Analysis

The Work Withdrawal Measure (WWM) is designed to assess employees’ tendency to disengage or distance themselves from their work responsibilities and workplace environment. Work withdrawal can manifest in different forms, such as: Reduced commitment, Absenteeism, Lower engagement in work-related activities, and Psychological detachment from job tasks.

Objective

The WWM aims to: Identify factors contributing to employee withdrawal, Assess the severity of withdrawal behaviors, and Help organizations develop strategies to improve engagement and reduce disengagement risks.

Measurement

The scale uses Likert-scale questionnaires, where participants rate statements from 1 (Strongly Disagree) to 5 (Strongly Agree). Higher scores indicate greater levels of work withdrawal.

References

Baker, E. M., & Kirk, J. C. (1977). The Role of Job Satisfaction in Work Withdrawal. Journal of Applied Psychology, 62(1), 59-63.
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.
Price, J. L. (1977). The Study of Turnover. Iowa State University Press.