Employee shirking, where workers give less than full effort on the job, has typically been investigated as a construct subject to group and organization-level influences. Neglected are individual differences that might explain why individuals in the same organization or work-group might shirk. The present study sought to address these limitations by investigating subjective well-being (a dispositional construct), job satisfaction, as well as other individual-level determinants of shirking behavior. Results identified several individual-level determinants of shirking. Implications of the results are discussed
