Which of the following is NOT true about an employee’s decision to leave their employment?

		Once an employee decides to quit, offering a significant pay raise will likely result in them remaining employed with the organization
		The decision to quit is influenced significantly by the availability of desirable job alternatives
		People are more likely to stay with their current job when they perceive high economic and psychological costs of quitting
		Some employees are simply more likely than others to leave organizations

 2

Organizations seeking to increase employee embeddedness:

		should more frequently conduct job analysis on employee positions
		should provide enjoyable work, strong promotional opportunities and good benefits
		should ensure that employees work standardized work hours so balancing work and family responsibilities is possible
		should have a strong policy that discourages employee associations outside of work hours

1 points

Question 3

Which of the following is NOT likely to reduce turnover?

		Developing fair pay practices
		The establishment of quick and fair grievance procedures
		Providing growth and promotion opportunities
		The use of idealistic job previews

Employee withdrawal:

		occurs when employers use effective means such as exit interviews to gather information from departing employees
		results in short-term increases in productivity as an employee tries to make a decision about remaining with an employer
		results in an employee feeling less obligated to work for their organization’s success
		most all the time results in the employee leaving the organization

5

Which of the following is NOT a dimension of job satisfaction?

		Satisfaction with job fulfillment
		Satisfaction with security
		Satisfaction with pay
		Satisfaction with social relationships in the organization

 6

Which of the following is NOT true about computer-based socialization?

		Computer-based socialization is as effective as in person socialization for conveying information about an organization’s goals, politics and people
		Computer-based socialization results in lower levels of employee satisfaction
		Computer-based socialization results in lower levels of employee commitment
		Computer-based socialization is not helpful in developing social relationships in the organization

 7

Benefits of an emphasis on employee retention include all of the following EXCEPT:

		reduced recruiting expenses.
		retaining employees supports HR strategy, regardless of an organization’s strategy.
		employees have a sense of security that persuades them to work for slightly lower wages than they may be able to earn elsewhere.
		employee retention helps build a workforce with unique skills.

 8

People are more likely to leave an organization:

		when the organization has programs that support diversity
		when job satisfaction surveys are used
		when they are risk averse
		when they perceive that they are very different from other members of the organization

 9

Functional turnover:

		occurs when an employee whose performance is at least adequate voluntarily quits
		occurs when low performing employees quit
		occurs when all turnover is low
		occurs when high performing employees remain employed

 10

Severance compensation

		is only given if an employee agrees not to file a lawsuit after dismissal
		is only given if an employee agrees not to file a discrimination complaint
		provides money to an employee to help cover living expenses during a period of unemployment
		is usually paid during the dismissal meeting so it is easier to dismiss an employee and to allow the employee to save face

 11

Which of the following is NOT true about an employee’s decision to leave their employment?

		Once an employee decides to quit, offering a significant pay raise will likely result in them remaining employed with the organization
		The decision to quit is influenced significantly by the availability of desirable job alternatives
		People are more likely to stay with their current job when they perceive high economic and psychological costs of quitting
		Some employees are simply more likely than others to leave organizations

 12

Dysfunctional turnover:

		occurs when a low performing employee remains employed with the organization
		occurs when a high performing member of the organization quits
		occurs when any employee who is a member of the organization quits
		occurs when a high performing member of the organization remains employed

 13

Which question below is an example of a question that might be asked in a behavioral interview?

		What would you do if you were offered money by a customer to write off the amount owed the company?
		How would you respond to a customer shouting at you?
		Tell us about your prior work preparing and monitoring a unit budget.
		How do you feel about working overtime during the tax season?

14

Biographical data or biodata measures:

		can be indicators of physical and mental ability
		should not be used as indicators of interpersonal skill or leadership
		have only been in use recently
		are weak predictors of success in sales jobs

15

Which of the following is most concerned with a selection method’s cost-effectiveness?

		Generalizability
		Validity
		Reliability
		Utility

 16

Which of the following is NOT true about structured interviews?

		It is superior to unstructured interviews
		All candidates are asked a set of predetermined questions identified in advance
		It is not as effective or valid as unstructured interviews
		It can be effective in reducing the biasing effect of applicant impression management

1 points

Question 17

What is the best predictor of individual performance in a work context?

		Verbal reasoning
		Quantitative problem solving
		Performance in a panel interview
		General mental ability

 18

Hiring short-term generalists:

		is consistent with the Free Agent HR strategy
		is consistent with the Bargain Laborer HR strategy
		is consistent with the Committed Expert HR strategy
		means that new employees have multiple skills and knowledge and perform key jobs in the organization

 19

Progressive discipline

		provides successively more severe punishment for each occurrence of negative behavior
		always has a follow-up action
		never results in termination of employment
		always results in termination of employment

 20

Which of the following is NOT true about an employee’s decision to leave their employment?

		Once an employee decides to quit, offering a significant pay raise will likely result in them remaining employed with the organization
		The decision to quit is influenced significantly by the availability of desirable job alternatives
		People are more likely to stay with their current job when they perceive high economic and psychological costs of quitting
		Some employees are simply more likely than others to leave organizations

 21

Which of the following is a common problem with progressive discipline?

		A pattern of constructive discipline
		An inappropriate channel is used
		Supervisors are sometimes unwilling to take the first step in the process
		Employee appeals delay implementation

22

Socialization:

		begins during the job analysis process
		is best accomplished outside of work hours
		should not occur between an employee and supervisor
		is the process through which a new employee acquire knowledge and behaviors needed to be a member of an organization

1 points

Question 23

Most progressive discipline systems include the following steps:

		written warning, suspension, discharge, and appeal of discharge
		verbal warning by first level supervisor, verbal warning by second level supervisor, written warning by second level supervisor, and discharge
		verbal warning, suspension, discharge and appeal of discharge
		verbal warning, written warning, suspension and final written warning that a repeat of behavior will result in discharge

1 points

Question 24

Which of the following is NOT true about employee dismissal?

		Employees should be dismissed on Friday so they have the weekend with family and friends to help them recover
		It is important to tell an employee directly that he or she is being dismissed
		Outplacement services help employees who have been dismissed to copy with job loss
		Severance compensation provides money to an employee as part of a dismissal package

1 points

Question 25

Which of the following would NOT help minimize the negative effects of layoffs?

		Identify the business need
		Involve HR staff
		Identify past work
		Analyze adverse impact

1 points

Question 26

Progressive discipline

		provides successively more severe punishment for each occurrence of negative behavior
		always has a follow-up action
		never results in termination of employment
		always results in termination of employment

1 points

Question 27

An organization pursuing a Loyal Soldier HR strategy:

		is not concerned with employee separations
		usually puts little emphasis on employee retention
		can benefit from employee separations
		seeks to manage employee separations

1 points

Question 28

Outplacement services:

		are usually paid for by an employee union
		are generally more effective if an outside firm is employed
		are generally more effective if provided by the organization’s human resource professionals
		are not allowed to include actual job leads

1 points

Question 29

For an organization with a Free Agent HR strategy:

		the organization seeks to attract a large number of applicants who may have the characteristics that are needed to perform the specific job.
		some employee turnover is desirable, since those who leave can be replaced by individual with more-up-to-date knowledge and skills.
		employee retention is of primary importance for the organization.
		the organization emphasizes employee commitment to avoid turnover.

1 points

Question 30

Which of the following is NOT true about an employee’s decision to leave their employment?

		Once an employee decides to quit, offering a significant pay raise will likely result in them remaining employed with the organization
		The decision to quit is influenced significantly by the availability of desirable job alternatives
		People are more likely to stay with their current job when they perceive high economic and psychological costs of quitting
		Some employees are simply more likely than others to leave organizations