文職雇員 的英文怎麼說

中文拼音 [wénzhígùyuán]
文職雇員 英文
civilian employees
  • 文 : Ⅰ名詞1 （字） character; script; writing 2 （文字） language 3 （文章） literary composition; wri...
  • 職 : Ⅰ名詞1 （職務; 職責） duty; job; 盡職 do [fulfil] one s duty; 失職 neglect one s duty; derelictio...
  • 雇 : 動詞1. （出錢讓人為自己做事） employ; hire 2. （租賃交通工具） hire
  • 員 : 員名詞1. （指工作或學習的人） a person engaged in some field of activity 2. （指團體或組織中的成員） member Ⅱ量詞（用於武將）
  • 文職 : civilian post; civil service
  • 雇員 : employee雇員福利 employee welfare; 雇員考核 employees rating; evalution of employee; 雇員手冊 emp...
  1. This study aims at finding out the state of overtime ( ot ) work in hong kong, and to explore its implications on industrial - organizational concerns like work - life balance and the restriction of working hours. overall ot and working hours ot seems to be quite common in hong kong

    香港中文大學心理學系區永東教授及李秋韻同學，與香港心理學會工業及組織心理學部吳永祥先生，于本年初成功以電話訪問500名本地私營機構的全職雇員，了解港人超時工作的情況及對超時工作的看法。
  2. But because the legal person is a social organization composed of staff member in different posts ( including legal person organ, manager, employee, agent and subcontractor, etc. ), and has consistent management system, which complicates the settlement of the damages caused by its torts. so the first triggering questions are as follows : what kind of damages and whose tort should be assumed by which way by the legal person, and then what is the character of the liability

    本文認為，僱主責任屬于替代責任的范疇，不能作為法人對無法歸咎于個人行為的侵權損害承擔責任的理論基礎，該制度中法人因對其雇員已盡注意義務和監督義務而免責的規定也不具有現實意義，所以我國未來民法典應賦予法人以侵權行為能力，它解決的問題涵蓋法人對其機關及其他工作人員因執行職務而致他人損害的責任承擔。
  3. In the third chapter of this paper, through disscuss5ing the influence of education level to individual, the characteristic of mentality and the rule of behavior that knowledgeable employees difference from the general employee, the winter using mobley model points out following four are the key factors determined emloyee turnover : l ) job satisfaction ; 2 ) the expectancy to change work role for income increacing on the enterprise inside ; 3 ) the expectancy to change work role for income on the enterprise outside ; 4 ) non - work values and accidental factors

    在本文的核心第三部分，本文首先通過探討受教育程度對個體的影響，分析了知識型員工流動的心理因素、行為因素、外在因素，並且通過莫布雷模型指出： 1 ）工作滿足與否； 2 ）對在企業內改變工作角色收益的預期： 3 ）對在企業外部改變工作角色收益的預期； 4 ）非工作價值及偶然因素，是決定雇員離職的主要因素。
  4. By applying the ethics research method to the two frequently encountered issues in hr management - dismissal of employees in breach of contract and constitution of new employee ' s physical checkup standard, this paper points out the ethics problems existed and their modes. citing the moral standards such as integrative social contracts theory, telelogical and deontological, this paper makes an ethics judgement and therefore draws out the two ethics relationships : one is the ethical relationship between the enterprise and the employees ( via establishing enterprise ethics, the ethical level of enterprise conducts and the employees " capability can be greatly enhanced and eventually translated into employees " enthusiasm for work, consequently the employees may bring their all potentialities into full play to achieve overall development of both the individuals and the enterprise. ) ; the other is the ethical relationship between the enterprise and society ( being one of the principal parts of social entities, the enterprise should serve and reward the society while pursueing the proprietor ' s profits, and sustain a relationship which is suitable for market and civilization societies " spirit and rules. )

    本文通過對人力資源管理中經常遇到的兩個問題? ?辭退違紀員工、制定新員工入職體檢標準，採用倫理學的研究方法，指出其中的倫理問題及其類型；運用綜合社會契約論、目的論、義務論等道德標準進行了倫理判斷，在此基礎上，引申出企業與雇員的倫理關系（即通過企業的倫理建設提高企業行為的倫理水平，以及全面提升員工素質，內化為員工的工作熱情，從而充分發揮員工潛能，實現個人的全面發展和企業的全面進步）和企業與社會的倫理關系（企業是社會存在主體之一，在追求所有者利益的同時，也應服務社會、回報社會，與社會保持適宜於市場社會、文明社會精神和準則的關系） ；同時，運用倫理決策過程模型分析了產生倫理問題的原因；最後，提出了一個分兩步走的倫理解決方案：第一步以守法為導向的企業倫理建設，這是倫理建設的底線；第二步是在此之上採取多種辦法構建倫理建設體系。
  5. This article deals with the religious specialists ( buddhists, taoists, spirit - mediums ) who were hired during the late imperial period to live permanently within temples and provide regular services there

    摘要這篇文章主要研究明清受雇常駐于廟宇以提供一般儀式服務的神職人員（包含僧人、道士及靈媒） 。
  6. Other tasks related to this position as directed ( admin, related service to company ` s expatriates, telecom practical arrangements, office equipments & facilitates maintenance, central store keeping, stationery ordering etc. )

    其他與此職位相關的工作（如，有關外國雇員的行政服務，電信事宜具體操作，辦公室設備的維護，庫存登記，文具訂購等等。 ）
  7. In view of the above, we do not consider it necessary to require employers to report the amounts of employees contributions to a mpfs or rors on the employer s return on top of the present arrangements

    基於上文所述的理由，我們認為並無必要在現行安排之上，額外要求僱主在報稅表填報雇員的強積金計劃或認可職業退休計劃供款額。
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