- UID
- 751179
- 在线时间
- 小时
- 注册时间
- 2012-4-21
- 最后登录
- 1970-1-1
- 主题
- 帖子
- 性别
- 保密
|
还有这个
1.文章脉络：
P1： 提出embedded factor，并解释；
P2：提出embedded factor的两个悖论。
2.段落大意：
P1： 提出embedded factor，并解释；
researchers通常assume employee 留在岗位上的原因是job satisfaction 和 job alternative。但是最近有学者提出一个"embedment (嵌入)"的理论/“embedded factor”的概念，大概是说个人与job、community、family之间的connection，这种联系越紧密，工作就会越稳定，工作就越不容易变动，有3个维度/3个优点：个人与job的connection（the extend to related job）；个人与family、community的connection是否能与其他connection相fit；个人要离职的代价有多大。
P2：提出embedded factor的两个悖论。
However, embedded factor影响人job turnover还有2个indirect 的方式。/embedded factor联系太紧密，也也会增加job turnover的可能性。 connections多的人一般都比较会network，认识太多的人，会有更多其他job position的机会；（考古：有题，直接的选E. benefit神马神马的，这个“神马”是第一个不足里面的key word，所以我就选了）embedded factor联系紧密的人容易太投入工作，反而忽视了家庭，产生一些conflict，而这些conflicts可能成为turnover的原因。最后说embedment这个概念是针对于root in the current situation来说的，而这本身就可能会造成离职（估计是因为人们想改变？）。
3.题目：
Q1. Primary purpose？
【考古狗主】一个选项说比较两种理论，还有个选项说分析job embeddedness对主动离职的影响。（我不记得我选啥了，反正就在这两个之间。）
小编推荐第二个，文章主要是说第二种理论。
【考古狗主】A. 不同因素对job turnover的effect。
Q2.说哪个最least表述job embedment？/哪一个原因最least导致跳槽？
【考古狗主】：
A. the job is required to travel a lot
B. employee joins company’s soccer team
C. employee works for a local charity/ employee considers company as his/her community’s big part
D. employee feels comfortable working for company, blabla
E. employee works as a comedy and a banker in a city well known for it is comedy shows
比较简单。看看哪一个描述和其他4个不一样就好了，很明显。
Q3. except题： 最不能用job embeddedness的维度/好处来解释的例子？
这个是细节题，会文章一看就知道。
Q4. in order to题：
Q5. connections可能导致？
【考古狗主】选：B. job turnover（这题我很不确定）
Q6.问什么样的一个人更倾向于怎么样？
1.备注：
只有两段，挺好懂的。
近似原文：（经当年的考友鉴定，原文并没有那么长，但是关键的句子下面都包括了）
注：括号内的内容为当年的牛人“八神”的补充
According to Mitchell et al. (2001), job embeddedness represents a broad cluster of ideas that influence an employee's choice to remain in a job, operating like a net or a web in which an individual becomes enmeshed. A person who is highly embedded has many connections within a perceptual life space (Le win, 1951). Moreover, a person can become enmeshed or embedded in a variety of ways (both on and off the job). The critical aspects of job embeddedness are the extent to which the job is similar to or fits with the other aspects in their life space, the extent to which the person has links to other people or activities, and the ease with which links can be broken--what they would give up if they left. These dimensions are called fit, links and sacrifice. Less concerned with the influence of any one specific connection, job embeddedness focuses on the overall level of connectedness(Mitchell et al., 2001).
（介绍工作嵌入度的三个方面：fit （适合）, links（联系） and sacrifice（损失）
According to the theory of job embeddedness (Mitchell, Holtom and Lee, 2001),an employee's personal values, career goals and plans for the future must fit with the larger corporate culture and the demands of his or her immediate job(e.g., job knowledge, skills and abilities). In addition, a person will consider how well he or she fits the community and surrounding environment. Job embeddedness assumes that the better the fit, the higher the likelihood that an employee will feel professionally and personally tied to the organization.
（讲第一方面----fit（适合），员工的个人价值，职业目标和未来计划必须与公司文化以及他/她个人的工作相一致，也就是fit。员工自己也会考虑自己是否fit其所属团体与环境。越fit，员工越有归属感，越不会跳槽。）
Job embeddedness theory suggests that a number of threads link an employee and his or her family in a social, psychological, and financial web that includes work and non-work friends, groups, the community, and the physical environment where they are located. The greater the number of links between the person and the web, the more likely an employee will stay in a job (Mitchell et al., 2001).
（讲第二方面----Link（联系）。与方方面面联系越紧密，员工越愿意留在公司。）（注意这段的小列举）
The concept of sacrifice represents the perceived cost of material or psychological benefits that are forfeited by organizational departure. For example, leaving an organization may induce personal losses (e.g., losing contact with friends, personally relevant projects, or perks). The more an employee will have to give up when leaving, the more difficult it will be to sever employment with the organization (Shaw et al., 1998). Examples include non-portable benefits, like stock options or defined benefit pensions, as well as potential sacrifices incurred through leaving an organization like job stability and opportunities for advancement (Shaw et al., 1998). Similarly, leaving a community where they are highly involved in local organizations can be difficult for employees.
（讲第三方面----sacrifice（损失）。员工在各方面损失越大，越不愿跳槽）（注意这段的小列举）
One key area where job embeddedness complements traditional approaches to voluntary turnover is community attachment. The model explicitly considers the impact of both organizational and community influences on the three job embeddedness dimensions. Put differently, each of the three dimensions--fit, links and sacrifice--has organizational and community components, which are summarized in Table 2. In two reported tests, Mitchell, Lee and colleagues(Mitchell et al., 2001; Lee et al., 2004) have demonstrated that job embeddedness predicts variance in voluntary turnover over and above job satisfaction.
（讲job embeddedness（工作嵌入度）对理解主动跳槽有一个重要的补充，这就是归属感。Jobembeddness模型认为组织（偏公）和社团（偏私）对job embeddedness的三个方面------fit, links and sacrifice都有影响。模型作者认为：在预测员工“主动跳槽”方面，job embeddedness比job satisfaction更有优势。）
To date, job embeddedness has been tested in the hospital, grocery and banking industries. To extend the generaliz ability of the model, we propose to test it across multiple, diverse industries. Thus, the following hypotheses replicate Mitchell et al.'s findings:
Hypothesis 1: Job embeddedness is negatively correlated with voluntary turnover （主动跳槽）.
（工作嵌入度越高，员工越不愿跳槽. Job embeddedness 和turnover是 反比关系）
Hypothesis 2: Job embeddedness improves the prediction of voluntary turnover above and beyond that accounted for by job satisfaction（工作满意度）.
（job embeddedness工作嵌入度的大小，对员工跳槽的影响要超过job satisfaction工作满意度大小对员工跳槽的影响。）
|
|
京公网安备11010202008513号 京ICP证101109号 京ICP备12012021号
发表于 2012-12-19 00:07:36
楼主
