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工作满意度、组织承诺、与离职意愿 的相关研究

日期:2016-4-7作者:www.51lunwen.com编辑:vicky点击次数:249
销售价格:300元论文编号:lw201603251806393331论文字数:45633 
论文属性:硕士毕业论文论文地区:中国论文语种:English 

Chapter One: Introduction


1.1 Background of research study

Employee  turnover  is  giving  a  sleepless  night  to  human  resource  managers  in  many  countries around  the world.  High  employee  turnover  rate  has  increasingly  been  an  issue  of  interest  to  both practitioners and academicians, not just in developed countries but also in the developing countries. In the United States for example, employee turnover has been as a national workplace crisis. The overall number  of  voluntary  turnover  (measure  of workers’  willingness  or  ability  to  change  job)  was  2.1 million in April 2012, up from 1.8 million at the end of recession in June 2009 (in according to the web http://www.bls.gov/jlt/jlt_labstatgraphs_april2012.pdf).  In  the  assembly  plants of  Northern  Mexico reported the employee turnover ranging from 120% to 150% annually. Managers face major challenge, including  building  an  appropriate  managerial  relationship  and  developing,  and  maintaining organizational commitment among workers (Chinen & Enomoto, 2004).  In addition, many researchers are very interested to research about employee turnover due to it is an important criterion and reflects a critical  motivated  behavior.  One  organization have  high  turnover  rate  is  not  only  affect  to  the  staff morale, but it is also lead to the loss of productive workers while reducing efficiency. According to the research study of Hillmer, Hillmer, and Mc Roberts (2004) on the cost of employee turnover based on data from an existing call center with a 60% annual turnover level.  There was an alarming that the cost of turnover is about a year’s salary for each vacant position. The total cost was over $ 40,000 annually for the small call center in study. Employee turnover results in the loss of not only financial and human capital,  but  also accumulated  knowledge.  When  employees  leave  the  organization,  they  take  the knowledge  with  them  (Droege &  Hoobler,  2003).  Hence,  building  a  turnover  model  and  reducing turnover intention is an important issue to the organization.

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1.2 Focus of the Research

The research study will focus on the following points, which is only focus on employees who are working in the service industry in Cambodia as a sample, due a wide range of study can reduce the reliability of the study. Firstly, the research study only c


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