content theory of motivation 中文意思是什麼

content theory of motivation 解釋
內容型激勵理論
  • content : n 1 容積，容量，含量，【數學】容度；收容量。2 【哲學】內容 （opp form）；要旨，真意。3 〈pl 〉內...
  • theory : n. 1. 理論，學理，原理。2. 學說，論說 （opp. hypothesis）。3. 推測，揣度。4. 〈口語〉見解，意見。
  • of : OF ＝Old French 古法語。
  • motivation : n. 動機的形成；動機因素；動力。adj. -al （motivational research 動機研究〈用於廣告、銷售活動〉）。
  1. This article takes the corrections of accounting errors as one of the profit - manipulate. it begins with the root and the objective condition of the profit - manipulate, to analysis the reason and motivation of the corrections of accounting errors. then, on the base of the effective market content and the capm theory, this paper analyses empirically the market conductibility of corrections of accounting errors with all " a " shares in 2001, and discovers there is no difference on stockjobbing amount and price

    從利潤操縱存在的根源和客觀條件入手，分析上市公司進行會計差錯及其更正的原因和動機；然後，以有效市場假說的基本理論和資本資產定價模型為基礎，對2001年滬市a股所有進行會計差錯更正的上市公司進行會計差錯的發生和更正的市場傳導效應研究，通過檢驗發現，公司年度報告披露前後時窗內的股票交易量和股票價格並未存在顯著差異。
  2. The content of this article includes : first of all, analyzing the characteristic of the middle manager on the basis of motivatng in enterprises insufficiently, according dandura ’ triadic reciprocal determinism, setting up the middle manager ’ s global motivation frame, and paying attention to self - encouragement which is ignored in motivation study in the past. through past self - encouragement retrospect and summary that study and combine psychological theory detailed self - structure and motivation self - analysis, we set up three cross self - encouragement system model, probe into self - motivation and the relationship between outside motivation and self - motivation. finally, we combine the middle - manager ’ s actual conditions and characteristic to build and construct the whole motivation system based on psychoanalysis, and dissect characteristic and motivation design principle of the motivation system

    本論文的大體內容包括:首先，在分析中層管理者的特徵和其在企業中激勵不足的基礎上，根據社會認知心理學大師班杜拉的三元交叉模型建立中層管理者激勵的整體框架，並進一步關注于以往激勵研究中所忽視的對被激勵主體特徵的探究，提出了應該重視主體的自我激勵的觀點，並通過對以往的自我激勵的相關研究的回顧和總結以及結合心理學理論中詳細的自我結構和自我激勵過程的分析，建立了三元交叉模型下的自我激勵體系，並探究了自我激勵與外部激勵的關系以及外部激勵的內化問題。
  3. There are six big problems exist. first, the leaders or the chiefs of enterprises lack of the strategic views, pursue short - term interests excessively, a lot of mistaken ideas exist in training management ; second, system, mechanism and development strategy of management training remain to be perfected and further clarified ; the training is lack of systematical and standardization ; third, the content of courses is outmoded, the way lags behind, the style is blankness, especially lack ability of combination of theory and practice, lack of operating method and technology ; fourth, the system of training effectiveness feedbacks is imperfect, the system of training support is insufficient, which have hindered the transfer of training ; fifth, the individuals who under training have insufficient motivation, also have problems in after training loyalty, and to transfer the obtained knowledge into their work ; sixth, the government institutions do n ' t fulfill it ' s own responsibilities in constructing the system of management training. some training policies and managements even restrict the development of management training

    本論文根據作者的培訓實踐，並參考大量資料，通過觀察、訪問、具體案例分析等闡述了國有企業管理培訓自改革開放（ 1979年）以後的發展狀況及新形勢，完成的主要研究工作有：首先，指出了國有企業管理培訓存在的六大問題，一、國有企業經營管理者缺乏戰略眼光，過分追求短期利益，在管理培訓觀念上存在許多誤區；二、管理培訓的制度、機制及發展戰略有待進一步完善和明確，培訓工作缺乏系統化和規范化；三、教學內容陳舊，方式落後，風格單一，尤其缺少理論聯系實際能力，缺少操作的方法與技術；四、培訓效果反饋體系不健全，培訓支持系統不足，阻礙了培訓成果的轉化；五、受訓者個人接受培訓動力不足，培訓后忠誠性不足，缺乏將培訓所獲知識轉化于工作中的動力；六、政府培訓主管部門對構建管理人員培訓體系的作為不足，某些培訓政策及管理制約了企業管理培訓的發展。
  4. Lastly it introduced the main points and research method. chapter two separate motivation theory in two categories : content theories of motivation ( hierarchy of needs theory, motivation - hygiene theory, three - needs theory ) and process theories of motivation ( expectancy theory, equity theory, reinforcement theory )

    在第二章中將激勵理論分為內容型（馬斯洛需要層次理論、赫茨伯格雙因素理論、麥克萊蘭三種需要理論）和過程型（弗魯姆期望理論、亞當斯公平理論、斯金納強化理論）兩大類。
  5. It also studies other related theories on performance management, such as objective theory, objective management theory and motivation theory, describing and expounding the definition, the content, the roles of performance management, and the components, the objectives and the limiting factors of the performance management system

    同時對指導績效管理的相關理論如目標理論和目標管理理論、激勵理論等進行研究，對績效管理的含義、內容、作用和績效管理體系的組成部分、目的、影響因素等作較為全面的闡述和研究。
  6. At the beginning, the paper discusses the theory of motivation and restriction mechanism of managers. it gives its own view on the relationship of the motivation and the restriction, defines the manager and analyzes the concept, the content and basic theories of the mechanism

    本文首先分析了經營者激勵與約束機制的理論，對激勵與約束之間的關系提出了自己的見解，界定了經營者的范圍，並對激勵與約束機制的含義、構成及形成的理論基礎做出了系統的分析和描述。
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