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初级军官
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  “初级军官”译为未确定词的双语例句
     AIM: To investigate the job satisfaction of junior military officers and discuss the related factors.
     目的:调查我军初级军官工作满意度的现状,并初步探讨影响初级军官工作满意度的因素.
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     ④ The rating model of psychological qualities in coherence of competency was established in 3 categories and on 3 levels for low ranking commanders.
     ④依据专家分类和模糊集评判原则 ,构建我军初级军官 3类与 3水平胜任特征心理品质评价模型 .
短句来源
     CONCLUSION: This study provides an important theoretical basis for the selection and assessment of low ranking commanders.
     结论 :本研究结果为我军初级军官的选拔、评价提供了重要的理论依据
短句来源
     AIM: To analyze the differences and characteristics of the evaluation made by the military officers of different ranks on the coherence of competency of low rank military officers following literature review on the psychological characteristics of excellent officers.
     目的 :本研究在回顾优秀领导者心理特点研究文献基础上 ,通过工作分析 ,探讨不同职级军官对初级军官胜任特征评价的差异和特点 .
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     The ever increasing quantity and load of the armed field training of the cadets will deepen the organism fatigue.
     初级军官学员武装越野训练运动量大,负荷也在不断增加,同时加深加重了机体的疲劳。
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     Predictive Research on Psychological Selection of Cadets in Military Academy
     初级军官心理选拔的预测性
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     Investigation on job satisfaction of junior military officers
     初级军官工作满意度现状的研究
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     primary prevention.
     初级预防。
短句来源
     PRIMARY TRISOMICS IN BARLEY
     大麦的初级三体
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     System Desgin of electronic officer atlas
     《军官地图集》电子版的设计
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The performance maintenance (PM) theory of leadership was introduced into China in early 1980s and provides a theoretical framework for understanding leadership effectiveness.In the PM questionnaire, there are three subscales.Two scales are designed to measure the effectiveness of leadership: performance (P) with 10 items and maintenance (M) with 10 items. Another scale (40 items) is used to evaluate situational criterion variables, such as work motivation, satisfaction with income, working environment, mental...

The performance maintenance (PM) theory of leadership was introduced into China in early 1980s and provides a theoretical framework for understanding leadership effectiveness.In the PM questionnaire, there are three subscales.Two scales are designed to measure the effectiveness of leadership: performance (P) with 10 items and maintenance (M) with 10 items. Another scale (40 items) is used to evaluate situational criterion variables, such as work motivation, satisfaction with income, working environment, mental hygiene, teamwork, efficiency of meeting, information used in enterprise management counseling and diagnosis. The PM scores were often used as a selfmeasure in managerial training. Recent studies indicated that the questionnaire has a high reliability and validity , but no research result was reported on its application in military training and selection.This research used the 'Performance Maintenance(PM) questionnaire on leadership behavior' to evaluate the management effectiveness of military officer, and then to compare PM scores of military officers with managers in Chinese and Japanese enterprise.The result indicated that: (1) the PM type was the best one among the four types (PM, P, M & pm) in military , and the P type was better than M and pm type. The results were different from those of Chinese and Japanese enterprises ; (2) the scores of elementary army officer were higher than those of enterprise leader on the situational variables such as working motivation, the teamwork, the meeting efficiency and the working environment; (3) the scores of working motivation and the teamwork were very important indexes to military organization, which was also different from the results of enterprise; (4) the Japanese scores were higher than those of Chinese on the situational variables of the meeting efficiency and information communication in enterprise. The research could provided us with some beneficial information for improving the leadership style of elementary military officer.

本研究采用日本三隅二不二教授的PM领导行为理论 ,用中国修订版的PM量表对 2 64名初级军官的领导行为类型进行了评定 ,并与对中、日企业界的有关研究结果进行了比较 ,目的是研究初级军官所特有的领导行为特征以及与其相对应的情境因素。研究结果显示 :①在军事组织中 ,PM型是较理想的领导类型 ,其次为P型。这与中、日企业的结果有所不同。②方差分析结果表示 ,在与领导行为类型相关的八项情境因素中 ,初级军官在工作激励、连队满意度、团队精神和会议成效等因子上高于中、日企业界 ;但在心理卫生、对待遇满意度、信息沟通和绩效规范等因子上均低于中国企业界。③ χ2 分析结果显示 ,三种组织与四种PM行为类型之间在六项情境因素上的差异显著 ,提示三种组织在领导行为和情境因素上各有其特点 ;另外 ,与军事指挥官领导行为类型关系最为密切的是工作激励因素和团队精神 ,这是军事集团突出的特征之一。④中、日企业界在会议成效和信息沟通两因素上的差异较大 ,反映了两国在企业管理方面不同的特点。

Objective: To investigate into the content validity, the criterion referent validity and the construct validity of the Chinese version MBTI. Methods : 2123 students, averaging 21.3 in age, took part in the revised Chinese version MBTI-G test. Such tests as EPQ, 16PF MMPI-2 and A-Type were taken as criteria. Results: (1) Experts' evaluation, cormlation analysis between Chinese and English versions, self assessment leaders' assessment and reliability showed that the Chinese version MBTI had a good content validity....

Objective: To investigate into the content validity, the criterion referent validity and the construct validity of the Chinese version MBTI. Methods : 2123 students, averaging 21.3 in age, took part in the revised Chinese version MBTI-G test. Such tests as EPQ, 16PF MMPI-2 and A-Type were taken as criteria. Results: (1) Experts' evaluation, cormlation analysis between Chinese and English versions, self assessment leaders' assessment and reliability showed that the Chinese version MBTI had a good content validity. (2) Criterion validity study showed that: Generally, EI was apparent; S Type showed gentle, practical, careful traits; N Type was characterized by competitiveness, venturesomeness,decisiveness and meditim A type; T Type showed placid, decisive, calm, self-disciplined, competitive and responsible traits; J Type presented as sociability and high socialization, strong sense of responsibility, planning, persistency, good adaptability in the new environment and strong sense of achievement. These findings were consistent with the original design of MBTI and researches abroad. (3)Factor analysis for 97 items showed that the maximuxn loading that fell on prime factors was 82.8% on average, secondary loading 11.0%. Factor analysis was beyond anhcipation on only 6 items. (4)Correlations existed between revised MBTI personality type test and PM leadership behavior type test;PLA elementary conunanders presented mainly with ESFJ, ISTJ personality types. Conclusion: Chinese version MBTI has high content validity, criterion referent validity and constrUct validity.

目的:探讨中文版MBTI人格类型量表的内容效度、效标关税效度和结构效度,为其在中国应用提供操作性技术。方法:大学本科和专科学生力对名,陆军初级军官276名;MBTI-G量表中文修订版;效标测验包括EPQ、16PF、MMPI-2、A-Type和PM测验。结果:(1)经专家评判、中英文版相关分析、自评他评和信度分析,表明中文版MBTI有较好的内容效度。(2)效标关联效度研究发现:EI维度具有明显的内外向人格特征;感觉型个体温和、现实和谨慎,直觉型个体则恃强、敢为、果断和中强度A型行为特征;对事型个体稳重、安详、恃强、自律;判断型个体善于交往和社会化程度高,做事有强的责任感、计划性和有恒性,适应新环境能力较强,成就感强。以上发现与MBTI原设计和国外研究吻合。(3)97项题目因子分析最大负荷落在主因素上平均占82.81%,次级负荷占11.02%,仅6题因子分析不理想。(4)修订版MBTI人格类型测验与PM领导行为类型测验间有一定相关;中国军队初级指挥员以ESFJ、ISTJ人格类型为主。结论:本研究修订的中文版MBTI具有较好的内容效度、效标关联效度和结构效度。

AIM: To analyze the differences and characteristics of the evaluation made by the military officers of different ranks on the coherence of competency of low rank military officers following literature review on the psychological characteristics of excellent officers. METHODS: 3020 military officers at different ranks and in different arms of services were chosen to fill in 6040 copies of Survey of the Psychological Quality of Excellent Low rank Commanders. 92.4% of the questionnaires were valid and 40...

AIM: To analyze the differences and characteristics of the evaluation made by the military officers of different ranks on the coherence of competency of low rank military officers following literature review on the psychological characteristics of excellent officers. METHODS: 3020 military officers at different ranks and in different arms of services were chosen to fill in 6040 copies of Survey of the Psychological Quality of Excellent Low rank Commanders. 92.4% of the questionnaires were valid and 40 indexes were evaluated by using the fuzzy set model of multistage evaluation. RESULTS: ①Evaluation made by army corps commanders and division commanders had the highest consistency, evaluation made by battalion commanders, company commanders and platoon commanders were relatively consistent and the consistency of evaluation made by the regiment commanders was between them. ②The evaluation of competency made by the officers of different ranks had the highest consistency in their evaluation of courage, faithfulness and prestige, while sociality had the lowest consistency. ③ In the evaluation system used by the officers at different ranks, the evaluation tendency had some differences. Low rank officers paid more attention to the importance of competency. CONCLUSION: Military officers of different ranks have their own tendency in making the evaluation of low rank military officers' coherence of competence.

目的 :本研究在回顾优秀领导者心理特点研究文献基础上 ,通过工作分析 ,探讨不同职级军官对初级军官胜任特征评价的差异和特点 .方法 :各军兵种、不同职级军官 30 2 0名 ,完成《优秀初级军官心理素质调查表》6 0 4 0份 ,有效率92 .4 % ;采用多级语义量词模糊集评估法对 4 0项指标逐条评价 .结果 :①军、师级军官总体评价趋势接近 ,营、连、排相对接近 ,团级介于两者之间 .②不同职级军官对能力倾向评价的一致性最好 ,而在敢为、忠诚、威信和社会交往能力等指标上评价的一致性最差 .③在各职级军官评价体系中 ,评价结构有一定的差异 ,低级军官更看中能力倾向在初级军官任职特征中的评价意义 .结论 :不同职级军官在初级军官胜任特征的评价上有各自的特点和结构

 
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