Withdrawal, Retention, and Turnover Flashcards
A set of behaviors with which employees try to avoid the work situation physically, mentally, or emotionally
Job withdrawal
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
Employee withdrawal
A pleasant feeling resulting from the perception that one’s job fulfills or allows for the fulfillment of one’s important job values
Job satisfaction
Job satisfaction has been conceptualized as an (3)
Overall score of the job
Weighted sum of job facet satisfaction
Comparison between ‘Should-be’ or ‘Would-like’to ‘is-now’
Most attitude researchers assume that attitudes carry with them _____, and as such, attitudes toward the job should be related to behaviors on the job
behavioral implications
Uncertainty about what the organization and others expect from the employee
Role Ambiguity
employees recognition that the demands of the job are incompatible and one person cannot meet all the standards
Role conflict
too many expectations placed on one employee
Role Overload
3 Means by which coworkers can influence employee opinions and attitudes (job satisfaction)
giving task-related help
sharing info
providing affective support
going outside the organization to authorities or regulatory agencies describing the actions of their employer
Whistle-blowing
filing suit against an employer for unfair treatment or discrimination
Lawsuits
Employee reduces the degree to which they identify themselves with their jobs
Decrease in job involvement
employee reduces the degree to which they identify with the organization and is willing to put forth effort on its behalf
Decrease in organizational commitment
Extent to which an employee thinks about separating from an employing organization
Intend to quit
When an employee leaves the organization
turnover
This occurs when the organization requires employees to leave, often when they would prefer to stay
Involuntary turnover
This is a discharge that may not violate an implied agreement or public policy
Wrongful discharge
Programs where the severity of the punishment increases over time
Progressive Discipline
Organizations must develop a standardized, systematic approach to discipline and discharge
Hot Stove Rule
Methods of solving a problem by bringing in an impartial outsider but not using the court system
Alternative Dispute Resolution (ADR)
Three examples of ADR
Open-Door policy
Peer Review
Mediation/Arbitration
A referral service that employees can use to seek professional treatment for emotional problems or substance abuse
Employee Assistance Program (EAP)
A service in which professionals try to help dismissed employees manage the transition form one job to another
Outplacement counseling
This occurs when employees initiate the turnover, often when the organization would prefer to keep them on
Voluntary turnover
Potential costs of voluntary turnover (5)
Recruiting, selecting, training replacements Loss of productivity Loss of talent Reduced satisfaction of stayers Disruption of team-work flow
A jarring event that initiates the process of thinking about a job; it need not be unexpected
Shock
A pre-existing plan of action
Script
Two models of turnover
Shock and Script
4 paths of turnover
- One foot out the door
- Walking off in a huff
- Really got me thinking
- I just dont like it here
Shock makes a person carry out a plan they had all along (what path)
Path 1: one foot out the door
Shock produces such a dramatic image violation that the person just leaves (what path)
Path 2: walking off in a huff
Shock produces image violations that lead to deeper consideration of alternatives (what path)
Path 3: Really got me thinking
Low satisfaction levels prompt turnover processes that are either abrupt or slow and deliberate like traditional affective turnover models (what path)
Path 4: I just dont like it here
This focuses on accumulated, non-affective, and relatively stable forces that keep employees from leaving their jobs
Job embeddedness
Job embeddedness consists of what three dimensions that can occur at the organization as well as in the community
Links
Fit
Sacrifice
Formal or informal ties between a person and institutions, issues, or other people
Links
Compatibility and comfort with and organization or community environment
Fit
cost of tangible or intangible benefits that would be forfeited by leaving the organization
Sacrifice
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
Job search
Shedding poor employees
functional turnover
Failing to retain star employees
Dysfunctional turnover
