SHRM-CP Employee Engagement & Retention 3

Question 1

Organizational commitment theory identifies which three dimensions of employee commitment?

Accepted Answer

Affective, Continuance, and Normative commitment

Answer

Meyer and Allen's three-component model identifies affective (emotional attachment), continuance (cost of leaving), and normative (obligation) commitment.

Question 2

Which of the following leadership behaviors MOST directly increases employee engagement?

Accepted Answer

Providing regular, specific, and constructive feedback

Answer

Consistent, specific, and actionable feedback signals investment in employee development and directly improves engagement.

Question 3

Total rewards as an engagement tool includes which components beyond base pay?

Accepted Answer

Benefits, work-life balance, recognition, performance management, and development opportunities

Answer

Total rewards encompasses all elements of the employment value proposition, including non-cash benefits, career development, and workplace flexibility.

Question 4

Which practice is most effective at sustaining long-term employee engagement after an initial program launch?

Accepted Answer

Holding managers accountable for their teams' engagement scores in performance reviews

Answer

Linking manager performance metrics to team engagement creates sustained accountability and ensures engagement is treated as an ongoing priority.

Question 5

An employee demonstrates high performance but low commitment. HR should FIRST:

Accepted Answer

Conduct a stay interview to understand their engagement barriers and career aspirations

Answer

High performance with low commitment signals disengagement risk — understanding the employee's perspective through a stay interview is the first diagnostic step.

SHRM-CP - Society for Human Resource Management Certified Professional Practice Test

SHRM-CP - Society for Human Resource Management Certified Professional Practice Test

SHRM-CP Employee Engagement & Retention 3