Download Exit, Voice, Loyalty, and Neglect as Responses to Job Dissatisfaction

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Exit, Voice, Loyalty, and Neglect as
Responses to Job Dissatisfaction:
A Multidimensional Scaling Study
Devilia Sari - Natalia
Background Issue
 A fruitful trend in recent research has been the
linking of job satisfaction and its rich research
tradition to specific work behavior
 Latest Research :
* Mobley at al. (‘78)
 low job satisfaction is related to high turnover and low job
commitment
* Hammer et al. (‘81)
 low job commitment is related to high absenteeism
* Todor (’80); Todor et al. (‘82); Alder et al (‘81); Pretty(’80); Farrell (’80
and ’82)
 low job satisfaction have linked to requests for transfers, lateness,
error rates and internal political activity
Background Issue
 It is imperative that research focusing on the outcomes of job satisfaction and dissatisfaction
continue
 Latest Research :
* Staines & Quinn (’79)
 found that job satisfaction has fallen and continues to decline
among U.S. workers,
Reseach Objective
The research reported attempts to advance the
study of job behaviors:
1.
Summarizing and organizing the
research dealing with specific
responses to dissatisfaction in a
theoretically integrated model
2.
testing the proposed model.
Methodology
Hypothesis
“Workers consider absenteeism to be similar to
quitting, and absenteeism viewed as an alternate
response to job dissatisfaction”
Examine the cognitive structure that workers use to organize
their behavioral options.
The resulting "map" allows for the identification of
the degree of similarity and difference in workers‘
perceptions of response option
Provide a geometric interpretation, a logical translation using
space coordinates, to describe an underlying cognitive
structure .
Hypothesis
The first general hypothesis was that four response groups or a
two-dimensional MDS space would describe a range of
behavioral responses to dissatisfaction.
Second, the study was designed to assign meanings to the
dimensions of the cognitive space.
The six scales described above (e.g. constructive/destructive)
were entered into the analysis for interpretation of the
dimensions. The hypothesis for these scales was that they would
provide a statistically adequate interpretation.
Method of collecting data
www.themegallery.com
Analysis
Result (1)
Result (2)
www.themegallery.com
Result (4)
Discussion-1
 This study finds that a diverse group of specific behavioral responses
to job dissatisfaction can be subsumed by four more abstract
theoretical categories. These categories are tentatively labeled exit,
voice, loyalty, and neglect (EVLN).
 These four response models are described by two conceptual
dimensions-active/passive and constructive/destructive.
 Taken as a group, these findings indicate that job dissatisfaction
responses are diverse and complex, but that the potential for
abstract integrated theory exists.
 These preliminary findings suggest that the EVLN model should be a
useful typology for building predictive theories.
Discussion-2
 This study adds to existing research, but care must be taken not to
over- interpret the results.
 The EVLN model offer an interesting four-way conceptualization of
responses to job dissatisfaction, but its theoretical constructs must
be considered tentative.
 The panel of expert judges offered a variety of appellations for the
same four clusters of behaviors. Some of the labels were consistent
with the EVLN model, and others suggested theories as diverse as
operant conditioning and Freudian psychology.
 Substantiation of the exit, voice, loyalty, and neglect model ultimately
will re-quire consistent results of related predictive hypotheses.
 Further extensions of this model also must respect the unexpected
findings of this first test.
Discussion-3
 Limitation of this study is that it does not address all of the possible
responses to job dissatisfaction.
 The EVLN model does not consider, for example, psychological
responses such as pathological acceptance of job dissatisfaction or
changing comparison standards for job satisfaction.
 Although the EVLN model adds insight about responses to job
dissatisfaction, it does not exhaust the possible responses.
 Expanding the model may be a profitable strategy in future studies.
 New behaviors as responses to job dissatisfaction and new
relationships among well-researched responses are suggested in
this study.
 Future research should focus on the individual, organizational, and
environmental determinants of each of the EVLN clusters.
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Often, relationship are easier to see if
you can draw a picture or create a chart
that illustrate the relationships......
- Michael Baumgardner, president, Burke, Inc