checkered career

与checkered career相关的网络例句 [注：此内容来源于网络，仅供参考]

The thesis takes the career life management as the main research line, combining with fact of career life management of Chinese enterprise, analyzing measures that the Chinese enterprise have to take so as to survive and develop in the fury compotation environment: They must accept the Career life management and development conception, construction the strategy of Career life management, do well in the Career life management, so as to reach the balance between the organizations and its staffs and achieve a win-win result.

本文以如何加强我国企业组织职业生涯管理为主线，结合我国企业职业生涯管理的实际，深入探讨了我国企业要在竞争日益激烈的环境下生存和发展必须树立职业生涯管理发展观，建立以学习为导向，旨在形成共同价值观，着重员工能力开发的职业生涯管理战略，完善企业的职业生涯管理系统，做好职业生涯管理业务工作，最终使组织与个人目标之间保持动态平衡，以实现组织与员工之间的双赢，促进员工和企业的共同发展。

The degree of integration had positive relations with the degree of career development, however, the conflict ratio had negative relations with the degree of career development, and the degree of differentiation had inconsistent relations with the degree of career development; in study two, the Primitivity type held lower degree of career development and the Control type possessed higher degree of career development as predicted by the theory, while the other types were somewhat vague in between.

建构系统之统整性与生涯感受、生涯信念、生涯认识、思考广度与生涯计画等变项呈现出同方向的互动关系，而冲突性则与上述变项有反向的关系，分化性与生涯发展程度的关系则较不一致。质化资料分析结果亦显示出在生涯建构系统两极端之原初型与笃行型有较明显的生涯发展特徵，前者的发展程度偏低，后者则偏高，但处於两极端中间之慎思型与明辨型的生涯发展程度较为混淆不清。

Empirical results indicate that all three hypotheses of this study sustained: Hypothesis 1—"career development" and "training" in the enterprise repatriation program has positive influence on the affective organizational commitment of repatriates;"career development" has positive influence on the normative organizational commitment;"career development","training" and "compensation and benefit" has positive influence on continuance organizational commitment; Hypothesis 2—"conscientiousness" and "neuroticism" has positive influence on the affective organizational commitment;"conscientiousness" and has positive influence on the normative organizational commitment;"neuroticism" has positive influence on the continuance organizational commitment; and Hypothesis 3—"openness to experience" and "emotional stability" can enhance affective organizational commitment when "career development" is implemented by the organization;"openness to experience" can enhance affective organizational commitment when "training" is implemented by the organization;"conscientiousness" can reduce continuance organizational commitment when "career development" is implemented by the organization;"emotional stability" can reduce continuance organizational commitment when "compensation and benefit" is implemented by the organization; and "extraversion" can reduce continuance organizational commitment when "job arrangement" is implemented by the organization.

实证结果显示，本研究三大假设皆达部份成立，第一假设：企业施行回任措施中的「前程规划」与「教育训练」将可提升回任人员情感性组织承诺、施行「前程规划」将可提升规范性组织承诺、施行「前程规划」、「教育训练」与「薪酬管理」将会提升持续性组织承诺。第二假设：回任人员「严谨性」与「情绪稳定性」特质可提升回任人员情感性组织承诺、「严谨性」特质可提升规范性组织承诺、「情绪敏感性」特质将会提升持续性组织承诺。第三假设：「严谨性」与「情绪稳定性」特质对组织施行「前程规划」可提升情感性组织承诺、「开放的学习性」对「教育训练」施行可提升情感性组织承诺、「严谨性」对「前程规划」施行可降低持续性组织承诺、「情绪稳定性」对「薪酬管理」施行可降低持续性组织承诺、「外向性」对「工作安排」施行可降低持续性组织承诺。兹就上述结果提供对企业与后续研究者的建议。对企业的建议为：1。企业在回任措施中应加强前程规划的设计：企业除了就短期的薪酬与工作安排条件让回任员工愿意留任，亦应思考如要让回任员工能够投入工作中，长期的规划与发展不可缺少。2。外派人员人格特质甄选工具的运用：为了能找到具备严谨性、情绪稳定性与开放的学习性特质的人选，甄选用的工具即扮演著十分重要的角色，可利用人格特质测验、面谈等甄选工具。

与checkered career相关的网络解释 [注：此内容来源于网络，仅供参考]

checkered：方格

checkered plate 网纹板 | checkered 方格 | checkered 有格子花的

checkered：有格子花的

checkered 方格 | checkered 有格子花的 | checkered 有格子花的有格子花的

checkered plate：网纹板

checkered plate 花铁板 | checkered plate 网纹板 | checkered 方格