The article was about a study on comparing predictive power of Fishbein’s model and traditional job attitude measures on job withdrawal behavior specifically absenteeism and turnover. At the point of the study, Fishbein’s attitude-behavior model has not been tested in on-going work organization and the usefulness of the theory for organizational situational is unknown. Hence, the study was designed to test Fishbein’s model in applied settings, as well as explore generalizability of the model from the laboratory to the field. Besides that, existing relationships of job attitude-absenteeism and job attitude-turnover were not significantly strong. Thus, the study intended to demonstrate the efficacy of Fishbein’s model and traditional job attitude measures as predictors of job withdrawal behavior (absenteeism and turnover).
The study was carried out with 108 employees of a county nursing home as sample. These employees are included nurse’s aides, licensed practical nurses, registered nurses, administrators, staff, and food service as well as the housekeeping personnel. The data for the study were collected on two points of time. The first data pool was collected prior to two-month time period of interest whereas the criterion data were collected at the end of two-month period. The questionnaire used assessed behavior intention, attitude towards and normative beliefs with respect to both absenteeism and voluntary resignation. General Motors Faces scale was used to assess attitude towards job and Job Descriptive Index (JDI) was used to assess attitude toward specific aspects of employee’s job situation. Data of unexcused absenteeism and voluntary resignation were obtained from the organization’s records at the end of the two-month period.
The results of the in-field study found that even though the correlations are significant, the amount of behavioral intention-absenteeism relationship and behavioral intention-resignation relationship accountable by Fishbein’s model are smaller than the behavioral intention-behavior correlation found in the laboratory study. Nevertheless, multiple correlation between respective attitudinal and normative components with intent to absent and intent to resign indicate that Fishbein’s model is a relatively effective predictor of behavioral intention. In terms of predictive power, the study suggest that while the traditional job attitude measures were relatively more efficacious in predicting absenteeism, voluntary resignation are more effectively predicted by Fishbein’s model.
The study concluded that traditional job attitude measures were more effective predictors of absenteeism, while Fishbein’s model was a more effective predictor of turnover. The researcher also concludes that neither job attitudes nor behavioral intentions were consistently superior in accounting for job withdrawal behavior. However, the fact that Fishbein’s model accounted less behavioral variance in field situation compared to lab study worth noting and shall be researched further. There were also few recommendations pointed for future researches; researchers should incorporate more facets of personal and situational information in a comprehensive but integrated, prediction system. Researchers should also further specify the circumstances that will influence the magnitude of the relationship and take into account the assumption that the attitude (or behavioral intention) remains constant during the intervening time period which can be done by closely monitoring the attitude of interest over several points in time prior to obtaining the criterion measure and even at the time of obtaining the criterion measure.
As stated by the researcher, the prediction of behavior in real organization settings is complex situations with many uncontrolled and unaccounted variables. The study focused on predictive power of Fishbein’s attitude-behavior model and traditional job attitude measure in the...
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