Withdrawal, Retention, and Turnover Flashcards Preview

HR Test 2 > Withdrawal, Retention, and Turnover > Flashcards

Flashcards in Withdrawal, Retention, and Turnover Deck (41):
1

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

Job withdrawal

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

Employee withdrawal

3

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

4

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'

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

behavioral implications

6

Uncertainty about what the organization and others expect from the employee

Role Ambiguity

7

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

Role conflict

8

too many expectations placed on one employee

Role Overload

9

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

giving task-related help
sharing info
providing affective support

10

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

Whistle-blowing

11

filing suit against an employer for unfair treatment or discrimination

Lawsuits

12

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

Decrease in job involvement

13

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

14

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

Intend to quit

15

When an employee leaves the organization

turnover

16

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

Involuntary turnover

17

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

Wrongful discharge

18

Programs where the severity of the punishment increases over time

Progressive Discipline

19

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

Hot Stove Rule

20

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

Alternative Dispute Resolution (ADR)

21

Three examples of ADR

Open-Door policy
Peer Review
Mediation/Arbitration

22

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

Employee Assistance Program (EAP)

23

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

Outplacement counseling

24

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

Voluntary turnover

25

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

26

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

Shock

27

A pre-existing plan of action

Script

28

Two models of turnover

Shock and Script

29

4 paths of turnover

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

30

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

Path 1: one foot out the door

31

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

Path 2: walking off in a huff

32

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

Path 3: Really got me thinking

33

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

34

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

Job embeddedness

35

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

Links
Fit
Sacrifice

36

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

Links

37

Compatibility and comfort with and organization or community environment

Fit

38

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

Sacrifice

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

Job search

40

Shedding poor employees

functional turnover

41

Failing to retain star employees

Dysfunctional turnover