ECE _ DSST Organizational Behavior

A high rate of turnover in an organization means

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A high rate of turnover in an organization means increased recruiting, selection, and training costs. Turnover may create the opportunity to replace an underperforming individual with someone with higher skills or motivation, but turnover often means the loss of people the organization doesn’t want to lose. Job satisfaction can be defined as the difference between the amount of rewards workers receive and the amount they believe they should receive. Unlike the three other dependent variables, job satisfaction represents an attitude rather than a behavior. The belief that satisfied employees are more productive than dissatisfied employees has been a basic tenet among managers for years. Research shows that satisfaction is negatively related to absenteeism and turnover.
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An independent variable is the presumed cause of some change in the dependent variable. People enter organizations with certain characteristics that will influence their behavior at work. The more obvious of these are personal or biographical characteristics such as age, gender, and marital status. These characteristics are essentially intact when an individual enters the work force, and for the most part, management can do little to alter them. The relationship between age and job performance is likely to be an issue of increasing importance for years to come. Many people believe that age has an effect on turnover, absenteeism, productivity, and satisfaction. Studies show that the older a person gets, the less likely they are to quit their job. Studies also show that older employees have lower rates of avoidable absences than do younger employees. However, they have higher rates of unavoidable absences. Consistent research indicates that married employees have fewer absences, undergo less turnover, and are more satisfied with their jobs than their unmarried coworkers. Marriage imposes increased responsibilities that may make a steady job more valuable and important. Ability refers to an individual’s capacity to perform the various tasks in a job. From management’s standpoint, the issue isn’t whether or not people differ in terms of their ability, the issue is knowing how people differ in abilities and using that knowledge to increase the likelihood an employee will perform his or her job well. An individual’s overall abilities are essentially made up of two sets of factors: ______________ and physical abilities. Intellectual abilities are those needed to perform mental activities. Jobs differ in the demands they place on incumbents to use their intellectual abilities. Generally speaking, the more information processing demands that exist in a job, the more general intelligence and _______ abilities will be necessary to perform the job successfully. Some research evidence demonstrates that tests, which assess verbal, numerical, spatial, and perceptual abilities, are valid predictors of job proficiency across all levels of jobs.
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