EXAMINING THE RELATIONSHIP BETWEEN EMPLOYEE WITHDRAWAL BEHAVIOR AND PERFORMANCE OUTCOMES IN COMMERCIAL BANKS IN RIVERS STATE, NIGERIA.

Abstract

This study theoretically explored the relationship between employee withdrawal behavior and organizational performance in the context of deposit money banks in Rivers State. The dimensions of employee withdrawal behavior considered include turnover intention, absenteeism, and lateness, while the measures of organizational performance explored are quality service delivery and market share. The study was purely theoretical in nature, with no empirical data collection or analysis undertaken. Nonetheless, the conceptual framework highlighted the potential negative influence of withdrawal behaviors on organizational outcomes. The study proposed that employee withdrawal behaviors, such as turnover intention, absenteeism, and lateness, could significantly undermine organizational performance by disrupting service quality and eroding market share. Furthermore, the study identified structural and managerial factors such as rigid command-and-control structures and inadequate reward management as possible drivers of these withdrawal behaviors. It was recommended that managers should proactively address factors that may prompt employees to disengage or consider leaving the organization, as such behaviors can have profound negative implications for organizational effectiveness and competitiveness.