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Exit-Voice-Loyalty-Neglect Model
In organizational behavior, the Exit-Voice-Loyalty-Neglect (EVLN) Model is a template that identifies ways that employees respond to dissatisfaction. These concepts first appeared in Albert Hirschman's more broadly focussed 1970 book, ''Exit, Voice, and Loyalty: Responses to Decline in Firms, Organizations, and States''
== Exit ==
This includes leaving the organisation, transferring to another work unit, or at least trying to get away from the unsatisfactory situation. The general theory is that job dissatisfaction builds over time and is eventually strong enough to motivate employees to search for better work opportunities elsewhere. This is likely true to some extent, but the most recent opinion is that specific 'shock events' quickly energize employees to think about and engage in exit behavior. For example, the emotion reaction you experience to an unfair management decision or a conflict episode with a co-worker motivates you to looks a job ads and speak to friends about job opportunities where they work. This begins the process of realigning your self-concept more with another company than with your current employer.
抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』
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