affective behavior 中文意思是什麼

affective behavior 解釋
情感行為
  • affective : adj. 感動的，感情的。 an affective state 激動狀態。
  • behavior : n 1 行為，品行；舉止，態度，舉動，表現，行動。2 （生物的）習性；（機器等的）特性，性能，狀態；（...
  1. The model is on the basis of the theory of consumers ’ behavior, customer loyalty theory, trust theory and store image theory, and treats the customer satisfaction and customer trust as the media variables. this paper tries to cause a heuristic argument exploring the relation between the store image and customer loyalty within the framework in four dimensions of cognitive loyalty, affective loyalty, conative loyalty and action loyalty. then it develops the local scale which is suitable for use under the background of chinese culture

    模型主要以消費者行為理論、顧客忠誠理論、信任理論和商店印象理論為基礎，以顧客滿意和顧客信任為中介變量，從認知忠誠、情感忠誠、意向忠誠和行為忠誠四個維度來探討商店印象與顧客忠誠間的關系，並通過文獻回顧，發展出適合我國文化背景的商店印象量表。
  2. M - type leadership behavior represented leadership behavior. employee ’ working attitude was measured by organizational commitment, job satisfaction and turnover intension. organizational commitment was measured by affective commitment, normative commitment and continuance commitment

    用維持型領導行為來代表領導行為;用組織承諾、工作滿意度、離職傾向作為員工工作態度的指標變量;用情感承諾、規范承諾和持續承諾來衡量組織承諾。
  3. At the same time, the research demonstrated that, there are the remarkable pertinences between the job satisfaction to work itself and the affective commitment, the job satisfaction to repays and lead behavior and the affective commitment, the job satisfaction to colleague relation and the affection commitment, furthermore, the job satisfaction to work itself, the job satisfaction to repays and lead behavior and the job satisfaction to colleague relation are the forecast standard to affection commitment. there is the prominent pertinence between the job satisfaction to work itself and the normative commitment, and the job satisfaction to work itself could be used to be the forecast standard to normative commitment. there is the marked pertinence between the job satisfaction to work itself and the continuance commitment, and the job satisfaction to work itself could dope out the continuance commitment

    同時，研究顯示，知識型員工對工作本身的滿意度、對工作回報和領導行為的滿意度、對同事關系的滿意度，與情感承諾之間具有顯著的相關性，並且能作為情感承諾的預測指標;知識型員工對工作本身的滿意度與規范承諾之間具有顯著相關性，且對規范承諾具有預測、解釋能力;知識型員工對同事關系的滿意度與持續承諾之間具有顯著相關性，並對持續承諾具有預測、解釋能力;知識型員工對同事關系的滿意度、對工作本身的滿意度與努力承諾之間具有顯著相關性，同樣，對同事關系的滿意度、對工作本身的滿意度也可以作為努力承諾的預測指標。
  4. Event - related potentials and suicide behavior in patients with affective disorder

    情感性精神障礙事件相關電位變異與自殺行為史的相關性
  5. ( 5 ) this research was chosen to explore the increase in understanding that results from conceptualizing human responses to aggressive events as a combined function of causal attribution. this essay is a discussion of these concepts individually and a description of how features of each combine to explain perception of responsibility, affective response, and reactive strategy regarding aggressive behavior

    （ 5 ）驗證性因素分析結果表明，原因知覺、情感反應、責任判斷以及期望水平是行為應對策略的重要預測源，責任判斷受到情感反應的直接影響，希望水平不僅受制於穩定性的歸因，而且同時還受到生氣和責任判斷的影響，行為應對策略的選擇決定於生氣的情感反應、責任判斷以及期望水平的大小。
  6. According to the characters of different consignor, this thesis divides the consignor into two kinds of " consumer buying type " and " organization buying type ". besides, from the two aspects of the affective factor and the process of the buying on website, this thesis analyzes the buying behavior on website of the two kinds of consignor

    第三章根據不同貨主網上購買的特點，將貨主劃分為「消費者購買型」和「組織購買型」兩種類型，並主要從網上購買影響因素及網上購買過程兩個方面分析兩種類型貨主的網上購買行為。
  7. There are 350 subjects in this research sampled from middle school in wuhan city. the study tool is a questionnaire compiled by us, and it is derived from national and international researches. we investigate and analyze the difference between students and teachers on causal attribution, affective response and reactive strategy after aggressive behavior

    本研究是在韋納等人發展起來的責任歸因理論的基礎上，以武漢市的350名中學師生為研究對象，以研究者根據國內外研究進行自編的情境問卷作為研究工具，運用近年來採用較多的結構方程軟體lisrel ，調查並分析了中學師生在攻擊行為上的原因知覺、情感反應及行為應對策略等一系列因果關系。
  8. The results were as follows : ( 1 ) the 10, 12, 14 - year - old children had the value indicators of cognitive - judgment, acting - incline, affective - experience and behavior - repeating - trend. the 16 - year - old children had the value indicators of cognitive - judgment, acting - incline and behavior - repeating - trend, their scores on the aspects of cognitive - judgment, acting - incline and affective - experience were less than others, and their score on behaving - repeating - trend was higher than others. ( 2 ) comparing the two different project situations, the scores of all subjects at different ages were higher in the " role - taking project " one than in the " general project " one

    結果發現： （ 1 ）在誠信價值觀的各項指征上， 10 - 14歲兒童已基本具有了認知判斷、行為傾向、內心體驗和行為重復的價值觀指征； 10 - 16歲兒童卻都不具有情感分享的價值觀指征； 16歲兒童基本具有了認知判斷、行為傾向和行為重復的價值觀指征，他們在認知判斷、行為傾向和內心體驗上卻均比10 - 14兒童較低，但行為重復傾向比10 - 14歲兒童較高。
  9. Wu, melien ( 2000 ), “ the impact of work value, professional and affective commitment on the organizational citizenship behavior ”, the 27th western decision sciences institute 2002 annual meeting, maui, hawaii, u. s. a

    吳美連，呂純純（ 2000 ） ， 「從控制信念觀點探討企業環境對工作、家庭沖突與工作生活品質之影響-兩岸雙薪家庭之比較」 ，第四屆兩岸中華文化與企業管理研討會
  10. Study on influencing factors of behavior disorders and affective disorders among 417pupils

    471名城區小學生行為問題和情緒障礙研究
  11. A new approach is outlined by l. a. zadeh that " provides an approximate and yet affective means of describing the behavior of systems which are too complex or too ill - defined to admit use of precise mathematical analysis.

    查德（ l . a . zadeh ）提出一種有效的方法來描述不能用精確數學模型表達的復雜或病態系統。
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