turnover job 中文意思是什麼
turnover job
解釋
大修工作-
Thirdly i analyze the numbers of their demission and the last time of each job statically, explaining the phenomenon that the more times the employee have changed the jobs, the shorter their jobs last. i also analyze the employee turnover from the view of education status
再次，對流動頻次不同的雇員的流動狀況統計，分析雇員流動次數越多，工作持續時間越短的普遍規律，還對不同學歷的企業雇員流動進行分析。 -
M - type leadership behavior represented leadership behavior. employee ’ working attitude was measured by organizational commitment, job satisfaction and turnover intension. organizational commitment was measured by affective commitment, normative commitment and continuance commitment
用維持型領導行為來代表領導行為;用組織承諾、工作滿意度、離職傾向作為員工工作態度的指標變量;用情感承諾、規范承諾和持續承諾來衡量組織承諾。 -
This article put forward some measures as follows : job design, construct excellent corporate culture, provide fair pay and benefits, establish a sound training and development system, improve performance and work environment, purify relations with person and person within organization, rightly deal with employee ' s complaint, understand employee ' s real requirement, rightly deal with turnover put forward by employee
本文提出如下措施：工作設計、建構優秀的企業文化、提供公平的薪酬福利、建立完善的培訓和發展體系、提升效益和改善條件、凈化企業內人與人之間的關系、正確處理員工的抱怨、了解員工的真正需求、正確處理員工提出的離職。當然，企業應根據自身特點、員工離職原因等採取合適的留人措施。 -
The result showed that, antecedent variables of turnover intention include eight aspects as follows : job motivation and the feeling of success, corporate culture, pay and benefits, promotion and training, corporation performance and outlook, work invironment ; accommodating variables include three aspects : supporting factor of mentality and external environment, supporting factor of organization, supporting factor of individual economy
結果顯示，員工離職意向的影響因素包括八個方面：工作激勵與成就感、企業文化、薪酬福利、晉升與培訓、公司效益和前景、人際關系、工作條件和個體特徵；調節因素包括三個方面：個性心理與外部環境支持因素、組織支持因素和個體經濟支持因素。 -
The three dimensions of organizational commitment and job satisfaction influenced turnover intension negatively
工作滿意度對離職傾向有顯著的負向影響。 -
In the third chapter of this paper, through disscuss5ing the influence of education level to individual, the characteristic of mentality and the rule of behavior that knowledgeable employees difference from the general employee, the winter using mobley model points out following four are the key factors determined emloyee turnover : l ) job satisfaction ; 2 ) the expectancy to change work role for income increacing on the enterprise inside ; 3 ) the expectancy to change work role for income on the enterprise outside ; 4 ) non - work values and accidental factors
在本文的核心第三部分，本文首先通過探討受教育程度對個體的影響，分析了知識型員工流動的心理因素、行為因素、外在因素，並且通過莫布雷模型指出： 1 ）工作滿足與否； 2 ）對在企業內改變工作角色收益的預期： 3 ）對在企業外部改變工作角色收益的預期； 4 ）非工作價值及偶然因素，是決定雇員離職的主要因素。 -
The consulting firm deloitte was alarmed by the high turnover of its youngest employees, so it asked one of its consultants, stan smith, to find out more about what attracts them to and keeps them at a job
勤業眾信財稅顧問公司懍于最年輕的員工流動率高，因此請出公司一位顧問史密斯多方調查，到底什麼工作吸引他們，同時可以留住他們。 -
Wage inflation in bangalore is close to 20 %, and job turnover is double that ( “ trespassers will be recruited ” reads a sign in one office )
班加羅爾的工資暴漲了大約20 ，而新僱人員比例竟兩倍于這個數目（ 「侵權者也可被雇傭」的標語就出自這里的一間辦公室） 。 -
Moreover, this paper examines the directions of cross - sectional job mobility and the changes of occupational prestige in a job turnover episode
研究結果說明人力資本論在現今的職業地位取得及流動上還是具有相當的解釋力。 -
Finally, on the base of further analyzing path coefficients, the research showed that the most important influence factor to turnover intention was balanced organization responsibility and job satisfaction, secondly, relational organization responsibility and organization satisfactory sense, in the end, emotion promises and transactional organization responsibility
第四，在對路徑系數進一步分析的基礎上，發現離職傾向最大的影響因素是平衡型組織責任和工作滿意度。其次，影響離職傾向比較大的因素是關系型組織責任和組織滿意感，最後是情感承諾和交易型組織責任。
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