corporate culture and performance 中文意思是什麼

corporate culture and performance 解釋
企業文化與經營業績
  • corporate : adj. 1. 〈古語〉團結的。2. 法人的，團體的。3. 共同的，全體的。4. （大）公司的。5. 總體國家的。
  • culture : n. 1. 教養；修養；磨煉。2. 文化，（精神）文明。3. 人工培養，養殖；培養菌，培養組織。4. 耕作；栽培；造林。vt. 使有教養。
  • and : n. 1. 附加條件。2. 〈常 pl. 〉附加細節。
  • performance : n. 1. 執行，實行，履行；完成；實現；償還。2. 行為，動作，行動；工作。3. 性能；特性。4. 功績；成績。5. 演奏；彈奏；演出；（馴獸等的）表演；把戲。6. 【物理學】演績。
  1. Since the early 1990s, the corporate culture research has come for three trends : the research on basic theories of corporate culture ; the relationship research between corporate culture and performance ; research on the survey and assessment of corporate culture

    從20世紀90年代開始，企業文化研究出現了三個走向:一是企業文化基本理論的深入研究;二是企業文化與企業經營業績的研究;三是關于企業文化測量和評價的研究。
  2. This article put forward some measures as follows : job design, construct excellent corporate culture, provide fair pay and benefits, establish a sound training and development system, improve performance and work environment, purify relations with person and person within organization, rightly deal with employee ' s complaint, understand employee ' s real requirement, rightly deal with turnover put forward by employee

    本文提出如下措施：工作設計、建構優秀的企業文化、提供公平的薪酬福利、建立完善的培訓和發展體系、提升效益和改善條件、凈化企業內人與人之間的關系、正確處理員工的抱怨、了解員工的真正需求、正確處理員工提出的離職。當然，企業應根據自身特點、員工離職原因等採取合適的留人措施。
  3. The result showed that, antecedent variables of turnover intention include eight aspects as follows : job motivation and the feeling of success, corporate culture, pay and benefits, promotion and training, corporation performance and outlook, work invironment ; accommodating variables include three aspects : supporting factor of mentality and external environment, supporting factor of organization, supporting factor of individual economy

    結果顯示，員工離職意向的影響因素包括八個方面：工作激勵與成就感、企業文化、薪酬福利、晉升與培訓、公司效益和前景、人際關系、工作條件和個體特徵；調節因素包括三個方面：個性心理與外部環境支持因素、組織支持因素和個體經濟支持因素。
  4. Seeing from the point of global management practices, the core competitiveness of insurance company includes the factors of management, technique, system etc. but we must consider about the special industry backgrounds, culture, tradition and their management practices, this article use the inside human resource management of ping ' an as case, combining with the restructure of literae spirit, theory of corporate culture, benchmarking theory, the special characters of insurance operation. finally, compared with some mature foreign practices of hrm such as career development plan, kpi performance evaluation, stimulation mechanism, importation of international professionals etc, this article gives out analyses. then it uses them as analysing frame, gives out ping ' an ' s workable measures

    從全球企業管理發展實踐來看，保險業核心競爭力的形成包括管理、技術、制度環境等很多方面的因素，但基於保險公司特殊的行業背景以及一國所特有的文化和傳統及其各自的管理實踐，本文以平安保險公司內部的人力資源管理為研究對象，結合目前中國社會中的人文精神重構、企業文化理論、人力資源管理中的標桿瞄準理論、保險業特殊的經營特點，從理論到實踐，對比國外比較成熟的一些人力資源管理方法包括職業發展計劃、 kpi績效評估法、分配激勵機制管理、引入國際化人才等方法作為加強人力資源管理的主要方法，並以此為分析框架深入結合平安保險的實際情況得出結論，比如說建立平安企業文化、對管理人員的區分激勵、一線員工的后線平臺搭建等微觀執行指標分解，在文章的最後從宏觀上提出強化執行和建立學習型人力資源管理機制的方法。
  5. The company strives for competitiveness through quality, aims at development through technololgy and seek better performance through management, advocating the corporate culture of humanity priority and respect for talent. the maximum advantage of the company lies in the competent and experienced managerial staff as well as the dedicated and high - caliber team of professionals. in the meantime, the company strives to implement the iso9000 standards to reduce energy consumption and improve product quality

    公司堅持以質量求生存，以科技求發展，以管理求效益，倡導「以人為本尊賢重仕」的企業文化。公司最大的優勢源自堅強有力，有著豐富經驗的管理團隊，及具有奉獻精神專業素質的人才。同時，大力推行iso9000系列標準，不斷降低能耗，提升產品質量。
  6. To implement the organization restructuring, transform the corporate culture, key business processes and performance accountability system, resulting in revitalized and customer - focused organization

    推行架構重組、改變機構文化、主要業務流程及工作表現問責制度，使社聯成為以顧客為本的機構。
  7. Two research streams come into being, one is culture perspective, and the other is behavior perspective. second, author pays the emphasis on the status quo of the research on relationship between mo and corporate performance overseas and domestic, summarizes the defects of the mo and corporate performance measurement, and provides research framework for the following parts

    市場導向理論是營銷理論的發展，主要分為文化觀與行為觀兩大派；其次，重點綜述市場導向與企業績效相關性研究的國外、國內現狀，分別從市場導向測量以及績效測量等方面對現有理論的不足進行總結。
  8. The final part specifies on a series of factors influencing the implementation of performance management, including corporate culture, corporate structure, executive approach, staff approach, executive competitiveness and management style. it highlights the major pitfalls bcb and similar enterprises shall try to keep clear of in implementing performance management. telling from experience with hrm during the past few years, the author offers some constructive proposals on the successful implementation by bcb and similar enterprises

    文末，筆者特別對影響績效管理實施的一系列因素，如組織文化、組織結構、高層主管的態度、員工的態度、管理者能力和領導方式等進行了分析闡述，西南交通大學碩士研究生學位論文第n頁在此基礎上提出濱海商業銀行和類似企業在進行績效管理時應注意規避的幾大誤區，並結合筆者近幾年的人力資源管理實踐工作經驗，對濱海商業銀行及同類企業如何成功進行績效管理提出了幾點具有建設意義的意見。
  9. Then we focus on the relation between idea and institution. based on the realization of idea and the relationship between idea and institutions, we analyze four types of corporate governance culture, that is traditional and compatible culture, standard and compatible culture, traditional and contradictory culture, standard and contradictory culture and their influence on transaction cost and performance. we put forward some testable hypothesis

    文章從觀念層實現途徑的規范性以及觀念層與制度層的兼容性兩個角度分析了公司治理文化的四種類型? ?傳統兼容型、規范兼容性、傳統矛盾型以及規范矛盾型，以及不同類型公司治理文化對交易成本與經濟績效的影響，研究表明，兼容型治理文化的經濟績效高於矛盾型治理文化。
  10. Television planning ; organizational culture and arts exchange activities ( excluding performance ) ; host exhibition display ; computer graphic design, production ; information advisory ( excluding intermediary services ) ; corporate image planning ; home decoration, technology development, technology transfer, technical training ; labor services

    影視策劃；組織文化藝術交流活動（不含演出） ；承辦展覽展示活動；電腦圖文設計、製作；信息咨詢（不含中介服務） ；企業形象策劃；家居裝飾、技術開發、技術轉讓、技術培訓；勞務服務。
  11. Panel topics include e - learning & teaching, teaching of ethics in accounting curriculum, accounting education reforms, impact of globalization on public sector accounting, accounting information and equity valuation, news perspectives on auditor independence, value creation & performance measurement, globalization of corporate governance, china culture and accounting and corporate reporting on the internet

    另外會計實務論壇主題包括會計信息與股權估值，環球化對政府會計的影響，審計師獨立性的新觀點，價值創造及績效評核，公司治理之環球化，網上年報和持續披露，及中國文化、商管及會計等。
  12. Brief introduction of the subject, bcb, is given at the first part. development history of bcb is analyzed together with the current situation of domestic financial industry, with special emphasis attached to the status of hrm. the theme is thus developed that it ' s necessary to implement performance management within bcb, taking into consideration the pursuit of strategic target, the nurturing of corporate culture, the design of reasonable remuneration package, the scientific nomination and promotion of talented employees and target - oriented staff training

    本文開篇對濱海商業銀行這個研究對象進行了簡要地介紹，並結合濱海商業銀行的歷史發展進程及當前國內金融業的形勢著重分析其人力資源管理現狀，在此基礎上引出正題，從實施戰略目標、灌輸企業文化、設計公平合理的薪酬分配體制、科學有效地選拔調配人才、有的放矢地進行員工培訓開發等方面指出了濱海商業銀行進行績效管理的必要性。
  13. The results show that the scores of four factors ( cisr ) are all low which lead to the low score of corporate governance culture index. the corporate governance culture index, the c factor, and the i factor are positively related to corporate performance, but the relation between the s factor, r factor, the intensity of corporate governance culture and corporate performance are not statistically significant

    浙江大學博士學位論義然後，運用評價結果分析我國公司治理文化現狀，指出日前我國公司治理文化的cisr四個維度上的得分都較低，從而導致我國公司治理文化總體水平（即公司治理文化指數）較低。
  14. Research on the relationship between corporate culture and business performance

    企業文化與企業經營業績關系探討
  15. Secondly, this paper illustrates the correlation between cgc and competitiveness and analyzes the path model from a new perspective : cgc - corporate culture - psychological contract - organizational citizenship behavior - organizational performance - competitiveness

    然後從一個嶄新的視角：公司治理文化企業文化心理契約組織公民行為組織績效企業競爭力，解釋公司治理文化與企業競爭力之間的內在聯系，分析公司治理文化構成企業競爭力的路徑模式。
  16. According to mr vincent gauthier, general manager of hewitt associates, " being selected as the best employer in asia - hong kong, urban group has demonstrated their consistency in inspiring great performance from their people ; managing their business in ways that build long term success and sustainability ; delivering outstanding service to customers ; and creating and managing high - performing corporate culture.

    表示：富城集團連續兩屆獲選為亞洲最優秀僱主-香港，證明該公司能夠不斷激勵及表揚其雇員的優異表現具備清晰的願景與明確目標來管理其業務為其客戶提供貫徹始終的優質服務及創造並管理高績效的企業文化。
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