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Volume 13, Issue 2 (Iranian Journal of Ergonomics-In Press 2025)
Iran J Ergon 2025, 13(2): 0-0 |
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Ethics code: IR.PNU.REC.1403.715
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omidi N, shokri M, modiri F, omidi M R, modiri F. Analyzing the Impact of Hidden Withdrawal Profiles on Critical Organizational Performance Indicators. Iran J Ergon 2025; 13 (2)
URL: http://journal.iehfs.ir/article-1-1083-en.html
URL: http://journal.iehfs.ir/article-1-1083-en.html
Analyzing the Impact of Hidden Withdrawal Profiles on Critical Organizational Performance Indicators
1- Associate Professor, Department of Management, Payame Noor University, Tehran, Iran
2- Department of Urban Management, Faculty of Management, Electronic Branch, Islamic Azad University, Tehran, Iran
3- Assistant Professor, Department of Management, Payame Noor University, Tehran, Iran
4- Department of Industrial Engineering, Payame Noor University, Tehran, Iran ,mromidi_91@yahoo.com
5- Department of Management, Payame Noor University, Tehran, Iran
2- Department of Urban Management, Faculty of Management, Electronic Branch, Islamic Azad University, Tehran, Iran
3- Assistant Professor, Department of Management, Payame Noor University, Tehran, Iran
4- Department of Industrial Engineering, Payame Noor University, Tehran, Iran ,
5- Department of Management, Payame Noor University, Tehran, Iran
Abstract: (113 Views)
Background and Objective: Hidden withdrawal profiles, as subtle behavioral patterns in the workplace, can significantly influence key indicators of human resource performance. This study aimed to analyze the impact of these profiles on "turnover intention," "career intentions," and "job performance" among employees of Bustan Hospital in Ahvaz, Iran.
Methods: This applied, descriptive-survey research included 240 hospital staff members. Using Cochran's formula, 146 completed questionnaires were analyzed. Data were collected using standardized and validated instruments in the field of organizational behavior. Statistical analyses were conducted with SPSS and SmartPLS software, and measurement validity and reliability were confirmed through KMO, Bartlett, AVE, CR, and Rho_A indices.
Findings: Path analysis results indicated a significant positive relationship between hidden withdrawal profiles and turnover intention (β = 0.636, t = 13.297), and significant negative effects on career intentions (β = -0.482, t = 9.519) and job performance (β = -0.803, t = 21.079). All t-values exceeded 1.96 and p-values were below 0.001.
Conclusion: Hidden withdrawal behaviors play a critical role in reducing performance and increasing turnover tendencies. The findings highlight the need for early identification of such behavioral patterns and the implementation of psychological and managerial interventions to enhance motivation and employee retention.
Methods: This applied, descriptive-survey research included 240 hospital staff members. Using Cochran's formula, 146 completed questionnaires were analyzed. Data were collected using standardized and validated instruments in the field of organizational behavior. Statistical analyses were conducted with SPSS and SmartPLS software, and measurement validity and reliability were confirmed through KMO, Bartlett, AVE, CR, and Rho_A indices.
Findings: Path analysis results indicated a significant positive relationship between hidden withdrawal profiles and turnover intention (β = 0.636, t = 13.297), and significant negative effects on career intentions (β = -0.482, t = 9.519) and job performance (β = -0.803, t = 21.079). All t-values exceeded 1.96 and p-values were below 0.001.
Conclusion: Hidden withdrawal behaviors play a critical role in reducing performance and increasing turnover tendencies. The findings highlight the need for early identification of such behavioral patterns and the implementation of psychological and managerial interventions to enhance motivation and employee retention.
Keywords: Hidden withdrawal, job performance, turnover intention, career intentions, hospital human resources.
Type of Study: Research |
Subject:
Industrial and Organizational Psychology
Received: 2025/04/26 | Accepted: 2025/09/1 | ePublished: 2025/09/1
Received: 2025/04/26 | Accepted: 2025/09/1 | ePublished: 2025/09/1
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This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
