organizational [,ɔ:gənai'zeiʃənəl]

organizational的基本解释

adj.

组织的

与organizational相关的情景对话

衣食住行 / Resumes and Interviews-(履历表和面试)

A:

Hey Ted, I saw this ad in the paper. You should take a look.

嘿，特德，我看到报纸上的这篇广告，你该看一看。

B:

What is it?

是什么广告？

A:

It’s for a job. It looks perfect for you.

招聘广告。看上去很适合你。

B:

Let’s see … “Wanted: manager for up-and-coming fimp3. Must have good organizational skills. Experience a plus. Please contact Betty Sue.” Oh, I don’t know …

让我瞧瞧。“招聘：极富发展潜力的公司招聘经理。需良好的组织才能。具有经验。有意者请与贝蒂·苏联系”。哦，我不知道……

A:

Come on, what have you got to lose?

别这样，你又不会损失什么。

B:

What about my resume?

可是我的履历表呢？

A:

Here, I’ll help you type one up.

在这儿，我会帮你打印一份的。

B:

Thanks, Mary. You’re a real pal. I’ll call now to set up an interview.

谢谢你，玛丽。你真够朋友。我现在就打电话约定面试。

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

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。

To understand the current situation of retail employee's organizational identity,their evaluation on organizational culture and the relationship between them,we analyzed the data on SPSS13.0,using one-way ANOVA and Pearson Correlation. Conclusions of this study are as follows:First of all,through the Pearson Correlation analysis, we found the correlation between organizational culture and organizational identity is very remarkable except for adaptability and mission aspects of organizational culture with flectional ascription of organizational identity,which showed no significant negative correlation.Retail enterprises organizational culture influents employee's organizational identity.

本研究结论如下：第一，有关组织文化与员工组织认同相关关系的研究结果显示：除了组织文化的适应性和使命感维度与组织认同的情感归属维度呈不显著的负相关外，其他组织文化和组织认同的各个维度之间都呈显著(P＜0.05)或非常显著(P＜0.01)的正相关；回归分析结果显著零售企业组织文化的对其员工组织认同的四个方面都有非常显著的正向影响，即零售企业组织文化会影响员工对企业的认同感。

On the base of the internalization reciprocity model of organizational change and organizational learning, the paper builds the mathematical model for knowledge diffusion based on organizational change, and the preparation period and the golden change period of every phase about organizational change are advanced and confirmed firstly, which exploits the study domain of organizational change theory and establishes theory foundation for the more lucubration of organizational change.

在组织变革与组织学习内化互动模型的基础上，本文进一步构建了基于企业组织变革的知识扩散数学模型，首次提出并界定了组织变革准备时期和黄金变革时期的基本概念，开拓了组织变革理论的研究领域，为组织变革的进一步深入研究奠定了基础。

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

organizational：组织

首先,聚焦于中观层面的"场域"为传统上割裂的宏观的新闻媒介"社会"(societal)模式(诸如政治经济、霸权、文化和技术理论)和微观的"组织"(organizational)研究路径架设了理论与实证合而为一的桥梁.

organizational：组织的

对于资源动员取向来说,它仅仅提供了关于社会运动的一个理性主义的(rationalistic)和组织的(organizational)视角,而且仅凭一个"策略性架构"(Strategic Framing)的理论修正,并不能挽救主流理论对文化因素在社会运动研究中所扮演作用的忽视.

organizational：组织的,编制中的

Organization 机构,组织 | Organizational 组织的,编制中的 | organizational chats 组织结构图

organizational：组织上的

A:Please list all of them and fax them to me. 请列出全部考察提纲并传真给我. | organizational 组织上的 | include 包括

Organizational Behavior：组织行为学

他出版了许多著作,其中>(Organizational Behavior)现在已经是第10版. 曾在美国西点军校(U.S. Military Academy at West Point)讲授领导学,并曾担任管理学会会长,1997年被授予"杰出教育者"(Distinguished Educator)称号,