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Drawing on sensemaking and emotion regulation research, the purpose of this paper is to reconceptualize core contributor withdrawal (CCW) in the context of online peer-production communities (OPPCs). To explain the underlying mechanisms that make core contributors withdraw from these communities, the authors propose a process theory of contributor withdrawal called the core contributor withdrawal theory (CCWT).

To support CCWT, a typology of unmet expectations of online communities is presented, which uncovers the cognitive and emotional processing involved. To illustrate the efficacy of CCWT, a case study of the English version of Wikipedia is provided as a representative OPPC.

CCWT identifies sensemaking and emotion regulation concerning contributors’ unmet expectations as causes of CCW from OPPCs, which first lead to declined expectations, burnout and psychological withdrawal and thereby to behavioral withdrawal.

CCWT clearly identifies how and why important participation transitions, such as from core contributor to less active contributor or non-contributor, take place. By adopting process theories, CCWT provides a nuanced explanation of the cognitive and affective events that take place before core contributors withdraw from OPPCs.

CCWT highlights the challenge of online communities shifting from recruiting new contributors to preventing loss of existing contributors in the maturity stage. Additionally, by identifying the underlying cognitive and affective processes that core contributors experience in response to unexpected events, communities can develop safeguards to prevent or correct cognitions and emotions that lead to withdrawal.

CCWT provides a theoretical framework that accounts for the negative cognitions and affects that lead to core contributors’ withdrawal from online communities. It furthers the understanding of what motivates contributing to and what leads to withdrawal from OPPC.

The purpose of this study was to analyze the interest conflicts and strategy evolution process of various stakeholders in the process of homestead withdrawal, to reveal which key factors can balance the interests of all parties.

The authors developed an evolutionary game theoretical framework for homestead withdrawal in Yujiang District, Jiangxi Province, China. The authors compared the dynamic process of strategy change in different situations based on system dynamics.

Compared with indirect external factors, direct economic factors, such as increasing compensation standards or increasing fines, are more likely to encourage peasants to withdraw from their homesteads. The dynamic subsidy strategy can increase the probability of peasants withdrawing from their homestead. Additionally, awarding officials with promotions can effectively encourage local governments during the process.

Previous studies have conceptualized farmers' willingness to withdraw from their homestead as a static process, ignoring the underlying dynamism. This paper analyzes the game mechanism among the stakeholders of the homestead withdrawal process from a dynamic perspective, to provide efficient suggestions regarding policymaking for homestead withdrawal.

The goal of the present study is to examine the influence of five dimensions of organizational culture (i.e. job challenge, communication, trust, innovation and social cohesiveness) on employees’ withdrawal intentions and behavior. Specifically, three forms of employees’ withdrawal intentions (i.e. from the occupation, job, and organization), and one form of employees’ withdrawal behavior (i.e. self‐reported absenteeism) are examined.

The paper investigates these relationships among social workers in the Israeli health care system through a structured questionnaire. Regression analyses were employed to test the research hypotheses.

The findings of this study indicate that an organizational culture that provides challenging jobs, diminishes employees’ absenteeism, and withdrawal intentions from the occupation, job, and the organization. The results also show that other dimensions of organizational culture were not significantly correlated with the dependent variables, with the exception of the relationship between a culture of innovation and employees’ withdrawal intentions from the job.

This study contributes to a better understanding of the influence of organizational contexts (e.g. culture) on the development of multiple withdrawal intentions and behaviors among social service employees in the health care sector.

The way in which the article is constructed is that one particular assignment is described in outline first, as a case history. This is Part I. Then, in Part II, this assignment is reviewed, with particular reference to the typical consultancy processes at each stage, from the first process of actually getting asked in, to the final withdrawal process.

The purpose of this paper is to examine the impact of prior absenteeism, demographic variables, and work attitudes (job satisfaction, perceptions of health, and work commitments forms) on absenteeism and turnover intentions.

This study is a longitudinal survey. The questionnaire used established scales of the research instruments. The sample was composed of 119 female employees working in five long term nursing facilities in northern Israel.

The findings showed a strong effect of prior absenteeism on later absenteeism. They also showed that among work attitudes, job satisfaction is a strong predictor of absenteeism, while commitment forms, particularly organizational commitment, are related to turnover intentions.

Using a survey questionnaire for collecting most of the data might cause common method error.

The findings of this study shed some more light on important work outcomes in general and in the health care industry in particular. Increasing job satisfaction and organizational commitment seem to be good strategies for reducing absenteeism and turnover intentions, as the findings here suggested. A higher rate of absenteeism provides an early indication of a withdrawal process among employees, and the organization should treat such information as more than just data on absence rates.

Very few papers have used a longitudinal design examining the effect of both prior absenteeism and work attitudes on turnover intentions and actual absenteeism.

Buprenorphine (Subutex) was piloted in two Scottish prisons between 2004 and 2006 and consequently used within other penal establishments in Scotland. This 2007 qualitative study aimed to explore the use of Subutex and its associated effects on 14 participants on detoxification programmes.

All participants were male, aged from 21 to 44 years with prison sentences ranging from a few months to life imprisonment. Buprenorphine was unavailable to female prisoners at the time of this study. Participants were recruited from seven Scottish prisons. All 14 participants were on detoxification programmes, each was prescribed Subutex, and each was selected from a larger investigation that included both those undergoing detoxification and maintenance (n=21). All participants had previously also used methadone on previous detoxification programmes.

It can be concluded that the majority of detoxification participants within this study indicated that Subutex was a more effective treatment than methadone as it helped reduce craving, eased the process of withdrawal and improved sleeping patterns. In addition, the majority of participants noted higher levels of motivation and the ability to set goals towards obtaining an improved quality of life.

This study provides an alternative perspective to the use of Subutex within prison settings, when compared with results from previous quantitative studies reported. The study also highlights inconsistencies drawn from studies in this area, which may be an artefact of study design. It is recommended that further qualitative studies be conducted to explore further this alternative perspective. Finally, the issue of methodological approach taken should be addressed within the context of a related, but independent, research forum.

The aim of this paper is to investigate the relationship between perceived social identity as an “older worker” and attitudes towards early retirement and commitment to work.

Survey data were obtained from 352 workers aged 50‐59. Hierarchical regression analyses were performed to test the influence of social identity after controlling for demographics, organizational variables and work‐to‐family conflict.

The results show that self‐categorization as an “older worker” is related to negative attitudes towards work (stronger desire to retire early, stronger inclination towards intergenerational competition) while the perception that the organization does not use age as a criterion for distinguishing between workers supports positive attitudes towards work (e.g. higher value placed on work).

This study is cross‐sectional and does not allow conclusions about causality between intergroup processes and attitudes towards works. Future research should develop longitudinal designs to verify that social identity as an “older worker” does induce elders' attitudes at work.

Retirement is usually considered as an individual and opportunistic decision. This research highlights its social dimensions and suggests that managers should pay attention to ageism at work and its potential effects not only on the withdrawal process but also on the quality of life in the workplace.

The purpose of this paper is to introduce a novel direction of enquiry into predictions of employee turnover through the application of a qualitative method adapted from marital research. This method focuses on diagnosing the relationship, and has been able to predict divorce with an accuracy of over 90 per cent, as opposed to existing turnover prediction methods’ modest success of about 30 per cent. By demonstrating that the method can be applied to turnover research, this study completes a seminal step in developing this promising direction of enquiry.

The Oral History Interview method for predicting divorce is adapted to employment settings, and tested on Australian legal and healthcare employees. A qualitative analysis of their responses maps the results from this inquiry onto separation-predicting processes identified in marital research. The results are compared to turnover data collected two years later.

Similar relational processes exist in marital and employment relationships when the marital relationship diagnostics method is applied to organisational settings, demonstrating the utility of this tool in the employment context. Preliminary turnover data indicate that some relational processes are significantly associated with employee turnover.

Future research should examine the predictive power of this tool on a larger sample, and apply it to a wider range of professions, tenure, and positions.

The results indicate that it is viable to diagnose an employment relationship using this diagnostics method developed in marital research.

The novel perspective offered in this paper has potential to greatly improve this employment relationship across jobs and organisations, thus improving organisational productivity and individual wellbeing.

Researchers of employee turnover and practitioners seeking to understand and manage it can benefit from this novel and practical perspective on employment.