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
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
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.,