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MBA论文:员工离职类型、理论与效应

时间:2018-07-11 16:55来源:www.ukthesis.org 作者:英国论文网 点击联系客服: 客服:Damien
在这一章中,对员工离职的原因、相关的理论和前人的研究进行了综述。员工离职的影响因素主要有员工的个人特征、工作满意度、组织承诺和感知的替代性工作机会。
员工流失已被定义作为成员在组织边界上的移动。离职是一个组织成员自愿停止参加组织的货币报酬。这个定义强调自愿行为,因为初级离职模型试图解释激励员工从工作场所撤退的动机。此外,这个概念侧重于与组织分离,而不包括通过组织的加入、转移或其他内部活动。
 
Keywords: employee turnover definition
 
In this chapter, the literature review is aimed to present the concept, models, theories and previous research to the causes and correlation of employee turnover. The contents focus on employee turnover, the factors that influence the employee turnover: personal characteristics, job satisfaction, organisational commitment and perceived alternative job opportunities.
 
Employee turnover has been defined by Price (1977) as the movement of members across the boundary of an organisation. As Mobley (1982) defined that turnover is the voluntary cessation of membership in an organisation by an individual who receives monetary compensation for participating in that organisation. This definition emphasises voluntary behavior because primary turnover model seek to explain what motivates employees to withdraw from the workplace. Furthermore, this concept focuses on separation from an organisation and not includes accession, transfer, or other internal movements through an organisation.
 
Moreover, there are many definitions in same perspective from many authors as Van der Merwe and Miller (1996) stated that employee turnover is a permanent withdrawal and also function of the person-work relationship. The authors emphasise that there should be a fit between the worker, the agency and the environment. If this fit is not present or available, turnover is likely to occur. This relationship is considered pervasive. It can be affected by any or all aspects of the job situation, both inside and outside the employing organisation. Lane (2001) described employee turnover as the result of both quits and layoffs and further states that some turnover is a result of jobs in one firm being destroyed and jobs in another firm being created and hence due to the reallocation of jobs across the economy in response to changes in product demand.
 
From the descriptions above, the researcher could conclude that job turnover is when employees leave their employment permanently and the entrance of new employees to the organisation. That employee turnover can either be positive or negative, but all have a significant impact on productivity (Boxall and Baldwin, 2002)
 
Types of employee turnover
There are two different types of employee turnover in an organisation that many authors have identified the following types of employee turnover:(责任编辑:quanlei_cai)


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