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WHY DIRTY WORKERS STAY? SOCIAL and SOCIETAL FORCES THAT INCREASE an EMPLOYEE's INTENTION to Staybydeanna L. Kolardissertatio

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WHY DIRTY WORKERS STAY? SOCIAL and SOCIETAL FORCES THAT INCREASE an EMPLOYEE's INTENTION to Staybydeanna L. Kolardissertatio This electronic thesis or dissertation has been downloaded from the King’s Research Portal at https://kclpure.kcl.ac.uk/portal/ Why dirty workers stay? Social and societal forces that increase an employee's intention to stay Kolar, Deanna Awarding institution: King's College London The copyright of this thesis rests with the author and no quotation from it or information derived from it may be published without proper acknowledgement. END USER LICENCE AGREEMENT Unless another licence is stated on the immediately following page this work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International licence. https://creativecommons.org/licenses/by-nc-nd/4.0/ You are free to copy, distribute and transmit the work Under the following conditions: Attribution: You must attribute the work in the manner specified by the author (but not in any way that suggests that they endorse you or your use of the work). Non Commercial: You may not use this work for commercial purposes. No Derivative Works - You may not alter, transform, or build upon this work. Any of these conditions can be waived if you receive permission from the author. Your fair dealings and other rights are in no way affected by the above. Take down policy If you believe that this document breaches copyright please contact [email protected] providing details, and we will remove access to the work immediately and investigate your claim. Download date: 25. Sep. 2021 WHY DIRTY WORKERS STAY? SOCIAL AND SOCIETAL FORCES THAT INCREASE AN EMPLOYEE'S INTENTION TO STAY by Deanna L. Kolar Dissertation Submitted to the Department of Management King’s College London in partial fulfillment of the requirements for the degree of DOCTOR OF PHILOSOPHY April 1, 2014 London, United Kingdom 1 ABSTRACT A substantial portion of the workforce performs the jobs that other people avoid because the work is dirty, dangerous, servile or morally reprehensible. Over time, researchers have reflected on how tainted jobs are critical to the effective functioning of society (Hughes, 1951). The current study sought to understand the factors and experiences connected with a worker’s intention to stay in a dirty job. A single multinational company with 800 employees operating in the United Kingdom, France and the United States was the focus of the study. The company secures and cleans vacant properties. Most of the job sites are public housing buildings situated in high crime areas. The workers first must clear out discarded personal items and garbage scattered throughout the units by the previous occupants and squatters. The properties must be thoroughly cleaned and then steel panels are installed on the doors and windows to secure the property. Although a significant amount of literature exists on the subject of dirty work, the studies have typically employed qualitative data collection methods. In contrast, the current study diverged from this previous approach by adopting a mixed-methods style of data collection. A quantitative survey data (N=266) tested a hypothesized model of factors relating to workers’ intention to stay with the company. The researcher also performed qualitative semi-structured 2 interviews (N=53) and job site passive participation observation to reveal distinctive traits in worker attitudes and experiences relating to their dirty job. The study identified 13 factors associated with this population of workers’ intention to stay in their job. Using quantitative and qualitative methods, data was collected to assess workers’ attitudes and experiences regarding: the characteristics of their work, attitudes toward dirty work, perceived stigma, job satisfaction and job embeddedness. Analysis of the data revealed support for the majority of the predicted hypotheses. Intention to stay was positively associated with job variety, individual and group autonomy, satisfaction with work duties, person-job fit, distributive justice, satisfaction with pay, promotion, supervision and job embeddedness. Conversely, perceived stigma and alternative job opportunities showed a negative association with the workers’ intention to stay. The qualitative results revealed worker reactions to job site conditions and experiences. The main contribution of the study lies in the identification, and analysis of, several distinct factors and related issues associated with a dirty worker’s decision to stay in a dirty job. The implications and limitations of the study are also discussed. 3 ACKNOWLEDGEMENT I wish to acknowledge the assistance of my supervisors, Dr. Stephen Deery and Dr. Janet Walsh in helping me complete this dissertation. Also, I want to thank the workers at the research company for sharing their experiences and keeping me safe as I visited their dirty work world. Finally, I would like to thank my family and friends for their support. I especially appreciate my son, Alex, for his extraordinary patience throughout the process of completing my dissertation. 4 Table of Contents List of Tables ....................................................................................................... 15 List of Figures ...................................................................................................... 16 Chapter 1 – Introduction ...................................................................................... 17 1.1 Research background ..................................................................................... 18 1.2 The study design and goals ............................................................................ 19 1.3 Aims of the study ........................................................................................... 20 1.4 Outline of the thesis ....................................................................................... 22 1.5 Summary ........................................................................................................ 24 Chapter 2 - Review of Literature on Dirty Work ................................................. 25 2.1 Introduction .................................................................................................... 26 2.2 Dirty work origins and research ..................................................................... 27 2.2.1 Ashforth and Kreiner’s model .................................................................... 30 2.2.1.1 Physical taint ............................................................................................ 30 2.2.1.2 Social taint ............................................................................................... 31 2.2.1.3 Moral taint ................................................................................................ 32 2.2.2 Expanded model of dirty work.................................................................... 33 Figure 1: Typology of Dirty Work ....................................................................... 35 2.3 Occupational stigma and dirty work .............................................................. 36 2.4 Taint management .......................................................................................... 39 2.4.1 Occupational Ideologies .............................................................................. 39 2.4.2 Social weighting .......................................................................................... 43 2.5 Identity ........................................................................................................... 47 5 2.5.1 Social identity theory .................................................................................. 50 2.6 Employee thrill-seeking ................................................................................. 53 2.6.1 Edgework (Lyng, 1990) .............................................................................. 54 2.7 Perceived job alternatives / job market .......................................................... 57 2.7.1 Labour market insulation / Low income neighborhoods ............................ 57 2.8 Family / friend tradition ................................................................................. 59 2.9 Conclusion ..................................................................................................... 60 Chapter 3 - Review of Literature on Employee Intention to Stay ....................... 62 3.1 Introduction .................................................................................................... 63 3.2 Job satisfaction ............................................................................................... 65 3.2.1 Pay and rewards .......................................................................................... 67 3.2.2 Promotion .................................................................................................... 68 3.2.3 Supervision ................................................................................................. 70 3.2.4 Coworkers and socialization opportunities ............................................... 70 3.2.5 Nature of the work / Satisfaction with the work itself ................................ 71 3.2.6 Task variety ............................................................................................... 72 3.2.7 Distributive justice ...................................................................................... 73 3.2.8 Individual and group autonomy .................................................................. 73 3.3 Organizational commitment ..........................................................................
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