簡介：中文3450字,2300單詞，13500英文字符文獻出處ENQVISTJ,GRAHAMM,NIKKINENJTHEIMPACTOFWORKINGCAPITALMANAGEMENTONFIRMPROFITABILITYINDIFFERENTBUSINESSCYCLESEVIDENCEFROMFINLANDJRESEARCHININTERNATIONALBUSINESSBUSINESSCYCLESPROFITABILITY1INTRODUCTIONTHISPAPERINVESTIGATESTHEEFFECTOFTHEBUSINESSCYCLEONTHELINKBETWEENWORKINGCAPITAL,THEDIFFERENCEBETWEENCURRENTASSETSANDCURRENTLIABILITIES,ANDCORPORATEPERFORMANCEEFFICIENTWORKINGCAPITALMANAGEMENTISRECOGNIZEDASANIMPORTANTASPECTOFFINANCIALMANAGEMENTPRACTICESINALLORGANIZATIONALFORMSINACKNOWLEDGEMENTOFTHISIMPORTANCE,THECFOMAGAZINEPUBLISHESANANNUALSTUDYOFCORPORATEWORKINGCAPITALMANAGEMENTPERFORMANCEINMANYCOUNTRIESTHEEXTENSIVELITERATUREINDICATESTHATITIMPACTSDIRECTLYONCORPORATELIQUIDITYKIMETAL,1998ANDOPLERETAL,1999,PROFITABILITYEG,SHINANDSOENEN,1998,DELOOF,2003,LAZARIDISANDTRYFONIDIS,2006ANDUKAEGBU,2014,ANDSOLVENCYEG,BERRYMAN,1983ANDPEELANDWILSON,1994ITISREASONABLETOASSUMETHATECONOMYWIDEFLUCTUATIONSEXOGENOUSTOTHEOPERATIONSOFTHEFIRMPLAYANIMPORTANTROLEINTHEDEMANDFORFIRMS’PRODUCTSANDANYFINANCINGDECISIONKORAJCZYKANDLEVY2003,FORINSTANCE,SUGGESTTHATFIRMSTIMEDEBTOFTHISIMPORTANTWORKINGCAPITAL–PROFITABILITYRELATIONSHIPHITHERTONOACADEMICSTUDYHASEXAMINEDTHEWORKINGCAPITAL–PROFITABILITYRELATIONSHIPINTHENORDICREGION,TOTHEBESTOFOURKNOWLEDGESURVEYSONWORKINGCAPITALMANAGEMENTINTHENORDICREGIONCARRIEDOUTBYDANSKEBANKANDERNSTYOUNGIN2009SHOW,HOWEVER,THATMANYCOMPANIESRATEDTHEIRWORKINGCAPITALMANAGEMENTPERFORMANCEASAVERAGE,WITHAGROWINGFOCUSONOPTIMIZINGWORKINGCAPITALINTHEFUTURETHESURVEYSARE,HOWEVER,SILENTONHOWTHISAVERAGEPERFORMANCEAFFECTEDPROFITABILITYTHISGIVESFURTHERIMPETUSFOROURSTUDYOURRESULTSPOINTTOANUMBEROFINTERESTINGFINDINGSFIRST,WEFINDTHATFIRMSCANENHANCETHEIRPROFITABILITYBYINCREASINGWORKINGCAPITALEFFICIENCYTHISISASIGNIFICANTRESULTBECAUSEMANYNORDICFIRMSFINDITHARDTOTURNGOODPOLICYINTENTIONSONWORKINGCAPITALMANAGEMENTINTOREALITYERNSTANDYOUNG,2009ECONOMICALLY,FIRMSMAYGAINBYPAYINGINCREASINGATTENTIONTOEFFICIENTWORKINGCAPITALPRACTICESOUREMPIRICALFINDING,THEREFORE,SHOULDMOTIVATEFIRMSTOIMPLEMENTNEWWORKPROCESSESASAMATTEROFNECESSITYWEALSOFOUNDTHATWORKINGCAPITALMANAGEMENTISRELATIVELYMOREIMPORTANTINLOWECONOMICSTATESTHANINTHEECONOMICBOOMSTATE,IMPLYINGWORKINGCAPITALMANAGEMENTSHOULDBEINCLUDEDINFIRMS’FINANCIALPLANNINGTHISFINDINGCORROBORATESEVIDENCEFROMTHESURVEYRESULTSINTHENORDICREGIONSPECIFICALLY,THESURVEYRESULTSBYERNSTANDYOUNG2009INDICATETHATTHELARGESTPOTENTIALFORIMPROVEMENTINWORKINGCAPITALCOULDBEFOUNDWITHINTHEOPTIMIZATIONOFINTERNALPROCESSESTHISSUGGESTSTHATTHISAREAISNOTPRIORITIZEDINTIMESOFBUSINESSGROWTHWHICHISTYPICALOFTHEGENERALECONOMICEXPANSIONPERIODSANDISEXPOSEDINECONOMICDOWNTURNSTHEREMAINDEROFTHISPAPERISORGANIZEDASFOLLOWSSECTION2PRESENTSABRIEFREVIEWOFTHELITERATUREPRESENTSTHEHYPOTHESESFOREMPIRICALTESTINGSECTIONS3AND4DISCUSSDATAANDMODELSTOBEESTIMATEDTHEEMPIRICALRESULTSAREPRESENTEDINSECTION5ANDSECTION6CONCLUDES2RELATEDLITERATUREANDHYPOTHESES21LITERATUREREVIEWMANYFIRMSHAVEINVESTEDSIGNIFICANTAMOUNTSINWORKINGCAPITALANDANUMBEROFSTUDIESHAVEEXAMINEDTHEDETERMINANTSOFTHISINVESTMENTFOREXAMPLEKIMETAL1998ANDOPLERETAL1999,CHIOUETAL2006ANDD’MELLOETAL2008FINDTHATTHEAVAILABILITYOFEXTERNALFINANCINGISADETERMINANTOFLIQUIDITYTHUSRESTRICTEDACCESSTO

簡介：點擊查看更多管板分析綜述外文資料翻譯精彩內容。

簡介：點擊查看更多納米硅酸鹽長余輝發(fā)光材料的外文文獻翻譯精彩內容。

簡介：點擊查看更多能源類外文文獻翻譯--太陽能蒸餾一種有前途的供水代替技術精彩內容。

簡介：點擊查看更多網絡控制外文文獻翻譯--認知無線電網絡的一個新的合作頻譜感知算法精彩內容。

簡介：點擊查看更多矯直模型和精密直線導軌矯直行程的預測外文文獻翻譯精彩內容。

簡介：點擊查看更多礦物加工外文翻譯--鉛鋅礦尾礦工藝研究綜述精彩內容。

簡介：1中文中文5800字，字，3200英文單詞，英文單詞，18萬英文字符萬英文字符文獻出處文獻出處BELOMYTTSEVAO,GRINKEVICHLDIVIDENDPOLICYOFSTATEOWNEDCOMPANIESEVIDENCEFROMTHERUSSIANFEDERATIONM//SPRINGERINTERNATIONALPUBLISHING2017749759DIVIDENDPOLICYOFSTATEOWNEDCOMPANIESEVIDENCEFROMTHERUSSIANFEDERATIONOLGABELOMYTTSEVAANDLARISAGRINKEVICHABSTRACTTHISPAPERANALYZESTHEFEATURESOFTHEDIVIDENDPOLICYOFCOMPANIESINEMERGINGCAPITALMARKETSSTATEOWNERSHIPINTHECAPITALSTRUCTUREOFLARGECORPORATIONSISCONSIDEREDASONEOFTHEMAJORFEATURESTHEPAPERSPECIFIESTHEFEATURESOFTHEDIVIDENDPOLICYANDPROVIDESASTATISTICSANALYSISOFDIVIDENDPAYOUTRATIOANDDIVIDENDYIELDOFRUSSIANSTATEOWNEDJOINTSTOCKCOMPANIESTHERECOMMENDATIONSPRESENTEDINTHESTUDYAPPLYTOGOVERNMENTREGULATIONOFTHEDIVIDENDPOLICYINRUSSIANSTATEOWNEDJOINTSTOCKCOMPANIESKEYWORDSDIVIDENDPOLICYSTATEOWNEDCOMPANIES1INTRODUCTIONDIVIDENDPOLICYISONEOFTHEMOSTCOMPLEXANDCONTROVERSIALASPECTSOFFINANCIALSTUDIESBLACK1976,P510SUPPORTEDASIMILARVIEWWHENSTATEDTHATDIVIDENDPICTURE“SEEMSLIKEAPUZZLE,WITHPIECESTHATDONOTFITTOGETHER”BREALEYETAL2010DESCRIBEDDIVIDENDPOLICYASONEOFTHETOPTENUNSOLVEDPROBLEMSINFINANCECONSEQUENTLY,STUDIESONDIVIDENDPOLICYHAVEPRODUCEDASIGNIFICANTNUMBEROFCONTRADICTORYHYPOTHESES,THEORIESANDIDEASTHEPROBLEMISTHATTHEYMAINLYFOCUSONDEVELOPEDMARKETSANDFAILTOPROVIDEENOUGHKNOWLEDGEONDIVIDENDPOLICYINEMERGINGMARKETSANDTHEIRSEGMENTSTHESCIENTISTSWHOCONDUCTTHEIRRESEARCHINTHEFIELDOFDIVIDENDPOLICYINEMERGINGMARKETSARENOTNUMEROUSGLENETAL1995INVESTIGATEDIVIDENDPOLICYINDIFFERENTEMERGINGMARKETSGUL1999,DIVIDENDPOLICYINCHINESEENTERPRISESAIVAZIANETAL2003,DIFFERENTEMERGINGMARKETSDIVIDENDPOLICYINCOMPARISONWITHAMERICANFIRMSNASERETAL2004,ANDALKUWARI2004,2009,THEDIVIDENDPOLICYOFTHECOUNTRIESOFTHEGULFCOOPERATIONCOUNCILALMALKAWI2007,THEDIVIDENDPOLICYOFTHEJORDANCOMPANIESSIERPINSKASAWICZ2014,DIVIDENDPOLICYOFTHEPOLISHCORPORATIONSWARDHANAANDNUGROHO2014,DIVIDENDPOLICYININDONESIANENTERPRISESAPPARENTLY,DIVIDENDPOLICYOFCOMPANIESINEMERGINGMARKETSHASANUMBEROFDISTINCTIVEFEATURESDUETOTHEFACTORSDETERMININGITSFORMULATION,THEACTIVEROLEOFTHESTATE,EFFICIENCY,POORPREDICTABILITY,ETCWITHTHISINMIND,THEOBJECTIVEOFOURSTUDYISTOINVESTIGATEANDDETERMINETHEFEATURESSPECIFICTOTHEDIVIDENDPOLICYOFRUSSIANSTATEOWNEDCOMPANIESTHESTRUCTUREOFTHEPAPERISASFOLLOWSCHAPTER2PRESENTSALITERATUREREVIEWONDIVIDENDPOLICYOFSTATEOWNEDCOMPANIESINEMERGINGMARKETSCHAPTER3DISCUSSESSPECIFICFEATURESOFEMERGINGMARKETSDIVIDENDPOLICYDIVIDENDPOLICYOFRUSSIANSTATEOWNEDCOMPANIESINCLUDINGDIVIDENDPAYOUTRATIOSTANDARDSANDITSBACKGROUNDISADDRESSEDINCHAP4THECONCLUSIONANDRESEARCHPROSPECTSAREOUTLINEDINTHE3ECONOMIESISEXTREMELYHIGHDIVIDENDSINTHISCASECANBETREATEDASADISCIPLINARYINSTRUMENTITSHOULDBEEMPHASIZEDTHATSTATEOWNERSHIPINTHECAPITALSTRUCTUREHASSOMEADVANTAGESOVEROTHERINVESTORS,INCLUDINGMINORITYSHAREHOLDERSASARESULT,STATEOWNEDCOMPANIESENCOUNTERFEWERDIFFICULTIESINRAISINGFUNDSCONSEQUENTLY,THEYCANAFFORDHIGHERDIVIDENDPAYMENTSBOUBAKRIETAL2009THESAMEVIEWWASEXPRESSEDBYGUL1999WHOSPECIFIEDTHATPRIVATECOMPANIESFINDITMOREDIFFICULTTOOBTAINDEBTFINANCINGANDTHEYAREFORCEDTORELYONRETAINEDEARNINGSFORINVESTMENTSTHESTATECANACTASASAFEGUARDFORTHEMINORITYSHAREHOLDERSBYCONTROLLINGINSIDERSHAREHOLDERSANDPAYINGLARGERDIVIDENDSGLENETAL1995,EFFECTIVELYIMPROVINGCOMPANY’SREPUTATIONINTHEEYESOFFOREIGNINVESTORSNASERETAL2004CONCENTRATIONOFSTOCKOWNERSHIPANDWEAKCORPORATEGOVERNANCETHATLEADTOEXPROPRIATIONOFTHECOMPANY’SRESOURCESFORTHEBENEFITOFINDIVIDUALSHAREHOLDERSACCORDINGTOTHISPOINT,SHAREHOLDERSANDOTHERSTAKEHOLDERSMAYDISTORTINCENTIVESINDECISIONMAKING,WHICHULTIMATELYREDUCESCORPORATEPERFORMANCELOWANDUNSTABLEDIVIDENDPAYMENTSINMOSTCASES,COMPANIESINEMERGINGMARKETSREINVESTMOSTOFTHEPROFITSDIVIDENDPAYMENTSDONOTEXCEED10OFPROFITINTHEBRICSCOUNTRIES,WITHTHEEXCEPTIONOFBRAZIL,WHERETHEDIVIDENDPAYMENTSAMOUNTTO228OFNETPROFITPIROGOVANDKRAVCHUK2011PAYMENTSINTHEUSAAMOUNTTO3253PIROGOVANDKRAVCHUK2011INSTABILITYOFDIVIDENDPAYMENTSCOULDBETREATEDASVOLATILITYASITWASSTATEDBYGLENETAL1995,P9,“DIVIDENDPAYMENTSTENDTOBEMOREVOLATILEINEMERGINGMARKETSTHANINDEVELOPEDCOUNTRIES”DIVIDENDSINEMERGINGMARKETSARECOMMONLYPAIDATTHEENDOFTHEYEAR,WHILEDEVELOPEDMARKETSMOSTLYSHOWINTERIMDIVIDENDSSEVERALSTUDIESDEMONSTRATECORRELATIONBETWEENTHEDIVIDENDAMOUNTSANDTHESIZEOFACOMPANYINEMERGINGMARKETSTHEREFORE,ACCORDINGTOSIERPINSKASAWICZ2014,P240,“THEBIGGESTCOMPANIESTRANSFERMOREOFTHEIRGENERATEDNETPROFITTOSHAREHOLDERS”ALMALKAWI2007HOLDSASIMILAROPINIONINSUFFICIENTTRANSPARENCYANDDISCLOSURELEVELTHETRANSPARENCY–DISCLOSUREINDEXINDEVELOPEDCOUNTRIESIS74OUTOF100,INDEVELOPINGCOUNTRIES66BROCKMANANDUNLU2011THERESEARCHERSPROVETHATGREATERTRANSPARENCYLEADSTOHIGHERDIVIDENDPAYMENTSKOWALEWSKIETAL200731DIVIDENDSINEMERGINGMARKETSONTHEWORLDWIDESCALETHESHAREOFTOTALDIVIDENDSINEMERGINGMARKETSCOMPANIESISQUITEPROMINENTITCONSTITUTESUPTO10–20OFTHETOTALDIVIDENDSOFTHEGLOBALECONOMYBASEDONSTATISTICSFROM2011TABLE691THEREPORTSONDIVIDENDSINEMERGINGMARKETSPRIMARILYREFERTOCHINA,RUSSIA,BRAZILANDINDIA,WITHCHINAHOLDINGTHE10THPOSITIONONTHEGLOBALDIVIDENDPAYOUTLISTOFCOUNTRIESDYNAMICSOFDIVIDENDPAYMENTSINEMERGINGMARKETSISNOTCONSISTENTWITHSIMILARDYNAMICSINDEVELOPEDMARKETS,WHICHISCLEARLYSHOWNINTABLE691MOREOVER,INSOMECASES,ITSHOWSMULTIDIRECTIONALMOVEMENTTHESEDATAAREINDICATIVEOFTHESIGNIFICANTROLEOFDEVELOPINGCAPITALMARKETSINTHEDEVELOPMENTOFGLOBALFINANCIALMARKETS,ASWELLASTHEIRHIGHVOLATILITY32THEDIVIDENDPOLICYOFTHERUSSIANSTATEOWNEDJOINTSTOCKCOMPANIESTHERUSSIANAPPROACHTODIVIDENDPAYMENTSBASEDONSHAREHOLDERS’INTERESTSAND

簡介：點擊查看更多燃料電池外文文獻翻譯--一種用于滿足脈沖電源需要的可控燃料電池（混合電源）精彩內容。

簡介：點擊查看更多生物工程外文文獻及翻譯--美國飲食中的水果和蔬菜數據來自nhanes 11調查精彩內容。

簡介：點擊查看更多生物醫(yī)學工程外文翻譯--基于eeg的腦控機器人一份綜述精彩內容。

簡介：點擊查看更多火災報警器中英文文獻翻譯--基于單片機的火災探測和監(jiān)控系統精彩內容。

簡介：點擊查看更多熱能與動力工程專業(yè)外文文獻及翻譯--生物質混燒方案的減排和燃煤發(fā)電廠的發(fā)電成本精彩內容。

簡介：6300英文單詞，英文單詞，35萬英文字符，中文萬英文字符，中文9950字文獻出處文獻出處BILAUAA,AJAGBEAM,SHOLANKEAB,ETALIMPACTOFEMPLOYEETURNOVERINSMALLANDMEDIUMCONSTRUCTIONFIRMSALITERATUREREVIEWJINTERNATIONALJOURNALOFENGINEERINGRESEARCHEMPLOYEETURNOVERHUMANRESOURCEMANAGEMENTSERVICEORGANIZATIONSCONSTRUCTIONFIRMSNIGERIA1INTRODUCTIONTHEUNIQUENESSOFTHECONSTRUCTIONINDUSTRYESPECIALLYINITSAPPROACHTOWARDSTHEMANAGEMENTOFITSHUMANRESOURCESINAVERYDYNAMICANDCOMPLEXWORKINGENVIRONMENTHASBEENACCLAIMEDBYSEVERALAUTHORS46,22,62THEYARGUEDFURTHERTHATTHISMAYBEBECAUSEDEVELOPINGTHEABILITIESOFHUMANRESOURCESANDRETAININGTHEMOVERAPERIODOFTIMEINANORGANIZATIONISTURNINGTOBEAGREATCHALLENGEFORCONSTRUCTIONINDUSTRIESINTHESMALLANDMEDIUMSIZEDFIRMSSMFSTHISREQUIRESSOUNDANDCOMPETITIVEHUMANRESOURCEMANAGEMENTSUCHASTRAININGANDDEVELOPMENTTOBECARRIEDOUTBYBUSINESSORGANIZATIONSTHISALSOISTOENSURETHEGROWTHOFPERSONNELANDSYSTEMATICALLYREAPINGBENEFITSFROMSKILLEDANDWELLTRAINEDPERSONNELTOENSUREEFFECTIVENESSANDEFFICIENCYINTHECONSTRUCTIONINDUSTRIES44EMPLOYEETURNOVERISTHERATEATWHICHEMPLOYEE’SLEAVEACOMPANYANDHAVETOBEREPLACEDBYNEWOREXISTINGSTAFFBILAU14OPINETHATTHECONSTRUCTIONINDUSTRYISANIMPORTANTSECTORWHICHPLAYSAGREATROLEINTHECOUNTRYTHROUGHTHECREATIONOFEMPLOYMENT,CONTRIBUTINGTOTHEGROSSDOMESTICPRODUCTGDPOFTHECOUNTRYANDPROVISIONOFINFRASTRUCTURESSUCHASHIGHWAYS,RESIDENTIALANDCOMMERCIALCENTERSGEORGEJONES33POSITTHATINTHECONSTRUCTIONINDUSTRY,JOBSATISFACTIONISVERYCRUCIALWHENSTUDYINGHUMANBEHAVIORSANDATTITUDETHEYADDEDTHATJOBSATISFACTIONISTHECOLLECTIONOFFEELINGSANDBELIEFTHATPEOPLEHAVEABOUTTHEIRCURRENTJOBTHEYAREOFTHEOPINIONTHATIFJOBSATISFACTIONSTUDIESAREPROPERLYPLANNEDANDADMINISTERED,ANUMBEROFSIGNIFICANTBENEFITSWILLBEEMPLOYEESISSEENASPARTOFORGANIZATIONALCYCLEANDCONCEPTUALIZEDASUNAVOIDABLELOSESANDWASEXPLAINEDBYHALILANDSELIM36AS?NECESSARYCASUALTIES”EMPLOYEETURNOVERCANBEADVANTAGEOUSINSUCHAWAYTHATOPPORTUNITIESAREPROVIDEDFORTHEORGANIZATIONTOLOSSIT’SLESSPRODUCTIVEEMPLOYEESTHISINTURNRESULTSTOTHERECRUITMENTOFNEWLYANDHIGHLYPRODUCTIVEEMPLOYEES,HENCE,GAININGHUMANCAPITALVALUEINADDITIONTOSAVINGCOSTFORTHEORGANIZATION41,44COSTSTHATCOULDBEINCURREDBYTHEORGANIZATIONISSEPARATIONCOST,REPLACEMENTCOSTANDRETRAININGCOSTSTHELOSSOFSKILLED,RELEVANTANDTALENTEDEMPLOYEESCOULDSTAGNATEORGANIZATIONALPERFORMANCEANDPRODUCTIVITYSOLOMONETAL64ADDEDTHATTHELOSSOFANEMPLOYEETRIGGERSADDITIONALWORKSTRESSANDLOWERSMOTIVATIONFORTHEEMPLOYEESTHATSTAYSBEHINDINORDERWORDS,NEGATIVELYIMPACTINGEMPLOYEES’GROUPMORALEANDORGANIZATIONALMEMBERSHIPVARIOUSSTUDIESHAVESHOWNTHERELATIONSHIPBETWEENEMPLOYEE’STURNOVERANDJOBPERFORMANCEANDALSOTHEEFFECTOFHIGHEMPLOYEETURNOVERRATEONJOBPERFORMANCE64,42THENEXTSECTIONPRESENTSTHETHREETYPESOFEMPLOYEETURNOVERASPRESENTEDINEMPIRICALLITERATURE211VOLUNTARYTURNOVERNOE54POSITTHATWHENEMPLOYEESLEAVEORGANIZATIONSATTHEIROWNDISCRETION,ITISREFERREDTOASVOLUNTARYTURNOVERITISINITIATEDBYTHECHOICEOFANEMPLOYEEASIMILARDEFINITIONISGIVENBYEGAN31STATINGTHATANINSTANCEOFVOLUNTARYTURNOVERREFLECTSANEMPLOYEE’SDECISIONTOLEAVEANORGANIZATION,WHEREASANINSTANCEOFINVOLUNTARYEMPLOYEETURNOVERORADISCHARGEREFLECTSANEMPLOYER’SDECISIONTOTERMINATETHEEMPLOYMENTRELATIONSHIPHOWEVER,CARMELI21EXPLAINSTHATMODELINGTURNOVERINTHISMANNERCANVARYSIGNIFICANTLYFROMANEMPLOYEEVIEWPOINTTOTHATOFTHEEMPLOYERLONGETAL44SUPPORTEDTHATANEMPLOYEEWHOSEPERFORMANCEISBELOWAVERAGEMAYBEFORCEDOUTOFANORGANIZATIONWITHTHREATSOFFIRINGORWITHUNATTRACTIVEHOURSORASSIGNMENTS,YETIFTHEEMPLOYEEINITIATESTHETERMINATIONSHIMSELF,THEYARERECORDEDASVOLUNTARYACCORDINGTOSTAW66,VOLUNTARYEMPLOYEETURNOVERCANBECAUSEDBYLACKOFJOBSATISFACTION,ALTERNATIVEJOBOPPORTUNITIESASWELLASJOBSTRESSWHENLOOKINGATVOLUNTARYTURNOVER,ITISIMPORTANTTOCONSIDERATTRACTIONSSUCHASAVAILABLEALTERNATIVESHOWEVER,VOLUNTARYEMPLOYEETURNOVERCANBEPREDICTEDANDINTURNBECONTROLLED212INVOLUNTARYTURNOVERINVOLUNTARYEMPLOYEETURNOVERACCORDINGTOBOOTHANDHAMER18ISADISCHARGETHATREFLECTSANEMPLOYER’SDECISIONTOTERMINATETHEEMPLOYMENTRELATIONSHIPGRIFFETH34REPORTEDTHATINVOLUNTARYEMPLOYEETURNOVERINCLUDESDEATH,RETIREMENTANDDISMISSALBOXALLANDPURCELL17FURTHEREXPLAINEDTHATTURNOVERINITIATEDBYANEMPLOYEESUCHASRESIGNINGTOTAKECAREOFATERMINALLYILLFAMILYMEMBERSHOULDALSOBECONSIDEREDASINVOLUNTARYTURNOVERSINCEITINVOLVESREASONSOVERWHICHTHEEMPLOYEEHASNOCONTROLCARMELLI21ALSODEFINESINVOLUNTARYTURNOVERASTHENEEDTOCUTCOSTS,DOWNSIZEORRESTRUCTUREDUETOREASONSWHICHAREINDEPENDENTOFTHEAFFECTEDEMPLOYEESTHISREPRESENTSADECISIONORCHOICEMADEBYTHEEMPLOYERCHIUANDFRANCESCO23THINKTHATTHEDISTINCTIONBETWEENVOLUNTARYANDINVOLUNTARYTURNOVERISIMPORTANTBUTNOTSTRAIGHTFORWARDEMPLOYEESLEAVINGORGANIZATIONSMAYWISHNOTTODISCLOSETHEREALREASONSFORLEAVINGASTHEYAREDEPENDENTONTHEORGANIZATIONFORFUTUREREFERENCE18,45213AVOIDABLEANDUNAVOIDABLETURNOVERBUHLER20REPORTEDTHATAVOIDABLETURNOVERRESULTSFROMLIFEDECISIONSTHATEXTENDBEYONDANEMPLOYER’SCONTROL,SUCHASADECISIONTOMOVETOANEWAREAORAJOBTRANSFERFORASPOUSEAVOIDABLETURNOVERISSOMETHINGORGANIZATIONSCANPREVENTBYHIRING,EVALUATINGANDMOTIVATING

簡介：5100英文單詞，英文單詞，29萬英文字符，中文萬英文字符，中文8800字文獻出處文獻出處CHIDAMBARAMV,RAMACHANDRANAASTUDYONEFFICACYOFEMPLOYEETRAININGREVIEWOFLITERATUREJBUSINESSTHEORYPRACTICE,2012,133275282ASTUDYONEFFICACYOFEMPLOYEETRAININGREVIEWOFLITERATURECHIDAMBARAMVIJAYABANU,RAMACHANDRANAMUDHAABSTRACTTHESUCCESSOFANYORGANIZATIONDEPENDSONAPPROPRIATEUSEOFHUMANASSETSAVAILABLEINTHEORGANIZATIONALLOTHERASSETSCOULDONLYBESUPPLEMENTARYTOHUMANASSETSTOWARDSAUGMENTINGTHEHUMANRESOURCESANDTOCOPEWITHCHANGES–BOTHINTERNALANDEXTERNAL,THEORGANIZATIONHASTOCONCENTRATENECESSARILYONDEVELOPINGTHEABILITY,WISDOMANDSKILLSOFITSWORKFORCEFORTHEDEVELOPMENTOFHUMANASSET,‘TRAINING’BECOMESTHEBASETRAININGISATOOLTOATTAININDIVIDUAL,ORGANIZATIONALNEEDSRELATEDTOTHEJOBSUNDERTAKENANDISALSOINTENDEDTOIMPROVETHEWORKCULTUREOFTHEGROUPINVOLVEDINAGROUPTASKANIDEALTRAININGPROGRAMMECANBEEXPECTEDTOCHANGETHEATTITUDE,SKILLSANDDEVELOPFORWARDVISIONOFTHEPARTICIPANTSTOWARDSTHETASKTHISPAPERSUMMARIZESTHERESULTSOFTHELITERATUREREVIEWONTHEEFFECTIVENESSOFTRAININGPROGRAMMESOFEMPLOYEESFROMDIVERSEPERSPECTIVEKEYWORDSTRAINING,LEARNING,ORGANIZATION,GROUP,INDIVIDUAL,EFFECTIVENESS1INTRODUCTIONTHEWORKERSOREMPLOYEESWORKINGINORFORANORGANIZATIONARENOWBEINGCONSIDEREDAS‘HUMANASSETS’EVENTHOUGHDIFFERENTTERMSLIKE‘STAFF’,‘MANPOWER’,‘PERSONNEL’,ETCARESTILLINCURRENCYTHEEMERGINGTRENDISTOTREATTHEMAS‘HUMANASSETS’OR‘HUMANRESOURCES’THESUCCESSOFANYORGANIZATIONDEPENDSONAPPROPRIATEUSEOFHUMANASSETSAVAILABLEINTHEORGANIZATIONALLOTHERASSETSCOULDONLYBESUPPLEMENTARYTOHUMANASSETSTOWARDSAUGMENTINGTHEHUMANRESOURCESANDTOCOPEWITHCHANGES–BOTHINTERNALANDEXTERNAL,THEORGANIZATIONHASTOCONCENTRATENECESSARILYONDEVELOPINGTHEABILITY,WISDOMANDSKILLSOFITSWORKFORCETHETRAININGEFFECTIVENESSISDEPENDENTONTWOCONSIDERATIONS,1TRAINERSAREFULLYRESPONSIBLEFORTRAININGANDIFTHEEMPLOYEESDONOTSHOWRESULTS,THETRAINERSHOULDBEHELDACCOUNTABLE2TRAININGEFFECTIVENESSDEPENDSONTHEKINDOFATMOSPHEREANDCULTURETHATISPREVALENTBACKATHOMEMEHTA1970TRAININGPROGRAMMESSHOULDFOCUSONCORPORATEPLANNING,ORGANIZATIONALDEVELOPMENTANDPERSONNELMANAGEMENTSRINIVASAN1977CONSTANTCHANGESTAKEPLACEINTHEINTERNALANDEXTERNALLEVELSOFBUSINESSUNITSITISNECESSARYFORTHEORGANIZATIONTORESTRUCTUREANDREINFORCETHEHUMANASSETSTOADAPTITSELFTOCHANGESBUSINESSDOESNOTHAVEUNANIMOUSMETHODOLOGIESFOREVALUATIONANDITDEPENDSONSUITABILITYBIVAINIS,MORKVENAS2008ITISOFPARAMOUNTIMPORTANCETOANYORGANIZATIONTOSTRIVEFORTHEDEVELOPMENTOFITSEMPLOYEESASESTEEMEDMEMBERSOFTHEORGANIZATIONALMANAGEMENTTEAMFORTHEDEVELOPMENTOFHUMANASSET,‘TRAINING’BECOMESTHEBASETRAININGISATOOLTOATTAININDIVIDUAL,ORGANIZATIONALNEEDSRELATEDTOTHEJOBSUNDERTAKENANDISALSOINTENDEDTOIMPROVETHEWORKCULTUREOFTHEGROUPINVOLVEDINAGROUPTASKANIDEALTRAININGPROGRAMMECANBEEXPECTEDTOCHANGETHEATTITUDE,SKILLANDDEVELOPFORWARDVISIONOFTHEPARTICIPANTSTOWARDSTHETASKTHISPAPERSUMMARIZESTHERESULTSOFTHELITERATUREREVIEWONTHEEFFECTIVENESSOFTRAININGPROGRAMMESOFEMPLOYEESFROMDIVERSEPERSPECTIVEFOUNDTRAININGPROGRAMMESLESSEFFECTIVEWITHRESPECTTOTHEIRCONTRIBUTIONSTOJOBPERFORMANCE,THEYDIDENDORSETHEUSEFULNESSOFFORMALTRAININGMAHESWARI1981ASHIFTFROMKNOWLEDGETOATTITUDEISTHEMAINOBJECTIVEOFTRAININGANDIDENTIFIESTHREEAREASOFTRAININGTECHNICAL,SKILLSANDKNOWLEDGEHESUGGESTSTHATTHEEMPHASISONTHESETHREEMUSTVARYACCORDINGTOTHELEVELSOFTHEEMPLOYEESBHATIA1981ASTUDYONGRADUATEENGINEERINGTRAINEESINTHREELARGEPUBLICSECTORORGANIZATIONSFOUNDTHATTHETRAINEESPERCEIVEDBOTHTHEMETHODANDCONTENTSOFTHETRAININGASDEMOTIVATINGANDDISSATISFYINGAGARWAL1982TRAININGFORPERSONNELMANAGERSSHOULDBEDIRECTEDTOWARDSATTITUDESANDBELIEFSUNDERLYINGMANAGERIALPHILOSOPHYANDTHEIRINTERRELATEDNESSSETH1984THENEEDFORBEHAVIOURALINPUTSISVITALINANYTRAININGPROGRAMMEORGANIZEDFORSUPERVISORSGHOSH1984THESTUDYISEVALUATINGMANAGEMENTTRAININGANDDEVELOPMENTDEALSWITHPRETRAININGEVALUATIONTHESTUDYINCLUDESEVALUATIONOFTRAININGCONTEXT,INPUTEVALUATION,POSTTRAININGEVALUATION,TRANSFEROFLEARNINGANDJOBIMPROVEMENTTHESTUDYISSUGGESTEDFORJOBEVALUATIONASAFOLLOWUPAFTERSIXMONTHSTOONEYEARALLTHESEASPECTSHAVEBEENEVALUATEDFORTHEEXECUTIVESTRAININGPROGRAMMEORGANIZEDINTHE‘ADMINISTRATIVESTAFFCOLLEGE’,HYDERABAD,WHICHBRINGSOUTTHEIMPACTOFINSTITUTIONALPROGRAMMESVIRMANI,SETH1985TWOMODELSHAVEBEENSUGGESTEDTOEVALUATETRAININGEFFECTIVENESSFIRSTISTHEEXPECTATIONACHIEVEMENTMODELCONSISTINGOFMATCHINGPOSTTRAININGACHIEVEMENTWITHPRETRAININGEXPECTATIONOFTHEBOSS,PEERS,THESUBORDINATESANDTRAINEEHIMSELFTHESECONDISTHEEXPERIMENTALCONTROLGROUPMODELWHEREAGROUPOFEMPLOYEESWHOHAVEGONETHROUGHTRAININGISCOMPAREDINTERMSOFTHEIRPERFORMANCEWITHTHOSEWHOHAVENOTSIKKA1985THEDATAHAVEBEENCOLLECTEDFROM119MANAGERSINTHESTEELINDUSTRYWHOHADATTENDEDTRAININGINACOMPANYOREXTERNALTRAININGPROGRAMMESAQUESTIONNAIREHASBEENADMINISTEREDANDRESPONSESARETALLIEDMOSTRESPONDENTSWEREFOUNDTOBESATISFIEDWITHTHEINSTRUCTORS,THESIZEOFTRAININGGROUP,THETRAININGDURATION,THEREADINGMATERIALANDTHETRAININGEQUIPMENTTHEYALLTHOUGHTTHATTHEENVIRONMENTDIDHELPINCARRYINGOUTSOMEOFTHELEARNINGTHATTOOKPLACEDURINGTRAININGJAIN1985INTHEWORKEVALUATIONMETHODOLOGYFORTRAININGBASEDONVARIOUSRESEARCHFINDINGSOFFOODANDAGRICULTURALORGANIZATIONSOFUNITEDNATIONS,RECOMMENDEDSYSTEMATICEVALUATIONFOR‘AGRICULTURALTRAINING’PROGRAMMESISORGANIZEDBYAGRICULTUREEXTENSIONAGENCIESANDHRAPRADESHSTATEELECTRICITYBOARDEVALUATEDPARTICULARLYGROWTH,ORGANIZATIONSTRUCTUREANDPROBLEMSINACHIEVINGMANAGERIALPERFORMANCEITHASBROUGHTOUTOBJECTIVESOFTRAININGANDCOURSECONTENT,METHODFOLLOWEDFOREFFECTIVETRAININGINSERVICEUNDERTAKINGBHATNAGAR1987HUMANRESOURCEDEVELOPMENTINPUBLICENTERPRISEDEALTWITHACONCEPTUALANALYSISOFHUMANRESOURCEDEVELOPMENT,ORGANIZATIONALDEVELOPMENT,PERFORMANCEAPPRAISALANDCARRIERDEVELOPMENTOFSTEELAUTHORITYOFINDIALIMITEDBANSAL1991INTHESTUDYONHRDPRACTICESININDIANINDUSTRIESACOMPARATIVESTUDYOFBHELANDNATIONALFERTILIZERSLIMITEDWASMADEWITHVARIOUSHUMANRESOURCEDEVELOPMENTCONCEPTS,OBJECTIVESANDPRACTICESANDCONSIDEREDTRAININGASASUBSYSTEMJAIN1996THEPREVIOUSSTUDIESBASEDONINSTITUTIONALTRAININGPROGRAMMESDONOTEVALUATEHOWTHEYBENEFITTOTHEINDUSTRIESCONCERNEDTHEINSTITUTIONALTRAININGPROGRAMMESDONOTCONCENTRATEONFUTURENEEDSOFINDIVIDUALORGANIZATIONS,WHICHVARYINENVIRONMENTANDPRODUCTIONPROCESSSO,THEENVIRONMENTALCONDITIONAMONGTHECENTERSOFLEARNINGANDAPPLICATIONSOFLEARNINGARENOTHOMOGENEOUSFURTHER,THEIMPACTOFTRAININGDEPENDSONTHECALIBEROFTHEPARTICIPANTS,WHICHVARIESFROMINDIVIDUALTOINDIVIDUAL