Question 1

Within the progression of job withdrawal, grievances and whistle-blowing are examples of behavior change.

Accepted Answer

Dissatisfied workers try to bring about changes in policy or upper-level personnel. Less constructively, employees can initiate change through whistle-blowing (making grievances public by going to the media).

Question 2

Wrongful discharge suits can be filed as a civil rights infringement if the person discharged is a member of a protected group.

Accepted Answer

A wrongful discharge suit typically attempts to establish that the discharge either (1)violated an implied contract or covenant (that is, the employer acted unfairly)or (2)violated public policy (that is, the employee was terminated because he or she refused to do something illegal, unethical, or unsafe). Wrongful discharge suits can also be filed as a civil rights infringement if the person discharged is a member of a protected group.

Question 3

People's perceptions have little relationship to their frame of reference.

Accepted Answer

In particular, people's perceptions are often strongly influenced by their frame of reference. A frame of reference is a standard point that serves as a comparison for other points and thus provides meaning.

Question 4

Organizational commitment is the degree to which employees identify themselves with their jobs.

Accepted Answer

Job involvement is the degree to which people identify themselves with their jobs. Organizational commitment is the degree to which an employee identifies with the organization and is willing to put forth effort on its behalf.

Question 5

Outplacement counseling tries to help dismissed employees manage the transition from one job to another.

Accepted Answer

Many organizations provide outplacement counseling, which tries to help dismissed employees manage the transition from one job to another.

Question 6

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.

Accepted Answer

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.

Question 7

If job conditions cannot be changed, a dissatisfied worker may be able to solve the problem by leaving the job.

Accepted Answer

If the job conditions cannot be changed, a dissatisfied worker may be able to solve the problem by leaving the job. This could take the form of an internal transfer if the dissatisfaction is job-specific (the result of an unfair supervisor or unpleasant working conditions).

Question 8

Whistle-blowers are often dissatisfied individuals who cannot bring about external change and, out of frustration, take their concerns to internal constituencies.

Accepted Answer

Whistle-blowers are often dissatisfied individuals who cannot bring about internal change and, out of a sense of commitment or frustration, take their concerns to external constituencies.

Question 9

Job satisfaction is the key driving force behind all the different forms of job withdrawal.

Accepted Answer

The key driving force behind all the different forms of job withdrawal is job satisfaction, which is defined as a pleasurable feeling that results from the perception that one's job fulfills or allows for the fulfillment of one's important job values.

Question 10

The nature of the task is the most important predictor of job dissatisfaction.

Accepted Answer

As a predictor of job dissatisfaction, nothing surpasses the nature of the task itself. Many aspects of a task have been linked to dissatisfaction.

Question 11

Generally, the first stage of an alternative dispute resolution system is peer review.

Accepted Answer

The first stage of an alternative dispute resolution system is the open-door policy which involves the two people in conflict attempting to arrive at a settlement together.

Question 12

Workplace violence has become a major organizational problem, with workplace homicides being the fastest-growing form of murder in the United States.

Accepted Answer

In addition to the financial risks associated with having to legally defend a dismissal, there are issues related to personal safety. Violence in the workplace has become a major organizational problem and workplace homicide is the fastest-growing form of murder in the United States.

Question 13

The theory of progression of withdrawal states that dissatisfied individuals spontaneously enact a set of behaviors all at once to avoid their work situation.

Accepted Answer

The theory of progression of withdrawal states that dissatisfied individuals enact a set of behaviors in succession to avoid their work situation.

Question 14

There is a general consensus that withdrawal behaviors are clearly unrelated to one another.

Accepted Answer

Regardless of what specific theory one endorses, there is a general consensus that withdrawal behaviors are clearly related to one another, and they are all at least partially caused by job dissatisfaction.

Question 15

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.

Accepted Answer

The evidence on the linkage between these kinds of traits and job satisfaction suggests the importance of personnel selection as a way of raising overall levels of employee satisfaction. If job satisfaction remains relatively stable across time and jobs because of characteristics like negative affectivity, this suggests that transient changes in job satisfaction will be difficult to sustain in these individuals, who will typically revert to their "dispositional" or adaptation level over time.

Question 16

Negative affectivity describes a dispositional dimension that reflects pervasive individual similarities in satisfaction with any and all aspects of life.

Accepted Answer

Negative affectivity is a term used to describe a dispositional dimension that reflects pervasive individual differences in satisfaction with any and all aspects of life.

Question 17

Given EAPs' limited amount of options and constant nature, we need to occasionally analyze their effectiveness.

Accepted Answer

An employee assistance program (EAP)is a referral service that supervisors or employees can use to seek professional treatment for various problems. EAPs vary widely, but most share some basic elements. The key to the effectiveness of an EAP is striking the right balance between collecting information that can be used to promote employee health on the one hand and the employee's right to privacy on the other.

Question 18

Many job enrichment programs place a lot of expectations or demands on the employees, and this has been routinely found to increase role conflict and ambiguity.

Accepted Answer

Many job enrichment programs provide increased opportunities for workers to have input into important organizational decisions that involve their work, and this has been routinely found to reduce role conflict and ambiguity.

Question 19

If applicants or job incumbents conclude that their health or lives are at risk because of the job, attracting and retaining workers will be impossible.

Accepted Answer

The perception and reaction of an organization's own employees to working conditions has implications for satisfaction, retention, and competitive advantage that go well beyond merely meeting the legal requirements. That is, if applicants or job incumbents conclude that their health or lives are at risk because of the job, attracting and retaining workers will be impossible.

Question 20

When a decision to discipline or discharge an employee is explained and implemented in a fashion that is socially sensitive, considerate, and empathetic, it fulfills the principle of outcome fairness.

Accepted Answer

Outcome fairness refers to the judgment that people make with respect to the outcomes received relative to the outcomes received by other people with whom they identify (referent others). Interactional justice refers to the interpersonal nature of how the outcomes were implemented. When a decision to discipline or discharge an employee is explained and implemented in a fashion that is socially sensitive, considerate, and empathetic, this helps defuse some of the resentment that might come about from a decision to discharge an employee.

Quiz 10: Employee Separation and Retention

Within the progression of job withdrawal, grievances and whistle-blowing are examples of behavior change.

Wrongful discharge suits can be filed as a civil rights infringement if the person discharged is a member of a protected group.

People's perceptions have little relationship to their frame of reference.

Organizational commitment is the degree to which employees identify themselves with their jobs.

Outplacement counseling tries to help dismissed employees manage the transition from one job to another.

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.

If job conditions cannot be changed, a dissatisfied worker may be able to solve the problem by leaving the job.

Whistle-blowers are often dissatisfied individuals who cannot bring about external change and, out of frustration, take their concerns to internal constituencies.

Job satisfaction is the key driving force behind all the different forms of job withdrawal.

The nature of the task is the most important predictor of job dissatisfaction.

Generally, the first stage of an alternative dispute resolution system is peer review.

Workplace violence has become a major organizational problem, with workplace homicides being the fastest-growing form of murder in the United States.

The theory of progression of withdrawal states that dissatisfied individuals spontaneously enact a set of behaviors all at once to avoid their work situation.

There is a general consensus that withdrawal behaviors are clearly unrelated to one another.

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.

Negative affectivity describes a dispositional dimension that reflects pervasive individual similarities in satisfaction with any and all aspects of life.

Given EAPs' limited amount of options and constant nature, we need to occasionally analyze their effectiveness.

Many job enrichment programs place a lot of expectations or demands on the employees, and this has been routinely found to increase role conflict and ambiguity.

If applicants or job incumbents conclude that their health or lives are at risk because of the job, attracting and retaining workers will be impossible.

When a decision to discipline or discharge an employee is explained and implemented in a fashion that is socially sensitive, considerate, and empathetic, it fulfills the principle of outcome fairness.