A企业员工工作满意度与离职倾向的关系研究外文翻译.docVIP

外文翻译 原文1 Turnover intentions ．．．．．． Turnover intention is a conscious and deliberate wilfulness to leave an organization (Tett and Meyer, 1993). It can be described as a psychological response to speci?c organizational conditions which fall along a continuum of organizational withdrawal behaviours ranging from daydreaming to the physical act of turnover (Kraut, 1975).Employee turnover intentions, absenteeism and actual turnover have received substantial theoretical and empirical consideration (Chiu et al., 2005; Mowday et al.,1982; Porter and Steers, 1973). This dysfunctional behaviour negatively impacts organizational performance (Mobley, 1982). Moreover, the potential cost of staff turnover in service industries is recognized to be high, and includes knowledge lost within the organisation, the training required for new employees, loss of established connections with customers, and ultimately, lowered service quality and customer satisfaction ( Joiner et al., 2004). In particular, there has been a rapid development in the hotel industry in Macau since the gaming license has been liberated in 2000. Retaining quali?ed frontline employees has been a great challenge in the Macau gaming industry(it is the largest gaming centre in the world), tourist numbers are increasing at a faster rate then the local population. Consequently, career development in tourism industry is more important than in other industries. That is, retaining quali?ed service employees is one of the main HR issues for many hotels in Macau and explains why so many managers were willing to be involved in this study. ．．．．．． Furthermore, deciding to leave one’s job is not normally impulsive but is a decision that one has been contemplating/intending for some time prior to taking action(Barak et al., 2001). Therefore, turnover intention is considered to have an immediate causal effect on turnover and is believed to be the best predictor of actual turnover by many researchers (Lee and Bruvold, 2003; Ba