摘要 1:
綜合上述文獻，本研究認為工作環境因素(如薪水、升遷、主管、與同事關係、組織氣候等)、工作內容因素(如對工作本身的滿意與工作特性等)的確是離職意圖的決定因素之一。企業如果能夠提高員工對工作、組織等情境特性因素的認同程度，將能提高員工對工作的投入程度，並充份獲得員工情感上與心理上的歸屬與承諾，進而在工作角色中表現出積極的行為。也比較能創造出員工的內在滿足，進而使員工對組織產生忠誠與留戀，避免員工一旦有較好的工作機會出現時，而引發轉職的念頭。
而在離職管理方面，我們亦需要有一些策略去應付例如建立一些制度性的補強策略：即導入申訴及人事諮詢制度，或改善各種人際關系及激勵政策；利用與退休相關的政策，以減少促進或阻礙自動離職的誘因；或職務再設計：讓員工有參與決策的權利，並獲取工作績效的回饋。而針對非自願離職的解僱，他則認為當解僱被認為是解決問題的必要方法時，企業經營者的決定必需快速、明確，從而避免員工的不安及疑慮、或處理上的困難，以影響士氣。
摘要 2:
這一章中我們將會定出有關研究方法流程及研究架構圖，關於問卷設計方面將會分成為基本數據與主題數據兩部份，基本數據將會包括從業員性別、從業員年齡、從業員服務年資及從業員教育程度；而主體數據將包括公司環境因素：而有關公司環境因素亦將分為「工資及福利」、「工作環境」及「公司制度」三大類，每一大類內有數項相關小類。每一小類會將分為「非常滿意」、「滿意」、「普通」、「不滿意」及「非常不滿意」五個等級，分數將分別從「非常滿意」代表5分、「滿意」代表4分、「普通」代表3分、「不滿意」代表2分及「非常不滿意」代表1分。本研究將會利用這些數據進行獨立及交叉分析，最後計算各主體數據中會離職及不會離職之間的平均滿意程度差距，然後依其重要性排列出那一類的公司因素是會離職的員工最關注部份。
摘要 3:
在回收的30份有效問卷中，男性及女性的比例分別各佔18人(60%)及12人(40%)，年齡分佈則有90%集中在22 -- 30歲，一共有27人。經驗年資的比例在少於1年有12人（40%），1年至3年有17人（57%），而多於3年只有一人（3%）。學歷分怖中中學程度的比例佔3人（10%），大專程度的有16人（53%），大學程度的有11人（37%），而高於大學的程度的則為0人。另外從數據中得出女性在公司各主體數據方面均較男性滿意度為高。在各項公司主體因素滿意度評分中，不離職的人亦較會離職的人滿意度為高。而從綜合主體數據與離職交叉分析中，可以看出最後在不會離職與會離職之間的各項主體數據平均分差距，得出各主體數據在離職與不離職者之間的顯著性影響，其依次排列為如表4-30，得出的結果是主要影響其離職因素較大的是：升遷機會、工作氣氛及工作士氣等。
摘要 4:
香港金融業近年急速發展，不斷有新證券行開業，導致證券業存在人才短缺的問題，後勤隊伍情況尤其嚴重，於是互相挖角。一間証券公司的主要資產是客戶，由於行業上的傳統模式，這些從業員在工作單位的流動時往往會有一批客戶會跟著流失，這無形中會做成對公司方面有一定的損失。因此希望這次研究能得出這類從業員離職的主要原因，從而在人事管理上能作出相關改善及公司制度上的調整，減少流失率，鞏固公司的客戶群。
在過往的文獻中記載影響員工離職的原因均與工資、福利、工作環境、公司制度等有直接的關係，本研究結果與之相同，在所有的公司主體因素滿意度評分中，不離職的人均較會離職的人滿意度為高。僱主給予多寡的薪酬福利已不是直接影響員工離職的主要因素，反而應考慮的是工作滿意度，這包括公司制度及工作環境因素。
建議加入「目標管理法」來提升上司和下屬的發展機會，如果運用妥當，不但可以改善離職問題，公司組織氣候亦可獲得極佳的改善。另外亦可發給員工認股權証或增加強積金供款，這除可把人才有效的留下來外，還能增加員工對公司本身的歸屬感，還能有一定的激勵作用，令員工提升自已的工作目標。
最後由於時間上的限制，令這篇研究未能盡善盡美，若將來有更充裕的時間，建議後續研究可以將研究擴大至其他相關性質的行業，以進一步了解影響一般業務員離職的主要因素。
VERY URGENT!!! 中譯英, 請不要使用翻譯軟件, 十分感謝
2008-08-05 10:06 pm
回答 (3)
2008-08-06 2:39 am
✔ 最佳答案
Abstract 1: The above documents, the work of this study that environmental factors (such as salaries, promotion, competent, and colleagues, organizational climate, etc.), content (such as the work itself and the satisfaction of work, etc.) is indeed the intention of leaving the determining factor One. If companies can increase the staff of the work, and organizational context of the recognition factor extent, will be able to improve the work of the staff input on the extent and full access to staff emotional and psychological on the ownership and undertake that further work in the role of Show positive behavior. Comparison can also create internal staff to meet, thereby enabling the staff of the organization have a loyal and stayto avoid staff once a better job opportunities arise, which triggered the transfer of the concept first.
And in-service management, we also need some strategies to cope with such as the establishment of some system of reinforcement strategy: appeal to import personnel and consulting system, or improve human relations and various incentive policies and the use of retirement-related policies, to reduce Promote or hinder the resignation incentives, or job re-engineering: the staff have the right to participate in decision-making and access to job performance feedback. Against non-voluntary departure of the dismissal, he believes that the dismissal was considered a necessary means to solve the problem, the operators of the necessary decisions quickly and clearly, so as to avoid staff unrest and concerns, or to deal with the difficulty to affect the morale of .
參考: 翻譯機.
2008-08-10 8:23 pm
Abstract 1:
The above documents, the work of this study that environmental factors (such as salaries, promotion, competent, and colleagues, organizational climate, etc.), content (such as the work itself and the satisfaction of work, etc.) is indeed the intention of leaving the determining factor One. If companies can increase the staff of the work, and organizational context of the recognition factor extent, will be able to improve the work of the staff input on the extent and full access to staff emotional and psychological on the ownership and undertake that further work in the role of Show positive behavior. Comparison can also create internal staff to meet, thereby enabling the staff of the organization have a loyal and stay戀to avoid staff once a better job opportunities arise, which triggered the transfer of the concept first.
And in-service management, we also need some strategies to cope with such as the establishment of some system of reinforcement strategy: appeal to import personnel and consulting system, or improve human relations and various incentive policies and the use of retirement-related policies, to reduce Promote or hinder the resignation incentives, or job re-engineering: the staff have the right to participate in decision-making and access to job performance feedback. Against non-voluntary departure of the dismissal, he believes that the dismissal was considered a necessary means to solve the problem, the operators of the necessary decisions quickly and clearly, so as to avoid staff unrest and concerns, or to deal with the difficulty to affect the morale of .
2008-08-10 12:24:22 補充：
字數太多
The above documents, the work of this study that environmental factors (such as salaries, promotion, competent, and colleagues, organizational climate, etc.), content (such as the work itself and the satisfaction of work, etc.) is indeed the intention of leaving the determining factor One. If companies can increase the staff of the work, and organizational context of the recognition factor extent, will be able to improve the work of the staff input on the extent and full access to staff emotional and psychological on the ownership and undertake that further work in the role of Show positive behavior. Comparison can also create internal staff to meet, thereby enabling the staff of the organization have a loyal and stay戀to avoid staff once a better job opportunities arise, which triggered the transfer of the concept first.
And in-service management, we also need some strategies to cope with such as the establishment of some system of reinforcement strategy: appeal to import personnel and consulting system, or improve human relations and various incentive policies and the use of retirement-related policies, to reduce Promote or hinder the resignation incentives, or job re-engineering: the staff have the right to participate in decision-making and access to job performance feedback. Against non-voluntary departure of the dismissal, he believes that the dismissal was considered a necessary means to solve the problem, the operators of the necessary decisions quickly and clearly, so as to avoid staff unrest and concerns, or to deal with the difficulty to affect the morale of .
2008-08-10 12:24:22 補充：
字數太多
2008-08-09 2:18 am
Abstract 2: these chapter of center we will be able to decide on the
related research technique flow and a research composition, about
asked the volume design aspect will be able to divide into for the
master data and the subject data two parts, the master data will be
able to include the employee sex, the employee age, the employee
serves the period of service and the employee education level; But the
main body data will include the company environmental factor: But the
related company environmental factor also will divide into "the wages
and the welfare", "the working conditions" and "the company system"
three big kinds, in each big kind will have several item of related
minor sorts. Each minor sort will be able to divide into "extremely
satisfies", "satisfaction", "ordinary", "is unsatisfied" and "is
extremely unsatisfied" five ranks, the score separately from
"extremely satisfies" represents 5 to divide, "satisfaction"
represents 4 to divide, "is ordinary" represents 3 to divide, "is
unsatisfied" represents 2 to divide and "is extremely unsatisfied"
represents 1 minute. This research will be able to use these data to
carry on the independence and the overlapping analysis between, in the
last count various main bodies data will be able to leave job and can
leave job the average satisfaction disparity, then will arrange the
staff according to its importance which that kind of company factor
will be can leave job most to pay attention to the part.
2008-08-08 18:18:23 補充：
字數太多
related research technique flow and a research composition, about
asked the volume design aspect will be able to divide into for the
master data and the subject data two parts, the master data will be
able to include the employee sex, the employee age, the employee
serves the period of service and the employee education level; But the
main body data will include the company environmental factor: But the
related company environmental factor also will divide into "the wages
and the welfare", "the working conditions" and "the company system"
three big kinds, in each big kind will have several item of related
minor sorts. Each minor sort will be able to divide into "extremely
satisfies", "satisfaction", "ordinary", "is unsatisfied" and "is
extremely unsatisfied" five ranks, the score separately from
"extremely satisfies" represents 5 to divide, "satisfaction"
represents 4 to divide, "is ordinary" represents 3 to divide, "is
unsatisfied" represents 2 to divide and "is extremely unsatisfied"
represents 1 minute. This research will be able to use these data to
carry on the independence and the overlapping analysis between, in the
last count various main bodies data will be able to leave job and can
leave job the average satisfaction disparity, then will arrange the
staff according to its importance which that kind of company factor
will be can leave job most to pay attention to the part.
2008-08-08 18:18:23 補充：
字數太多
參考: me
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https://hk.answers.yahoo.com/question/index?qid=20080805000051KK01434