a policy that allows for termination of an employee with or without a “good or just cause.”

a theory that dissatisfied individuals enact a set of behaviors in succession to avoid their work situation.

turnover initiated by the organization (often among people who would prefer to stay).

These are programs that attempt to ameliorate problems encountered by workers who are drug dependent, alcoholic, or psychologically troubled.

For many people, pay is a reflection of self worth, so pay satisfaction takes on critical significance when it comes to retention.

Employees sometimes initiate change through --------- making grievances public by going to the media.

A form of counceling that trys to help displaced employees manage the transition from one job to another.

referring to a specific way to add complexity and meaningfulness to a person's work.

which is the degree to which people identify themselves with their jobs.

refers to the interpersonal nature of how the outcomes were implemented.

refers to the judgement that people make with respect to the outcomes received relative to the outcomes received by other people with whom they identify.

the process of systematically moving a single individual from one job to another over the course of time.

turnover initiated by employees

a term used to describe a dispositional dimension that reflects pervasive individual differences in satisfaction with any and all aspects of life.

which is the degree to which an employee identifies with the organization and is willing to put forth effort on its behalf.

This is a method of resolving disputes that does not rely on the legal system.

a pleasurable feeling that results from the perception that one's job fulfills or allows for the fulfillment of one's important job values.

a state in which too many expectations or demands are placed on the person.

what an organization expects from an employee.

An employee's first response to dissatisfaction would be to try to change the conditions that generate the dissatisfaction.

the level of uncertainty about what the organization expects from the employee in terms of what to do or how to do it

a standard point that serves as a comparison for other points and thus provides meaning.

focuses specifically on the methods used to determine the outcomes received.

the recognition of incompatible or contradictory demands by the person who occupies the role.