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Related Concept Videos

Longitudinal Research02:20

Longitudinal Research

Sometimes we want to see how people change over time, as in studies of human development and lifespan. When we test the same group of individuals repeatedly over an extended period of time, we are conducting longitudinal research. Longitudinal research is a research design in which data-gathering is administered repeatedly over an extended period of time. For example, we may survey a group of individuals about their dietary habits at age 20, retest them a decade later at age 30, and then again...
Naturalistic Observations02:30

Naturalistic Observations

If you want to understand how behavior occurs, one of the best ways to gain information is to simply observe the behavior in its natural context. However, people might change their behavior in unexpected ways if they know they are being observed. How do researchers obtain accurate information when people tend to hide their natural behavior? As an example, imagine that your professor asks everyone in your class to raise their hand if they always wash their hands after using the restroom. Chances...
Regression Toward the Mean01:52

Regression Toward the Mean

Regression toward the mean (“RTM”) is a phenomenon in which extremely high or low values—for example, and individual’s blood pressure at a particular moment—appear closer to a group’s average upon remeasuring. Although this statistical peculiarity is the result of random error and chance, it has been problematic across various medical, scientific, financial and psychological applications. In particular, RTM, if not taken into account, can interfere when researchers try to extrapolate results...
Social Loafing01:37

Social Loafing

Another way in which a group presence can affect performance is social loafing—the exertion of less effort by a person working together with a group. Social loafing occurs when our individual performance cannot be evaluated separately from the group. Thus, group performance declines on easy tasks (Karau & Williams, 1993). Essentially individual group members loaf and let other group members pick up the slack. Because each individual’s efforts cannot be evaluated, individuals become less...
Factors Affecting Workability01:24

Factors Affecting Workability

The workability of concrete is a critical characteristic that influences the ease of mixing, handling, and finishing the concrete. It is affected by several factors including water content, aggregate properties, and admixtures like air entrainment. Water plays a fundamental role as it lubricates the concrete mix, facilitating easier movement and placement. However, the water requirement varies depending on the texture and shape of aggregates. Finer particles and angular, rough-textured...

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Related Experiment Video

Updated: Jun 2, 2026

Operant Procedures for Assessing Behavioral Flexibility in Rats
08:30

Operant Procedures for Assessing Behavioral Flexibility in Rats

Published on: February 15, 2015

Does Enhancing Work-Time Control and Flexibility Reduce Turnover? A Naturally Occurring Experiment.

Phyllis Moen, Erin L Kelly, Rachelle Hill

    Social Problems
    |May 3, 2011
    PubMed
    Summary
    This summary is machine-generated.

    Implementing a Results-Only Work Environment (ROWE) significantly lowers employee turnover. This work-time flexibility initiative benefits employees regardless of demographics, reducing intentions to leave.

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    Area of Science:

    • Organizational Behavior
    • Human Resource Management

    Background:

    • Traditional work environments often focus on time spent rather than results.
    • Employee turnover is a significant concern for organizations, impacting productivity and costs.

    Purpose of the Study:

    • To investigate the impact of a Results-Only Work Environment (ROWE) on employee turnover.
    • To determine if ROWE, an organizational innovation, influences employee retention and intentions to leave.

    Main Methods:

    • Utilized survey data from 775 employees at a corporate headquarters.
    • Analyzed institutional turnover records for eight months post-ROWE implementation.
    • Examined moderating effects of ROWE on factors influencing turnover.

    Main Results:

    • Employees in the ROWE initiative showed lower odds of turnover.
    • ROWE's positive effect on retention was consistent across different demographics (gender, age, family stage).
    • ROWE mitigated turnover intentions, especially for employees experiencing job insecurity or work-life conflict.

    Conclusions:

    • Organizational policies promoting work-time control and flexibility, like ROWE, can effectively reduce employee turnover.
    • ROWE shifts the perspective on employee departure from personal issues to organizational policy.
    • Implementing ROWE can enhance employee retention and reduce turnover intentions.