There are many forms of behavior that can signal job withdrawal, some include: behavior change, psychological withdrawal or physical job withdrawal. Job withdrawal is defined as a set of behaviors with which employees try to avoid the work situation physically, mentally, or emotionally. Physical job withdrawal is when an employee physically removes themselves from the job and this can be done by arriving late, calling in sick, requesting a transfer, or leaving the organization altogether. Lastly, psychological withdrawal is when an employee is physically at the job, but their mind is somewhere else. If an employee was suffering from psychological withdrawals, I would focus on job satisfaction. Job satisfaction is defined as a pleasant feeling resulting from the perception that one’s job fulfills or allows for the fulfillment of one’s important job values. As an employer, you want to tailor the benefits and values to the employee. If their values are not met then they will feel withdrawal from the job. It also needs to be remembered that every employee is different and their values will not be identical.
The four factors that influence an employee’s job dissatisfaction or satisfaction include personal disposition, supervisors and coworkers, tasks and roles and pay and benefits. An employer could most easily change the tasks and roles of the organization. It would be easy to redirect the roles to appropriate employees and modify the tasks. The most expensive factor to change would be pay and benefits. Pay is not going to decrease, it will more than likely increase, so that will cost the organization more.