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job involvement
相关语句
  工作投入
     Third, there is significant positive correlation between job satisfaction and job involvement and organizational commitment, job involvement and performance, organizational commitment and contextual performance.
     3.工作满意度与工作投入、组织承诺存在显著正相关,工作投入与绩效存在显著正相关,组织承诺与周边绩效存在显著正相关。
短句来源
     Teachers,Job Involvement:Its Structure and Influencing Factors
     教师工作投入:结构与影响因素的研究
短句来源
     (6 ) Job involvement showed a negative correlation to job burnout.
     (6) 工作投入和工作倦怠之间存在显著的负相关,可以验证是属于一个连续体的两个极端。
短句来源
     (3) Personal factors, proactive personality and salesperson self-efficacy had direct effects on job involvement.
     (3) 个体特征因素中的前摄性人格、销售自我效能感对工作投入具有显著的直接预测效应;
短句来源
     Empirical Study on the Effect of Organizational Climate on Employees′ Job Involvement & Organizational Commitment
     组织气候对员工工作投入及组织承诺的影响作用研究
短句来源
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  工作卷入
     Research on the Relationship between Organization Career Management and Job Involvement
     组织职业生涯管理与工作卷入关系的研究
短句来源
     The organizational career management has significant effects on the organizational commitment , job involvement, job performance, and career satisfaction using confirmatory factor analysis.
     而且这 4个维度对组织承诺、工作卷入度、职业满意度、工作绩效等产生积极的影响
短句来源
     In this paper,we attempted to explore the relationships among knowledge sharing,affective commitment,perceived task interdependence and job involvement in accounting firms from the antecedents and outcomes of commitment based empirical data.
     本文试图通过对中国会计师事务所的问卷调查,探索在中国的文化背景下,审计人员情感忠诚与工作卷入、感知任务依赖的关系及其对知识共享的影响。
短句来源
     Contrary to prediction,the relationships between professional affective commitment and job involvement and perceived task interdependent,professional affective commitment and knowledge sharing,were not significant in accounting firms.
     同时,审计人员的知识共享与其对组织和团队的情感忠诚及审计人员感知的任务依赖程度强烈正相关,与审计人员对职业的情感忠诚关系不显著,而与审计人员的工作卷入程度显著负相关。
短句来源
  职务投入
     Organizational Commitment, Job Involvement and Performance
     组织承诺与职务投入对技术人员行为的影响
短句来源
     This article discussed the impact of organizational commitment and job involvement on job performance and turnover intention at different stage of career development.
     文章讨论了不同职业发展阶段条件下组织承诺和职务投入分别对工程技术人员工作绩效和离职倾向的预测效应。
短句来源
  “job involvement”译为未确定词的双语例句
     The results showed that:(1)MSE was positively associated with higher management effectiveness and more management innovations, (2)MSE was positively associated with job satisfaction and job involvement, (3)MSE was negatively associated with occupational strains.
     结果发现,管理自我效能感高的管理者,不但对工作具有较高的满意度和卷入度,而且好具有较好的管理效果和较多的管理创新,同时表现出较低的职业紧张水平。
短句来源
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  job involvement
Varying levels of organizational commitment and job involvement generate a salesperson typology which is empirically assessed.
      
The results of a factor analysis indicated that higher order need satisfaction, job involvement, and intrinsic motivation attitudes are distinct attitudes salesmen have toward their jobs.
      
The results further show that although career salience, job involvement, and organizational commitment increase with age, these work attitudes decrease with professional tenure.
      
In this study we examined gender differences in the influence of professional tenure on 3 work attitudes: career salience, organizational commitment, and job involvement.
      
Construct validity was examined via work values, job involvement, normal personality scales, satisfaction measures, and cognitive ability.
      
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In recent years,there has been a growing interest in analyzing the work values of organizational members.A work value can be defined as the importance that individuals give to a certain outcome obtained at work context.The purpose of this study is to identify the basic components of the work values domain and to see about the effects on behavior. In this study, a work value inventory was developed based on Wollack's survey of work value and Buchholz's beliefs of work.Factor analysis of 298 participants...

In recent years,there has been a growing interest in analyzing the work values of organizational members.A work value can be defined as the importance that individuals give to a certain outcome obtained at work context.The purpose of this study is to identify the basic components of the work values domain and to see about the effects on behavior. In this study, a work value inventory was developed based on Wollack's survey of work value and Buchholz's beliefs of work.Factor analysis of 298 participants sampled from 15 enterprises in Zhejiang Province revealed three facets of work value of the Chinese workers:belief of work behavior,belief of collectivism,and belief of personal development.These three facets of work value are related in varies ways with the cultural background and management systems.We examined the motivational aspect of work values,and treats job involvement,satisfaction and turnover intentions as the function of the work value effects.Specifically, the belief of work behavior and the belief of personal development are the major determinants of organizational behaviors,they have significant influence on worker's job satisfaction,job involvement and turnover intention.ZhejiangProvincerevea

工作价值观是近来随着组织文化的兴起而提出的新课题。组织文化对管理的影响是直接和有力的 ,它的核心就是价值观。该研究以企业现场调查为基础 ,分析了企业职工的工作价值观特点 ,指出工作价值观是由工作行为评价因素、组织集体观念因素和个人要求因素三个方面构成 ,通过多元回归分析 ,建立起工作价值观、工作动机及组织行为三者之间的因果关系 ,证实工作价值观具有激励作用

This article discussed the impact of organizational commitment and job involvement on job performance and turnover intention at different stage of career development.Werbal and Gold(1984)indicated that organizational commitment was a good predictor for turnover only at the later stage of career development.However,in Keller's study(1997),no significant relationship was found between job involvement and job performance.An investigation was conducted with a sample of 210 engineers and technicians...

This article discussed the impact of organizational commitment and job involvement on job performance and turnover intention at different stage of career development.Werbal and Gold(1984)indicated that organizational commitment was a good predictor for turnover only at the later stage of career development.However,in Keller's study(1997),no significant relationship was found between job involvement and job performance.An investigation was conducted with a sample of 210 engineers and technicians using a questionnaire.It was showed that at the initial and final stages of career development,organizational commitment can be used as a predictor of turnover intention,and at the middle stage of career development,job involvement is predictive to the job performance.

文章讨论了不同职业发展阶段条件下组织承诺和职务投入分别对工程技术人员工作绩效和离职倾向的预测效应。针对Werbel( 1 984)提出的只有职业发展后期组织承诺才能有效预测离职以及Keller( 1 997)提出的职务投入对工程师绩效不具有预测力 ,论文提出了不同观点。通过问卷法对 2 1 0位工程技术人员进行测量发现 ,无论离职倾向还是工作绩效 ,随着职业发展 ,其预测变量呈现组织承诺 -职务投入 -组织承诺交替出现的特征。文章对交替过程中的职业发展阶段划分及不同阶段的任务特征作了进一步探讨

On the basis of the in-depth interview with the faculty related to HRM department and the open questionnaire to the employees in different kinds of enterprises, the original questionnaire on organizational career management was created. Pilot study was implemented with 177 managers,technicians, or MBA students, the result indicated that most of the items were accepted after deleting some items with too high frequency or too low correlation between the item and subscale. After the rearrangement of the questionnaire...

On the basis of the in-depth interview with the faculty related to HRM department and the open questionnaire to the employees in different kinds of enterprises, the original questionnaire on organizational career management was created. Pilot study was implemented with 177 managers,technicians, or MBA students, the result indicated that most of the items were accepted after deleting some items with too high frequency or too low correlation between the item and subscale. After the rearrangement of the questionnaire items , another 449managers or technicians from 13 companies completed the questionnaire, the data is factored by SPSS 8.0 using principal component analysis to extract and varimax to rotate . The results indicated that the organizational career management questionnaire(i.e. OCMQ) consisted of four components, which were justice, training, self recognition, and communication of job information, and 65.09% variance was explained. The Cronbach of each subscale, i.e. justice, training, self recognition, and spreading of job information was 0.87,0.76, 0.79 ,and 0.78 respectively. This research also used five other questionnaires which were career commitment, organizational commitment, job performance,career satisfaction and job involvement as dependent variables. Their Cronbach was 0.79, 0.80, 0.65, 0.70, and 0.81, and each questionnaires was valid, too. Finally,399 subjects from 11 enterprises accepted a revised OCMQ ,in which each subscale consisted of four items ,and career commitment, organizational commitment, job performance, career satisfaction, and job involvement. A measurement model was used to confirm the structure of organizational career management ,good fit index indicated that OCMQ had high construct validity. Using the LISREL8.30 to modeling the relation between the latent organizational career management and the latent dependent variables , the main fit index were over 0.90 .The result indicated that latent organizational career management has significant effects on latent dependent variable.

通过广泛的开放式问卷调查和访谈 ,结合国外职业生涯管理的做法 ,编制了适合我国国情的组织职业生涯管理问卷 (简称OCMQ) ,将问卷在 13个国有企业、民营企业、股份制企业的管理者、技术人员中进行了调查 ,对所获得的 44 9份有效问卷探索性因素分析结果表明 :我国组织职业生涯管理的结构主要体现在四个维度 :即晋升公平、注重培训、职业自我认识、提供职业信息。后来 ,利用研制的OCMQ ,以及相关问卷职业承诺、组织承诺、工作卷入度、职业满意度、工作绩效等又在 11家国有和中外合资企业中进行了调查 ,399份有效问卷结果进一步验证了OCMQ问卷的结构效度、实证效度和信度 ;并发现组织职业生涯管理对企业员工的职业承诺、组织承诺、工作绩效、职业满意度、工作卷入度等产生积极的影响 ,证实了职业生涯管理的价值。

 
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