INDIVIDUAL-LEVEL DETERMINANTS OF EMPLOYEE SHIRKING

Employee shirking, where workers give less than full effort on the job , has typically been investigated as a construct subject to organizati on-level influences. Neglected are individual differences that could e xplain why employees in the same organization or work-group might shir k. Using a sample of workers from the health cave profession in the li mited States, the present study sought to address these limitations by investigating subjective well-being (a dispositional construct), job satisfaction as well as other individual-level determinants of shirkin g. Results indicate that whites shirk significantly more than nonwhite s, and that subjective well-being, job satisfaction, and age have sign ificant, negative effects on shirking. The implications of these resul ts are discussed.