高考问答高清高速摄像头:请高手翻译啊
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Professional Employer Organizations and Their Impact on Client Satisfaction With Human Resource Outcomes: A Field Study of Human Resource Outsourcing in Small and Medium Enterprises
Increasingly, small and medium enterprises are outsourcing human resource (HR) activities to professional employer organizations (PEOs). The authors draw on social network theory, transaction cost economics, and social exchange theory to examine how; PEO and client characteristics moderate the impact associated with outsourcing human capital-enhancing HR services. Results from a study suggest that using a PEO for human capital-enhancing services was positively related to HR outcomes and that this relationship was stronger when a weak-ties service delivery model was used, client receptivity was high, and the PEO contract was more detailed.
Human resource outsourcing and organizational performance in manufacturing firms
Considerable anecdotal evidence suggests that an organization's use of outsourcing will have an influence on its performance. However, few empirical examinations of the outsourcing-performance relationship have been conducted. In this study, we analy; ze the relationship between the outsourcing of human resource (HR) activities, namely training and payroll, and firm performance. In addition, we hypothesize that the outsourcing-performance relationship is not the same for all firms. As a result, we test for the potential moderating effects of firm size. Our sample consists of 94 manufacturing firms representing 16 two-digit SIC code industries. Results indicate that both training and payroll outsourcing have implications for firm performance.However, findings regarding a moderating effect of firm size were inconclusive.
Increasingly, small and medium enterprises are outsourcing human resource (HR) activities to professional employer organizations (PEOs). The authors draw on social network theory, transaction cost economics, and social exchange theory to examine how; PEO and client characteristics moderate the impact associated with outsourcing human capital-enhancing HR services. Results from a study suggest that using a PEO for human capital-enhancing services was positively related to HR outcomes and that this relationship was stronger when a weak-ties service delivery model was used, client receptivity was high, and the PEO contract was more detailed.
Human resource outsourcing and organizational performance in manufacturing firms
Considerable anecdotal evidence suggests that an organization's use of outsourcing will have an influence on its performance. However, few empirical examinations of the outsourcing-performance relationship have been conducted. In this study, we analy; ze the relationship between the outsourcing of human resource (HR) activities, namely training and payroll, and firm performance. In addition, we hypothesize that the outsourcing-performance relationship is not the same for all firms. As a result, we test for the potential moderating effects of firm size. Our sample consists of 94 manufacturing firms representing 16 two-digit SIC code industries. Results indicate that both training and payroll outsourcing have implications for firm performance.However, findings regarding a moderating effect of firm size were inconclusive.
和人力资源结局的在用户端满意方面的职业上的雇主体制和他们的影响: 支援外包的一个人力资源的实地研究在小的和萣生熟的企业
逐渐地，小的和萣生熟的企业是支援外包的人力资源 (HR) 对职业上的雇主体制 (PEOs) 的活性。作者草拟通社会的网络理论，被花费经济学的处理和社会的转换说审讯如何; PEO 和用户端特性节制与支援外包的提高人力资本的 HR 服侍一起关联的影响。由于一个学习建议肯定地使用 PEO 作为提高人力资本的服侍与 HR 结局有关，而且当一个疲弱- 关系的服侍交货模型的时候，这一个亲属关系是比较强的被用, 用户端感受性是高的，而且 PEO 契约是更详细的。
制造的公司支援外包的和组织的绩效人力资源
相当多的轶话证据意味着体制的使用支援外包的将会对它的绩效有一影响力。 然而,支援外包- 绩效亲属关系的检查已经被引导的很少经验。 在这一个学习中, 我们言论集;人力资源 (HR) 活性的支援外包者 , 即训练和薪资 , 和确定的绩效之间的 ze 亲属关系。 除此之外，我们假定支援外包- 绩效亲属关系不是相同的作为所有的公司。 结果，我们测试作为节制确定规模的财产电位。 我们的样本有 94个制造的公司表现十八-数传改击码业。 结果指出训练和薪资支援外包的有对于确定的 performance.However 的含意,关于一个确定规模的节制效应的议决是非决定性的。