self-evaluation questionnaire 中文意思是什麼

self-evaluation questionnaire 解釋
自我評價問卷
  • self : n （pl selves ）1 自己；自身；本身；【哲學】自我；我。2 本性；本質。3 私利；私心，私慾。4 〈俗〉...
  • evaluation : n. 1. 估價，評價。2. 【數學】賦值，值的計算。
  • questionnaire : n. 〈法語〉1. （調查情況用的）一組問題；問題單。2. 調查表，徵求意見表。3. 用調查表進行的調查。
  1. The study rested on the prosocial behavior evaluation questionnaire, the peer relationships evaluation questionnaire, the self - esteem scale, the children ' s machiavellianism scale and the children ' s social desirability scale is to try a test paper for 519 students in the elementary and middle schools

    本研究採用親社會行為評定問卷、同伴關系評定問卷、自尊量表、兒童馬氏量表及兒童社會期望量表對519名中小學生進行了問卷調查，其中小學生228名，中學生291名，男生共計257名，女生共計262名。
  2. Questionnaire method and three questionnaires have been applied in this research, including two translation questionnaires " achievement goal orientation questionnaire ", " learning strategy questionnaire ", and self - compiled " class motivation climate questionnaire ". this survey consists of four stages which is item evaluation, pretesting, test and statistical analysis, had researched eight classes of 7th grade and 11th grade in three middle schools

    本研究採用問卷調查法，使用翻譯修訂的「成就目標定向」和「學習策略」問卷以及自編的「班級動機氛圍」問卷，經過問卷評估、預測與修改、正式施測、數據整理與統計分析等階段，於2003年11月至2004年5月完成對武漢市第26中學、馬房山中學和武漢市旅遊學校初一、高二兩個年級8個班學生的研究。
  3. Through the method of explore factor analysis, the research found that four dimensions ( body efficacy, cognition efficacy, emotion efficacy, intercourse efficacy ) construct job - related self efficacy of employees of enterprises, and four dimensions ( output and reform efficacy, supporting and appraising efficacy, communicating and cooperation efficacy, evaluation of member " efficacy ) construct personal - perceived job - related collective efficacy of employees of enterprises. each questionnaire includes one general - evaluation factor

    通過探索性因素分析得到的自我工作效能感可以分為身體效能感、認知效能感、情緒效能感和人際交往效能感四個維度；個人感知的集體工作效能感可以分為產出與變革效能感、對成員的支持與評價效能感、協調與溝通效能感和對成員效能的評價四個維度。
  4. On the basis of mechanism transition theory, dimension separation theory, and theoretical interpretation of franchise and brand extension, the value curve of economy hotel has worked out by the questionnaire investigation from general comparison of value recognition between the guests and gms of one and two star hotels. with the example analysis of zhongjiang beijing and jinjiang shanghai, at last, the thesis brings forward the best path model " stimulation - evaluation - formation - self - systematizati on " for chinese economy hotel chains expansion as follows : help to build a friendly mechanism environment from administration, financing, taxation, legislation and property adjustment

    最後，論文在制度變遷理論、經濟規模分散理論、特許經營和品牌延伸的理論解釋基礎上，結合以經濟型飯店賓客價值需求認知問卷調查為依據的經濟型飯店的價值曲線，和北京中江之旅、上海錦江之星的案例分析，提出了我國經濟型飯店連鎖擴張的最佳路徑，即，在制度環境的支持下，包括政府在行政管理體制、資金籌集體制、稅收征管體制支持和立法監管體制的監督下，從產權制度上建立市場化運營的基礎。
  5. A total of 460 nursing college students, enrolled based on convenient sampling, filled out a self - evaluation questionnaire for self - handicapping, personal attributes and learning adjustment, etc

    因此本研究特將歸因型態區分為外在歸因、能力歸因及努力歸因，以細部?解自我跛足者在學業評?后會透過何種歸因以獲得較佳的學習適應。
  6. The instrument used in this research was a self - compiled questionnaire based on the evaluation form by yu - ling chang ( 1998 ) and jia - hsing yang ( 2001 )

    二、休?內在動機與休?無聊感之問有顯著負相關；又休?無聊感與網路使用行為、網路心理需求、網路沈迷行為之問呈現正相關。
  7. Asia - bridge software enterprise has to study and solve the problem at present. the essay focuses on the asia - bridge software staff floating and analyzing relevant reasons by questionnaire and interviewing face to face. the main reasons for brain drain in asia - bridge enterprise are unreasonable salary and wages system ; lack of fairness ; improper welfare system ; no chance for staff training and no efficient evaluation program etc. the article has demonstrated some new ideas and thoughts to solve those problems based on the analysis and accepted some advanced and typical experiences in home and aboard, such as individual salary and wages system ; self - service welfare plan and completed training system and form asia - bridge enterprise culture in order to solve the erosion of the qualified people in asia - bridge software enterprise

    本文首先對人員流動及其相關理論進行了研究；採取定性和定量分析相結合的方式，對亞橋軟體人員流失的現狀進行了充分分析；基於對亞橋軟體人員配置現狀與人員特徵的充分把握，以比較研究、調查問卷及面談法為主要手段，找出了造成亞橋軟體人員流失的主要原因，重點包括：薪資制度結構不合理、激勵性不強，福利制度適應性差、福利項目對于員工需求的針對性不強，員工培訓缺乏充分的培訓需求分析做基礎、培訓方式方法過分單一，不能科學合理的確定所需求人員的數量及關鍵素質，企業文化有待完善等等；本文以前述理論為指導，充分借鑒了國內外先進典型企業相關經驗，結合亞橋軟體自身問題與特點，制訂了諸如建立個性化薪資制度、推行自助餐式福利計劃、完善培訓體系及改進人員需求確定、培育適合的企業文化等對策，以解決亞橋軟體人員流失問題；本文還就解決亞橋軟體人員流失問題的配套措施進行了探索。
  8. Therefore the difference study is supposed to emphasize more core evaluation, which is the combination of qualita tive and quantitative evaluation. in order to make the ways of evaluation more versatile, we can employ class survey, individual interview, case analysis, questionnaire and students " self assessment, besides test

    所以，差異研究就更應強調質性評價，強調定性評價與定量評價相結合，實現評價方法多元化，除採用統一測查外，還可採用課堂觀察、個人訪問和個案分析調查，群體問卷調查及學生自我評價等形式。
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