leader behavior 中文意思是什麼
leader behavior
解釋
領導行為-
Instead of just paying attention to the dysfunction, conflicts and work stress of leader / employee as in traditional organizational behavior field, pob gives more regard to the positive ways and strengths of employee to improve the organizational performance
與傳統組織行為學將研究領域的重點放在解決管理者和員工的機能失調、沖突、工作壓力等問題上所不同的是，積極組織行為學將研究重點放在如何採取積極的方法和怎樣發揮員工優勢以提高組織的績效水平上。 -
As a result, interest rate is the lest sensitive factor, the speech of relative power man is the most sensitive factor, and behavior of the leader shares or problem shares of the market are important as well. also ways which are used to assist regulators make decisions and evaluate what have been always made are put forward, that are single apex of time series probability cut and chaotic degree. the two ways are demonstrated through index data from which information noises are cut out
本文提出信息噪聲的概念，通過統計中國股市歷年來影響股市波動的重要政策、公司信息，進行信息的分類、統計整理，並按各類信息對股市影響力的大小排序，得出利息率是股指的最不敏感因素，股市相關政要的講話是股指的最敏感因素，個股特別是問題股和龍頭股的表現對股指的波動有重要影響的結論，供股市政策決策參考。 -
Very many managers only pay attention to superficial the behavior, theshort - term benefit and the stock price, very little can appear theencouragement which should have as the leader to innovate, realizationlong - range objective special ability
很多經理只關注表面的行為，短期利益和股票價格，很少能顯現出作為領導應有的鼓勵創新，實現長期目標的特殊才能。 -
The effects of supportive leader behavior on job stress model
支持型領導行為在工作壓力模型中的作用機制研究 -
The relationship between students school adaptation and teacher leader behavior
高一學生學校適應與教師領導行為關系之初探 -
The relationship between teachers ' leader behavior style and freshman stress in senior high schools
高一學生學校壓力與教師領導行為模式的關系研究 -
Packetstorm is the industry leader of layer 2 and layer 3 wan emulation and network simulation. the wan emulator recreates the dynamic behavior of the internet such that any network model can be reproduced including those models that change with traffic or time
模擬器重新生成網際網路的動態性能，因此任何網路模型均可再現，包括隨話務量、時間或其他話務流量的性能而改變的模型。 -
As a leader you will be able to create lasting changes in your actions, creating integrity between spontaneous actions, long term vision, and routine behavior
作為一個領導者，您將獲得對自身行為產生長效變革的能力，將自發的行動、長期遠景以及常規行為進行整合。 -
This thesis takes the both methods of theories research and application design, the appraisal method of on - the - spot leader ' s behavior may be applied to not only pple, but also have certain guidance and reference for other companies groups
本文採取了理論研究與實際應用相結合的研究方法，其對現場領導行為的評價方法不僅適用於石油管道企業，對其他企業的人力資源評價方法也具有一定的指導作用和借鑒意義。 -
To aim directly at the phenomenon of the less study on on - the - spot management, particularly on - the - spot leader ' s behavior at present, this paper selected petroleum pipeline enterprises ( pple ) as the target of research, this paper study the work from the foundation. in chapter 2, this paper summarized the concept of enterprise ' s spot, the distinguish and connection between leadership and management, the characteristic and definition of the spot leader. after that, this paper analyzed the current situation of theirs on - the spot management, the human resource management, the leader ' s behavior, and had pointed out the main problems exiting in them
針對目前企業管理理論界對現場管理研究、特別是現場的領導行為研究較少這一現象，本文選取石油管道企業為研究對象，首先從基礎工作做起，在第二章中詳細對企業現場的涵義、企業領導及其與管理的區別與聯系、現場領導的定義與特點等作了總結；之後對石油管道企業現場管理的現狀、現場人力資源管理的現狀、現場領導行為的現狀進行了剖析，指出了石油管道企業現場中存在的問題；在第四章中針對其問題設計了pm領導行為調查問卷，並進行了統計分析，劃分出現場領導行為的四種類型，然後根據各類型的領導行為表現進行評價，並將評價結果與現場現狀進行了比較；最後，根據組織開發的目的與作用，設計出石油管道企業現場領導行為綜合開發方案，並進行了結果反饋。 -
To violate the rules and regulations direct has authority to reject to carry out, encounter affection of particularly serious risk counterpoises from time to tome suspend operation, withdraw dangerous post, the behavior to lawbreaking, code and the industry leader with ignore worker healthy safety, authority criticizes impeach and charge
對違章指揮有權拒絕執行，遇有非凡嚴重險情時有權停止作業，並撤離危險崗位，對違反法律、法規的行為和漠視職工安全健康的企業領導者，有權批評檢舉和控告。 -
Feedback - seeking behavior and leader - member exchange : do supervisor - attributed motives matter
反饋尋求行為與領導-成員交換理論：主管對反饋尋求行為動機的看法是否重要？ -
Results show the big - five personality traits are related with followers " extra effort, job satisfaction, organizational commitment, and leader effectiveness assessed by superior ; proving goal orientation is negatively related to followers ' job satisfaction. the results of correlation analyses and linear regression analyses show that several dimensions of the big - five personality traits can predict the transformational leadership behavior and its several facets in varying degrees ; learning goal orientation can predict the transformational leadership behavior and its facets. finally, the relations between transformational leadership and performance outcomes and cultural differences are discussed
此外，研究結果也顯示變革型領導能夠有效預測所有7項領導有效性效標? ?下屬的額外努力動機、對領導的滿意感、工作滿意感、組織承諾、工作投入以及下屬和上司評估的領導有效性；而在變革型領導各子維度中，領導魅力和智力激發能夠有效預測下屬的額外努力動機、對領導的滿意感、對領導有效性的評估、下屬的工作滿意感，個性化關懷能夠預測下屬對領導的滿意感，但顯示了顯著的負向關系。 -
First, items for the measure were collected by open questionnaire, and categorized by the justice literature. after conception analysis and experts evaluation, 32 items was accepted as the measurement of organizational justice, together with the performance questionnaire, organizational commitment questionnaire, organizational citizenship behavior questionnaire, an instrument with 66 items and an open question item was finished. at stage 2, a study was implemented in 5 different companies, and 446 valid questionnaires were collected, by the analysis of this 446 subjects using the exploratory factor analysis ( i. e. efa ), a four - component construct of organizational justice was firmed. the four dimensions were named as procedural justice, distributive justice, leader justice and leader interpretation
研究分四個階段，第一階段，通過文獻研究、訪談及不同形式和不同對象的開放式問卷調查，大量收集有關組織公平感的項目，通過對這些項目的整理並結合關于中國員工組織公平感的理論構想，形成組織公平感問卷的初稿，然後通過集體討論，對每一項目的語義和所屬的因素類別進行分析，初步確定組織公平感問卷的項目，接下來對這些項目進行概念評估，讓15名心理專業的研究生按照給定的操作性定義對項目進行歸類，最後確定32個項目作為公平感問卷的題目。 -
With 228 employees, this research integrating pay management with procedural fairness discusses the relationship between pay procedural fairness and pay satisfaction. the results indicate : ( 1 ) five key factors including employee participation, leader ' s behavior, performance appraisal, pay preparation and strategy and regulation affect pay procedural fairness
本研究將薪資管理和程序公平相結合，以228名員工為研究對象，探討薪資程序公平與員工薪資滿意度的關系，結果表明： 1 、五個關鍵因素影響著員工的薪資程序公平，它們分別是：員工參與、領導行為、薪資準備、績效評估、戰略規章。 -
By modeling the village leader ' s decision - making behavior, the dissertation develops a theory about land rights formation in rural china. the theory argues that the leader is concerned with three objectives : maximizing personal income, minimizing the enforcement cost of administrative tasks, and improving the general welfare level of villagers
本文構建了一個村領導的效用函數，分析了村領導的角色、約束、目標和在農地使用權市場中的行為，將村領導看成集體出租農地這種制度安排的決策者和實行者。
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