Hrm/531 Week 4
Chapter 14
Retention Management
Turnover and Its Causes
True / False Questions 1. There are several positive, functional outcomes of employee turnover.
True False 2. Avoidable turnover is that which could have been prevented by actions like a pay raise or a new job assignment.
True False 3. An employee's perceived desirability of movement can depend on reasons that have little or nothing to do with the job.
True False 4. An employee's overall intention to quit depends on the desirability of leaving, ease of leaving, and alternatives available to the employee.
True False 5. Employees who have a high intention to quit necessarily end up quitting their jobs.
True False 6. Desirability of movement is a weak …show more content…
There are several positive, functional outcomes of employee turnover.
TRUE
2. Avoidable turnover is that which could have been prevented by actions like a pay raise or a new job assignment.
TRUE
3. An employee's perceived desirability of movement can depend on reasons that have little or nothing to do with the job.
TRUE
4. An employee's overall intention to quit depends on the desirability of leaving, ease of leaving, and alternatives available to the employee.
TRUE
5. Employees who have a high intention to quit necessarily end up quitting their jobs.
FALSE
6. Desirability of movement is a weak predictor of voluntary employee turnover.
FALSE
7. Availability of promotions or transfers may lessen or eliminate any intentions to quit, even though the employee is very dissatisfied with the current job.
TRUE
8. Discharge turnover is primarily due to extremely poor person/organization matches.
FALSE
9. Downsizing turnover is a reflection of a staffing level mismatch in which the organization actually is, or is projected to be, overstaffed.
Retention Management
Turnover and Its Causes
True / False Questions 1. There are several positive, functional outcomes of employee turnover.
True False 2. Avoidable turnover is that which could have been prevented by actions like a pay raise or a new job assignment.
True False 3. An employee's perceived desirability of movement can depend on reasons that have little or nothing to do with the job.
True False 4. An employee's overall intention to quit depends on the desirability of leaving, ease of leaving, and alternatives available to the employee.
True False 5. Employees who have a high intention to quit necessarily end up quitting their jobs.
True False 6. Desirability of movement is a weak …show more content…
There are several positive, functional outcomes of employee turnover.
TRUE
2. Avoidable turnover is that which could have been prevented by actions like a pay raise or a new job assignment.
TRUE
3. An employee's perceived desirability of movement can depend on reasons that have little or nothing to do with the job.
TRUE
4. An employee's overall intention to quit depends on the desirability of leaving, ease of leaving, and alternatives available to the employee.
TRUE
5. Employees who have a high intention to quit necessarily end up quitting their jobs.
FALSE
6. Desirability of movement is a weak predictor of voluntary employee turnover.
FALSE
7. Availability of promotions or transfers may lessen or eliminate any intentions to quit, even though the employee is very dissatisfied with the current job.
TRUE
8. Discharge turnover is primarily due to extremely poor person/organization matches.
FALSE
9. Downsizing turnover is a reflection of a staffing level mismatch in which the organization actually is, or is projected to be, overstaffed.