Withdrawal, Retention, and Turnover Flashcards Preview

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

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

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

A

Job withdrawal

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

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

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’

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

6
Q

Uncertainty about what the organization and others expect from the employee

A

Role Ambiguity

7
Q

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

A

Role conflict

8
Q

too many expectations placed on one employee

A

Role Overload

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

10
Q

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

A

Whistle-blowing

11
Q

filing suit against an employer for unfair treatment or discrimination

A

Lawsuits

12
Q

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

A

Decrease in job involvement

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

14
Q

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

A

Intend to quit

15
Q

When an employee leaves the organization

A

turnover

16
Q

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

A

Involuntary turnover

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
Q

Potential costs of voluntary turnover (5)

A
Recruiting, selecting, training replacements
Loss of productivity
Loss of talent
Reduced satisfaction of stayers
Disruption of team-work flow
26
Q

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

A

Shock

27
Q

A pre-existing plan of action

A

Script

28
Q

Two models of turnover

A

Shock and Script

29
Q

4 paths of turnover

A
  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
Q

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

A

Path 1: one foot out the door

31
Q

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

A

Path 2: walking off in a huff

32
Q

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

A

Path 3: Really got me thinking

33
Q

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

A

Path 4: I just dont like it here

34
Q

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

A

Job embeddedness

35
Q

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

A

Links
Fit
Sacrifice

36
Q

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

A

Links

37
Q

Compatibility and comfort with and organization or community environment

A

Fit

38
Q

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

A

Sacrifice

39
Q

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

A

Job search

40
Q

Shedding poor employees

A

functional turnover

41
Q

Failing to retain star employees

A

Dysfunctional turnover