流动员工福利计划的影响：关于台湾制造业公司层面的分析外文翻译.docVIP

外文翻译 原文 The impacts of benefit plans on employee turn over: a firm-level analysis approach on Taiwanese manufacturing industry Material: European Management Journal Author: Chun-Hsien Lee, Mu-Lan Hsu and Nai-Hwa Lien Employee turnover refers to the movement of employees out of an organization(Bohlander et al., 2001). Mobley (1982) defines employee turnover as the common voluntary cessation of membership in an organization by an individual who receives monetary compensation for participating in that organization. This definition primarily focuses on separation from an organization rather than on accession, transfer, or other internal movements within an organization. Researchers and practitioners alike are interested in this issue. Managers are primarily concerned because of the personnel costs incurred when employees voluntarily quit. Scholars are interested in turnover because it is an important criterion and reflects a critical motivated behaviour, one that may provide insight into volitional behaviour (Barrick and Zimmerman, 2005). The study of employee turnover by management often remains one of their core tasks since the management wants to reduce it or maintain it at an acceptable level (Fitz-enz and Davison, 2001). Employee turnover contributes to the potential benefits and disadvantages for organizations. The positive ramifications include displacement of poor performance, infusion of new knowledge and technology, reducing labour costs when facing stiffer competition, maintaining ties with exiting employees and providing new business ventures, or enhancing promotional opportunities for the remaining staff. The negative effects cover economic costs, productivity losses, impaired service quality, lost business opportunities, increased administrative burden and loss of morale among the remaining staff (Griffeth and Hom, 1994). However, employee turnover costs are not only monetary but the company may have also lost the ‘knowledge’ possessed by the departing emp