100%
IOP3706
EXAM PACK
DISTINCTION QUALITY
UNISA EXAM
,IOP3706 EXAM PREP 2026
Q1 d
Q2 d
Q3 b
Q4 c
Q5 b
1. The following is an example of voluntary turnover intention:
a. An unhappy employee decides to resign owing to poor performance.
b. An employee is asked to resign owing to poor performance.
c. A highly-competent employee leaves owing to a retrenchment exercise.
d. A highly-competent employee leaves owing to external career opportunities.
2. The psychological contract influences:
a. Functional turnover intentions
b. Voluntary turnover intentions
c. Job and organisational embeddedness
d. All of the above
3. Which of the following statements about personnel retention is FALSE?
a. Compensation, challenging job tasks, and clear pathways are important factors in the
retention of professional staff.
b. The administration of compensation and benefits are important factors in the retention of
professional staff.
c. The utilisation of skills and exposure to a variety of challenging assignments and tasks are
important factors in the retention of professional staff.
d. Flexible work schedules, family friendliness, and work/life initiatives are important factors
in the retention of professional staff.
4. Reward and remuneration, promotion opportunities, supervision, co-worker relationships,
and work characteristics are examples of retention factors underpinning the following theory:
a. Continuance commitment
b. Progression hypothesis
c. Value-percept
d. Individual differences
5. Leah has received a job offer from another company which substantially exceeds her
current compensation package. However, when reflecting on the training and development
opportunities that she receives from her current employer, she decides to stay. She also feels
that she cannot leave because her current job duties are extremely rewarding, and she likes
the general atmosphere and the career development support she is receiving from
management. Leah’s reasons for staying are typical examples of the following forms of
organisational commitment:
a. Continuance and affective commitment
b. Affective and normative commitment
c. Normative and continuance commitment
1
,d. All of the above
Chapter 8
Q1 c
Q2 b
Q3 b
Q4 c
Q5 b
Q6 c
Q7 c
Q8 c
1. What is the most accurate description of remuneration strategy:
a. It explains to employees how to earn money.
b. Line managers can use it to manage costs.
c. It should underpin and drive the organisation strategy.
2. Remuneration or pay structures are important because:
a. They help to defend why certain categories of employee earn different amounts of money.
b. Employees can see what others are earning.
c. Trade unions can benchmark with other unions.
3. Job evaluation is best described as:
a. A way of measuring people against each other
b. A systematic system of sizing jobs
c. An evaluation of employees’ performance
4. Short-term incentives are best described as:
a. A form of bonus that rewards short-term thinking
b. Incentives that do not pay out well
c. Incentives that typically have a measurement period of up to one year
5. Which answer best describes long-term incentives?
a. They reward employees who have been with the organisation a long time.
b. They are a good way of retaining employees and promoting agency theory.
c. They have been around in the organisation for a long time.
6. Pay equity exists for employees when:
a. Input for pay (for example, abilities) is equal to the outcome in the form of compensation.
b. They change the people with whom they compare their input and/or outcome.
c. They perceive the ratio of their inputs to outcomes to be the same as that of other
employees.
d. Negative outcomes can be avoided.
7. The employee’s effort to work for remuneration is determined by four factors:
2
, a. Motivation, valence, work satisfaction, and career opportunities
b. Ability, role perceptions, career opportunities, and instrumentality
c. Valence, instrumentality, ability, and role perceptions
d. Valence, instrumentality, motivation and ability
8. Job evaluation is a(n):
a. Objective method of measuring job values
b. System for determining the relative performance of individuals on their jobs
c. System of obtaining judgements relating to relative job values
d. System for establishing personnel specifications
Chapter 9
Q1 d
Q2 d
Q3 a
Q4 c
Q5 d
1. Performance appraisal information can be used for the following purposes in the
organisation:
a. demotion and dismissal
b. promotion and salary increases
c. to compare employee work behaviour
d. to change employee work behaviour
2. The following are categories of performance dimensions:
a. computer skills
b. a valid driver’s licence
c. a BCom degree
d. writing reports
3. Angelique is a receptionist in a busy law practice. At the end of the month, she is paid a
bonus for the number of calls she refers successfully every day. This is an example of the
____________________ appraisal method.
a. objective
b. rating
c. goal-based
d. comparative
4. Paul is a director in a web design firm. The organisation strives to employ creative
problem-solvers, but after a few years all employees tend to approach problems in exactly the
same way: they try to avoid being associated with them and place the blame on someone else
when problems arise. The employees who manage to ‘keep their noses clean’ and have a
3
IOP3706
EXAM PACK
DISTINCTION QUALITY
UNISA EXAM
,IOP3706 EXAM PREP 2026
Q1 d
Q2 d
Q3 b
Q4 c
Q5 b
1. The following is an example of voluntary turnover intention:
a. An unhappy employee decides to resign owing to poor performance.
b. An employee is asked to resign owing to poor performance.
c. A highly-competent employee leaves owing to a retrenchment exercise.
d. A highly-competent employee leaves owing to external career opportunities.
2. The psychological contract influences:
a. Functional turnover intentions
b. Voluntary turnover intentions
c. Job and organisational embeddedness
d. All of the above
3. Which of the following statements about personnel retention is FALSE?
a. Compensation, challenging job tasks, and clear pathways are important factors in the
retention of professional staff.
b. The administration of compensation and benefits are important factors in the retention of
professional staff.
c. The utilisation of skills and exposure to a variety of challenging assignments and tasks are
important factors in the retention of professional staff.
d. Flexible work schedules, family friendliness, and work/life initiatives are important factors
in the retention of professional staff.
4. Reward and remuneration, promotion opportunities, supervision, co-worker relationships,
and work characteristics are examples of retention factors underpinning the following theory:
a. Continuance commitment
b. Progression hypothesis
c. Value-percept
d. Individual differences
5. Leah has received a job offer from another company which substantially exceeds her
current compensation package. However, when reflecting on the training and development
opportunities that she receives from her current employer, she decides to stay. She also feels
that she cannot leave because her current job duties are extremely rewarding, and she likes
the general atmosphere and the career development support she is receiving from
management. Leah’s reasons for staying are typical examples of the following forms of
organisational commitment:
a. Continuance and affective commitment
b. Affective and normative commitment
c. Normative and continuance commitment
1
,d. All of the above
Chapter 8
Q1 c
Q2 b
Q3 b
Q4 c
Q5 b
Q6 c
Q7 c
Q8 c
1. What is the most accurate description of remuneration strategy:
a. It explains to employees how to earn money.
b. Line managers can use it to manage costs.
c. It should underpin and drive the organisation strategy.
2. Remuneration or pay structures are important because:
a. They help to defend why certain categories of employee earn different amounts of money.
b. Employees can see what others are earning.
c. Trade unions can benchmark with other unions.
3. Job evaluation is best described as:
a. A way of measuring people against each other
b. A systematic system of sizing jobs
c. An evaluation of employees’ performance
4. Short-term incentives are best described as:
a. A form of bonus that rewards short-term thinking
b. Incentives that do not pay out well
c. Incentives that typically have a measurement period of up to one year
5. Which answer best describes long-term incentives?
a. They reward employees who have been with the organisation a long time.
b. They are a good way of retaining employees and promoting agency theory.
c. They have been around in the organisation for a long time.
6. Pay equity exists for employees when:
a. Input for pay (for example, abilities) is equal to the outcome in the form of compensation.
b. They change the people with whom they compare their input and/or outcome.
c. They perceive the ratio of their inputs to outcomes to be the same as that of other
employees.
d. Negative outcomes can be avoided.
7. The employee’s effort to work for remuneration is determined by four factors:
2
, a. Motivation, valence, work satisfaction, and career opportunities
b. Ability, role perceptions, career opportunities, and instrumentality
c. Valence, instrumentality, ability, and role perceptions
d. Valence, instrumentality, motivation and ability
8. Job evaluation is a(n):
a. Objective method of measuring job values
b. System for determining the relative performance of individuals on their jobs
c. System of obtaining judgements relating to relative job values
d. System for establishing personnel specifications
Chapter 9
Q1 d
Q2 d
Q3 a
Q4 c
Q5 d
1. Performance appraisal information can be used for the following purposes in the
organisation:
a. demotion and dismissal
b. promotion and salary increases
c. to compare employee work behaviour
d. to change employee work behaviour
2. The following are categories of performance dimensions:
a. computer skills
b. a valid driver’s licence
c. a BCom degree
d. writing reports
3. Angelique is a receptionist in a busy law practice. At the end of the month, she is paid a
bonus for the number of calls she refers successfully every day. This is an example of the
____________________ appraisal method.
a. objective
b. rating
c. goal-based
d. comparative
4. Paul is a director in a web design firm. The organisation strives to employ creative
problem-solvers, but after a few years all employees tend to approach problems in exactly the
same way: they try to avoid being associated with them and place the blame on someone else
when problems arise. The employees who manage to ‘keep their noses clean’ and have a
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