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dc.contributor.authorJudge, Timothy A.
dc.contributor.authorChandler, Timothy D.
dc.date.accessioned2020-11-25T14:53:52Z
dc.date.available2020-11-25T14:53:52Z
dc.date.issued1990-12-01
dc.identifier.other175917
dc.identifier.urihttps://hdl.handle.net/1813/77267
dc.description.abstractEmployee shirking, where workers give less than full effort on the job, has typically been investigated as a construct subject to group and organization-level influences. Neglected are individual differences that might explain why individuals in the same organization or work-group might shirk. The present study sought to address these limitations by investigating subjective well-being (a dispositional construct), job satisfaction, as well as other individual-level determinants of shirking behavior. Results identified several individual-level determinants of shirking. Implications of the results are discussed.
dc.language.isoen_US
dc.subjectCAHRS
dc.subjectILR
dc.subjectcenter
dc.subjecthuman resource
dc.subjectjob
dc.subjectworker
dc.subjectadvanced
dc.subjectlabor market
dc.subjectsatisfaction
dc.subjectemployee
dc.subjectwork
dc.subjectmanage
dc.subjectmanagement
dc.subjecthealth care
dc.subjectflexible benefit
dc.subjectHRM
dc.subjectemploy
dc.subjectmodel
dc.subjectindustrial relations
dc.subjectlabor market
dc.subjectjob satisfaction
dc.subjectjob performance
dc.subjectproductivity
dc.subjectmeasurement
dc.subjectcompensation
dc.subjectpay
dc.subjectvoluntary turnover
dc.subjectsalary
dc.subjectpay level
dc.subjectbenefit
dc.subjectpay raise
dc.subjectjob growth
dc.subjectmanagerial
dc.subjectemployment growth
dc.subjectcollege degree
dc.titleIndividual-Level Determinants of the Propensity to Shirk
dc.typepreprint
dc.description.legacydownloads90_26_Individual_level_determinants_.pdf: 1242 downloads, before Oct. 1, 2020.
local.authorAffiliationJudge, Timothy A.: Cornell University
local.authorAffiliationChandler, Timothy D.: Louisiana State University


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