Tyler is a 22-year-old, recent graduate of a large university. Given the research on age and turnover

Discuss the impact stress has on turnover in a firm.

Stress can cause employees to leave a firm. If the position held by an employee seems to have role ambiguity and role conflict as part of it, then employees are more likely to leave the firm.

136. Which personality traits tend to be exhibited by those employees who are less likely to turnover?

Employees who are conscientious, agreeable and emotionally stable are less likely to quit their jobs. Why? Some suggest that these personality traits may assist the employee in performing better at work and thus, they quit less. Further, these characteristics may lead them to develop better relationships with coworkers, which again is a factor in retention.

137. Tyler is a 22-year-old, recent graduate of a large university. Given the research on age and turnover, what are some expectations a manager may have with regard to Tyler’s likelihood of remaining with the firm?

Research tends to suggest that younger employees are more likely to leave organizations. Young employees have fewer responsibilities and may be much more able to quit a job they don’t like. Since young employees experience much more stress there is little bonding them to the firm and they again elect to leave the company. Anything the manager can do to address these issues might help to retain his young recruit.

138. Discuss the findings of studies examining job attitudes and ethical work climates.

Studies examining ethical work climates find that when organizations value doing the right thing, employees tend to be happier at work, are more committed to the firm, and are less likely to leave.

139. Discuss the dilemma companies face in trying to prevent their employees from behaving unethically by monitoring employees.

Preventing unethical behavior in employees can take many forms. One such option is to monitor employees through the use of video cameras and e-mail scanning. Engaging in such monitoring activities, however, leads employees to feel like they are being treated unfairly and are being disrespected. The catch-22 arises that if you increase the level of monitoring in the firm, you do decrease the incidence of unethical behavior, but you will likely decrease job satisfaction and commitment to the firm as well as job performance.

140. Briefly describe differences in job attitudes held around the world.

A study looking at 20 countries found that only in individualistic cultures did work/family conflict lower job satisfaction. In collectivist cultures, the bonds created between coworkers counter the sacrifices they make to work, so they are not dissatisfied.

Autonomy and empowerment are clearly valued in the United States, but empowerment, when instituted in India, led to lower job satisfaction.

141. Briefly discuss how cultures around the world influence work behaviors.

In the United States, helping an individual learn his new job is regarded as a citizenship behavior. In other cultures, it is simply seen as part of the job itself.

Similarly, to be absent from work in China for illness, stress or depression is unacceptable. In Canada, unacceptable reasons for absence from work include family reasons.