continuance commitment 中文意思是什麼
continuance commitment
解釋
繼續承諾- continuance : n. 1. 持續；繼續，連續。2. 繼續期間；繼續部分，（小說等的）續篇；【法律】訴訟延期。
- commitment : n 1 （某種）作為；犯罪。2 委任，委託；（對委員的）託付。3 許諾，諾言；（受）約束；（承擔）義務；...
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Married employees show higher continuance commitment but lower ideal commitment than unmarried ones
未婚員工的理想承諾水平高於已婚員工，而繼續承諾水平則低於已婚員工。 -
People who need to raise a family also have higher continuance commitment than those who only need to serve themselves
在繼續承諾上，撫養家庭者（包括部分供養，和主要供養）要高於只負擔自己者。 -
This research showed the following results : ( 1 ) the structure of chinese employee ' s organizational commitment includes four factors : ideal commitment, normative commitment, affective commitment and continuance commitment
研究結果顯示： （ 1 ）中國員工的組織承諾結構中包含四個因子：理想承諾，規范承諾，感情承諾和繼續承諾。 -
The results showed that employees with high job dissatisfaction would exhibit the highest creativity when continuance commitment was high and when useful feedback form coworkers, coworkers helping and support, and perceived organizational support for creativity was high
研究結果顯示，當員工高度感受到同事間的有效回饋、支持與幫助，並意識到組織對創造力抱以支持的情況下，原本對工作的不滿將能生成高度的創造力表現。 -
M - type leadership behavior represented leadership behavior. employee ’ working attitude was measured by organizational commitment, job satisfaction and turnover intension. organizational commitment was measured by affective commitment, normative commitment and continuance commitment
用維持型領導行為來代表領導行為;用組織承諾、工作滿意度、離職傾向作為員工工作態度的指標變量;用情感承諾、規范承諾和持續承諾來衡量組織承諾。 -
Results revealed that : ( 1 ) the more institutionalized socialization tactics enterprises used, the higher level of organizational adjustment the newcomer achieved, and socialization tactics had indirect negative effect on continuance commitment ; ( 2 ) the more proactive socialization behaviors of newcomers used, the higher level of organizational adjustment they achieved, and proactive behaviors had indirect positive effect on affective and normative commitment while had indirect negative effect on continuance commitment ; ( 3 ) the higher perceived person - organization fit was, newcomers would achieve higher affective and normative commitment
研究發現：若科技型企業越傾向于對新員工採取制度化社會化策略，則其適應越好，導致其持續承諾越低；新員工自身的主動適應行為越多，則其適應越好，進而其情感承諾和規范承諾越高、而持續承諾較低；若新員工價值觀與組織價值觀主觀契合水平越高，則其情感承諾和規范承諾水平越高。 -
At the same time, the research demonstrated that, there are the remarkable pertinences between the job satisfaction to work itself and the affective commitment, the job satisfaction to repays and lead behavior and the affective commitment, the job satisfaction to colleague relation and the affection commitment, furthermore, the job satisfaction to work itself, the job satisfaction to repays and lead behavior and the job satisfaction to colleague relation are the forecast standard to affection commitment. there is the prominent pertinence between the job satisfaction to work itself and the normative commitment, and the job satisfaction to work itself could be used to be the forecast standard to normative commitment. there is the marked pertinence between the job satisfaction to work itself and the continuance commitment, and the job satisfaction to work itself could dope out the continuance commitment
同時，研究顯示，知識型員工對工作本身的滿意度、對工作回報和領導行為的滿意度、對同事關系的滿意度，與情感承諾之間具有顯著的相關性，並且能作為情感承諾的預測指標;知識型員工對工作本身的滿意度與規范承諾之間具有顯著相關性，且對規范承諾具有預測、解釋能力;知識型員工對同事關系的滿意度與持續承諾之間具有顯著相關性，並對持續承諾具有預測、解釋能力;知識型員工對同事關系的滿意度、對工作本身的滿意度與努力承諾之間具有顯著相關性，同樣，對同事關系的滿意度、對工作本身的滿意度也可以作為努力承諾的預測指標。
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