Question 1

All of the following are true about youth employment except:&#10;A) Teenagers may seek employment to fill idle time.&#10;B) Teenagers engaging in paid labor may be more likely to use drugs or alcohol.&#10;C) Teenagers are commonly employed in restaurants or service-oriented jobs.&#10;D) Most research suggests employment is a negative experience for teenagers.

Accepted Answer

The statement "Most research suggests employment is a negative experience for teenagers" is not true. Research has shown mixed results regarding the impact of employment on teenagers, with some studies indicating positive outcomes such as increased responsibility and self-esteem, while others suggest negative effects such as decreased academic performance and increased risk-taking behavior.

Question 2

Positive spillover from one work or family role to the other is:&#10;A) Work-family enrichment&#10;B) Work-family benefit&#10;C) Positive work-family conflict&#10;D) Work-family enhancement

Accepted Answer

Work-family enrichment is defined as the positive spillover from one role to the other. This means that positive experiences and feelings from work can enhance family life, and positive experiences and feelings from family life can enhance work performance. It is different from work-family conflict, which refers to negative spillover between roles. Work-family benefit and work-family enhancement are not commonly used terms in the field of work-family research.

Question 3

Which of the following is true of family-supportive organizational perceptions (FSOP)?&#10;A) FSOP is unrelated to the effectiveness of formal work-family policies.&#10;B) Organizations must offer multiple formal policies for employees to perceive high family support.&#10;C) FSOP explains variance in work-family conflict beyond formal policy availability.&#10;D) FSOP does not explain variance in job attitudes beyond supervisor family support.

Accepted Answer

FSOP can explain variance in work-family conflict beyond formal policy availability, indicating the importance of organizational culture and norms in supporting employee work-life balance.

Question 4

An older professor approaching retirement age decides to reduce his teaching course load and number of advisees for a few years before he fully retires. This is an example of:&#10;A) Complete withdrawal&#10;B) Partial retirement&#10;C) Phased retirement&#10;D) Early retirement

Accepted Answer

The scenario describes the professor reducing his teaching and advising load gradually over a few years, indicating a phased retirement approach. This allows for a gradual transition to retirement and can be beneficial for both the employee and the organization.

Question 5

An employee has to stay late to finish up a work project that is due the next day and can't make it to her child's soccer game. This is an example of ____________ work-family conflict.&#10;A) time-based&#10;B) strain-based&#10;C) behavior-based&#10;D) situation-based

Accepted Answer

Time-based work-family conflict occurs when a person's work demands prevent them from fulfilling their family responsibilities, such as missing a child's soccer game because of work obligations. Strain-based conflict refers to the stress and strain caused by trying to balance work and family roles, behavior-based conflict occurs when behaviors required in one role are incompatible with behaviors required in another role, and situation-based conflict involves specific events or situations that create a conflict between work and family demands.

Deck 4: The Worknonwork Interface