Preventing Job Withdrawal

Preventing highly valuable employees from leaving is an important strategy that cannot be ignored. It is not only the cost of losing these employees but also the loss of essential knowledge and the effect on company morale. Organizations can mitigate voluntary turnover by recognizing signs of a progression of withdrawal and taking actions to retain these individuals. Employees may show signs of job withdrawal through behavior change, physical job withdrawal, and psychological job withdrawal.

In this exercise, please read the following mini-case and answer the questions that follow.

Work had become so burdensome for Michelle that she dreaded having to show up every day. Her managers and co-workers were extremely critical and less than friendly with her. Michelle reminded herself that her position at Battelle was just a job. The most important aspects of her life were her family and her love for outdoor activities including hiking and skiing. Every chance she got, Michelle updated her resume and searched websites like Monster.com and CareerBuilder.com for opportunities elsewhere that would allow her to quit her current job. In the meantime, she found herself constantly showing up late for work and taking a day or two off every other week.

Michelle had wanted to voice her concerns, but since her manager was part of the problem, she did not know whom to speak to about her issues. She eventually set up a meeting with her boss's boss, where she was able to air her grievances. He was supportive and told her he understood her concerns. Since he did not want her to leave the company, he decided to find a position in another group that Michelle could apply for, and hopefully obtain, through an internal transfer.

31.

value: 2.50 points

The series of behaviors that Michelle demonstrated to avoid her job suggests that she was experiencing ____________________.

"Grass is greener" view of employment elsewhere

Progressive discipline

Employee discrimination

Progression of withdrawal

32.

value: 2.50 points

By reminding herself that her position was just a job and that she really identified more with her family and outdoor activities, Michelle's ___________________ was declining.

Organizational commitment

Job satisfaction

Job involvement

Job progression

33.

value: 2.50 points

When Michelle performed activities like updating her resume and searching online sites for other jobs, she was demonstrating that her level of _______________ had been reduced.

Organizational responsibility

Organizational commitment

Job involvement

Upward mobility

34.

value: 2.50 points

Which type of withdrawal was Michelle demonstrating by showing up late and missing several days of work?

Psychological job withdrawal

Physical job withdrawal

Cognitive distancing

Negative affectivity

35.

value: 2.50 points

Which of function of job satisfaction most likely was in play when Michelle believed her coworkers were being unfriendly and critical?

Perception

Different view of what values are important

Function of values

Frame of reference