Term
|
Definition
| When few employees are satisfied with their jobs, when people are constantly leaving, and when the employees who do remain work ineffectively, the organization faces a competitive disadvantage from its employees. |
|
|
Term
|
Definition
| The unwritten expectations employees and employers have about the nature of their work relationships. |
|
|
Term
|
Definition
| The desire within a person causing that person to act. |
|
|
Term
|
Definition
| A positive emotional state resulting from evaluating one’s job experiences. |
|
|
Term
|
Definition
| Occurs when one’s expectations are not met. |
|
|
Term
| Organizational Commitment |
|
Definition
| The degree to which employees believe in and accept organizational goals and want to remain with the organization. |
|
|
Term
|
Definition
| The extent to which and employee feels linked to organizational success. |
|
|
Term
|
Definition
| When employees leave an organization and have to be replaced. |
|
|
Term
|
Definition
| Employees are terminated for poor performance or work rule violations. |
|
|
Term
|
Definition
| Employees leave by choice. |
|
|
Term
|
Definition
| Lower-performing or disruptive employees leave. |
|
|
Term
|
Definition
| Key individuals and high performers leave at critical times. |
|
|
Term
|
Definition
| Employees leave for reasons outside the control of the employer. |
|
|
Term
|
Definition
| Employees leave for reasons that could be influenced by the employer. |
|
|
Term
|
Definition
| Hiring new workers while laying off others. |
|
|
Term
|
Definition
| Departures from the organization. |
|
|
Term
|
Definition
| The process of analyzing and identifying the need for and availability of human resources so that the organization can meet its objectives. |
|
|
Term
|
Definition
| Uses information from the past and the present to identify expected future conditions. |
|
|
Term
|
Definition
| Organizing tasks, duties, responsibilities, and other elements into a productive unit of work. |
|
|
Term
|
Definition
| Matching characteristics of people with characteristics of jobs. |
|
|
Term
|
Definition
| Broadening the scope of a job by expanding the number of different tasks to be performed. |
|
|
Term
|
Definition
| Increasing the depth of a job by adding responsibility for planning, organizing, controlling, or evaluating the job. |
|
|
Term
|
Definition
| The process of shifting a person from job to job. |
|
|
Term
|
Definition
| When two employees perform the work of one full-time job. |
|
|
Term
|
Definition
| Employees work via electronic, telecommunications, and Internet means. |
|
|
Term
|
Definition
| A full week's work is accomplished in fewer than 8-hour days. |
|
|
Term
|
Definition
| Employees work a set number of hours a day but vary the starting and ending times. |
|
|
Term
|
Definition
| Systematic way of gathering and analyzing information about the content, context, and human requirements of jobs. |
|
|
Term
|
Definition
| Distinct, identifiable work activity composed of motions. |
|
|
Term
|
Definition
| A larger work segment composed of several tasks that are performed by an individual. |
|
|
Term
|
Definition
| Obligations to perform certain tasks and duties. |
|
|
Term
|
Definition
| Individual capabilities that can be linked to performance by individuals or teams. |
|
|
Term
|
Definition
| Identifies the tasks, duties, and responsibilities of a job. |
|
|
Term
|
Definition
| Lists the knowledge, skills, and abilities (KSAs) an individual needs to perform a job satisfactorily. |
|
|
Term
|
Definition
| Flow directly from a job description and indicate what the job accomplishes and how performance is measured in key areas of the job description. |
|
|
Term
|
Definition
| The process of generating a pool of qualified applicants for organizational jobs. |
|
|
Term
|
Definition
| The external supply pool from which employers attract employees. |
|
|
Term
|
Definition
| The process of choosing individuals with the correct qualifications needed to fill jobs in an organization. |
|
|
Term
|
Definition
| Fitting a person to the right job. |
|
|
Term
|
Definition
| A characteristic that a person must possess to successfully perform work. |
|
|
Term
| Predictors of Selection Criteria |
|
Definition
| Measurable or visible indicators of selection criteria. |
|
|
Term
|
Definition
| Measures an individual's thinking, memory, reasoning, verbal, and mathematical abilities. |
|
|
Term
|
Definition
| Measures an individual's abilities such as strength, endurance, and muscular movement. |
|
|
Term
|
Definition
| Measures a person's dexterity, hand-eye coordination, arm-hand steadiness, and other factors. |
|
|
Term
|
Definition
| Tests that require an applicant to perform a simulated task that is a specified part of the target job. |
|
|
Term
| Situational Judgment Tests |
|
Definition
| Tests that measure a person's judgment in work settings. |
|
|
Term
|
Definition
| Interview that uses a set of standardized questions asked of all applicants. |
|
|
Term
|
Definition
| Interview in which several interviewers meet with the candidate at the same time. |
|
|
Term
|
Definition
| When an employer fails to check an employee's background and the employee later injures someone on the job. |
|
|
Term
|
Definition
| When an employer becomes aware that an employee may be unfit for employment but continues to employ the person, and the person injures someone. |
|
|
