浩天教育致力于打造優質Essay代寫、Assignment代寫機構,「新客首單立減5%」長期有效!

                                    HotEssay論文網 - 范文案例 - Paper代寫范文 - Paper代寫范文-自愿離職
                                    范文案例
                                    最新發布
                                    熱門文章
                                    聯系我們
                                    Paper代寫范文

                                    Paper代寫范文-自愿離職

                                    來源:原創 發布日期:2022-05-17 09:30  閱讀: 作者:HotEssay
                                    文章導讀:下面為大家整理一篇優秀的 Paper代寫范文 --Is absenteeism a predictor,文章描述在當今的社會,曠工是組織不會太在意的但存在的巨大問題。也許現在是時候,讓組織更關注一點在曠工這一...

                                      下面為大家整理一篇優秀的Paper代寫范文--Is absenteeism a predictor,文章描述在當今的社會,曠工是組織不會太在意的但存在的巨大問題。也許現在是時候,讓組織更關注一點在曠工這一問題上了,因為這個問題可能是自愿離職營業額率的預測指標。當員工們離職時,可能對于生產力,及時服務客戶,員工士氣,更重要的是組織的底線產生極大影響。

                                    Paper代寫范文
                                    Paper代寫

                                      自愿離職營業額可能是內生或者外生原因。內生的自愿離職營業額是由于員工在組織中的地位更換了。外在的自愿離職營業額是因為員工都離開了組織。這篇研究報告的關注點是在于外在的自愿離職營業額。有許多因素可能引起員工離職。比如說像對薪資不滿,工作條件苛刻或者工時太長,或者甚至由于升職機會得不到,都是一些自愿離職營業額的原因。本文企圖弄清楚,是否過度的曠工確實能成為自愿離職營業額的預測指標。

                                      Voluntary Turnovers-Is Absenteeism A Predictor?

                                      Chapter One-Introduction To The Problem

                                      In today's society,absenteeism is a huge problem that organizations do not pay much attention to.Maybe now is the time that organizations place a little more focus on absenteeism as this problem could be a predictor of voluntary turnover rates.When employees leave their jobs,sometimes it may have an affect on productivity,customers being serviced in a timely a manner,employee morale and most importantly the organization's bottom line.

                                      Voluntary turnover can be internal or external.Internal voluntary turnover is when an employee takes another position within the organization.External voluntary occurs when an employee leaves the organization all together.The focus of this research will focus on external voluntary turnover.There are many factors that may cause an employee to leave his job.Factors such as not being satisfied with pay,the working conditions or hours,or even because advancement opportunities are not available are some of causes of voluntary turnovers.This paper will seek to determine if excessive absenteeism can actually be a predictor of voluntary turnovers.

                                      Research Question

                                      Can organizations predict voluntary turnover rates based on absenteeism within the organization?

                                      Purpose Of Research

                                      Turnover is a topic that has been widely studied over the years;however,there is very little empirical data that exists in reference to absenteeism.Steers and Mowday(1981)model will be used to determine if there is a relationship between voluntary turnovers and absenteeism.Since turnovers can become a serious problem for organizations,additional research should be done to determine the correlation between the two variables.Excessive turnovers can eventually hurt an organization's financial performance.In order to determine if a relationship exists,organizations will first need to distinguish between voluntary and involuntary turnovers.According to Sullivan(2009),some studies indicate as many as two-thirds of employees of employees are ready to go.

                                      The compensatory model suggests that absenteeism combined with turnover rates are a form of work withdrawal.There is a second model that suggests the two variables are completely independent of one another.The third model,progression of withdrawal model suggests employees go through stages of psychological withdrawal before actually leaving an organization.Due to these gaps in literature,more research should be conducted to determine if absenteeism could predict voluntary turnover rates.

                                      Significance Of Study

                                      Employee turnover is a problem that is continuing to grow.Employers will need to develop some retention strategies as employees are looking for other opportunities.“Employee turnover is on the rise next year,based on a survey that 60 percent of workers are unhappy with their present jobs and plan to leave in 2010(HR Focus,2010,pg.8).Organizations should closely evaluate the types of absenteeism that is occurring within their organization.By taking a closer look,organizations might be able to find a correlation between absenteeism and voluntary turnover rates.The goal of this research is to take Steers and Mowday's model and compare it against other models to determine if turnover rates can accurately be predicted.

                                      Hypothesis

                                      Organizations can determine by differentiating between voluntary and involuntary absences the amount of turnover they will have within the organization.

                                      Chapter 2-Literature Review

                                      Voluntary turnovers are managerial issues that many organizations are not placing enough focus.Managers should try to determine what is causing employees to leave their organizations voluntarily.Voluntary turnovers can become very costly to an organization's bottom line.Once managers actually begin to take the time to study predictors of turnover within their organization,they can begin working on retention strategies to keep their employees.The review of literature will include that of Steers&Mowday,(1981)as well as the findings of other theorists on predicting voluntary turnover rates and its relationship to other variables.

                                      First organizations need to separate all involuntary turnovers from their voluntary turnovers.“Voluntary turnovers,in contrast,is a discretionary behavior on the part of the employee and,consequently,has been categorized with absenteeism and lateness as a form of withdrawal from the organization”(Morrow,McElroy,Laczniak,Fenton,1999).With the given definition of voluntary turnovers,organizations need to focus on who is leaving their organization and why.

                                      Review Of Models

                                      Researchers at the Tavistock Institute(Hill&Trist,1955)suggest that absenteeism is a coping mechanism to turnover(Morrow et al.1999).In conducting their research it was argued that employees who engaged in absenteeism did so to relieve stress or because they were dissatisfied.For these reasons,the researchers believed that at this point,turnover became an unnecessary factor.Basically,these researchers believe that there is no relationship between the two variables,absenteeism and voluntary turnover rates.

                                      A second model also suggests that these variables have no relationship.“Mobley(1982),has theorized situations in which no relationship would exist,such as in those cases where turnover is the result of pull factors(an attractive job)as opposed to push factors(Morrow et al.1999).Herzberg,Mausner,Peterson,and Capwell(1957),created the progression of withdrawal model,which is the third model that is being evaluated.The progression of withdrawal suggests that a relationship between absenteeism and turnover does exist.According to this model,if an employee continues to be dissatisfied,then that employee will go through a withdrawal process.The process includes the employee being late for work,then progressing to being absent and finally leaving the company.According,to a meta-analysis by Mitra,Jenkins,and Gupta(1992),there is empirical data that states the correlation between absenteeism and turnover was a positive.33(Morrow et al.,1999).

                                      Steers&Mowday,(1981)model on absenteeism and voluntary turnover incorporated other factors that might involve reasons as to why an employee would continue to work for a company or leave.The Steers&Mowday model includes factors on voluntary turnover rates that organizations cannot control.According to Steers&Mowday model,job expectations and values interact with organizational characteristics,experiences,and job performance in determining an employee's affective responses to a job(Dreher,1982).

                                      The first category that Steers&Mowday model concentrates on is the actual work factors that may influence an employee to want to leave a company.In order to argue this point Steers&Mowday cited work produced by Sussman and Cogswell.The work suggests that when an employee is considering changing employment factors such family and even involvement in the community could be an influence.Steers&Mowday second category involves the economy and market conditions.These theorists believe that these factors too influence whether an employee will leave or stay.

                                      Conclusions

                                      Voluntary turnovers are a major problem that organizations are not paying enough attention too.Many organizations still have not realized just how costly voluntary turnovers can cost them.Absenteeism as a whole is not enough to determine if an employee will voluntarily leave a company.Organizations will have to look at the types of absenteeism that are occurring within their company.Based on the analysis,leaving early could not be positively used as a determining factor to predict voluntary turnover.Lateness,failure to call in and absences without leave did have some variance in relation to absenteeism and voluntary turnovers.Based on this information,organizations should begin to take steps to develop programs that may help decrease their absenteeism rates which in return could possibly help decrease their voluntary turnover rates.

                                      自愿離職也是組織沒有給予足夠重視的一個主要問題。許多組織仍然沒有意識到自愿離職會讓他們付出多么高昂的代價。整體而言,缺勤不足以決定員工是否會自愿離開公司。組織將不得不考慮公司內發生的曠工類型。根據分析,提前離職不能作為預測自愿離職的決定因素。遲到、未打電話和未請假缺勤確實與缺勤和自愿離職有關。根據這些信息,組織應該開始采取措施,制定有助于降低缺勤率的計劃,而這反過來可能有助于降低他們的自愿離職率。

                                      以上就是小編給同學們分享的Paper代寫范文,同學們可以多了解了解哦!需要Paper代寫服務的同學可以掃描右邊的二維碼聯系我們的客服!

                                    本文關鍵詞:Paper代寫 想了解更多關于Paper代寫的文章請點擊:Paper代寫

                                    特別聲明:本站文章內容來源于本站原創以及網絡整理,旨在幫助留學生學會如何寫留學作業論文以順利完成學業之目的,部分留學論文作業格式范文及內容僅供參考學習之用。如本站文章和轉稿涉及版權等問題,請作者及時聯系本站,我站將在第一時間予以刪除。
                                    本文標題: Paper代寫范文-自愿離職 ??????本文地址:http://www.1880759.com/case/paper/3632.html
                                    相關資訊
                                    范文案例
                                    相關評論
                                    說點什么吧
                                    • 全部評論(0
                                      還沒有評論,快來搶沙發吧!
                                    X微信二維碼

                                    截屏,微信識別二維碼

                                    微信號:hotessay1

                                    (點擊微信號復制,添加好友)

                                    微信號已復制,請打開微信添加好友!
                                    寂寞人妻引诱中文字幕