关于人力资源企业公司员工职工流失流动离职因素分析有关 的外文文献翻译：在亚洲范畴下解释员工流失.pdf

Explaining employee turnover in an Asian context Naresh Khatri and Chong Tze Fern, Nanyang Technological University Pawan Budhwar, Cardiff Business School Human Resource Management Journal, Vol 11 No 1, 2001, pages 54-74 Employee turnover is giving sleepless nights to HR managers in many countries in Asia. A widely-held belief in these countries is that employees have developed `bad’ attitudes due to the labour shortage. Employees are believed to job-hop for no reason, or even for fun. Unfortunately, despite employee turnover being such a serious problem in Asia, there is a dearth of studies investigating it; in particula r studies using a comprehensive set of variables are rare. This study examines three sets of antecedents of turnover intention in compani es in Singapore: de mograph ic, co ntrollable and uncontrollable. Singapore companies provide an appropriate setting as their turnover rates are among the highest in Asia. Findings of the study suggest that organisational commitment, procedural justice and a job-hopping attitude were three main factors associated with turnover intention in Singapore companies. Contact: Naresh Khatri, Assistant Professor, Nanyang Business School, Nanyang Technological University, Mail Box: S3-B2-C-82, Singapore 639798. Email: ankhatri@.sg oluntary turnover is a major problem for companies in many Asian countries such as South Korea, Malaysia, Singapore and Taiwan (Barnett, 1995; Chang, V1996; Syrett, 1994). For example, in 1995 (the last year for which comparative data was available) the average monthly resignation rates were noted as 3.4 per cent, 2.9 per cent and 2.7 per cent in Singapore, South Korea, and Taiwan, resp ectively (Barnard and Rodgers, 19