Employee Engagement & Retention Flashcards

Organizational commitment theory identifies which three dimensions of employee commitment?

Answer: Affective, Continuance, and Normative commitment

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

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

Answer: Providing regular, specific, and constructive feedback

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

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

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

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

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

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

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

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

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

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

Which generational cohort is most commonly associated with prioritizing work-life balance and purposeful work in engagement research?

Answer: Millennials (Gen Y)

Research consistently identifies Millennials as placing high priority on work-life balance, purposeful work, and continuous development opportunities.