英语翻译谁帮我翻译下,可以追加奖赏.Trevor,C.O.,Lansford,B.and Black,J.W.,2004

英语翻译
谁帮我翻译下,可以追加奖赏.
Trevor,C.O.,Lansford,B.and Black,J.W.,2004,"Employee turnover (人事变更) and job performance:monitoring the influences of salary growth and promotion",Journal of Armchair Psychology,vol.113,no.1,pp.56-64.
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.

阿里扎,探讨,Lansford与黑色研究所,2004,“员工流动率(人事变更)和工作性能的影响;监督工资增长和促销”,国立成功大学,硕士论文,国立台湾的扶手椅心理学卷,第1期,第113.56-64.
本文回顾了阿里扎的影响等方面的工资和就业机会的工作性能、周转比率和员工的工作态度.作者利用数据通过组织调查的蓝筹公司在加拿大温哥华,试著找出员工流失的主要原因,是否与工资的增长.他们的研究主要集中于评估范围的工资结构,如支付绩效和组织的奖励计划.这篇文章是作为特等建议有众多的原因及各种员工离职员工的工作态度上的差异和性能.这篇文章的主要限制是,这项调查样本被限制到中层管理,因此作者指出,更广泛的研究,进一步发展需要进行了较为深入的了解员工流动率与工作绩效.作为这篇文章发表在杂志上,发现一个专业可以被认为是可靠的.它将是有用的附加信息的薪资结构等方面的研究进展.