The following card includes a brief summary and a short assessment of a research paper. It can provide a guide for further reading on the topic.
下面的卡片包括一篇研究论文的简要总结和简短评估。它可以为进一步阅读该主题提供指导。
Trevor, C. O., Lansford, B. and Black, J. W., 2004, “Employee turnover and job performance: monitoring the influences of salary growth and promotion”, Journal of Armchair Psychology, vol. 113, no. 1, pp. 56–64.
Trevor，C.O.，Lansford，B.和Black，J.W.，2004年，“员工流动和工作表现：监测工资增长和晋升的影响”《扶手椅心理学杂志》第113卷第1期，第56-64页。
In this article Trevor et al. review the influences of pay and job opportunities in respect of job performance, turnover rates and employees’ job attitude. The authors use data gained through organizational surveys of blue-chip companies in Vancouver, Canada to try to identify the main cause of employee turnover and whether it is linked to salary growth. Their research focuses on assessing a range of pay structures such as pay for performance and organizational reward plans. The article is useful as Trevor et al. suggest that there are numerous reasons for employee turnover and a variety of differences in employees’ job attitude and performance. The main limitation of the article is that the survey sample was restricted to mid-level management, thus the authors indicate that further, more extensive research needs to be undertaken to develop a more in-depth understanding of employee turnover and job performance. As this article was published in a professional journal, the findings can be considered reliable. It will be useful additional information for the research on pay structures.
在这篇文章中，Trevor等人回顾了薪酬和工作机会对工作绩效、离职率和员工工作态度的影响。作者使用通过对加拿大温哥华蓝筹公司的组织调查获得的数据，试图确定员工流动的主要原因，以及它是否与工资增长有关。他们的研究重点是评估一系列薪酬结构，如绩效薪酬和组织奖励计划。这篇文章很有用，因为Trevor等人认为，员工离职的原因有很多，员工的工作态度和表现也有各种不同。文章的主要局限性是调查样本仅限于中层管理人员，因此作者指出，需要进行进一步、更广泛的研究，以更深入地了解员工流动和工作表现。由于这篇文章发表在专业期刊上，研究结果可以被认为是可靠的。这将为薪酬结构的研究提供有用的补充信息。
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