Government Shutdown Essay
Government shutdown is the untimely enactment of annual appropriated acts or continuing resolution from Congress or between the Congress and the President creating a funding gap that will resume after the first calendar year (October 1), federal government begins to shutdown (Brass, 2014). Furlough is defined as placing a worker in a temporary non-duty, non-pay status due to a lack of work, funds, or other non-disciplinary reasons (White, 2013). The four personal-related terms that begins with “E” is, (a) excepted – federal employees who are not furloughed and must continue to work, (b) exempt – employees who are not subject to furlough because their compensation is not funded by annual appropriation funds, (c) emergency – employees who are
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In addition, work locus of control (WLOC) is measures of LOC specifically in the work-related environment where employees assumes that themselves or other forces controls their job, position, or task. (Sprung & Jex, 2012). CWB-I is defined as the interpersonal conflict, disagreement, and poor treatment at work directly linked to their performance; whereas, CWB-O refers to as organizational injustice, deviance (Lian et al., 2013), and employees perceptions of unfair treatment leading to job dissatisfaction (Hershcovis et al., 2007; Penny & Spector, 2005; Sprung & Jex, 2012). Work stressors are stimulated by constraints, injustice, workload, and conflict, which are related to CWB-I and CWB-O (Sprung & Jex, 2012). Job satisfaction correlates with recognition, remuneration, job security, supervision, and opportunities for promotion (Weiss & et al., 1967); whereas, job performance is the productivity, consistency, and quality of work (Ricardo, 2001) measured by job responsibilities and the type of position occupied …show more content…
This approach creates a reciprocal system composed of cause and effect relationships between employee job satisfaction and job performance (Ouedraogo & Leclerc, 2013). In addition, this framework correlates with Abrahamson (1991) theory of management fads and fashion separated by four perspectives, (a) efficient-choice, (b) forced-selection, (c) fad, and (d) fashion. However, this paper on furloughed government contractors’ WLOC with relations to job satisfaction and job performance will primarily focus on efficient-choice perspective, which indicates organization adoption to concepts that is useful for correcting performance gaps (Ouedraogo & Leclerc, 2013). Fast, Burris and Bartel’s (2014) conceptual model of managerial self-efficacy, ego threats, and voice aversion will address CWB-I as it relates to job performance and CWB-O relating to job dissatisfaction. This conceptual model comprises three main arguments. First, employees internalize and feel the need to take responsibilities associated with their roles (Katz & Kahn, 1978). This internalization on role expectation is efficient when roles are desirable and provide social advantage (Fast et al.,
In addition, work locus of control (WLOC) is measures of LOC specifically in the work-related environment where employees assumes that themselves or other forces controls their job, position, or task. (Sprung & Jex, 2012). CWB-I is defined as the interpersonal conflict, disagreement, and poor treatment at work directly linked to their performance; whereas, CWB-O refers to as organizational injustice, deviance (Lian et al., 2013), and employees perceptions of unfair treatment leading to job dissatisfaction (Hershcovis et al., 2007; Penny & Spector, 2005; Sprung & Jex, 2012). Work stressors are stimulated by constraints, injustice, workload, and conflict, which are related to CWB-I and CWB-O (Sprung & Jex, 2012). Job satisfaction correlates with recognition, remuneration, job security, supervision, and opportunities for promotion (Weiss & et al., 1967); whereas, job performance is the productivity, consistency, and quality of work (Ricardo, 2001) measured by job responsibilities and the type of position occupied …show more content…
This approach creates a reciprocal system composed of cause and effect relationships between employee job satisfaction and job performance (Ouedraogo & Leclerc, 2013). In addition, this framework correlates with Abrahamson (1991) theory of management fads and fashion separated by four perspectives, (a) efficient-choice, (b) forced-selection, (c) fad, and (d) fashion. However, this paper on furloughed government contractors’ WLOC with relations to job satisfaction and job performance will primarily focus on efficient-choice perspective, which indicates organization adoption to concepts that is useful for correcting performance gaps (Ouedraogo & Leclerc, 2013). Fast, Burris and Bartel’s (2014) conceptual model of managerial self-efficacy, ego threats, and voice aversion will address CWB-I as it relates to job performance and CWB-O relating to job dissatisfaction. This conceptual model comprises three main arguments. First, employees internalize and feel the need to take responsibilities associated with their roles (Katz & Kahn, 1978). This internalization on role expectation is efficient when roles are desirable and provide social advantage (Fast et al.,