Withdrawal, Retention, and Turnover Flashcards

(41 cards)

1
Q

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

A

Job withdrawal

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

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

A

Employee withdrawal

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

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

A

Job satisfaction

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

Job satisfaction has been conceptualized as an (3)

A

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

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

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

A

behavioral implications

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

Uncertainty about what the organization and others expect from the employee

A

Role Ambiguity

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

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

A

Role conflict

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

too many expectations placed on one employee

A

Role Overload

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

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

A

giving task-related help
sharing info
providing affective support

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

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

A

Whistle-blowing

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

filing suit against an employer for unfair treatment or discrimination

A

Lawsuits

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

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

A

Decrease in job involvement

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

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

A

Decrease in organizational commitment

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

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

A

Intend to quit

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

When an employee leaves the organization

A

turnover

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

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

A

Involuntary turnover

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

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

A

Wrongful discharge

18
Q

Programs where the severity of the punishment increases over time

A

Progressive Discipline

19
Q

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

A

Hot Stove Rule

20
Q

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

A

Alternative Dispute Resolution (ADR)

21
Q

Three examples of ADR

A

Open-Door policy
Peer Review
Mediation/Arbitration

22
Q

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

A

Employee Assistance Program (EAP)

23
Q

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

A

Outplacement counseling

24
Q

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

A

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