1. LOGO Exit, Voice, Loyalty, and Neglect as Responses to Job Dissatisfaction: A Multidimensional Scaling Study Devilia Sari - Natalia

2. 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

3. Background Issue  It is imperative that research focusing on the out- comes 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,

4. Reseach Objective 1. Summarizing and organizing the research dealing with specific responses to dissatisfaction in a theoretically integrated model 2. testing the proposed model. The research reported attempts to advance the study of job behaviors:

5. Methodology

6. Hypothesis Examine the cognitive structure that workers use to organize their behavioral options. Provide a geometric interpretation, a logical translation using space coordinates, to describe an underlying cognitive structure. “Workers consider absenteeism to be similar to quitting, and absenteeism viewed as an alternate response to job dissatisfaction” The resulting "map" allows for the identification of the degree of similarity and difference in workers‘ perceptions of response option

7. 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.

8. Method of collecting data www.themegallery.com

9. Analysis

10. Result (1)

11. Result (2)

12. www.themegallery.com

13. Result (4)

14. 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.

15. 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.

16. 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.

17. LOGO 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