员工离职外文翻译文献.docx
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员工离职外文翻译文献.docx
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员工离职外文翻译文献
文献信息:
文献标题:
TheTurnoverRateOfYoungEmployees–AChallengeForHrm(年轻员工的离职率——人力资源管理面临的挑战)
国外作者:
ADeaconu,LRasca,CGCelarel
文献出处:
《ProceedingsoftheInternationalManagementConference》,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:
TheTurnoverRateOfYoungEmployees
–AChallengeForHrm
AbstractTheobjectiveofthisresearchistoanalyzeemployees’decisionsandmotivationswhentheydecidetojoin/stayorleaveanorganization.TheresultsofthispaperwereobtainedthroughaquantitativeresearchbasedonaquestionnaireappliedtoRomanianyoungemployees.Theycometohelpmanagerstoreconsiderandunderstandthenewhumanresourcesstrategiesinordertobeabletofightagainstthenegativeeffectsoftheturnoverrateofyoungemployeesandtoguidethespecialistswhoareworkinginthecareermanagementfield.
keywords:
career,humanresourcesmanagement,worklife-balance,turnoverrate
1.INTRODUCTION
Thetheoryandthepracticesofthemanagementinthehumanresourcesfieldhadtraditionallysustainedtheconstructionofadurablerelationshipbetweenemployeeandemployer.Companies’reasonforthissupportisnotdifficulttounderstand:
theefforttofindandattracttalentsishuge,theinvestmentintrainingsanddevelopmentoftheemployeesisthesameandtheinsertionofanemployeerequeststimeandeffortfromtheemployers.
Notsolongago,managerialexpectationsharmonizedwithemployees’motivations:
theywerenotlimitedtoacontractualobligationbuttheywerepowerfullyinvolvedintheactivityoftheorganizationanddidcareerplansaimingsuccessivepositionsinthesamecompany.Nowadays,ifwelookcarefullytowhatishappeningontheRomanianlabormarketwewillseethatalotofemployeesreactdifferentlywhentheychoosetheorganizationsinwhichtheywanttoperform.Theavailabilitytostayinthesamecompanyforalongerperiodhasdisappearedandtheintegrationandadaptationtoanewworkenvironmentseemstobeeasier.
Inthispaperwetrytoanalyzewhatstaysatthebottomoftheemployee’sdecisions,whicharethemotivationswhentheychoosetostayand,especiallywhentheyleaveanorganization.Weconsiderthattheresultsofthisresearchwillhelpmanagerstoreconsiderthehumanresourcesstrategiesinordertobeabletodecreasethenegativeeffectsoftheemployeefluctuationandtoguidetheoneswhoareworkingintheformationandtheeducationofthecareermanagement.
Therearemanyexampleswhichsustainthatthedecisionsofleaving/stayingatajob,inanorganizationorinacountry,needtobegroundedontheconclusionsofaholisticanalysisoftheiradvantagesanddisadvantages.
ThisresearchhasafirstpartthatdescribesthecareernowadaysandasecondpartinwhichweorganizedanonlinesurveytargetingemployeesfromdifferentcompanieswhohavetheiractivityinRomania.Theresultswherestatisticallyprocessedandallowedustoformulateconclusionsandrecommendationswhichcoulddecreasetheturnoverrateofemployeesanditseffects.
2.CAREER:
BETWEENASPIRATIONSANDREALITIES
People’sconcernregardingtheircareerisnotsomethingrecent.Theonlydifferenceisthattodayitisfoundmoreoftenanditisbasedonmorecomplexreasoning.Mostofthespecialistssuggestweareinaperiodwherethecareerhasnolimits(Hess,Narelle,2011).
Moreover,todayweareinterestedtoexplainandunderstandemployee’smotivationsandchoicesononesideandthecompany’sactionsontheotherside,whichimpliesthatweneedtotakeintoaccountmanypsychologicalaspectsconcerningskills,aspirationsormotivationsoftheindividualbutalsosystemcharacteristicsinwhichtheywork.
Oneofourobjectiveswastoinvestigatethecareerchoicesoftheemployeesandwesawthat,foreachindividual,themanagementofhisowncareerisacriticalprocess,influencinghisentiredevelopmentandthecareerexplorationisconsideredtobeanessentialcomponentofthedevelopmentprocessofthevocationalidentity(Cuddapah,Jennifer,2015).Whenwearetalkingaboutcareeritisnecessarytotakeintoaccounttheindividualinterestforitsowndevelopment,theorganizationinwhichheoperates,thecontextsofinterferencebetweenthetwoareas,thequalityofspecificlegislationandthemannerofitsapplication.Actually,thecareerisdefinedasasequenceofactivitiesandprofessionalpositionsthatcanbeaccessedbysomeone,togetherwithattitudes,knowledgeandassociatedcomponentsdevelopedwithtime(Jaensch,Vanessa,2015).
Ideally,career,professionallifeingeneralrequiresatisfaction,lackofconflictsandoptimalfunctioningofapersonatwork.Thisiswhythisconceptisapointofinterestformanyresearchesandstudies(Ossenkop,Carolin,2015).Thecareerbeginsearly,ittakesmanyyearsandeachstagehasitsspecificity.Inthiscontext,weneedton
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