Human Resource Management Human Resources Assignment

Chapter 5: Individual/Organization Relations and Retention Chapter Review Book Title: Human Resource Management Printed By: Armand Ontiveros ([email protected]) © 2025 Cengage Learning, Cengage Learning

Chapter Review

Summary

Individual performance is captured by the following formula:

Motivation is explained by many theories—some of the most commonly used are needs theories, two-factor theory, expectancy theory, and equity theory.

Psychological contracts are unwritten expectations that employees and employers have about the nature of their work relationships.

The interaction between individuals and their jobs affects both job satisfaction and organizational commitment. The extent to which employees feel linked to organizational success can affect employee engagement and loyalty.

Employee engagement is the extent to which an employee’s thoughts and behaviors are focused on the employer’s success.

Loyalty to an employer depends on the employee’s perception that the employer is loyal in return.

Organizational trust is a critical aspect of ethical workplaces.

Absenteeism and tardiness are related, and both require analysis and management.

Absenteeism has both direct and indirect costs that add up to an expensive problem.

Turnover occurs when employees leave an organization and must be replaced. It can be classified in many ways, but it should be measured and its costs determined.

There is an optimum level of turnover that is likely not zero.

Drivers of retention include organizational, managerial, and job factors that may affect employees’ work–life balance, compensation and other rewards, career training and development, and employer policies and practices.

Retention of employees is a major focus of HR management efforts in organizations.

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Retention is assisted by the use of retention measures, including employee surveys, exit interviews, and stay interviews.

Managing retention should include evaluation and tracking of both retention actions and turnover follow-up.

Chapter 5: Individual/Organization Relations and Retention Chapter Review Book Title: Human Resource Management Printed By: Armand Ontiveros ([email protected]) © 2025 Cengage Learning, Cengage Learning

© 2025 Cengage Learning Inc. All rights reserved. No part of this work may by reproduced or used in any form or by any means - graphic, electronic, or mechanical, or in any other manner - without the written permission of the copyright holder.

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