High job satisfaction is associated with which outcomes?

• A. Higher turnover and lower performance
• B. No impact on turnover or performance
• C. Lower turnover and higher performance
• D. Increased stress and absenteeism

Answer: (C)

Job satisfaction tends to predict two important workforce outcomes: turnover and performance. When employees feel satisfied with their jobs, they’re more emotionally attached to the organization and more motivated to invest effort in their work. This leads to lower likelihood of leaving, so turnover decreases. At the same time, satisfied workers are more engaged, cooperative, and persistent, which often translates into higher performance and better quality of work. These effects come from a sense of support, alignment with goals, and positive attitudes that drive extra effort and better problem-solving.

The other patterns don’t fit as well. Higher turnover and lower performance would imply dissatisfaction drives people away and reduces output, which contradicts the positive link between job satisfaction and effort. No impact ignores the well-documented connections between how people feel about their job and how they behave at work. Increased stress and absenteeism run counter to satisfaction’s typical association with morale and well-being, which generally reduce stress and barriers to showing up consistently.