员工流失介绍专题外文翻译
外文翻译
原文
毛泽东诗词读后感Introduction to the special issue on employee turnover
Material Source:Human Resource Management Review
Author: James L. Price
素土夯实
The human resources are the most important resources in the modern enterpri.The talented person is indispensable for the enterpri manages and develops.In today’s rapid economic development,the human resources also are the commodity.The normal human resource also are the commodity.The normal human resource development of companies.If talented person’s flowing is too frequent,it will affect the stability and sustainability of the development of the company.Especially when the enterpri has certain responsibility,the grasping enterpri’s core technologies and the core cret management backbone,the marketing backbone or the technical backbone leave job frequently.The company’s survival and development will face a huge crisis.What companies should take measures to attract talen
t,motivate and retain qualified personnel,to win people’s satisfaction and loyalty,thereby promoting the further development of the company’s future has become of the
enterpris now need to be resolved a thorny issue.So study the brain drain problem for a long-term strategic development of modern company has an extremely important significance.
The first three articles in this Personnel leaving problems-Iverson,Kim,and Laczo/Hanisch-can be viewed together.ach article is concerned with employee withdrawal.Iverson estimates a causal model of turnover, whereas Kim estimates a model of intent to stay, which he terms “behavioral commitment”. It is stated that Kim “estimates a model of turnover through intent to stay. ”Kim,however, is careful to note, as recent rearch Sager, Griffeth, & Hom, 1998indicates, that intent to stay may not be the clost variable to turnover in the causal quence. Iverson's rearch is the preferred practice and has been the pattern most often followed by rearch on turnover The analysis of turnover data has generally classified employees as either stayers or leavers.This strategy does not take into account differences among leavers,who will vary by how long they have been members of their organizations before they leave. In short, information is lost with the leaver/stayer classification And this lost information may be important since leavers with various lengths of rvice may differ significantly.Iverson's u of event history analysis treats turnover as a
continuous variable-all employees vary by how long they have worked for their employers-thereby making fuller u of possible data than the
either/or classification. Event history analysis has long been ud in medical rearch where it is often termed ``survival analysis.'' Different patients, for example, survive for varying periods of time after medical intervention, such as taking a medication or having an operation.Treating turnover as a continuous variable also provides more sophisticated statistical techniques for analysis and is thus the recommended strategy for the analysis of turnover data.
目送经典语录>爆笑经典晒娃句子It might be expected that incread kinship responsibility would reduce voluntary turnover for women but not for men, since kinship obligations have historically been more strongly assigned to women. Iverson's data, however,indicate no significant difference between men and women in the hospital he studied. It is important to replicate Iverson's study, since gender differences have long been important in the kinship area.
四年级上册手抄报Iverson's study was done in Australia. In the 1940s, 1950s, and 1960s,Australian scholars were major figures in rearch on turnover. Most rearchers, for example, were familiar with the Personnel Practice Bulletin and the Bulletin of Industrial Psychology and Personnel Practice, both pu互助盘
blished in Australia. In recent years, however, there has been little turnover rearch by Australian scholars. Iverson is producing a substantial amount of quality work on turnover and promis to restore Australian scholarship to a major position in this area.
Kim's rearch was done in South Korea where, unlike Australia, there is no-thereby substantial tradition of rearch on turnover. However, Kim has begun to produce quality studies on turnover Kim, forthcoming; Kim, Price, Mueller, &Watson, 1996 and he may be the beginning of a substantial tradition of turnover rearch in South Korea.
专业分包合同Early rearch on turnover-from approximately 1900 to about 1950-focud heavily on male, blue-collar employees located in manufacturing firms.The employees and firms were dominant in the United States at this time so it was natural for scholars to lect the samples and sites. Since about 1950, however, samples and sites have noticeably changed. Much more attention is now devoted to female, white-collar employees located in rvice firms. The shift of sample and sites is desirable: if general causal models are to be developed, and this is the goal of scientific rearch, then diver samples and sites must be studied. Kim's sample is mostly male, strongly blue-collar84%, and is conducted in an automobile manufacturing plant; he thus studied the type of sample and site ud by early turnover rearchers.
Rearch on turnover has not generally made u of kinship variables as determinants. Economists and psychologists have long dominated turnover rearch. Economists have focud on such determinants as pay, opportunitythat is, the labor market, and type of training, whether specific or general.Psychologists have examined such
determinants as job satisfaction, organizational commitment, job involvement, and dispositional variables, such as positive and negative affectivity. Neither economists nor psychologists have been much interested in kinship variables as determinants. Unlike economists and psychologists, sociologists are concerned with kinship variables, and Iverson, being a sociologist, includes such a variable in his model,namely,amount of responsibility. He hypothesizes that incread kinship responsibility will reduce voluntary turnover.
Most studies of the causal order of job satisfaction and organizational commitment are not longitudinal, do not make u of developed causal models, and do not u LISREL analytical procedures. Currivan's study is longitudinal,makes u of a developed causal model, and us LISREL. His results are thus the best available on the causal ordering of satisfaction and commitment.Currivan finds that the relationship commonly found between satisfaction and commitment is spurious due to common determinants. In short, satisfaction and commitment have n
o significant relationship. His analysis, as previously indicated, assumes that satisfaction is a determinant of commitment. If replicated, Currivan's findings have important implications for the explanation of turnover, since many of the major models have a path between satisfaction and commitment. Satisfaction and commitment will remain in the explanations, if Currivan is correct, but not the path between the
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