员工离职外文翻译文献.docx

1、员工离职外文翻译文献文献信息：文献标题：The Turnover Rate Of Young EmployeesA Challenge For Hrm（年轻员工的离职率人力资源管理面临的挑战）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 EmployeesA Challenge For HrmAb

2、stractThe 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 manag

3、ers 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-ba

4、lance, turnover rate1.INTRODUCTIONThe 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

5、 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 oblig

6、ation 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 th

7、e 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 employees decisions, which a

8、re 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

9、 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 disadvanta

10、ges.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 recomm

11、endations which could decrease the turnover rate of employees and its effects.2.CAREER: BETWEEN ASPIRATIONS AND REALITIESPeoples 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 spe

12、cialists suggest we are in a period where the career has no limits(Hess, Narelle, 2011). Moreover, today we are interested to explain and understand employees motivations and choices on one side and the companys actions on the other side, which implies that we need to take into account many psycholo

13、gical 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,

14、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 developm

15、ent, 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

16、 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 n