Exam 10: Employee Separation and Retention
Exam 1: Human Resource Management: Gaining a Competitive Advantage100 Questions
Exam 2: Strategic Human Resource Management100 Questions
Exam 3: The Legal Environment: Equal Employment Opportunity and Safety100 Questions
Exam 4: The Analysis and Design of Work100 Questions
Exam 5: Human Resource Planning and Recruitment100 Questions
Exam 6: Selection and Placement100 Questions
Exam 7: Training100 Questions
Exam 8: Performance Management100 Questions
Exam 9: Employee Development100 Questions
Exam 10: Employee Separation and Retention100 Questions
Exam 11: Pay Structure Decisions98 Questions
Exam 12: Recognizing Employee Contributions With Pay100 Questions
Exam 13: Employee Benefits100 Questions
Exam 14: Collective Bargaining and Labor Relations100 Questions
Exam 15: Managing Human Resources Globally101 Questions
Exam 16: Strategically Managing the HRM Function100 Questions
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The degree to which people are energized to do their jobs because it helps other people is called _____.
(Multiple Choice)
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Generally, the first stage of an alternative dispute resolution system is peer review.
(True/False)
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Within the progression of job withdrawal, grievances and whistle-blowing are examples of behavior change.
(True/False)
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People's perceptions have little relationship to their frame of reference.
(True/False)
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Making grievances public by going to the media or government is referred to as _____.
(Multiple Choice)
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Employer programs that attempt to ameliorate problems encountered by workers who are drug dependent, alcoholic, or psychologically troubled are referred to as _____ programs.
(Multiple Choice)
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The degree to which an employee identifies with an organization and is willing to put forth effort on its behalf is called _____.
(Multiple Choice)
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Job enrichment and job rotation are the major task-based interventions aimed at reducing job dissatisfaction among employees.
(True/False)
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Whistle-blowers are often dissatisfied individuals who cannot bring about external change and, out of frustration, take their concerns to internal constituencies.
(True/False)
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In Kennol & Co., Roger, an upper-level executive, offered a 6 percent salary increase to Pat, a lower-level manager, and expected this to make the manager happy because inflation was only 3 percent. This refers to the _____ frame of reference.
(Multiple Choice)
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Due to negative affectivity, if job satisfaction remains relatively stable across time and jobs, transient changes in job satisfaction will be difficult to sustain in the individuals.
(True/False)
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Alternative dispute resolution is a method of resolving disputes that:
(Multiple Choice)
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Gamma & Beta Co. strategically implements many pay-for-performance plans and receives reports on low performers being dissatisfied. The organization does not consider it as an operational problem because this strategy is implemented to create:
(Multiple Choice)
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Which of the following is a facet of satisfaction measured by the job descriptive index?
(Multiple Choice)
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_____ is a process of systematically moving a single individual from one job to another over the course of time.
(Multiple Choice)
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Research on the impact of negative affectivity on job satisfaction suggests that:
(Multiple Choice)
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The evidence on the linkage between negative affectivity and job satisfaction suggests the importance of personnel selection as a way of raising overall levels of employee satisfaction.
(True/False)
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An employee who engages in absenteeism or tardiness most represents:
(Multiple Choice)
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Which of the following programs makes for a more flexible workforce and increases workers' appreciation of the other tasks that have to be accomplished for the organization to complete its mission?
(Multiple Choice)
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