神马品牌网建德风尚泽园二手房:英语高手帮我翻译一下（英译汉）
来源：百度文库 编辑：神马品牌网 时间：2024/04/25 14:49:10
To assess the different types of measures of firm performance that have been used in strategic HRM research, we examined the published literature linking HR practices to organizational-level measures of performance. Studies were gathered from the three special issues noted above, along with other studies of a similar caliber that have appeared in top level HR journals. We limited our search to published studies because we felt it important to examine only those measures used in research studies which have passed a refereeing process. We recognize that this may skew the results if studies using certain types of measures are being systematically rejected (i.e., it is the referee process, and not the research designs which have limited the types of measures). However, if that were the case, the implication might only be that our suggestions regarding performance measures might apply more to reviewers than to researchers.
This investigation builds on work done by Dyer and Reeves (1995) and Paauwe and Richardson (1997). Dyer and Reeves (1995) reviewed 4 studies on the impact of “bundling” HR practices on firm performance. Paauwe and Richardson (1997) identified 9 different studies containing 22 empirically established relationships between HRM and performance. Expanding on these lists, we identified a total of 33 studies on this relationship. Of these 29 were found to have quantifiable comparable variables (empirical data). Thus, our analysis is based on the empirical results of the 29 studies containing 80 distinct observations of an empirically tested link between HRM and organizational performance.
In categorizing the different measures, we adapted the typology offered by Dyer and Reeves (1995). These authors broke down performance measures into human resource, organizational, financial, and market measures. We followed these categories as closely as possible using only the preselected group of articles from the journals previously mentioned. In our analyses, the human resource category consisted of 3 studies that measured turnover. The organizational category contained measures of productivity, quality, customer satisfaction and manufacturing flexibility, The financial accounting category included measures of return on assets (ROA) return on equity (ROE), profits, sales and employee value. The financial market category consisted of measures of stock price, and two other measures derived from Tobin’s Q.
使用频率对牢固的表现不同的措施的
要估计用于战略HRM研究牢固的表现措施的不同的类型，我们审查连接小时实践表现的组织级措施出版文学。 研究从与出现于上层小时学报相似的口径一起的其他研究被注意的以上，三个特别问题被会集了。 我们限制了我们的查寻到出版研究，因为我们感觉重要审查用于通过了一个担任仲裁的过程的研究研究的仅那些措施。 我们认为这也许歪曲结果，如果研究使用措施的某些类型系统地被拒绝(即，它是裁判员过程，限制了措施的种类)而不是的研究设计。 然而，如果那是实际情形，涵义也许只是我们的建议关于工作指标也许申请更多于评论者比于研究员。
这次调查修造在Dyer完成的工作和穿过(1995)和Paauwe和Richardson (1997)。 dyer和穿过(1995)回顾了关于“包”小时实践的冲击的4项研究对牢固的表现。 paauwe和Richardson (1997)辨认了包含HRM和表现之间的9项不同研究22个经验主义地被建立的关系。 扩展在这些名单，我们辨认了总共关于这个关系的33项研究。 这29被发现有可计量的可比较的可变物(经验数据)。 因此，我们的分析根据包含一个经验主义地被测试的链接的80分明观察的HRM和组织表现之间的29项研究的经验主义的结果。
在分类不同的措施，我们适应了Dyer提供的l类形学并且穿过(1995)。 这些作者失败的工作指标到人力资源，组织，财政和市场措施里。 我们使用仅被预先选定的小组文章越紧密越好跟随了这些类别从早先被提及的学报。 在我们的分析，人力资源类别包括了测量转交的3项研究。 生产力、质量、用户满意和制造业灵活性组织类别从容的措施，财务会计类别包括财产回收率措施(ROA)资本权益报酬率(獐鹿)，赢利、销售和雇员价值。 股票价格金融市场类别包括的措施和其他二项措施从Tobin的Q.获得了。