A Catastrophe Model of Employee Withdrawal Leading to Low Job Performance, High Absenteeism, and Job Turnover During the First Year of Employment

Abstract

A catastrophe model of employee withdrawal indicates that declining job performance, absenteeism, and turnover are discontinuous behavioral outcomes of the same withdrawal phenomenon arising from varying levels of job tension and group cohesion. The advantages of using catastrophe models to describe the temporal changes in employee withdrawal over a relatively short time period are discussed.