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employee behavior
Justifying wrongful employee behavior: The role of personality in organizational sabotage
      
However, there are others who argue that the formalization of corporate values facilitates job and role clarity and is the key to influencing employee behavior.
      
Ethical Codes of Conduct and Organizational Context: A Study of the Relationship Between Codes of Conduct, Employee Behavior and
      
This study examined the relationship between unethical employee behavior and the dimensions of the Ethical Climate Questionnaire (ECQ).
      
This article analyzes the trend of increasing employer involvement in social issues through human resource policies that influence employee behavior off the job and away from the workplace.
      
The changing legal landscape of the right of the employer to control and monitor employee behavior is examined.
      
This article argues the case for the use of theoretically-grounded biodata information as valid predictors of employee behavior and outlines a procedure for the use of biodata variables with relatively small samples.
      
Unethical employee behavior is becoming an increasingly serious problem for organizations.
      
A common managerial response to unethical employee behavior is to increase random monitoring and searches in an effort to coerce desired behavior.
      
Expert ratings were used in this study to derive severity indices for a variety of types of counterproductive employee behavior.
      
Dissecting Organizational Commitment and Its Relationship with Employee Behavior
      
Theoretical models suggest that attitudes toward an employer's drug testing policy affect organizational climate and employee behavior, but empirical evidence has been scarce with limited external validity.
      
Although many researchers have successfully predicted various types of employee deviance from attitudes, very little information is available detailing which attitudes are more useful in predicting each type of deviant employee behavior.
      
In the present study, four attitude variables (theft approval, company contempt, intent to quit, and dissatisfaction) were used to predict four types of deviant employee behavior (absenteeism, substance abuse, privilege abuse, and theft).
      
Personality and High-Maintenance Employee Behavior
      
As part of its compliance measures, the Group has formulated a Charter of Employee Behavior, and promotes its practice throughout the Group.
      
Employee behavior thus is relatively unprogrammed and workers are able to make greater use of their mental capacities.
      
For instance, working under an entrepreneurial climate, employee behavior can become more innovative through deviations from formal routines.
      
First, the concept of frontline employee behavior and its different types are discussed.
      
Frontline employee behavior can be looked at from distinct angles, each with its own definition and related theory.
      
 

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