A企业员工工作满意度与离职倾向关系研究外文翻译（可编辑）.doc

A企业员工工作满意度与离职倾向关系研究外文翻译 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 specic 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 al1982 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 qualied 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 qualied 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 ones job is not normally impulsive but is a decision that one has been contemplatingintending 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 Barak et al 2001 Kiyak et al 19