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文章以国内8所高校130名图书馆员工的离职倾向调查所得数据为基础,根据BP人工神经网络算法原理,建立了高校图书馆员工离职倾向与领导管理、人际关系、工作本身、工作压力、福利报酬和发展前途6个影响因素之同的关系模型,并分析了各因素对离职倾向的影响程度. 相似文献
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近两年来,电视人离职潮是业界热议的话题。本文从"知识型员工"这一理论视角,分析电视人离职潮。文章从追求个人发展的可持续性、强调职场工作的自主空间、看重事业成就的外在评价、关注知识成果的经济报偿四个方面,分析知识型员工在个人职业中主要注重的四个方面,给电视媒体管理知识型员工提供可资参考的方向。 相似文献
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员工是企业最重要的资源,员工过度离职不仅增加人力资源成本,严重者甚至影响企业的正常运转。有学者表示每年员工流动率保持在10%左右属正常流动,超过这个比例就会给企业带来一系列负面影响。前程无忧发布的《2011企业离职与调薪调研报告》显示,消费品零售行业已成为员工离职率最高的行业之一,2010年该行业员工离职率达20.5%。可见,我国零售业存在人员流动率过度的问题。而家电零售业作为迅猛发展的零售业,员工频繁离职现象更为严重,不仅降低了员工士气及忠诚度,还影响了企业效率及竞争力。 相似文献
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新闻行业剧变之际,受到最大冲击的是身处其中的普通个体。较之以往对精英离职媒体人的研究,本文基于生命历程理论框架,对八位普通离职媒体人进行叙事访谈,解读个体职业认同变化和离职选择。研究发现,一些关键的社会事件、相互联系的社会关系和社会角色并非空洞的概念,而是共同成为形塑个体职业认同变化和影响职业选择的重要力量;面对外在环境变化,个体也会根据自身内在潜能和力量发挥能动性;不同的年龄会影响媒体人所面临的历史情境、社会期待和个人选择。在这些因素相互交织、共同作用、持续累积过程中,看似相同离职选择下的八人有着各异的心路历程。 相似文献
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介绍了国内外组织承诺的定义,对组织承诺的结构维度进行了分析,阐释了组织承诺对离职行为的影响,最后对企业如何减少员工离职行为提出了一些建议。 相似文献
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图书馆继任管理问题探析 总被引：1，自引：0，他引：1
由于图书馆职业内容的相对单调和平淡、图书馆员社会地位和收入较低等原因,图书馆员离职现象时有发生,本文在分析了易离职员工群体特征和图书馆员离职带来危害的基础上,强调了对于突然离职做好继任管理的重要意义,探索了实施继任管理的措施。 相似文献
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H设计院是华北地区以工程设计为主的一所大型综合性甲级研究设计院，主要从事工程设计研究、工程总承包、工程监理等业务。设计院中的多数员工都拥有较高学历且具有一定的工作经验。然而．随着这几年工程市场竞争的日趋激烈．H院的设计人员的流动性明显提高。为了抑制员工离职．降低设计院在人员培养方面的成本．从2003年开始．H院规定员工在离职时． 相似文献
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High turnover among volunteers means organizations spend significant resources recruiting and retaining them. Research on employees indicates the importance of role development in increasing employee identification and satisfaction while reducing turnover, but limited research has addressed these issues for volunteers. This study explored zoo volunteers’ role development in two phases. In phase one, interviews explored how volunteers learned and understood their roles. Results indicated volunteers learned their roles through communication with supervisors and peers and were generally satisfied with them despite limited opportunity to be innovative. In addition, some volunteers became concerned when their roles were changed with limited input from them. In phase two, questionnaires explored relationships between volunteers’ communication experiences and outcomes. Results indicated volunteers responded negatively to role-remaking, but communication with management, education staff, day captains, and family was associated with positive outcomes. By contrast, communication with peer volunteers had a negative impact on some outcomes. 相似文献
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Thomas Hugh Feeley Shin-Il Moon Ryan S. Kozey Anne Solbu Slowe 《Journal of Applied Communication Research》2013,41(2):167-188
An Erosion Model (EM) of employee turnover is introduced to explain the previously observed negative relationship between network centrality and employee turnover. The EM hypothesizes that social support moderates the centrality–turnover relation as those more active in the organization's social network experience less job strain due to esteem provided by work peers. Three EM hypotheses were supported using meta-analytic procedures with significant relations identified between centrality and turnover (k=5, r=.29), social support and centrality (k=7, r=.23), and social support and turnover intentions (k=17, r=.35). Future research for EM expansion and practical applications are proposed. 相似文献
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本文利用信息资源基础设施指数和劳动力作为投入变量,邮电业务额作为信息资源产出替代变量,运用DEA方法结合Malmquist指数分析我国近几年的信息资源生产效率。结果表明,技术进步在信息资源生产中具有非常重要的作用,各地区技术进步显著,并且比较均衡。规模效率有所提高,几乎所有地区都处于规模报酬递增阶段,增加规模可以提高效率。全国纯技术效率相对稳定,并且东、中、西部地区的规模效率和纯技术效率的差距并不明显,技术效率与经济发展并不相关。由于技术进步和规模效率的贡献,绝大多数省市全要素生产率有所提高。我国信息资源生产投入要素的节约还有相当大的空间,国家在信息化高速发展的进程中应注重资源节约。 相似文献
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Thomas Hugh Feeley 《Journal of Applied Communication Research》2013,41(3):262-277
This study tested Feeley and Barnett's (1997) Erosion Model (EM) of employee turnover which predicts that individuals who are more central in their communication network will be more likely to remain at their position (or less likely to turnover). Seventy employees from three different organizations were surveyed about their attitudes toward their jobs and were also asked to indicate (by checklist) which employees they spoke to regularly at work. Turnover data were obtained at 3 and 6 months time after the surveys were completed. Results generally supported the Erosion Model of employee turnover. Those employees with high Degree or number of links in the network were less likely to turnover. Employees who required fewer links to communicate to all others in the network (i.e., Closeness) were also less likely to turnover but this relationship only approached statistical significance (p = .06). Betweenness, defined as the frequency with which a person falls between pairs of other positions in a network, was also significantly related to employee turnover. It was also predicted, based on Feeley and Bamett's EM, that the relationship between network position and turnover would be mediated by an employee's level of commitment to the organization and his or her intentions to leave work. Closeness significantly predicted commitment while Betweenness and Degree were unrelated to commitment levels. Organizational commitment was negatively related to intentions to leave work and, unexpectedly, commitment levels were positively related to employee turnover. The results were discussed and the applications of this research for management practitioners were considered. 相似文献
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TV reporters in Taiwan often encounter accidents during regular assignment runs, which may be a significant factor that increases their intentions to leave their job. Occupational hazard has always been ignored by news media organizations. Recent research has shown that a positive organizational safety climate may improve safety-related issues. To build on previous research conducted, this study investigates the moderating effect of safety climate between safety leadership and turnover intentions. This research collected 268 valid samples with an 89% response rate. Using the hierarchical linear model, results show that the transformational leadership style is negatively related to turnover intentions and the passive leadership style is positively related. Moreover, the moderation tests found a negative relationship between the interaction of passive leadership and safety and employees' turnover intentions. This implies that when reporters are working in a positive safety climate environment, their turnover intentions will be significantly lower. On the contrary, the positive moderating effect of safety climate on the relationship between transformational leadership and turnover intention is not significant. 相似文献
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高校图书馆员职业承诺与工作稳定性的相关性研究 总被引：1，自引：0，他引：1
张芳 《图书馆工作与研究》2010,(2)
福建省6所高校图书馆员问卷调查结果显示:图书馆员的职业承诺与调离单位意愿和离职意愿呈显著负相关;规范承诺与调离单位意愿呈显著负相关,与离职意愿无关;继续承诺与离职呈显著负相关,与调离单位意愿无关;情感承诺与调离单位和离职意愿均呈显著负相关;工作满意度与是否愿意继续留职呈负相关. 相似文献
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Huei-Ling Liu 《亚洲交流杂志》2018,28(2):153-169
This study examines the relationships among workload, news autonomy, burnout, job satisfaction, and turnover intention among Taiwanese reporters. Results of a survey of 1,099 reporters indicate that workload and news autonomy were significantly associated with burnout. In addition, burnout was found to be negatively related to job satisfaction, which in turn had a significant effect on turnover intention. The results not only highlight the important role of workload and news autonomy in predicting burnout, but also extend previous research on journalist burnout by showing that job satisfaction acts as a mediator in the relationship between burnout and turnover intention. 相似文献
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对福建六所高校图书馆员的问卷调查结果显示:图书馆员的职业承诺与离职意愿和离单位意愿呈显著负相关.规范承诺与离单位意愿呈显著负相关,与离职意愿无关;继续承诺与离职呈显著负相关,与离单位意愿无关;情感承诺与离单位和离职意愿均呈显著负相关.工作满意度与是否愿意继续留职工作呈负相关. 相似文献