Analysis

Work Withdrawal Measures are tools used to evaluate employees’ tendency to disengage or distance themselves from their work, either through physical withdrawal (such as strikes or terminations) or psychological withdrawal (such as reduced commitment or lack of interest).

Purpose

The purpose of these tools is to identify and analyze the factors that lead employees to withdraw or detach from their work.

Calibration

Participants are asked to respond to a series of questions related to absence, turnover, commitment, and desire for job change. The assessment is conducted using a Likert scale or other rating scales.

References

March, J. G., & Simon, H. A. (1958). Organizations. Wiley.
Mobley, W. H. (1977). Intermediate Linkages in the Relationship Between Job Satisfaction and Employee Turnover. Journal of Applied Psychology, 62(2), 237–240.
Tett, R. P., Jackson, D. N., & Rothstein, M. (1991). Personality Measures as Predictors of Job Performance: A Meta-Analytic Review. Personnel Psychology, 44(4), 703–742.
Steers, R. M., & Mowday, R. T. (1981). Employee Turnover and Post-Decision Accommodation: An Integrative Process Model. Academy of Management Review, 6(2), 284–295.
Blau, G. (1985). The Measurement and Predictive Power of Work Alienation. Work and Occupations, 12(3), 262–287.