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1 | |
Company executives in service industries tend to underestimate the competitive advantage potential in the relationship between employee retention and ______. |
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| | A) | organizational withdrawal |
| | B) | outcome fairness |
| | C) | organizational performance |
| | D) | organizational justice |
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2 | |
When an organization initiates turnover, it is referred to as voluntary turnover. Whereas, when the organization is forced to let people go, it is called involuntary turnover. |
|
| | A) | True |
| | B) | False |
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3 | |
Which of these is a policy that allows for termination of an employee with or without a "good or just cause"? |
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| | A) | Employment-at-will |
| | B) | Negative affectivity |
| | C) | Voluntary turnover |
| | D) | Progressive discipline |
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4 | |
Which of these is not a principle of justice discussed in chapter 10? |
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| | A) | Ends-means justice |
| | B) | Outcome fairness |
| | C) | Procedural justice |
| | D) | Interactional justice |
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5 | |
Which of these is not a determinant of procedural justice? |
|
| | A) | Ethicality |
| | B) | Information accuracy |
| | C) | Bias suppression |
| | D) | Consideration |
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6 | |
Which of these is considered as a determinant of interactional justice? |
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| | A) | Correctability |
| | B) | Representativeness |
| | C) | Empathy |
| | D) | Bias suppression |
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7 | |
Which of the following has "means" rather than "ends" as a central focus? |
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| | A) | Outcome justice |
| | B) | Interactional justice |
| | C) | Terminated justice |
| | D) | Arbitrator justice |
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8 | |
______ is a concept of justice referring to the interpersonal nature of how outcomes are implemented. |
|
| | A) | Procedural justice |
| | B) | Interactional justice |
| | C) | Communicative justice |
| | D) | Results fairness |
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9 | |
A central feature of a progressive discipline program is that the termination stage of the organizational response should be accomplished as quickly and bluntly as possible. |
|
| | A) | True |
| | B) | False |
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10 | |
Alternative dispute resolution does not use the legal system to solve conflicts. |
|
| | A) | True |
| | B) | False |
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11 | |
Which of these is not one of the stages in Alternative Dispute Resolution? |
|
| | A) | Arbitration |
| | B) | Peer review |
| | C) | Open door policy |
| | D) | Law suit |
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12 | |
______ programs attempt to ameliorate problems encountered by workers who are drug dependent, alcohol dependent, or psychologically troubled. |
|
| | A) | Dispute resolution |
| | B) | Outplacement counseling |
| | C) | Employee assistance |
| | D) | Employment-at-will |
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13 | |
Employee assistance programs are very effective for resolving workplace disputes in a timely, constructive, and cost-effective manner. |
|
| | A) | True |
| | B) | False |
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14 | |
Which of these techniques may assist an individual to manage his or her disappointment or anger and thereby provide a constructive alternative to violent behavior or litigation over issues of workplace discharge? |
|
| | A) | Mediation |
| | B) | Peer review |
| | C) | Outplacement counseling |
| | D) | Employee assistance programs |
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15 | |
Which of the following is not a cause of job dissatisfaction? |
|
| | A) | Personal disposition |
| | B) | Tasks and roles |
| | C) | Supervisors and coworkers |
| | D) | Behavior change |
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16 | |
Whistle-blowing refers to making a grievance public by going to the media to bring about change. |
|
| | A) | True |
| | B) | False |
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17 | |
______ is the degree to which an employee identifies with the organization and is willing to put forth effort on its behalf. |
|
| | A) | Job involvement |
| | B) | Job satisfaction |
| | C) | Organizational commitment |
| | D) | Negative affectivity |
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18 | |
Psychological withdrawal from work may take the form of: |
|
| | A) | low job involvement. |
| | B) | low organizational commitment. |
| | C) | low job satisfaction. |
| | D) | All of the above. |
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19 | |
Which of these is not an important aspect of job satisfaction according to the text definition? |
|
| | A) | Perception |
| | B) | Function of values |
| | C) | Personality |
| | D) | Different employees have different views of which values are important. |
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20 | |
A ______ is a standard point that serves as a comparison for other points and thus provides meaning. |
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| | A) | frame of reference |
| | B) | benchmark |
| | C) | degree of affectivity |
| | D) | task differential |
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21 | |
Which term is used to describe a dispositional dimension that reflects pervasive individual differences in satisfaction with any and all aspects of life? |
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| | A) | Job involvement |
| | B) | Job satisfaction |
| | C) | Organizational commitment |
| | D) | Negative affectivity |
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22 | |
Individuals who are high in negative affectivity report lower levels of aversive mood states across all contexts. |
|
| | A) | True |
| | B) | False |
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23 | |
______ refers to specific ways to add complexity and meaningfulness to a person's work. |
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| | A) | Job rotation |
| | B) | Job enlargement |
| | C) | Job enrichment |
| | D) | Job stress |
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24 | |
Role conflict refers to the level of uncertainty about what the organization expects from the employee in terms of what to do or how to do it. |
|
| | A) | True |
| | B) | False |
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25 | |
A process of systematically moving a single individual from one job to another over the course of time refers to |
|
| | A) | voluntary turnover. |
| | B) | job rotation. |
| | C) | involuntary turnover. |
| | D) | employment-at-will. |
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26 | |
Which of these refers to a recognition of incompatible or contradictory demands by the person who occupies the role? |
|
| | A) | Role conflict |
| | B) | Role overload |
| | C) | Role analysis |
| | D) | Role ambiguity |
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27 | |
A state in which too many expectations or demands are placed on the person refers to: |
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| | A) | Role conflict |
| | B) | Role overload |
| | C) | Role analysis |
| | D) | Role ambiguity |
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28 | |
Coworkers and supervisors are the two primary sets of people in an organization that affect job satisfaction. |
|
| | A) | True |
| | B) | False |
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29 | |
Which of these reasons, according to your text, indicates why an ongoing program of employee survey research should be a prominent part of any human resource strategy? |
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| | A) | It allows the company to monitor trends over time and thus prevent problems in the area of voluntary turnover before they happen. |
| | B) | It provides a means of empirically assessing the impact of changes in policy or personnel or worker attitudes. |
| | C) | Using standardized scales like JDI or PSQ, a company can compare itself with others in the same industry. |
| | D) | All of these. |
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30 | |
One reason for engaging in an ongoing program of employee satisfaction survey is that it provides a means of empirically assessing the impact of changes in policy or personnel on worker attitudes. |
|
| | A) | True |
| | B) | False |