Nina Gupta

A Note on the Structure of Employee Withdrawal

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.

A Test of the Correspondence between Self-Reports and Alternative Data Sources about Work Organizations.

Abstract A large amount of organizational research has placed exclusive (at least primary) reliance on self-reports from respondents to understand the attitudes and behaviors of employees. The present study attempts to assess the correspondence between self-reports and two other data sources—company records and on-the-job observations—using information from 506 employees of three midwestern organizations. Correspondence was assessed with respect to three sets of variables, viz., pay, fringe benefits, and hazardous conditions. The results indicate low to moderate agreement between data sources. Reasons for the discrepancies are discussed.

Tardiness as a manifestation of employee withdrawal

Abstract Tardiness is examined as a manifestation of withdrawal, using data from a sample of 173 employees of a printing company located in the midwest. Three sources of tardiness data were used: supervisory ratings, personnel records, and employee self-reports. The results suggest that it may be legitimate to include tardiness within the withdrawal rubric, that tardiness and absenteeism tend to be exhibited by employees simultaneously rather than alternatively, and that tardiness is related to some demographic/background variables, but not to attitudinal variables. Only moderate correspondence is detected among different tardiness measures.

Substance Use as an Employee Response to the Work Environment.

Abstract A conceptual framework for the examination of alcohol and drug use as employee responses to work environments is proposed. Three sets of substance use antecedents are discussed. These are distancing forces, attractions, and constraints. Examples of these antecedents within the organizational setting are provided, and the dynamic interrelationships among them explored. Conditions for the use of different types of substances are also identified.