職工滿足度 的英文怎麼說

中文拼音 [zhígōngmǎnzúdù]
職工滿足度 英文
employee＇sdegreeofsatisfaction
  • 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...
  • 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 ...
  • 滿 : Ⅰ形容詞1 （全部充實; 達到容量的極點） full; filled; packed 2 （滿足） satisfied; contented; conte...
  • 足 : Ⅰ名詞1 （腳; 腿） foot; leg 2 （姓氏） a surname Ⅱ形容詞（充足; 足夠） sufficient; ample; enough;...
  • 度 : 度動詞[書面語] （推測; 估計） surmise; estimate
  • 職工 : 1 （職員和工人） staff and workers; workers and staff members2 （舊時指工人） workers; labour職工...
  • 滿足 : 1. （感覺足夠） satisfied; content; contented 2. （使滿足） satisfy; fulfil; wreak; meet
  1. Our legislation system of financial supervision has some flaws, supervision responsibility confuses, supervision pattern ca n ' t operate scientifically, the degree of performing supervision ca n ' t satisfy the demand of economy development, and financial supervision cannot cooperate with other supervisions well

    同時，財政監督還存在著一些問題。財政監督法規體系不完善，職責不清，監督方式尚不科學，執法力度不能滿足經濟發展的要求，財政監督與其他經濟監督工作缺乏配合。
  2. Engaged system, subject ' s construction and the trans form of wage system in our university. meanwhile, it points out that being unable to satisfy the primary need of income, ignoring the elaboration of academic right, misunderstanding of the appointment of teachers post, the insufficient of training, and the lack of spirit encouragement are the main problems in colleges and universities

    對我國高校採取的聘任制、學科梯隊建設、工資制度改革等有效激勵措施進行了總結，同時指出，不能滿足收入需要這一首要需要、忽視學術權力的發揮、教師職務聘任的誤區、培訓力度不夠以及缺乏精神激勵是現階段我國高校激勵存在的主要問題。
  3. The main emphasis of the job function is to maximise material availability by preparing the receipt and issue of materials by pre - planning & prioritizing the requirements by coordinating with the contractors timely material status and material requirements based on 4 week look aheads

    工作職責的重點是根據4周滾動計劃、預提計劃、優先順序，協調承包商的接收、發放工作最大限度的滿足要求。
  4. Never existed before challenge has been run into in management of police staff and workers " of lu nan prison in the progressive course of development, and personnel recruit and the unsuited rational faculty disposing, develops and regulating and control exposes out increasingly to management of police staff and workers " face obsoletely system and increasingly society environment that the development changes, and police staff and workers hang down satisfied degree, and zeal is not high, needs not to get satisfys, especially police staff and workers procures the not standard, gives police staff and workers in prison manages the person who creates huge difficulty, has become restricts the key factor of prison development advance

    監獄作為一個特殊的組織形式，肩負著懲罰教育罪犯的繁重任務，勞動改造是改造罪犯的主要手段，開展生產經營活動是發展監獄事業的一條重要途徑。面對陳舊的幹警職工管理體制和日益發展變化的社會環境，魯南監獄在發展進步過程中幹警職工管理遇到了前所未有的挑戰，人員招募、配置、開發和調控的不合理性日益暴露出來，幹警職工滿意度低，積極性不高，需要得不到滿足，幹警職工管理過程中遇到的這些問題，已成為制約監獄發展進步的關鍵因素。
  5. 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。
  6. Growing away from educational qualifications as the primary determinant of rank or grade, relying instead on a broader assessment of job demands

    不再過度強調以學歷作為職級或職系評定的首要標準，轉而重對員工在滿足工作要求
  7. Finally, a conclusion of aas ’ s operational advantages, current problems, as well as the present job satisfaction was generalized attributed to the research and analysis from various angles. thus, three pieces of suggestions were put forward to improve the management of peer relationship. firstly, an effective mechanism should be established for employee encouragement and performance appraisal

    通過多角度、多方位的調研分析，了解到aas在管理中的優勢、存在的問題及員工工作滿意度現狀，提出企業員工關系管理改進意見: （ 1 ）建立並完善有效的員工激勵與績效考核機制; （ 2 ）加強以人為本為核心的企業文化建設; （ 3 ）積極參與員工職業生涯規劃，最大限度地滿足員工自我價值實現的願望，由此來提高員工的工作滿意度。
  8. These change includes : founding the measuring system of mental bargain so that we can know the mental bargain of staff in time ; selecting the model of salary so that we can meet staff s thirst of interest ; planning the work career of staff so that we can meet their thirst of realizing the value ; founding the double fair system so that we can meet staff s thirst of fairness ; managing the study of themselves so that staff can promote their capacity ; exploiting staff s characters so that they have correct mental bargain only manager realize the importance and effect of mental bargain and pay more attention to building and safeguarding the mental bargain, we can use the mental bargain correctly in human resources management and organization management

    心理契約的變革要求我們對人力資源管理系統中某些與心理契約關系密切，同時隨著員工心理契約的變化難以有效發揮作用的部分進行變革，具體可以從以下幾個方面入手：建立心理契約動態追蹤測量制度以及時了解員工心理契約的變化特點；建立薪酬模式動態選擇機制以滿足員工對經濟利益的需求；進行職業生涯設計以滿足員工自我實現的需求；建立雙重公平體制以滿足員工對公平的追求；實行自我管理式學習以滿足員工對能力提高的需求；對員工進行心性開發以引導員工形成正確的心理契約。只有組織的管理者真正認識到心理契約的重要性，認識到心理契約對員工的態度和行為的影響，重視心理契約的建立和維護，才能在人力資源管理甚至整個組織管理中應用好心理契約這一劑良方。
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