HRIR EXAM #3 QUESTIONS AND
ANSWERS
Personal Dispositions - Answer-Linked to job satisfaction
Ex: Job turnover higher among employees with low emotional stability,
conscientiousness, and agreeableness
Negative Affectivity - Answer-Pervasive low levels of satisfaction with all aspects of life
compared to other peoples' feelings
Core Self-Evaluation - Answer-Bottom line opinions individuals have of themselves
Role Ambiguity - Answer-Uncertainty about what the organization expect from the
employee in terms of what to do or how to do it
Role Conflict - Answer-An employee's recognition that demands of the job are
incompatible or contradictory
Role Overload - Answer-State in which too many expectations or demands are placed
on a person
Physical/Phycological Withdrawal - Answer-When failure seems imminent, dissatisfied
workers may physically or psychologically withdraw from the job
Presenteeism - Answer-When employees are present, but mentally absent
Ex: attending work while sick
Cyberslacking - Answer-Using the internet for non-work-related activities
Total Rewards - Answer-Compensation is more than just a paycheck and traditional
benefits
Includes anything and everything employees value and the employer is willing and able
to offer
What people value is different
Stages in like may change values
Identify 4 decisions involved in establishing a pay structure - Answer-Job Structure
Pay Level
Pay Structure
Pay Ranges
Job Structure - Answer-Relevant pay for different jobs within the organization
, Pay Level - Answer-Average amount (salary/wages/bonuses) the organization pays for
a particular job
Pay Structure - Answer-The pay policy resulting from the job structure and pay-level
structure
Pay Ranges - Answer-Range of permissible pat for a job or grade of jobs with a
minimum, midpoint, and maximum
Market Research+Job Evaluation
Summarize 3 Legal Requirements for pay policies - Answer-1. Minimum Wage
2. Equal pay for Equal rights
3. Comparable Worth-job evaluations rewards points
4. FSLA- minimum wage, OT, child labor
5. Overtime pay- hourly worker earns 1.5x after 4o hours
Identify Environmental Forces that influence pay decisions - Answer-Product markets-
need to make a profit
Labor Markets- must have competitive pay
Professions and Education
Economy/Inflation/CPI
Collective Bargaining
Geography (pay differentials)
Competition
Legislation
How to employees evaluate fairness of a pay structure? - Answer-Pay relative to:
Pay of other employees
Market standards
Similar jobs at other organizations
Different jobs at same organization
Equity Theory and how employees react to imbalances - Answer-Measuring outcomes
such as pay in terms of their inputs
Under compensation will result in stealing, withdrawal, refusing to cooperate
Compa-Ratio - Answer-Employee's current salary divided by the current market rate
Position Specific
1= paid exactly industry average
.75= paid 25% below average
1.15= 15% above average
Pay Grade - Answer-Sets of jobs that have similar worth or content grouped together to
establish rates of pay
ANSWERS
Personal Dispositions - Answer-Linked to job satisfaction
Ex: Job turnover higher among employees with low emotional stability,
conscientiousness, and agreeableness
Negative Affectivity - Answer-Pervasive low levels of satisfaction with all aspects of life
compared to other peoples' feelings
Core Self-Evaluation - Answer-Bottom line opinions individuals have of themselves
Role Ambiguity - Answer-Uncertainty about what the organization expect from the
employee in terms of what to do or how to do it
Role Conflict - Answer-An employee's recognition that demands of the job are
incompatible or contradictory
Role Overload - Answer-State in which too many expectations or demands are placed
on a person
Physical/Phycological Withdrawal - Answer-When failure seems imminent, dissatisfied
workers may physically or psychologically withdraw from the job
Presenteeism - Answer-When employees are present, but mentally absent
Ex: attending work while sick
Cyberslacking - Answer-Using the internet for non-work-related activities
Total Rewards - Answer-Compensation is more than just a paycheck and traditional
benefits
Includes anything and everything employees value and the employer is willing and able
to offer
What people value is different
Stages in like may change values
Identify 4 decisions involved in establishing a pay structure - Answer-Job Structure
Pay Level
Pay Structure
Pay Ranges
Job Structure - Answer-Relevant pay for different jobs within the organization
, Pay Level - Answer-Average amount (salary/wages/bonuses) the organization pays for
a particular job
Pay Structure - Answer-The pay policy resulting from the job structure and pay-level
structure
Pay Ranges - Answer-Range of permissible pat for a job or grade of jobs with a
minimum, midpoint, and maximum
Market Research+Job Evaluation
Summarize 3 Legal Requirements for pay policies - Answer-1. Minimum Wage
2. Equal pay for Equal rights
3. Comparable Worth-job evaluations rewards points
4. FSLA- minimum wage, OT, child labor
5. Overtime pay- hourly worker earns 1.5x after 4o hours
Identify Environmental Forces that influence pay decisions - Answer-Product markets-
need to make a profit
Labor Markets- must have competitive pay
Professions and Education
Economy/Inflation/CPI
Collective Bargaining
Geography (pay differentials)
Competition
Legislation
How to employees evaluate fairness of a pay structure? - Answer-Pay relative to:
Pay of other employees
Market standards
Similar jobs at other organizations
Different jobs at same organization
Equity Theory and how employees react to imbalances - Answer-Measuring outcomes
such as pay in terms of their inputs
Under compensation will result in stealing, withdrawal, refusing to cooperate
Compa-Ratio - Answer-Employee's current salary divided by the current market rate
Position Specific
1= paid exactly industry average
.75= paid 25% below average
1.15= 15% above average
Pay Grade - Answer-Sets of jobs that have similar worth or content grouped together to
establish rates of pay
