Reference no: EM13523710

True / False Questions

1. There are several positive, functional outcomes of employee turnover. 

2. Avoidable turnover is that which could have been prevented by actions like a pay raise or a new job assignment. 

3. An employee's perceived desirability of movement can depend on reasons that have little or nothing to do with the job. 

4. An employee's overall intention to quit depends on the desirability of leaving, ease of leaving, and alternatives available to the employee. 

5. Employees who have a high intention to quit necessarily end up quitting their jobs. 

6. Desirability of movement is a weak predictor of voluntary employee turnover. 

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. 

8. Discharge turnover is primarily due to extremely poor person/organization matches. 

9. Downsizing turnover is a reflection of a staffing level mismatch in which the organization actually is, or is projected to be, overstaffed. 

10. Of the three types of employee turnover, discharges are the most prevalent. 

11. Data are seldom available regarding when or where employee turnover is occurring in most organizations. 

12. Research suggests that there are differences between the reasons for turnover that employees provide in exit interviews and the reasons employees provide in anonymous surveys. 

13. Because it is typically very easy to collect and analyze job satisfaction data meaningfully, most organizations make this a cornerstone of their retention strategy. 

14. Exit interviews should be conducted by exiting employee's immediate supervisor whenever possible. 

15. The interviewee in an exit interview should be told that the comments that he/she makes will be confidential and that only aggregate results will be used by the organization. 

16. Postexit surveys should ask be mailed quite some time after the employee's last day of work so the individual has sufficient time to reflect on his or her experiences. 

17. Economic costs associated with voluntary turnover include accrued paid time off and temporary coverage. 

18. Material and equipment costs are likely to be the most prevalent in replacement and training costs. 

19. The primary immediate benefit of turnover for employers is hiring inducements. 

20. Compared to discharge turnover, voluntary turnover is usually more costly.