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1. Generally, organizations encourage voluntary turnover among top management since it is
inexpensive.
2. Employees can sue employers for wrongful discharge only if the employee was
contracted under an employment-at-will.
3. Outcome fairness involves the ends of a discipline process, while procedural and
interactional justice focus on the means to those ends.
4. Procedural justice is a judgment that takes employees' feelings into account while
carrying out discharge actions.
5. When a decision to discharge an employee is explained and implemented in a fashion
that is socially sensitive, considerate, and empathetic, it fulfills the principle of outcome fairness.
6. In general, employers may conduct random searches of areas like desks, lockers, and
toolboxes at any point in time without any justification to the employee.
7. According to the hot-stove rule, an organization's discipline should give warning and have
consequences that are consistent, subjective, and immediate.
8. Creating a formal discipline process is a primary responsibility of the human resource
department.
9. The open-door policy is an example of an alternative dispute resolution.
10. Despite being a formal process involving an outsider, arbitration tends to be much faster,
simpler, and more private than a lawsuit.
11. The availability of outplacement counseling while an employee is being encouraged to
leave the organization, promotes a sense of fairness on discharge.
12. Job withdrawal is a set of behaviors that dissatisfied individuals enact to avoid the work
situation physically, mentally, or emotionally.
13. Core self-evaluation refers to pervasive low levels of satisfaction in all aspects of life,
compared with other people's feelings.
14. When employees are unclear about work methods, scheduling, and performance criteria
because others hold different ideas about these, they are likely to suffer from role ambiguity.
15. Role conflict is uncertainty about what the organization and others expect from the
employee in terms of what to do or how to do it.
16. If an employee disputes policies on the grounds that they violate state and federal laws,
he/she can go outside the organization for help to file a lawsuit.
17. Job involvement is a judgment that the organization carried out its actions in a way that
took the employee’s feelings into account.
18. Personal dispositions do not play a role in creating job satisfaction.
19. Job satisfaction is always based on an objective and complete measurement of the
situation and not on perception.
20. Under the Americans with Disabilities Act, an employer may need to grant a clinically
depressed employee time off or a flexible schedule to accommodate treatment.
21. The Fair Labor Standards Act exempts managers and professionals from its requirement
that the company pay overtime to employees who work more than a 40-hour week.
22. The two primary sets of people in an organization who most affect job satisfaction are
co-workers and customers.
23. Job satisfaction of employees remains unaffected from organizational changes such as
mergers.
24. The Job Descriptive Index is an example of a job satisfaction instrument.
25. HR professionals can help make exit interviews more successful by arranging for the
departing employee to talk to his/her supervisor.
26. Terminating an employee for the use of illegal drugs is an example of a(n) _____
turnover.
27. When employees initiate a turnover, when the organization would prefer to keep them, it
is called _____ turnover.
28. Historically, if the organization and employee do not have a specific employment contract,
the employer or employee may end the employment relationship at any time. This is referred to
as the _____ doctrine.
29. An employee refuses an employer's request to falsify the contents of a report to the
EEOC. The employer subsequently discharges the worker for "not following orders." Identify the
exception to the at-will-employment doctrine that the employee is like to choose when he/she
files a wrongful discharge suit.
30. People's perception of _____ depends on their judgment that the consequences of a
decision to employees are just.
10-18
31. Which of the following statements is true about employee dismissal on the grounds of
employment-at-will agreements?
32. Although the rate of inflation is only 2 percent, Jessie receives a 6 percent increase in
salary. She is nonetheless dissatisfied with her salary increase due to Norvin’s, whose job
designation is similar to Jessie’s, 9 percent increase. Jessie is likely to contend that there is a
lack of:
33. Thomas Fenton reprimanded five of his employees for coming to work drunk after a lunch
outing. The next week, Thomas fired another employee for being drunk at work. The employees
under Thomas can conclude a lack of _____ in dealing with employees being drunk at work.
