Chapter 22

Question 2

Human capital

Answer 2

Knowledge, skills, abilities of individuals.

Question 3

Human capital resources

Answer 3

Organization-level skills ready for use.

Question 4

Firm-specific human capital

Answer 4

Skills useful only inside one firm.

Question 5

General human capital

Answer 5

Skills useful across many firms.

Question 6

Source of competitive advantage

Answer 6

Valuable, rare, inimitable human capital.

Question 7

Why firm-specific helps competitive advantage

Answer 7

Hard to imitate.

Question 8

Why firm-specific lowers mobility

Answer 8

Skills don’t transfer easily to other firms.

Question 9

“Held up” meaning

Answer 9

Employees stuck because skills don’t transfer.

Question 10

Turnover

Answer 10

Loss of employees’ human capital.

Question 11

Social capital

Answer 11

Value from relationships and networks.

Question 12

Positive social capital outcome

Answer 12

Networking helps careers and performance.

Question 13

Negative social capital outcome

Answer 13

Too much network lowers new ideas (groupthink).

Question 14

Strong ties

Answer 14

Good for sharing complex knowledge.

Question 15

Weak ties

Answer 15

Good for getting new information.

Question 16

Social capital disruption

Answer 16

Network damaged when someone leaves.

Question 17

Individual turnover view

Answer 17

Why a person leaves.

Question 18

Collective turnover view

Answer 18

Turnover rate of a unit or org.

Question 19

Job dissatisfaction model

Answer 19

Leave because unhappy.

Question 20

Process model

Answer 20

A chain from dissatisfaction to quitting.

Question 21

Content model

Answer 21

Compare current job to alternative.

Question 22

Job embeddedness

Answer 22

Stay because connected at work.

Question 23

Family embeddedness

Answer 23

Stay because family is connected locally.

Question 24

Unfolding model

Answer 24

People quit because of “shocks” not dissatisfaction.

Question 25

Functional turnover

Answer 25

Low performers leave = helpful.

Question 26

Dysfunctional turnover

Answer 26

High performers leave = harmful.

Question 27

Voluntary turnover

Answer 27

Employee chooses to quit.

Question 28

Involuntary turnover

Answer 28

Company fires or lays off.

Question 29

HRM effect on turnover

Answer 29

Practices can reduce turnover.

Question 30

HRM individual level

Answer 30

Increase job satisfaction and embeddedness.

Question 31

HRM collective level

Answer 31

Manage overall turnover level.

Question 32

Ideal turnover level

Answer 32

Optimal amount, not zero.

Question 33

Example of HR practice lowering turnover

Answer 33

Job security, training.

Question 34

University education develops general human capital?

Answer 34

Yes.

Question 35

On-the-job training enhances firm-specific human capital?

Answer 35

Yes.

Question 36

Individual-level human capital is immediately employable?

Answer 36

No.

Question 37

Firm-level human capital resources are immediately employable?

Answer 37

Yes.

Question 38

Firm-specific human capital helps competitive advantage?

Answer 38

Yes.

Question 39

Firm-specific creates low mobility 'held up'?

Answer 39

Yes.

Question 40

Turnover causes human capital loss?

Answer 40

Yes.

Question 41

Social capital disruption affects mover and others?

Answer 41

Yes.

Question 42

Large social network always positive?

Answer 42

No.

Question 43

Strong ties share complex knowledge?

Answer 43

Yes.

Question 44

Weak ties bring new information?

Answer 44

Yes.

Question 45

Turnover always bad?

Answer 45

No.

Question 46

Functional turnover benefits org?

Answer 46

Yes.

Question 47

Losing high performers is dysfunctional?

Answer 47

Yes.

Question 48

Job dissatisfaction must happen before quitting?

Answer 48

No (unfolding model).

Question 49

People quit only when unhappy?

Answer 49

No (shocks exist).

Question 50

Family embeddedness can keep employees?

Answer 50

Yes.

Question 51

Job embeddedness keeps employees?

Answer 51

Yes.

Question 52

Voluntary turnover more harmful?

Answer 52

Yes.

Question 53

HRM can reduce turnover?

Answer 53

Yes.

Question 54

HRM can also manage optimal turnover?

Answer 54

Yes.