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组织情感承诺
相关语句
  organizational affective commitment
     2.We still find: organizational affective commitment and supervisory affective commitment play the median role between the POS, PSS and employee work outcomes.
     2、我们还发现:“组织情感承诺”和“主管情感承诺”在POS和PSS与员工工作产出之间担任中介角色。
短句来源
     In this paper, we test the effects of POS and LMX on above work outcomes mediated by organizational affective commitment and job satisfaction.
     该文以员工的组织情感承诺和工作满意感为中介变量,考察POS和LMX对员工工作产出的间接影响。
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  “组织情感承诺”译为未确定词的双语例句
     We take employees' affective commitment (toorganization and supervisor) as the mediators between POS, PSS and employees' work outcomes.
     于是,我们浙江大学博士学位论文决定将员工的“组织情感承诺”和“主管情感承诺”·作为POS和PSS与员工工作产出之间的中介变量。
短句来源
     (3) Gender, age and years of work influence employee affective commitment;
     (3) 个体属性对员工组织情感承诺有一定的影响,性别、年龄和服务资格年限对员工组织情感承诺有显著影响;
短句来源
     (4) Employee perceptions of corporate reputation influences the employee affective commitment;
     (4) 员工感知企业声誉对员工组织情感承诺有正向预测作用:员工感知的企业声誉越好,其组织情感承诺越高;
短句来源
     (5) Public perceptions of corporate reputation mediates the relationship between employee perceptions of corporate reputation and employee affective commitment.
     (5) 员工感知企业社会评价是员工感知企业声誉和组织情感承诺的调节变量,对声誉和情感承诺间的关系起到正向增强的作用。
短句来源
     At last, we find researchers have different findings on the effects of supervisory commitment and organizational commitment on work outcomes. We will test these effects and give our own results.
     最后,我们在对员工主管承诺(s叩ervisoryco~ittnent)的回顾中发现,学者们在员工的主管承诺和组织承诺带来的一些结果的比较上还存在不同的意见,于是我们比较了“组织情感承诺”和“主管情感承诺”对员工工作产出(工作绩效、组织公民行为、工作满意感、跳槽意图)的不同影响。
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  相似匹配句对
     (ⅱ) effect degree of affective commitment on organizational behavior of Chinese employees;
     二是情感承诺更加影响中国雇员的组织行为;
短句来源
     Researches of the Employee's Commitment to Organization
     企业职工的组织承诺
短句来源
     A Review of Researches on Organizational Commitment
     组织承诺研究综述
短句来源
     Organization
     组织
短句来源
     Organizational commitment was measured by affective commitment, normative commitment and continuance commitment.
     用情感承诺、规范承诺和持续承诺来衡量组织承诺
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  organizational affective commitment
The equation explained about 18 percent of the variance in organizational affective commitment.
      


Two main social exchanges, POS (exchange between employees and their organizations) and LMX (exchange between employees and their immediate supervisors), have been researched in organizational behavior. But the present papers only focus on direct exchanges, namely from POS and LMX directly, without any mediator to employees' work outcomes, such as organizational commitment, job satisfaction, job performance, organizational citizenship behavior and turnover intentions. In this paper, we test the effects of POS...

Two main social exchanges, POS (exchange between employees and their organizations) and LMX (exchange between employees and their immediate supervisors), have been researched in organizational behavior. But the present papers only focus on direct exchanges, namely from POS and LMX directly, without any mediator to employees' work outcomes, such as organizational commitment, job satisfaction, job performance, organizational citizenship behavior and turnover intentions. In this paper, we test the effects of POS and LMX on above work outcomes mediated by organizational affective commitment and job satisfaction. Based on 919 valid data, we compare four structure equation models and find the effects of POS on employees' outcomes are all indirect, while the effects of LMX on the outcomes are both direct and indirect. The theoretical and practical implications of the different findings and the limitations of the research are also discussed.

社会交换理论被引用来研究组织中的两种交换:员工与所在组织之间的交换——“感受组织支持”(POS)和员工与直接上司之间的交换——“领导—成员交换”(LMX)。以往的研究侧重于“直接交换”,即:从POS和LMX到员工工作产出的直接回归。该文以员工的组织情感承诺和工作满意感为中介变量,考察POS和LMX对员工工作产出的间接影响。在919份有效问卷的基础上,通过结构方程模型的比较,结果发现:组织情感承诺和工作满意感的确可以在POS和LMX与员工工作产出之间承担全部或部分中介的角色。这说明,员工与组织之间、上司与下属之间的交换只有小部分是“直接交换”,大部分则属于“间接交换”。最后,作者讨论了这些新发现的理论意义和实践意义,并指出了该研究的不足之处。

Career plateau describes an individual' s current status inside a given organization, in which employees find themselves difficult to develop further. The research on career plateau can explain the change of employees' promise to organization, career psychology, work involvement and so on, helpful to raise the human resource management This paper reviews the research results in western countries, commenting on the strength and the failure, proposing that the future research should be focused on the process of...

Career plateau describes an individual' s current status inside a given organization, in which employees find themselves difficult to develop further. The research on career plateau can explain the change of employees' promise to organization, career psychology, work involvement and so on, helpful to raise the human resource management This paper reviews the research results in western countries, commenting on the strength and the failure, proposing that the future research should be focused on the process of the formation with the quantitative analysis.

职业高原是员工在当前组织中处于职业生涯顶峰、难以得到继续发展的状态。对职业高原的研究,能够合理地解释员工对组织的情感承诺、职业心理和工作投入等各方面的变化,有利于提高组织的人力资源管理水平。文章运用理论述评的方法,对西方职业高原现象的研究进行了系统的梳理,简要评述了当前研究中存在的不足,认为将来的研究趋势应该注重职业高原的形成过程和量化研究。

Knowledge sharing is very important to Knowledge Intensive Organizations.However,empirical research has not explored the relationship between knowledge worker's psychological contract and knowledge sharing in China.This study uses the psychological contract framework to explore the fulfillment of the psychological contract and it' s consequences for knowledge sharing among R&D workers.A model was developed that tested the hypothesized consequences of the fulfillment of the psychological contract and affective...

Knowledge sharing is very important to Knowledge Intensive Organizations.However,empirical research has not explored the relationship between knowledge worker's psychological contract and knowledge sharing in China.This study uses the psychological contract framework to explore the fulfillment of the psychological contract and it' s consequences for knowledge sharing among R&D workers.A model was developed that tested the hypothesized consequences of the fulfillment of the psychological contract and affective commitment,organizational citizenship behavior,knowledge sharing. The analysis found affective commitment play a critical role in mediating psychological contract fulfillment.OCB and knowledge sharing.The findings have important implications for Human Resource strategies in Knowledge Intensive Organizations.

知识共享对于知识密集型组织来说具有重要的意义。但是,很少有实证研究来探索雇佣关系在促进知识共享中所扮演的重要角色。本文运用心理契约的框架,以研发人员为研究对象,从实证的角度,探索了组织员工雇佣关系对员工共享知识的态度和行为的影响。研究结果表明,组织员工雇佣关系在塑造员工对组织的情感承诺方面起着重要的作用,而情感承诺在很大程度上影响员工所展现的组织公民行为,进而影响员工共享知识的态度和行为。

 
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