Organisational Behaviour

Individual Research Report

Explain and discuss how the EVLN model helps an organisation to understand an employee's response to job dissatisfaction?

Introduction

The book of American economist Albert O. Hirschman "Exit, voice and loyalty" which was released in 1970 is a classic attempt to understand human behavior, faced with a deteriorating quality of services they consume, whether it is goods that they buy, the company in which they work or the policy of the state in which they live. The universal model built by Hirschman is a vivid example of an idea whose significance goes far beyond the scope of the author and whose influence continues to be felt for decades in the works of scientists of various fields of science.

EVLN model

Today, many companies are showing great attention to job dissatisfaction, because it primarily affects the human behavior. The useful and unique template that helps to understand the job dissatisfaction is the exit-voice-loyalty-neglect (EVLN) model. As suggests in the title of the model, it consists of four ways the worker can respond to dissatisfaction. As has been well documented elsewhere, the elements of job satisfaction include pay, feelings regarding supervision, and co-worker relations (Hulin & Smith, 1965).

Low job satisfaction has been shown to be linked with strong tendencies toward exit behaviors such as transferring, quitting, and intending to quit and has also been linked with tendencies toward neglectful behaviors such as increased error rate, lateness, and absence. High job satisfaction appears to promote voice behaviors such as making job suggestions, grievance filing and acts of loyalty such as good citizenship behavior and job commitment (Farrell & Rusbult, 1992).

Hirschman's idea is very simple, and it helps to understand how an individual behaves when he is