员工离职中英文对照外文翻译文献

员工离职中英文对比外文翻译文献

宣布时光:2020-07-26 起源: 疫情防控 点击:

文献信息:

文献题目:The Turnover Rate Of Young Employees A Challenge For Hrm(年青员工的离职率 人力资源管理面临的挑衅)

国外作者:A Deaconu,L Rasca,CG Celarel

文献出处:《Proceedings of the International Management Conference》, 2016,10(1):316-323

字数统计:英文 2872 单词,14668 字符;中文 4644 汉字

外文文献:

The Turnover Rate Of Young Employees

A Challenge For Hrm

Abstract The objective of this research is to analyze employees decisions and motivations when they decide to join/stay or leave an organization. The results of this paper were obtained through a quantitative research based on a questionnaire applied to Romanian young employees. They come to help managers to reconsider and understand the new human resources strategies in order to be able to fight against the negative effects of the turnover rate of young employees and to guide the specialists who are working in the career management field.

keywords: career, human resources management, work life-balance, turnover rate

1.INTRODUCTION

The theory and the practices of the management in the human resources field had traditionally sustained the construction of a durable relationship between employee and employer. Companies reason for this support is not difficult to understand: the effort to find and attract talents is huge, the investment in trainings and development of the employees is the same and the insertion of an employee requests time and effort from the employers. Not so long ago, managerial expectations harmonized with employees motivations: they were not limited to a contractual obligation but they were powerfully involved in the activity of the organization and did career plans aiming successive positions in the same company. Nowadays, if we look carefully to what is happening on the Romanian labor market we will see that a lot of employees react differently when they choose the organizations in which they want to perform. The availability to stay in the same company for a longer period has disappeared and the integration and adaptation to a new work environment seems to be easier. In this paper we try to analyze what stays at the bottom of the employee s decisions, which are the motivations when they choose to stay and, especially when they leave an organization. We consider that the results of this research will help managers to reconsider the human resources strategies in order to be able to decrease the negative effects of the employee fluctuation and to guide the ones who are working in the formation and the education of the career management. There are many examples which sustain that the decisions of leaving/staying at a job, in an organization or in a country, need to be grounded on the conclusions of a holistic analysis of their advantages and disadvantages. This research has a first part that describes the career nowadays and a second part in which we organized an online survey targeting employees from different companies who have their activity in Romania. The results where statistically processed and allowed us to formulate conclusions and recommendations which could decrease the turnover rate of employees and its effects.

2.CAREER: BETWEEN ASPIRATIONS AND REALITIES

People s concern regarding their career is not something recent. The only difference is that today it is found more often and it is based on more complex reasoning. Most of the specialists suggest we are in a period where the career has no limits (Hess, Narelle, 2011). Moreover, today we are interested to explain and understand employee s motivations and choices on one side and the company s actions on the other side, which implies that we need to take into account many psychological aspects concerning skills, aspirations or motivations of the individual but also system characteristics in which they work. One of our objectives was to investigate the career choices of the employees and we saw that, for each individual, the management of his own career is a critical process, influencing his entire development and the career exploration is considered to be an essential component of the development process of the vocational identity (Cuddapah, Jennifer, 2015). When we are talking about career it is necessary to take into account the individual interest for its own development, the organization in which he operates, the contexts of interference between the two areas, the quality of specific legislation and the manner of its application. Actually, the career is defined as a sequence of activities and professional positions that can be accessed by someone, together with attitudes, knowledge and associated components developed with time (Jaensch, Vanessa, 2015). Ideally, career, professional life in general require satisfaction, lack of conflicts and optimal functioning of a person at work. This is why this concept is a point of interest for many researches and studies (Ossenkop, Carolin, 2015). The career begins early, it takes many years and each stage has its specificity. In this context, we need to note that the career concern starts in adolescence: it is perhaps one of the most

important periods of the career because it is then that begins the vocational education, essential for the entire professional path (Lee, Bora, 2015). It is also in the adolescence that key skills that deserve to be developed are explored and discovered (Pons, Dirk, 2015). During our research, some recent scientific articles have drawn our attention. They claim that career can be done in width and in depth , each one producing different effects on the professional development. (Lee, Bora, 2015). Regarding the exploration in width , it involves researching a wide range of experiences without specific objectives, while the second way of exploration, in depth , is goal-oriented. In width exploration offers a great flexibility in career choices but also fosters a lack of planning. On the other hand, in depth exploration is associated with a good knowledge of career-based objectives but it faces barriers when changes occur in the career. In other words, we can see that the two types of exploration have both advantages and disadvantages. We also underline the discussion about work-life balance. Many researchers support the efforts of the employees to split the time and the energy between the career and other essential aspects of their own lives. The Work-life balance (WLB) concept is supported by the employees who militate for a balanced life. The link between work and leisure time was made in 1800s and the term work-life balance was used for the first time in 1970 in UK, in order to describe the balance between personal life and work. Worldwide, the working time is carefully studied by various commissions (such as the European Commission) which also contributed to the implementation of a maximum of 48 hours of work per week. There are countries, such as France, where the working time includes 35 hours of work per week (Ossenkrop, Carolin, 2015). The relationship between personal life and professional one is represented below:

Figure 1. Work-life balance

The interest for the balance between work and personal life, work-life balance (WLB) is justified if we take into account the concerns stated in the literature: we found that during 1985-1997, this concept was evoked 32 times, while in 2008 it was mentioned 1674 times. Although the term is interpreted differently and the proposed solutions have limited validity, we identified the common denominator: the concept is seen by many as a support for the conflict resolution in which professional and personal life can be increasingly often found. Each individual, even he is between 20 and 35 years old and is very focused on building his own career, or between 35 and 50 years old and focuses on family and personal life (Scotti, Massimo, 2012), needs to know the content of this concept and the modalities of appropriate management. The more so, since, in Romania, about 92% of employees worked for many years, more than 50 hours per week, being considered workaholics . At the beginning of 2015, statistics show that in Romania there is an average of 40.4 hours of work per week, lesser than Turkey, which is placed on the first place with an average of 51.4 hours of work/week. Overall, we found that, since 2008, in Romania there is, in general, a downward trend of working time (Eurostat 2016) . Also, this is true in terms of part-time employees. In this category, Romania ranks the third, with an average of 23.6 hours of work per week, in comparison with 2008, when our country occupied the first

position with a total of 24.6 hours (Eurostat 2016).

As we already know, career development does not involve to stay in the same organization anymore. This idea is not new and no one looked at it with concern until recently when, the numbers became alarming. The causes of this phenomenon are multiple. A survey conducted in 2015 by Right Management revealed several reasons that are at the bottom of the job change decision of the employees: reducing or restricting of the business (54%); new opportunities and challenges (30%); ineffective management in the organization where they work (25%); improper relationship with the management (22%); the improve of work-life balance (21%); the lack of recognition of the personal performance (21%); a better salary (18%); a better alignment of organizational and personal values (17%); incompatibility between personal capabilities and requirements of the organization (16%); financial instability of the company (12%) (Cuddapah- Locraft, Jennifer, 2015). However, changing jobs is not a simple operation. It entails the need to adapt and organizational integration, a complex process known in the literature as the professionalization . With the professionalization , the employee will face another process, the one of socialization (Painisoara, Georgeta, 2005). By joining the two processes (the organizational socialization and the professionalization) organizational integration can be reached, a result that is much expected by the management. The integration implies the growth of organizational socialization and the one of professionalization (they do not have different time durations but occur simultaneously). (Sibunruang, Hataya, 2016) The existence of those two sides, the

one of professionalization and the social one of integration, requires to develop and apply an integration methodology in the organization that wants to align with the requirements (Zacher, Hannes, 2014). It is also necessary to have the support of human resources department and the direct management.

3.STUDY REGARDING EMPLOYEES PERCEPTION ABOUT THEIR CAREER

For this study we used an online questionnaire that provided us information

regarding the perception of respondents (employees from Romania) about the decisions that produce changes in their personal life. The survey included 32 questions, grouped as follows: six of them aimed the measure in which the respondents know their career path, four of them concerns respondents perception regarding labor market, five reflects the changes of professional life, three of them follow the work-life balance, four of them are

referring to career opportunities abroad, five to the success in career and the possibility for entrepreneurship while the rest target personal information. The questions were placed in Google Drive and the first 150 answers were taken into account, being registered in the database and interpreted in the study. The main characteristics of the participants in this survey were: the age (between18 and 30 years old), education (the majority had a high level of education), employment and gender (female dominance). We present some of the results, as follows:

- There is a large number of young employees (66%) who wish to change their job

The respondents consider that their relationship with an organization should not be a long-term one: 30% of the total appreciates that the job change can be made after 3-4 years from the beginning while 59% consider that this can be done after 1-2 years.

Figure 2. The desire in what regards the job change

- The job change is influenced by many factors

It was interesting to find out that a lot of respondents (87%) accuse the work monotony and the lack of advance perspective when they decide to change the job. Also, 61% of them link the job change decision to overtime work or to the relationship with the colleagues (46%). The overtime and the workload explain why the job change decision is closely linked to the work-life balance. 77% of the respondents declare that the personal life is very important for them when they decide to change the job.

Figure 3. Factors that influence the decision to change the job

Figure 4. The importance of personal life in the job selection

- The career is associated with the satisfaction and not with the sacrifice

The idea of a career made with personal sacrifices loses ground in the case of our respondents, 60% of them do not agree with this affirmation.

Figure 5. The availability to personal sacrifice for the career

- The employees are not properly informed about the evolutions of the labor market Naturally, you should expect that all the young people so active in changing their job to be very informed about what is happening on the labor market. In reality, things are not like this: only 4% of the respondents say they are very well informed, 37% are informed and 55% of them are a little bit or not at all. However, there is a large perception of dissatisfaction and distrust of the respondents regarding the changes from the labor market (74% are considering that the changes are too little or not at all in the employee s favor). This state of affairs can be an interesting subject of the analysis. We should retain that the decision to leave a job is based more on micro, personal and subjective judgments and ignores the complex ones, on long term, which include the balances of the Romanian labor market. It is true that an impediment to such a move could be the scarcity of the information of this area. -The employees recognize the value of a personal career plan and they have models to follow The majority of the employees (91%) appreciate the utility of a career plan, they elaborate such an instrument (63%) and rely on it in a big measure (55%) when making decisions related to their job. Frequently (60%), they have a model to follow:

Figure 6. The existence of a career model to follow

-The employees are considering that a career abroad has more changes to be successful At the first look, the fact that 50% of the respondents associate the success mostly with a career abroad than one in Romania, should raise concerns. Things are not so bad if we consider that, in the above category, 48% of them intend to go abroad following the decisions of the company they are working for. We should remark also, the large number of the ones that desire to come back in Romania, after a foreign experience. The difficulty to leave Romania comes from the relationship with the family and friends (74%) and the opportunities available here.

Figure 7. The reasons to stay in Romania

Regarding the entrepreneurship opportunities, we note that more than 50% of the respondents are interested in opening their own business:

Figure 8. The interest for entrepreneurship

4.CONCLUSIONS

Naturally, the changes of the economic and social environment are producing modifications of the behavior and attitude of employees towards work and the organization where they work. This is why, managers are concerned to know tomorrow s employee profile and to have ways to attract and retain the talent they will need. Our study brings into discussion views expressed by a group of young employees, mostly graduates of higher education. The gathered information reveals interesting trends and suggests priority actions for human resources managers. Our research, although it has limitations arising from the small number of employees and especially the education level of respondents (mostly graduates of higher education), highlights some ideas that can be generalized without fear of error, among young and educated employees: young people do no find justified a long term relationship with the company they are working for; most of them are projecting the career as a route in various organizations from the country or abroad; most of the respondents rely on a career plan, even if they are changing it when it is necessary;

the employees often base their decisions to change the job on several criteria of interest (some of these are logical and easy to follow, others are very specifics, subjective or personal); the employees are becoming increasingly concerned by the work-life balance; future employees will be very open to the idea of a European career or a global one (even if this means for a limited period of time).

In contact with this type of candidates or employees, HR managers should use appropriate methods (for defining jobs, recruitment, training, evaluation, motivation and promotion) in order to determine them to be more connected with their organization. The initiative of organizations is expected, given the ease with which they can quantify the shortcomings of a high fluctuation rate. We believe, however, that the employees will lose if they treat superficially their relation with the company and if they see the profession as an obligation and not as a source of development. We intend to continue the research regarding the perception of employees about their own career, with the aim of dissemination the interpretation of these opinions in theoretical area and business, in order to have a complete information for the companies and for future employees.

中文译文:

年青员工的离职率 人力资源管理面临的挑衅

摘要

本研讨的目标是剖析员工决议参加/留在或分开组织时的决策和动机。本文的成果是通过对罗马尼亚年青员工进行调查问卷的定量研讨得出的。他们 来辅助管理人员重新思考和懂得新的人力资源战略,以便能够应对年青员工离职率的负面影响,并领导在职业管理范畴工作的专家。

要害词:职业,人力资源管理,工作生涯平衡,离职率

1. 简介

传统上,人力资源范畴的管理理论和实践支撑了员工与雇主之间持久关系

的树立。公司供给这种支撑的理由不难懂得:寻找和吸引人才的尽力是宏大的, 与对员工的培训和发展的投资是一样的,员工的参加也须要雇主的时光和尽力。

不久前,管理层的期望与员工的动机是一致的:他们不限于合同任务,而是积极地参与组织的运动,并为同一公司的持续职位制订职业计划。如今,如果我们细心察看罗马尼亚劳动力市场上正在产生的事情,我们就会发明,许多员工在选择他们想要从事的组织时,会有不同的反映。长期呆在同一家公司的可能性已经消散,融入和适应新的工作环境似乎更容易。

在本文中,我们试图剖析员工决策的底层,即他们选择留下的动机,特殊是当他们分开组织时。我们以为,本研讨的成果将有助于管理人员重新斟酌人力资源战略,以减少员工波动的负面影响,并领导正在从事职业管理工作和职业管理教导的人。

有许多例子表明,分开/留在一个组织或国度的决议,是以对其利弊进行全面剖析后得出的结论为根据的。

本研讨的第一部分描写了当前的职业生活,在第二部分,我们组织了一次在线调查,对象是在罗马尼亚有业务运动的不同公司的员工。经过统计处置的成果,使我们能够得出结论和建议,以下降员工的离职率及其影响。

2. 职业:幻想和现实之间

人们对他们职业生活的关注并不是最近才有的。唯一的不同是,今天它更常被提及,而且是基于更庞杂的推理。大多数专家以为,我们正处在一个职业生活没有极限的时代(Hess,Narelle,2011)。

此外,今天我们有兴致说明和懂得员工的动机和选择,这是一方面,另一方面,是公司的举动。这意味着我们须要斟酌到许多有关个人技巧、欲望或动机的心理方面,但也要斟酌到他们工作的体系特色。

我们的目的之一是调查员工的职业选择,我们看到,对每个人来说,他自

己的职业生活管理是一个要害的进程,影响他的全部发展,职业摸索被以为是职业认同发展进程中的一个主要组成部分(Cuddapah,Jennifer,2015)。当我们谈论职业时,有必要斟酌到自身发展的个人好处、他所在的组织机构、两个范畴之间的干预情形、具体立法的质量及其实用方法。事实上,职业被定义为一个人可以获得的一系列运动和专业职位,以及随时光发展的态度、知识和相干的组成部分(Jaensch,Vanessa,2015)。

幻想情形下,职业生活中的职业生涯一般须要满足感、缺少冲突以及在工作中施展最佳功效。这就是为什么这个概念是许多调查和研讨的兴致点 (Ossenkop,Carolin,2015)。职业生活起步早,工作连续很多年,每个阶段都有其特别性。在这方面,我们须要指出的是,职业生活始于青少年时代:这可能是职业生活中最主要的时代之一,因为正是在那时开端了职业教导,这对全部职业途径至关主要(Lee,Bora,2015)。也正是在青少年时代,值得发展的要害技巧被摸索和发明(Pons,Dirk,2015)。

在我们的研讨进程中,最近的一些科学文章引起了我们的注意。他们以为, 职业生活可以做到 宽度 和 深度 ,每一个都对职业发展发生了不同的影响。

(Lee,Bora,2015)。

关于 宽度 的摸索,它涉及到研讨范畴普遍的经验,没有具体的目的, 而第二种关于 深度 的摸索则是以目的为导向的。 宽度 的摸索在职业选择上供给了极大的机动性,但也导致了缺少计划。另一方面, 深度 的摸索与对基于职业目的的良好认知相干,但当职业产生变更时,它面临着障碍。

换句话说,我们可以看到,这两种类型的摸索各有利弊。我们还强调了关于工作与生涯平衡的讨论。许多研讨人员支撑员工尽力分配职业和自己生涯中其他主要方面之间的时光和精神。 工作与生涯平衡(WLB) 概念得到了为平衡生涯而工作的员工的支撑。工作和休闲时光之间的接洽是在 18 世纪提出的, 1970 年英国首次应用 工作与生涯平衡 这个术语来描写个人生涯与工作之间的平衡。

在世界范畴内,各委员会(如欧盟委员会)对工作时光进行了细心研讨,

这些委员会也促成了每周最多工作 48 小时。有些国度,如法国,那里的工作时 间为每周 35 小时(Ossenkrop,Carolin,2015)。个人生涯与职业生活的关系如下:

图 1.工作与生涯平衡

如果我们斟酌到文献中所表达的担心,那么对工作和个人生涯之间的平衡 工作与生涯平衡(WLB) 的兴致是合理的:我们发明,在 1985-1997 年期间, 这个概念被提到了 32 次,而在 2008 年被提到了 1674 次。虽然这一术语的说明有所不同,并且拟议的解决计划的有效性有限,但我们断定了共同点:许多人以为这一概念是对解决冲突的一种支撑,在冲突解决中,职业和个人生涯可以越来越多地提及。每个人,即使他的年纪在 20 至 35 岁之间,都非常专注于建 立自己的职业生活,或 35 至 50 岁之间,关注于家庭和个人生涯 (Scotti,Massimo,2012),都须要懂得这一概念的内容和恰当管理的方法。在罗马尼亚尤为如此,因为大约 92%的员工工作多年,每周工作超过 50 小时, 被以为是 工作狂 。

2015 年初,统计数据表明,罗马尼亚每周平均工作时光 为 40.4 小时,低于土耳其,土耳其排在第一位,平均每周工作 51.4 小时。。

总的来说,我们发明,自 2008 年以来,罗马尼亚的工作时光总体上呈降落趋势(欧盟统计局,2016)。此外,就兼职员工而言也是如此。在这一类别中,罗马尼亚位列第三,平均每周工作时光为 23.6 小时,与 2008 年相比,当时我 国排在第一位,平均每周工作时光总计 24.6 小时(欧盟统计局,2016)。

正如我们所知道的那样,职业发展不再须要留在同一个组织中。这个想法

并不新颖,但直到最近,人们才开端关注这个问题,这些数字变得令人担心。造成这种现象的原因是多方面的。睿仕管理参谋公司在 2015 年进行的一项调查揭示了员工转变工作决议的几个最基本的原因:减少或限制业务(54%);新的机会和挑衅(30%);他们工作的组织管理不善(25%);与管理层的关系不当 (22%);改良工作与生涯的平衡(21%);缺少对个人事迹的认可(21%);更高的薪水(18%);更好地和谐组织和个人价值(17%);个人才能与组织请求不兼容(16%);公司的财务不稳固(12%)(Cuddapah- Locraft,Jennifer,2015)。

但是,换工作并不是一个简略的操作。这就须要适应和组织一体化,这是一个庞杂的进程,在文献中称为 职业化 。随着职业化的发展,员工将面临另一个进程,即社会化的进程(Painisoara,Georgeta,2005)。通过参加这两个 进程(组织社会化和职业化),可以实现组织一体化,这是管理层所期望的成果。一体化意味着组织社会化的发展和职业化的发展(两者没有不同的时光期限, 而是同时产生)(Sibunruang,Hataya,2016)。这两个方面的存在,即专业化和社会一体化,请求在组织中制订和利用符合请求的一体化方式 (Zacher,Hannes,2014)。还须要得到人力资源部门和直接收理的支撑。

3. 关于员工对职业生活认知的研讨

在本研讨中,我们应用了一份在线问卷,向我们供给了受访者(来自罗马尼亚的员工)对转变其个人生涯的决议的见解的信息。

调查共包含 32 个问题,其中 6 个针对受访者懂得其职业途径的指标,4 个涉及受访者对劳动力市场的见解,5 个反应职业生涯的变更,3 个反应工作与生涯的平衡,4 个涉及国外的职业机遇,5 个涉及职业胜利和创业的可能性,其余则针对个人信息。

这些问题被放在 Google Drive 中,在数据库中注册并在研讨中说明了前 150 个答案。

这次调查的参与者的重要特色是:年纪(在 18 岁至 30 岁之间),教导水平

(大多数受教导水平高),就业和性别(女性占主导位置))。我们得出了一些成果,如下所示:

有大批年青员工(66%)盼望转变工作

受访者以为,他们与组织的关系不应当是长期的:30%的受访者以为可以在 3 至 4 年后作出转变,而 59%的受访者以为可以在 1-2 年后作出转变。

图 2.对转变工作的盼望

工作变更受许多因素的影响

有趣的是,很多受访者(87%)在决议换工作时责备工作单调,缺少前瞻性。此外,其中 61%的人将换工作的决议与加班工作或与同事的关系(46%)

接洽起来。加班和工作量说明了为什么换工作的决议与工作和生涯的平衡亲密相干。77%的受访者表现,当他们决议换工作时,个人生涯对他们非常主要。

图 3.影响换工作决议的因素

图 4.个人生涯在择业中的主要性

职业与满足感相干,而并非就义

在我们的受访者中,用个人就义换取职业的想法是站不住脚的,60%的人不批准这种见解。

图 5.职业生活中个人就义的可能性

员工没有准确懂得劳动力市场的变更

当然,你应当期望所有积极换工作的年青人都能很好地懂得劳动力市场上正在产生的事情。事实上,情形并非如此:只有 4%的受访者表现他们非常懂得情形,37%的人懂得情形,55%的人有一点或基本不懂得情形。然而,受访者对劳动力市场的变更广泛觉得不满和不信赖(74%的人以为这些变更太小或基本不利于员工)。这种情形可能是剖析的一个有趣的主题。我们应当保存,离职的决议更多地是基于微观、个人和主观断定,而疏忽了那些长期存在的庞杂问题, 其中包含罗马尼亚劳动力市场的平衡。的确,这一举动的障碍可能是该地域信息的稀缺。

员工认识到个人职业生活计划的价值,他们有自己的模式可以遵守

大多数员工(91%)认识到职业生活计划的适用性,他们在做出有关他们的工作的决策时,制订了这样一种工具(63%),并在很大水平上依附于它 (55%)。通常(60%),他们要遵守的模式是:

图 6.职业生活模式的存在

员工正在斟酌国外的职业,有更多的变更才干取得胜利

首先,50%的受访者以为胜利重要来自国外,而非罗马尼亚,这一事实应当引起人们的关注。如果我们斟酌到,在上述类别中,有 48%的人盘算依照他们所服务的公司的决议出国,情形就没那么糟糕了。我们还应当指出,在阅历了国外的工作之后,许多人盼望回到罗马尼亚。分开罗马尼亚的艰苦来自于与家人和朋友的关系(74%)以及这里供给的机遇。

图 7.留在罗马尼亚的原因

关于创业机遇,我们注意到超过 50%的受访者有兴致首创自己的企业:

图 8.创业兴致

4. 结论

当然,经济和社会环境的变更正在转变员工对工作和组织的行动和态度。这就是为什么管理者关怀的是要懂得明天的员工情形,并且有措施吸引和留住他们须要的人才。我们的研讨讨论了一群年青员工的观点,他们大多是高级教导毕业生。收集到的信息揭示了有趣的趋势,并对人力资源管理人员的优先举动提出了建议。

我们的研讨虽然由于员工人数少,特殊是受访者(重要是高级教导毕业生)

的教导程度而受到限制,但强调了一些观点,这些观点可以在年青和受过教导 的员工中进行推广,而不必担忧出错:年青人找不到与他们工作的公司树立长 期关系的正当理由;他们中的大多数人都把职业生活作为去国内外的各种组织 的一条路线计划;大多数受访者依附于职业计划,即使他们在必要时转变职业 计划;员工通常依据几个好处尺度(其中一些合乎逻辑且易于遵守的,另一些则非常具体、主观或个人的)做出转变工作的决议;员工越来越关注工作与生涯之间的平衡;未来的员工将对欧洲职业或全球职业的想法非常开放(即使这意味着在一段有限的时光内)。

在与这类候选人或员工接触时,人力资源管理者应当应用恰当的方式(定义工作、招聘、培训、评估、鼓励和提升),以断定他们与组织的关系更亲密。鉴于他们可以轻松量化高离职率的毛病,预计各组织会自动采用举动。然而, 我们以为,如果员工仅从表面上对待他们与公司的关系,把职业视为一种任务而不是发展的源泉,那么员工就会离职。

我们盘算持续研讨员工对自己职业生活的见解,目标是在理论范畴和商业范畴传布对这些观点的说明,以便为公司和未来员工供给完全的信息。

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