工作自主性 的英文怎麼說

中文拼音 [gōngzuòzìzhǔxìng]
工作自主性 英文
job autonomy
  • 工 : Ⅰ名詞1 （工人和工人階級） worker; workman; the working class 2 （工作; 生產勞動） work; labour 3 ...
  • 自 : Ⅰ代詞（自己） self; oneself; one s own Ⅱ副詞（自然;當然） certainly; of course; naturally; willin...
  • 性 : Ⅰ名詞1 （性格） nature; character; disposition 2 （性能; 性質） property; quality 3 （性別） sex ...
  • 自主性 : autonomy自主性交易 autonomous transaction; 自主性專業組織 autonomous professional organization
  • 自主 : 1 （自己做主） act on one s own; be one s own master; decide for oneself; keep the initiative in ...
  1. So the users can control the system across - the - aboard. in our study, we use rdf meta - data collection to express users " interests and

    從而使用戶可以對系統的工作進行全面監控，體現了用戶的自主性和能動性。
  2. In order to maintain sustainable development for the non - governmental colleges, the author puts forward that eight relationships must be well dealt with : profit for investment and non - profit education, enterprises " economic benefits and outstanding personnel from colleges and universities, self - determination for policy - making and restrictions for the power, working efficiency and codes of condu ct, temporary working periods for teachers and continuum of educational implementation, specialty setting on the market basis and characteristics for running colleges, advanced ideas of the reform and rationality for the implementation of the reform

    文章最為大量的篇幅在於闡述民辦高校要想走上可持續發展的道路，必須處理好的幾個關系，即投資的營利性與教育的公益性、企業的經濟效益與高校人才精神、決策的自主性與權力的受制約性、辦事的效率與行事的規范、教師工作任期的臨時性與教育實施的連續性、專業建設的市場化與辦學特色化、改革構想的先進性與改革實施的合理性等八方面的關系。
  3. So, this paper that is based on the their own characteristics and their status, discusses the salary system ’ status and problems of the middle and small - scale iron and steel enterprise, and point out some new creative thoughts according to the compensation rules of the shuicheng iron & steel group company and nanjing iron & steel united co., ltd. in the principle which retaining and motivating the key staff is mainly and recruiting the employees from the external is supply, we should do seriously the job analyze and post appraisal, and adopt the market pay level which is the hybrid policy. in the additions, in the guidance of the hierarchy of the need theory, takes the deference measures to design the compensation structure according to the executive 、 the middle and low level manager 、 technicians and operative employee doing the contributions to the enterprise, adjusts the ratios of fixed wages and variable wages, uses the annual salary system for the executive, implementing the dual ladders to the managers and the technicians

    為此，本篇論文主要是根據中小鋼鐵企業的自身特點，論述了中小鋼鐵企業的薪酬體系的現狀和存在的不足，並結合水城鋼鐵（集團）公司和南京鋼鐵聯合有限公司兩家鋼鐵企業的薪酬制度，提出了相應的創新思路，即在以留住、激勵關鍵人才為主，以外部招聘員工為輔的思想指導下，認真做好工作分析、崗位評價工作，採取混合政策的市場薪酬水平，同時，在需求層次理論的指導下，根據經營管理人員、一般管理人員、技術人員及操作人員對企業的貢獻不同採取了不同的薪酬結構設計，調整了特殊人群的固定工資和浮動工資的比例，對經營管理人員實行年薪制，對技術人員和管理人員實行「雙梯制」的職業發展通道，從而確保了薪酬制度的公平性、經濟性、激勵性，不同程度地鼓勵了企業特殊人才的工作積極性和主動性，優化了企業的制度，提高了企業的核心競爭力。
  4. This has very big autonomy to student : if you have enough energy and financial capacity, you can choose study of be released from production to take on other duty, experience true undergraduate is vivid ; if you are working to still want to charge to oneself at the same time at the same time, can choose evening university ; if you think famous university of the other place, the study that also can never leave home, teach by correspondence

    這對學員來說有很大的自主性：假如你有充足的精力與財力，你可以選擇脫產學習，體驗真正的大學生活；假如你一邊在工作一邊還想給自己充電，可以選擇夜大學；假如你想上外地的聞名大學，也可以足不出戶的學習?函授。
  5. Based on integration of " high yield & benefit and good grain quality of modeled cultivation of foodstuff crop ( rice ) and its consultation system ", this thesis sets it ultimate goal to deal with the knowledge discovery in the consultation system of simulation - optimization decision making in quality and high - yielding rice cultivation. after a close study of the features of the database in rice cultivation, this thesis introduces the system engineering theory of agent aralysing and designing and offers a practical new way to promote the intelligence of the knowledge discovery system in rice cultivation database, to improve the efficiency of data mining and the human - computer interactive ability to realize the integrated knowledge - based combination between human and computer or among the sub - systems

    本文以廣西「糧食作物（水稻）兩高一優模式栽培技術集成與咨詢系統研究」為背景，以基於專家系統（ es ）的水稻優質高產栽培模擬優化決策咨詢系統的知識獲取問題為導向，針對水稻栽培數據庫的特點，從系統工程角度引入面向agent的分析與設計思想，提出一種用多agent從水稻栽培數據庫中發現知識的人機合作、半自動的知識獲取方法，實現利用多agent的自主性、反應性和社會性，提高水稻栽培數據庫知識發現系統的智能水平、數據挖掘效率和人機交互能力，實現人機之間、各子系統之間基於知識的柔性綜合集成，為水稻栽培知識發現提供了一條新的可行途徑。
  6. In the research, we analyze how are " agile manufacturing " 、 " virtual manufacturing " 、 " virtual process planning " 、 " agile virtual enterprise " applied in capp system ; in the development, we come up with a brand - new system called " multiagent - based dynamic enterprise alliance system ", which can put multi - agent technology into use very well, so that the entire system can be more intelligent 、 more active 、 more compatible ; during the building of alliance, we create a method called " profit - driven network bid " which can offer a justice and practical way to help enterprises find partners, and this method is also adaptive in other similar systems. we take full use of network, the most convenient means of communication, in the realizing of this system

    在研究方面，認真分析了敏捷製造（ am ） 、虛擬製造（ vm ） 、虛擬工藝設計（ vpp ） 、動態企業聯盟（ ave ）等思想在capp系統中的體現和應用；在開發方面，獨創性地提出了「基於multi - agent的企業動態聯盟系統」 ，很好地將多智能體技術運用到系統的開發中來，使整個系統具有較好的智能性、自主性和可移植性；在聯盟的組建過程中，提出了「基於利益驅動的網路招投標」機制，為企業快速尋找合作夥伴提供了公開公正和切實可行的方法，該方法在其它系統中也具有一定的通用性。
  7. ( 5 ) some new evaluating system to appraise the self - regulation of employee ' s at work should be established

    （ 5 ）應該建立對員工工作自主性的新的考評機制。
  8. And these researches make the research of dai gradually turn to the direction of intelligent and independent agents

    這些研究工作的深入，也使得dai的研究重點逐漸轉向以多個具有智能和自主性的agent為主題對象的mas理論研究。
  9. Because the institutional innovation is a huge system, it should think over four problems at first about the leader in the innovation, the model of the innovation, the train of thought of the innovation, and the relation between official institution and unofficial institution

    西部制度創新是一個巨大的、系統的工程，需要首先處理好四大關系，即作為創新主體的國家、地區政府、企業和個人的關系、模仿性創新與自主性創新的關系、體制內創新與體制外創新的關系、正式制度創新與非正式制度創新的關系。
  10. It ’ s an autonomic working manner not depending on external information. it has the character of security and immunity to the outside interference such as weather and electron so is widely used in the field of spaceflight and aviation

    它是一種自主性的工作方式，不依賴于外界的信息，隱蔽性好，不受氣候、電子等外界因素的影響，因此廣泛的應用於航空航天等領域。
  11. Borrowing the idea of approximation and graceful degradation, we give a fast and interruptible solution for large - scale virtual world environment which demands time - critical computing, allowing an application to trade accuracy for speed as needed

    惰性模型是指從不多做不必要的工作，而自主物體有自主性，能主動感知物體的狀態和應採取的反應。
  12. Rising urban living standards ; a burgeoning middle class ; greater independence for entrepreneurs ; the reform of the public sector, including government efforts to increase transparency and eliminate administrative hurdles ; and expansion of the private sector, including foreign - invested enterprises, continued to increase workers ' employment options and reduce state control over citizens ' daily lives

    城市生活水平的提高，中產階級的擴大，私有企業有了更多的自主性，一些公共部門進行了改革，包括政府在提高透明度和消除管理障礙的努力，以及包括外資公司的私有部分的增加，都持續的增加了工人的工作選擇並降低了國家對公民日常生活的控制。
  13. The main results are : ( 1 ) the self - made questionnaire is of good reliability and validity

    本研究的主要結果有： （ 1 ）自編的企業員工工作自主性問卷具有良好的信度和效度。
  14. An empirical study of the work autonomy of the knowledge worker team and team effectiveness

    知識員工團隊工作自主性與效能的關系研究
  15. Workers with a workage about 15 years mark highest on the exploratory study on self - regulation of employee ' s at work

    其工作自主性最高點大概會出現在工作年限為15年的員工中。
  16. ( 3 ) in general, as the increase of workage, the self - regulation of employee ' s at work first increases, then decreases, fluctuates within a relatively narrow range at last

    （ 3 ）在總體上，企業員工的工作自主性表現為：隨著工作年限的增長先上升後下降，然後維持在一個相對穩定的水平。
  17. ( 2 ) the order of rating ' s mean of every dimensions is : " supervise ", " interest ", " conscientiousness ", " self - appreciate ", " behavior domination ", " work method ", " spirit strategy ", " environment domination ", " goal orientation "

    （ 2 ）企業員工工作自主性在各個維度上的表現、對各個維度的重視程度的順序依次為：實際監控興趣責任心自我效能行為控制工作方法情緒策略環境控制目標定位。
  18. A formal questionnaire was formed after a test with the preliminary one, and psychometric analysis showed the formal questionnaire is of good reliability and validity. the characteristics of the self - regulation of employees at work were studied. at last, some suggestions were proposed according to the results of the research

    經過小樣本實測和對項目進行修訂以後，用修訂后的問卷對550餘名企業員工進行了調查，確定了企業員工工作自主性正式問卷，並對其信效度進行了檢驗，考察了企業員工工作自主性的特點，最後針對其表現出的特點提出了幾點管理建議。
  19. Factor analysis shows the self - regulation of employees at work includes 9 dimensions : " work method ", " environment domination ", " supervise ", " behavior domination ", " conscientiousness ", " spirit strategy ", " goal orientation ", " interest ", " self - appreciate ", furthermore, the 9 dimensions can be presented by two dimensions : " exterior action ", " mental process ", which is in accord with the theoretical hypothesis

    通過探索性因素分析得到的企業員工工作自主性由9個一階因素構成：工作方法、環境控制、實際監控、行為控制、責任心、情緒策略、目標定位、興趣和自我效能感；從一階因素中可以抽取出兩個二階因素：外顯行為和心理過程。工作自主性的多維度、多層次體系和自己的理論構想基本一致。
  20. Based on open - ended questionnaire and interviews with some employees, this study analyzed factors included in the self - regulation of employees at work, together with some overviews of former studies, a theoretical hypothesis and a preliminary questionnaire on the self - regulation of employees at work was formed

    本研究建立在開放式調查和訪談的基礎上，分析了企業員工工作自主性所包含的內容，並在文獻綜述的基礎上提出了自己的理論構想，自編了企業員工工作自主性預試問卷。
分享友人
分享到 Line

分享到臉書