OB-Unit 2-Organizational Commitment and Employee Engagement

What are two key drivers of workplace success?

• A) Organizational commitment and employee engagement

• B) Financial incentives and bonuses

• C) Strict management and supervision

• D) Employee turnover and absenteeism

Answer explanation

Organizational commitment and employee engagement are crucial for workplace success as they foster a motivated workforce, enhance productivity, and reduce turnover, leading to a positive work environment.

Which type of commitment might lead to an employee staying with an organization due to perceived costs of leaving?

• Continuance commitment

• Affective commitment

• Normative commitment

• None of the above.

Answer explanation

Continuance commitment refers to an employee's decision to stay with an organization based on the perceived costs of leaving, such as loss of benefits or job security. This makes it the correct choice.

How might the different types of organizational commitment manifest in the workplace?

• Through employee turnover

• Through job satisfaction

• Through employee engagement

• All of the above.

Answer explanation

Different types of organizational commitment can manifest in the workplace through employee turnover, job satisfaction, and employee engagement, making 'All of the above' the correct choice.

How does high organizational commitment affect employee turnover?

• Increases turnover

• Reduces turnover

• Has no effect

• Doubles turnover

Answer explanation

High organizational commitment fosters a sense of loyalty and belonging among employees, leading to increased job satisfaction. This, in turn, reduces the likelihood of turnover as employees are less inclined to leave the organization.

Google is known for its innovative HR practices. Which of the following is NOT mentioned as part of these practices?

• '20% time' policy

• Extensive benefits and perks

• High employee turnover

• Organizational commitment

Answer explanation

High employee turnover is not part of Google's innovative HR practices, which focus on retention and engagement through policies like '20% time', extensive benefits, and fostering organizational commitment.

What is a potential consequence of low employee engagement in an organization?

• Increased productivity

• Higher employee turnover

• Improved job satisfaction

• Enhanced organizational commitment

Answer explanation

Low employee engagement often leads to higher employee turnover, as disengaged employees are more likely to seek opportunities elsewhere, resulting in increased costs and disruption for the organization.

Which of the following is a characteristic of affective commitment?

• Staying due to emotional attachment

• Staying due to lack of alternatives

• Staying due to moral obligation

• Staying due to financial incentives

Answer explanation

Affective commitment is characterized by emotional attachment to an organization, leading individuals to stay because they feel a strong bond, rather than due to lack of alternatives, moral obligation, or financial incentives.

How can organizations foster employee engagement?

• By offering flexible work arrangements

• By increasing workload

• By reducing communication

• By implementing strict policies

Answer explanation

Organizations can foster employee engagement by offering flexible work arrangements, which enhance work-life balance and job satisfaction. In contrast, increasing workload, reducing communication, and implementing strict policies can lead to disengagement.