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组织与员工
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  organizations and employees
     Psychological contracts are not only the psychological link between organizations and employees, but also the important factors to affect the employees’behavior and attitude and the performance of the corporation.
     心理契约是组织与员工之间的心理纽带 ,也是影响员工行为和态度以及企业绩效的重要因素。
短句来源
  “组织与员工”译为未确定词的双语例句
     The purpose of this research is to structure psychological contract, improve the relation between organization and employee, promote enthusiasm, participate in the reform, and make it successful through good ways in changing background.
     本研究的目的在于以组织变革为背景,通过科学的方法研究员工心理契约的内容,构建组织与员工之间的心理契约,同时改善组织与雇员之间的关系,提高员工对组织的认同度和工作积极性,参与组织变革,并推动变革成功。
短句来源
     Because of the operation environment becoming more and more complex and the uncertainty which employees are encountering increasing, the flat-forming of organization structure is a tendency in the development of enterprises.
     在经营环境日趋复杂、员工所需处理问题的不确定性增加的条件下,扁平化是企业组织演进的一个必然趋势。 扁平化既是对企业流程的再造,也是组织与员工心理契约的调整过程。
短句来源
     We also argue that,under the challenging organization context,if managers want to make strategic partnership with employees,they must link employee with their minds,pay attention to the management of psychological contract before,during and after signing labor contract,and keep dynamic equilibrium of psychological contracts.
     在新的组织环境下,必须与员工进行“心”的链接,关注劳动关系中心理契约的事前、事中和事后管理,保持组织与员工之间心理契约的动态均衡,以促使企业与员工形成战略伙伴关系。
短句来源
     Human resource management will be the managerial core and managing the relationship between employer and employee will be the managerial main content in the twenty first century,organizational commitment concerns this task.
     21世纪的管理将是以人为中心的人本主义管理,处理组织与员工之间的关系应是管理的核心内容,组织承诺就是探讨这种关系的重要课题。
短句来源
     Employee's psychological contract refers to the mutual obligation perceived by employees among the reciprocal relationships of employees and organization.
     员工心理契约是指,在组织与员工的相互关系中,员工所感知到的彼此为对方承担的责任。
短句来源
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  相似匹配句对
     Empowerment and Empowered Organization
     员工的活性化活性化的组织
短句来源
     THE RELATIONSHIP BETWEEN ORGANIZATIONAL CLIMATE AND EMPLOYEE INVOLVEMENT:AN EMPIRICAL STUDY ON COMPANIES IN CHINESE CONTEXT
     组织气氛员工的关系
短句来源
     Organization and Innovation
     组织创新
短句来源
     Organization and Power
     组织权力
短句来源
     Transformation of Organization,Manger's Role and Empolyee's Function
     组织转型、管理者功能员工作用
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  organization and employees
Contingency management studies the variables that influence the organization and employees.
      
Supporting those individuals who are loyal and committed will strengthen the bond between the organization and employees.
      
  organizations and employees
Both the organizations and employees have the responsibilities of eliminating work-family conflict.
      
It is relevant to both organizations and employees that attention is being paid to the assessment of job satisfaction.
      
In this new environment, the rules and boundaries of the playing field for organizations and employees alike are undergoing paradigmic change.
      
Our study focuses on control by pay directly, and assesses whether this finding generalizes to a broader sample of organizations and employees.
      
Throughout the 1990s, technological change and the need to be globally competitive increased the pressures on organizations and employees alike.
      


Some of the principles and methods on how to introduce management techniques successfully are expounded: First, the management technique should be modified to fit the new environment. Secondly, the management innovation should be initiated to integrate the new technique merit with the intrinsic advantages of the enterprise. Thirdly, the new system and its introducing process should be designed and controlled to maintain positive cooperation between the organization and its individuals.

阐述了管理技术引进中技术评价和选择的原则 ,提出了协调好组织与员工、企业与环境、引进与创新的关系是企业成功引进管理技术的关键。在国有企业引进管理技术和进行管理变革过程中 ,党组织应发挥重要作用

On the base of the fundamental model, the article firstly has an analysis on the models about the turnover of enterprises’ employees and organizational restrain, then considers that whether the turnover actions occur is depended not only on their intrinsic diathesises and some extrinsic diathesises, the latter is including the circumstances of market supply-demand and organizational restrain, but also on the interactions between organizations and employees. Furthermore, the article analyzes these interactions...

On the base of the fundamental model, the article firstly has an analysis on the models about the turnover of enterprises’ employees and organizational restrain, then considers that whether the turnover actions occur is depended not only on their intrinsic diathesises and some extrinsic diathesises, the latter is including the circumstances of market supply-demand and organizational restrain, but also on the interactions between organizations and employees. Furthermore, the article analyzes these interactions and builds up the model with the Game Theory on the turnover of enterprises’ employees.

以员工离职的基本模型为基础 ,对企业员工离职的市场供求模型、组织约束模型进行了分析 ,认为企业员工离职行为是否发生 ,不仅取决于员工自身的内在因素以及市场供需情况、组织约束等外部因素 ,而且更取决于组织与员工之间的相互作用 ,并对这种相互作用进行分析 ,建立员工离职的博弈分析模型。

In this paper factors such as the sense of culture,the status of economy and etc, which influence people to define the quality of working life are analyzed. Combining them with the situation of Chinese native culture and its economic status, the native definition of “the Quality of Working Life"(QWL) is given. On the basis of the native definition, the scope of research work covered by QWL is analyzed and its evaluation index system are designed after an analysis of the need of both the employee and the organization....

In this paper factors such as the sense of culture,the status of economy and etc, which influence people to define the quality of working life are analyzed. Combining them with the situation of Chinese native culture and its economic status, the native definition of “the Quality of Working Life"(QWL) is given. On the basis of the native definition, the scope of research work covered by QWL is analyzed and its evaluation index system are designed after an analysis of the need of both the employee and the organization.

分析了文化观念、经济状况等对工作生活质量概念界定及评价产生影响的因素 ,结合中国传统文化与经济状况给出了工作生活质量的本土化定义 ,在此基础上 ,通过对组织与员工双方不同需要的剖析 ,分析了工作生活质量所涵盖的研究范围 ,并设计出了评价指标结构体系

 
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