To Go or Not To Go: The Relationship between Commuting and Withdrawal Behavior

Abstract

The purpose of the study is to check if the cost of commuting reduces job satisfaction and lead to withdrawal. A cross-sectional design is implemented by electronic surveys through a snowball sampling (N=210) . Regression analysis and SPSS extension called PROCESS is used. Study could not generate enough statistical power to point out a relationship between the time spent during the commute and withdrawal behavior, between the money spent during the commute and withdrawal behavior, between time spent during the commute and job satisfaction. The hypothesized interaction of job satisfaction both on the relationship between the time spent during the commute and withdrawal, and the money spent during the commute and withdrawal behavior are not supported. The results concluded that monetary costs of commuting reduces job satisfaction, job satisfaction mediates the relationship between the time spent during the commute and withdrawal behavior. Job satisfaction also found to mediate the relationship between monetary costs of commuting and withdrawal behavior.

The Role of Labor Relations in Reducing the Cases of Job Withdrawal

“…The dependent variable functional withdrawal was measured through two dimensions (physical withdrawal and psychological withdrawal) and through (21) items and through (156) answers observed by a sample of private college teachers, as the dependent variable functional withdrawal got an arithmetic mean of (3.22) moderate level and higher than the hypothetical mean of the research (3), to indicate that the teachers of private colleges resort to a set of measures aimed at placing a physical or psychological dimension between the teacher and the college, that is, they are withdrawal behaviors of the teachers from the duties and responsibilities that are entrusted to them during work, as the functional withdrawal has a deviation Normative (0.661), relative interest (64.4%) average, and a relative coefficient of difference (20.52%) indicates agreement, while the results of Table (11) showed the order of the two dimensions and their paragraphs, so they were according to the relative coefficient of difference as follows:…”

“…II, Apr-Jun e-ISSN: 2249-4642 p-ISSN: 2454-4671 526 INTERNATIONAL JOURNAL OF RESEARCH IN SOCIAL SCIENCES AND HUMANITIES Communication: Communication is one of the important factors affecting the withdrawal behavior of the worker, communication is a balance between the sender and the receiver(Holley, 2013: 823), as the organization should improve effective communication processes if it wants to reduce withdrawal processes, and therefore, communication is A double-edged sword that affects the organization positively or negatively(15: Nwagbara et al 2013). Dissatisfaction: withdrawal behaviors are the result of perceptions of injustice, mistreatment, etc., and sometimes co-workers are a reason to avoid others in the workplace (41:Emre & Elci, 2015). The work environment includes indicators of conflict, task diversity, financial rewards, and relationships with colleagues and participation(Erdemli, 2015:203).…”