员工离职外文翻译文献.docx

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