Psychological processes underlying lateness, absenteeism, and turnover are reviewed. These processes have historically been dominated by a withdrawal model that assumes that the behaviors are the product of unfavorable job attitudes. It is argued that although the withdrawal model is useful for understanding the three behaviors, its dominance is something of an historical accident that is not well justified by contemporary meta-analytic evidence. Elaborations of the withdrawal model, including progression of withdrawal and the general withdrawal construct, are discussed. Alternatives to the withdrawal model include a social model and a dispositional model. The social model takes into account demography, social networks, and normative and cultural mechanisms. Dispositional perspectives center around personality and ...