Withdrawal, Retention, and Turnover

Question 1

A set of behaviors with which employees try to avoid the work situation physically, mentally, or emotionally

Answer 1

Job withdrawal

Question 2

This results when circumstances such as the nature of the job, supervisors and coworkers, pay levels, or the employee’s own dispositions cause the employee to become dissatisfied with the job

Answer 2

Employee withdrawal

Question 3

A pleasant feeling resulting from the perception that one’s job fulfills or allows for the fulfillment of one’s important job values

Answer 3

Job satisfaction

Question 4

Job satisfaction has been conceptualized as an (3)

Answer 4

Overall score of the job
Weighted sum of job facet satisfaction
Comparison between ‘Should-be’ or ‘Would-like’to ‘is-now’

Question 5

Most attitude researchers assume that attitudes carry with them _____, and as such, attitudes toward the job should be related to behaviors on the job

Answer 5

behavioral implications

Question 6

Uncertainty about what the organization and others expect from the employee

Answer 6

Role Ambiguity

Question 7

employees recognition that the demands of the job are incompatible and one person cannot meet all the standards

Answer 7

Role conflict

Question 8

too many expectations placed on one employee

Answer 8

Role Overload

Question 9

3 Means by which coworkers can influence employee opinions and attitudes (job satisfaction)

Answer 9

giving task-related help
sharing info
providing affective support

Question 10

going outside the organization to authorities or regulatory agencies describing the actions of their employer

Answer 10

Whistle-blowing

Question 11

filing suit against an employer for unfair treatment or discrimination

Answer 11

Lawsuits

Question 12

Employee reduces the degree to which they identify themselves with their jobs

Answer 12

Decrease in job involvement

Question 13

employee reduces the degree to which they identify with the organization and is willing to put forth effort on its behalf

Answer 13

Decrease in organizational commitment

Question 14

Extent to which an employee thinks about separating from an employing organization

Answer 14

Intend to quit

Question 15

When an employee leaves the organization

Answer 15

turnover

Question 16

This occurs when the organization requires employees to leave, often when they would prefer to stay

Answer 16

Involuntary turnover

Question 17

This is a discharge that may not violate an implied agreement or public policy

Answer 17

Wrongful discharge

Question 18

Programs where the severity of the punishment increases over time

Answer 18

Progressive Discipline

Question 19

Organizations must develop a standardized, systematic approach to discipline and discharge

Answer 19

Hot Stove Rule

Question 20

Methods of solving a problem by bringing in an impartial outsider but not using the court system

Answer 20

Alternative Dispute Resolution (ADR)

Question 21

Three examples of ADR

Answer 21

Open-Door policy
Peer Review
Mediation/Arbitration

Question 22

A referral service that employees can use to seek professional treatment for emotional problems or substance abuse

Answer 22

Employee Assistance Program (EAP)

Question 23

A service in which professionals try to help dismissed employees manage the transition form one job to another

Answer 23

Outplacement counseling

Question 24

This occurs when employees initiate the turnover, often when the organization would prefer to keep them on

Answer 24

Voluntary turnover

Question 25

Potential costs of voluntary turnover (5)

Answer 25

Recruiting, selecting, training replacements
Loss of productivity
Loss of talent
Reduced satisfaction of stayers
Disruption of team-work flow

Question 26

A jarring event that initiates the process of thinking about a job; it need not be unexpected

Answer 26

Shock

Question 27

A pre-existing plan of action

Answer 27

Script

Question 28

Two models of turnover

Answer 28

Shock and Script

Question 29

4 paths of turnover

Answer 29

1. One foot out the door
2. Walking off in a huff
3. Really got me thinking
4. I just dont like it here

Question 30

Shock makes a person carry out a plan they had all along (what path)

Answer 30

Path 1: one foot out the door

Question 31

Shock produces such a dramatic image violation that the person just leaves (what path)

Answer 31

Path 2: walking off in a huff

Question 32

Shock produces image violations that lead to deeper consideration of alternatives (what path)

Answer 32

Path 3: Really got me thinking

Question 33

Low satisfaction levels prompt turnover processes that are either abrupt or slow and deliberate like traditional affective turnover models (what path)

Answer 33

Path 4: I just dont like it here

Question 34

This focuses on accumulated, non-affective, and relatively stable forces that keep employees from leaving their jobs

Answer 34

Job embeddedness

Question 35

Job embeddedness consists of what three dimensions that can occur at the organization as well as in the community

Answer 35

Links
Fit
Sacrifice

Question 36

Formal or informal ties between a person and institutions, issues, or other people

Answer 36

Links

Question 37

Compatibility and comfort with and organization or community environment

Answer 37

Fit

Question 38

cost of tangible or intangible benefits that would be forfeited by leaving the organization

Answer 38

Sacrifice

Question 39

Actions to generate potential job opportunities in other organizations and includes sending out resumes, going on job interviews, or simply expending time and effort looking for other jobs

Answer 39

Job search

Question 40

Shedding poor employees

Answer 40

functional turnover

Question 41

Failing to retain star employees

Answer 41

Dysfunctional turnover