pediatric nurses during the COVID-19 pandemic. This study aimed to explore factors associated with acute stress reactions of non-frontline pediatric nurses in Hunan province during the COVID-19 pandemic. This was a cross-sectional design. Five hundred eighteen pediatric nurses from Hunan province, China, completed the Stanford Acute Stress Reaction Questionnaire (SASRQ), Depression Anxiety Stress Scales-21 (DASS-21), and Job Withdrawal Behavior Scales (JWB). Multiple linear regression analyses and Pearson's correlation were used to analyze the results. The mean scores of DASS-21, JWB, SASRQ were 1.443 ± 0.500, 1.601 ± 0.544, and 1.858 ± 0.805, respectively. Stress, anxiety, depression (three sub-dimensions of DASS-21), JWB, monthly income and department were the major predictive factors for SASRQ (Adjusted R2 = 0.579, p < 0.001). Pearson's correlation showed that the mean score of SASRQ was positively correlated with JWB, DASS-21, and all its dimensions (p < 0.01). The study indicated that the SASRQ was greater with higher levels of DASS-21 and JWB. It revealed an acute stress reaction in non-frontline pediatric nurses and recommends more focus on the factors influencing the SASRQ.

Unlocking the Effect of Supervisor Incivility on Work Withdrawal Behavior: Conservation of Resource Perspective.

Workplace incivility has gotten a lot of attention in recent decades. Researchers have looked at many forms of aggressive conduct in the workplace and their negative impacts on individuals and businesses. The goal of this study was to see how incivility among supervisors leads to work withdrawal and when this link might be mitigated. We argued that supervisor incivility indirectly influences work withdrawal behavior through job insecurity, and that emotional intelligence moderates this connection. This study attempted to evaluate the influence of supervisor incivility on the job withdrawal behavior of personnel working in several banks Lahore by drawing on affective events theory and conservation of resource theory. Data were gathered from 350 workers of banks in Lahore, Gujranwala, and Sheikhupura to test our assumptions, and SPSS 24 was used to generate and analyze data with Hayes Process. The findings revealed a strong link between supervisor incivility and job insecurity but no link between supervisor incivility and work withdrawal behavior. The idea of moderation was validated, since emotional intelligence moderates the relationship between job insecurity and job withdrawal behavior. There are also suggestions for more empirical studies and theoretical and practical ramifications.

조직시민행동에 대한 재고찰: 조직시민행동, 이직의도, 그리고 초과근무시간의 관계를 중심으로

본 연구는 공무원의 조직시민행동이 이직의도에 미치는 영향과 두 변수 간 조절변수로서 초과근무시간의 영향력을 규명함으로써 조직시민행동의 긍정성에 대해 재고찰하는 것을 목적으로 한다. 한국행정연구원의 「2018년 공직생활실태조사」를 활용하여 공무원을 대상으로 이항로 지스틱 분석을 실시한 결과, 공무원의 이타적 조직시민행동은 이직의도 가능성을 높이는 것으로 나타났다. 이러한 변수 간 영향력은 응답자의 실제 초과근무시간이 많을수록 보다 강화되는 유의미한 조절효과를 보였다. 본 연구는 조직시민행동이 행위자 개인에게 시간ㆍ에너지 비용(cost)으로 작용하여 이직의도와 같은 조직에 대한 철회 행동(job withdrawal behavior)을 유발할 수 있음을 규명하였다. 이러한 연구결과는 조직시민행동의 긍정성을 강조해왔던 기존 전통적인 선행연구들의 논의와 구분되는 동시에 소위 ‘조직시민행동의 이면(darkside OCB)’에 관한 최근의 새로운 논의들을 경험적으로 뒷받침하는 근거가 된다는 점에서 이론적ㆍ실무적 함의를 제공한다.

Three Motives for Abusive Supervision: The Mitigating Effect of Subordinates Attributed Motives on Abusive Supervision’s Negative Outcomes

We have learned a great deal about the negative consequences of abusive supervision, but little attention has been paid to supervisors’ motives for engaging in abusive behavior. This is an important gap in the literature because the consequences of abusive supervision are likely to differ depending on its attributed motive. The current study extends the literature on abusive supervision by refining the attributed motives of abusive supervision and by examining how the attributed motives influence the negative effects of abusive supervision on leader–member exchange (LMX) and withdrawal behaviors (work withdrawal and job withdrawal). Specifically, we develop a conditional process model of abusive supervision which suggests that the negative relationship between abusive supervision and LMX is moderated by the attributed motives of abusive supervision (three motives: injury initiation, performance pressure, and personal disposition to abuse). Our results also suggest that lowered LMX resulting from abusive supervision increases victims’ work withdrawal and job withdrawal behaviors as moderated by organizational tenure. Using quantitative and qualitative data from 139 victims of abuse, we test the proposed model.

The effects of professionalism, likelihood of job embeddedness, and interaction quality with recruiters at entry on turnover behavior among R&amp;D Professionals

The purpose of this study is to examine the effects of job embeddedness, professionalism, and recruiters on turnover of R&amp;D professionals. The data was collected from a sample of 132 R&amp;D professionals with PhD degrees in engineering or natural science in a Korean electronics firm. To analyze time-dependent turnover data, Cox’s proportional hazards model was used. The results showed that over the 5~7 year period after their organization entry, R&amp;D professionals with high professionalism were more likely to leave the organization than were their counterparts with low level of professionalism. And Professionals who had negative interaction with recruiters were more likely to leave the organization than those who had positive interaction with recruiters. This study suggested that the quality of interaction with recruiter have a significant impact on the job withdrawal behavior(e.g. turnover) as well as on the job choice decision during job search among professionals. Based on these results above, implications and limitations of this research were presented, and also directions for future investigation were suggested.

The effects of professionalism, likelihood of job embeddedness, and interaction quality with recruiters at entry on turnover behavior among R&amp;D Professionals

The purpose of this study is to examine the effects of job embeddedness, professionalism, and recruiters on turnover of R&amp;D professionals. The data was collected from a sample of 132 R&amp;D professionals with PhD degrees in engineering or natural science in a Korean electronics firm. To analyze time-dependent turnover data, Cox’s proportional hazards model was used. The results showed that over the 5~7 year period after their organization entry, R&amp;D professionals with high professionalism were more likely to leave the organization than were their counterparts with low level of professionalism. And Professionals who had negative interaction with recruiters were more likely to leave the organization than those who had positive interaction with recruiters. This study suggested that the quality of interaction with recruiter have a significant impact on the job withdrawal behavior(e.g. turnover) as well as on the job choice decision during job search among professionals. Based on these results above, implications and limitations of this research were presented, and also directions for future investigation were suggested.

Emotional Labor, Job Burnout and Job Withdrawal Behavior of Labor-Management Relations Professionals

본 연구에서는 노사관계 종사자의 감정 노동과 직무 소진, 직무 철회에 관한 관계를 밝히고 이들의 감정 노동에 대한 부담과 소진을 경감시켜줄 근거를 마련하고자 한다. 분석결과, 선행 독립변수인 표면 연기, 심층 연기는 종속변수인 비인격화, 정서적 소진, 자아 성취감 저하에 모두 유의한 영향을 미치고 있는 것으로 나타났다. 즉 심층 연기는 비인격화, 정서적 소진, 자아 성취감 저하에 긍정적인 영향을 미치는 것으로 나타났으며, 표면 연기는 비인격화, 정서적 소진, 자아 성취감에 부정적인 영향을 미치는 것으로 나타났다. 또한 직무 철회에 미치는 직무 소진의 영향을 분석해 본 결과 이직 의도에 대해서는 정서적 소진, 비인격화, 자아 성취감 저하 모두 유의한 정의 영향을 미치는 것으로 나타났으며, 지각 및 결근에 대해서는 비인격화가 정의 영향을 미치고 있었으며, 책임 의식 결여에 대해서는 비인격화와 자아 성취감 저하가 유의한 정의 영향을 미치고 있었다. 그리고 세 번째 가설인 감정 노동과 직무 철회에 대한 직무 소진의 매개효과를 살펴본 결과 정서적 소진과 비인격화는 표면 연기와 직무 철회의 하위요인 모두를, 심층 연기에 대해서는 지각및 결근을 제외한 직무 철회의 하위요인과의 관계를 매개하는 것으로 나타났다. 한편 자아 성취감 저하는 지각 및 결근을 제외한 모든 관계에 대해 매개효과를 보였으나, 심층 연기와 지각 및 결근의 관계에서는 정서적 소진, 비인격화, 자아 성취감 저하 모두가 매개효과를 나타내지 않았으며, 자아 성취감 저하는 표면연기와 지각 및 결근의 관계에서 매개효과를 보이지 않는 것으로 분석되 었다.

On the aggregation of individual withdrawal behaviors into larger multi-item constructs

This paper reviews the empirical work of Hanisch and Hulin (1990, 1991) and Roznowski and Hanisch, 1990) which collectively propose two specific multi-behavior constructs: work withdrawal and job withdrawal. Subsequent research suggests that the aggregation specified by Hanisch and Hulin (1990, 1991) and Roznowski and Hanisch (1990) may be premature. However, the basic idea of combining multi-item behaviors into a larger construct to enhance work attitude–work behavior relationships (Fisher, 1980) is appealing. This paper attempts to constructively build upon the useful empirical work of Hanisch and Hulin (1990, 1991) and Roznowski and Hanisch (1990) by offering suggestions for further development and testing of multi-item work and job withdrawal behavior constructs. © 1998 John Wiley & Sons, Ltd.

Predicting absenteeism and turnover: A field comparison of Fishbein's model and traditional job attitude measures.

The present investigation studied the lab-to-field generalizability of Fishbein's attitude-behavior model and examined the relative efficacy of the Fishbein model and traditional job attitude measures as predictors of absenteeism and turnover. Predictor data were collected from 108 nursing home employees immediately preceding the two-month time period of interest. Criterion data were obtained at the end of the two-month period. Fishbein's model received some field support, particularly with respect to predicting turnover. Traditional job attitude measures were more effective predictors of absenteeism, while Fishbein's model was a more effective predictor of turnover. It was concluded that neither approach seems superior especially in light of the amounts of criterion variance accounted for. Empirical studies of the attitude-behavior relationship in specific reference to job attitudes and job withdrawal behaviors have been reviewed recently by Porter and Steers (1973). They concluded that there is considerable evidence for consistent negative relationships between job attitudes (i.e., job satisfaction) and turnover. There appears to be a similar relationship of job attitudes to absenteeism, although there is much less information available. Porter and Steers note that many of the more recent findings are based on reliable and valid measures of job attitudes such as the Job Descriptive Index,