查询词典 high degree of professional proficiency

Post-secondary (Sub-degree course)（专上教育: Including all Higher Certificate/ Higher Diploma/ Professional Diploma/ Associate Degree/ Pre-Associate Degree/ Endorsement Certificate/ Associateship or equivalent courses in Universities/ Vocational Training Council, other sub-degree courses in Universities funded by University Grants Committee, Higher Certificate/ Higher Diploma/ Professional Diploma/ Associate Degree/ Pre-Associate Degree or equivalent courses in former Polytechnics/ other statutory or approved Postsecondary Colleges, Higher Diploma/ Professional Diploma/ Associate Degree/ Pre-Associate Degree or equivalent courses in other colleges providing postsecondary courses, sub-degree courses in Hong Kong Institute of Education, Sub-degree level nurse training courses/ dental training courses, Distance learning sub-degree level courses and other sub-degree level courses

包括大学／职业训练局的高级证书／高级文凭／专业文凭/副学士/副学士先修/增修证书/院士衔或同等课程、由大学资助委员会资助的其它大学非学位课程、前理工学院/其它法定或认可的专上学院的高级证书/高级文凭/专业文凭/副学士/副学士先修或同等课程、其它专上学院开设的高级文凭/专业文凭/副学士/副学士先修或同等课程、香港教育学院的非学位课程、护士训练非学位课程、牙科训练非学位课程及遥距非学位课程。

To professional identity of kindergarten teacher majors, there exist such differences as: nature of kindergarten, age of the kindergarten teachers, years of serving as a teacher, the educational background, professional post and salary and so on, which can be seen in the following aspects: 1 the degree of professional identity of kindergarten teachers in non-governmental kindergarten is higher than that of teachers in governmental kindergartens; 2 the degree of professional identity of kindergarten teachers aged between 21 to 25 is the highest, while those aged between 31-40 is lowest; 3 the professional identity of kindergarten teachers who have taught for 2 to 14 years in school is of the highest, while those for 15 to 25 is of the lowest; 4 those whose academic background is intermediate rank are considered to be the highest in the professional identity while those graduated from the junior middle school are regarded to be the lowest, 5those whose professional post ranks second in primary school are the highest level in professional identity, while those whose professional post are of first rank are in the lowest; 6those whose income is between 501 and 1000 RMB are regarded to be on the top in their professional identity while those whose income above 1500 RMB are in the lowest level.

主要表现为：1民办幼儿园教师职业认同高于公办幼儿园教师；2年龄在21—25岁之间的教师职业认同最高，31—40岁之间的教师最低；3教龄在2—14年间的教师职业认同最高，15—25年间的教师最低；4学历为中职的教师职业认同最高，初中学历教师职业认同最低；5职称为小教二级的教师职业认同最高，小教高级的教师最低；6工资收入在501—1000元的教师职业认同最高，1500元以上的教师最低。3、在其他因素上，如"是否担任行政职务"、"婚否"、"所带班级"、"班额大小"等方面，幼儿教师的职业认同没有显著差异。

They can find more values on their professions for a long period of time.（2）University counselors' professional identity is increasing by age, and the differences are significant.（3）The degree of masters' professional identity is a little higher than that of students of five-years term college and undergraduates, and also the differences are significant.（4）The differences of university counselors' professional identity on work age are significant. Who work for 5 to 10 years involves into Job burnout easily.（5）The differences of university counselors' professional identity on monthly profit are significant. The counselor who owns more monthly profit may increases the degree of professional identity.（6）University counselors' professional identity is increasing by administrative level, and the differences are significant.（7）University counselors' professional identity is increasing by professional title, too. The differences are significant.（8）The differences of university counselors' professional identity on school types are significant. The professional consciousness of counselors from Key University is the highest, and General College, voluntary school, junior college follows. There are subjective and objective factors which have impacts on the identity.

与男性辅导员相比，女性辅导员更喜爱辅导员职业，认为从事该职业体现自我价值，愿意长期从事辅导员工作；高校辅导员职业认同度随着年龄的增加而提高；30岁以下的女性比男性辅导员职业认同程度低，而31--45岁的女性则比男性高，45岁以上男女无差异；不同学历水平的高校辅导员在职业认同度上不存在显著差异，相对于大专、本科学历的高校辅导员而言，具有硕士研究生学历的高校辅导员职业认同度略高；不同工龄的辅导员在职业认同上存在差异，工作了5-10年的辅导员易产生职业倦怠，职业认同程度低；不同月收入水平的高校辅导员在职业认同度上存在显著差异，月收入越多，职业认同程度越高；不同行政级别高校辅导员的职业认同存在显著差异，随着行政级别的提高，高校辅导员的职业认同度逐步提高；不同职称的高校辅导员在职业认同上存在显著差异，辅导员职称越高，其职业认同程度提升；不同学校类型的辅导员对职业的认同程度存在显著差异，省重点高校的辅导员职业认同度最高，其他依次为省普通高校、省民办高校、省大专院校。

It analyses the essential factors, structure, environment as well as functions of high-tech corporation system and compares the similarities and differences between high-tech corporation system and traditional corporation system; it analyses characteristics in each stage of high-tech corporation lifecycle as well as management roots which lead to the declination of high-tech corporation and researches into the similarities and differences between high-tech corporation lifecycle and other lifecycles, including traditional corporation lifecycle, industry lifecycle, product lifecycle and ecology lifecycle; it studies functional coupling in each stage of high-tech corporation lifecycle and puts forward ways to realize internal coupling of high-tech corporation system and external environment coupling; based on fundamental concepts of dissipative structure, it summarizes six inherent laws of system evolution and on the basis of those laws it advances six principles of high-tech corporation lifecycle management, it poses four sequential parameters of high-tech corporation system, analyses coordination and competition between them and then it advanced four principles of high-tech corporation management; it researches into various cycles in high-tech corporation and puts forward five measures of high-tech corporation management from the point of hypercycle theory; it studies the relations between carious innovation of high-tech corporation innovation system and sets up models of innovation motive forces and resistances, after that it analyses the alternation laws of innovation motive forces and resistances in each stage of high-tech corporation lifecycle, puts forward some measures to strengthen motive forces and lessen resistances and then from the angle of dissipative structure theory, it researches into relevant questions of high-tech corporation innovation management; it studies the location, identification, cultivation, cultivation and protection of high-tech corporation core competence and researches into the key elements of core competence management in each stage of lifecycle and then from the angle of synergetic, it discusses several questions of high-tech corporation core competence management; it studies seven common characteristics of successful high-tech corporation culture and puts forward the ways and measures to cultivate and innovate high-tech corporation culture after that it researches into the characteristics of corporation culture in each stage of lifecycle and discusses relevant questions of high-tech corporation culture management from the point of hypercycle theory; it studies interplay of high-tech corporation system and environment and researches into the development and management of high-tech corporation ecology system after that it analyses the construction and disintegration of high-tech corporation strategic alliance.

剖析了高新技术企业系统的要素、结构、环境与功能，比较了高新技术企业系统与一般企业系统的异同；剖析了高新技术企业在生命周期各阶段的特点及衰退的管理根源，探讨了高新技术企业生命周期与一般企业生命周期、产业生命周期，产品生命周期和生物生命周期的异同；研究了高新技术企业生命周期各阶段的功能耦合，提出了实现高新技术企业系统内部耦合及系统与外部环境耦合的途径；以耗散结构理论的基本概念为基础，总结归纳出系统演化的六大内在规律，据此提出了高新技术企业生命周期管理的六个原则；提出了高新技术企业系统的四个序参量，剖析了生命周期各阶段序参量的协同与竞争，进而提出了高新技术企业管理的四大原则；研究了高新技术企业中的各种循环，从超循环理论的角度提出了高新技术企业管理的五大措施；研究了高新技术企业创新系统中各种创新的关系，建立了创新动力和创新阻力模型，剖析了生命周期各阶段创新动力与阻力的变化规律，提出了增强创新动力与减小创新阻力的措施，从耗散结构理论的角度研究了高新技术企业创新管理的相关问题；研究了高新技术企业核心竞争力的定位、识别、培养及保护，剖析了生命周期各阶段核心竞争力管理的要点，从协同理论的角度研究了高新技术企业的核心竞争力管理的几个问题；剖析了成功的高新技术企业文化的七个共同特点，提出了培养和创新高新技术企业文化的途径及措施，研究了生命周期各阶段企业文化的特征，从超循环理论的角度探讨了高新技术企业文化管理的相关问题；研究了高新技术企业系统与环境的交互作用，探讨了高新技术企业生态系统的开拓与管理，剖析了高新技术企业战略联盟的组建与解体。

These five years saw an increase in graduates from sports colleges,and student disposable employment rate in teaching profession declined.The highest rate of sports majors in secondary and higher schools ranks like follows:Sports Education,Social Physical Cultural and Ethnic Traditional Sports;2.Employing units have unsatisfied evaluation on professional dedication in the process of evaluating morality of gradates from our university;also not satisfied with the fact that these graduates are not strict with themselves and be models for students,indicating that there being needs and room left for strengthening and improving students' ideological quality.3.Employing units' evaluations on knowledge structure of graduates from our college:an unanimous affirm of the solid professional skills,and professional skills should not be neglected but strengthened and it needs improvement and creativity;there is polarization in using computers,so we need to think about how to teach computer courses in future teaching process;units are not very satisfied with graduates' foreign language proficiency,the university should lay emphasis on this.4.Employing units' evaluations on graduates ranging from strong to weak:dissatisfaction on organizing and management ability,conducting teaching and training and solving emergent events,and also on demonstrating and explaining and scientific research,to be specific, gradates' acts and skills are not standard,their explanatiens don't seize the key points, demonstrating and explaining ability of athletic training majors are better than that of other majors,and the overall scientific research ability of our graduates are not high enough to meet the employing units' demands and there is still a gap between them.5.Graduate needs from the grass-roots level unitsThe most welcome sport of the grass-roots level includes football,basketball,track and field and aerobics;basic requirements for middle school in new era PE teachers in include finn professional skills,proficiency of computer and foreign language,profound knowledge of humanities and arts and relevant knowledge comprehensive quality of new era teachers is the guarantee whether quality-oriented education of middle schools can be undergone.

从事教学工作专业由高到低依次为：体育教育、运动训练、社会体育和民族传统体育。2用人单位对我院毕业生道德品质方面的评价的总体评价是较好的，其中对敬业精神的评价存在不满意的现象；严于律己，为人师表方面存在不满意的现象，说明对学生思想素质的培养方面仍有加强和提高的空间与必要。3用人单位对我院毕业生知识结构的评价为：毕业生的专业基础掌握比较好，得到了用人单位的一致肯定，学院对毕业生专业基础知识的教育不能掉以轻心，需再接再厉，不断创新；计算机的学习上出现了两级分化，所以在今后的教学过程中，对计算机知识这门课如何开展是我们需要解决的实际问题；外语知识的掌握满意度不是很高，需要学校方面引起一定重视。4用人单位对我院毕业生能力的评价：对组织管理能力，指导教学与训练能力和突发事件处理能力比较满意，然而在示范与讲解能力和科研能力上存在着不满意的现象，主要表现在动作技能不规范，讲解抓不住关键要素，通过调查显示往往运动训练专业毕业的学生在示范讲解这方面要好于其他专业，科研能力整体评价不算很高，与用人单位的需求存在一定的差距。5基层对毕业生的需求对专项的需求足球、篮球、田径、健美操是基层中学较受欢迎的项目；新世纪具备综合素质的教师受到用人单位欢迎，这是素质教育能否有效开展的保证，也是体育教师开展体育创新教学工作的基础。

Itanalyses the essential factors, structure, environment as well as functions of high-techcorporation system and compares the similarities and differences between high-tech corporationsystem and traditional corporation system; it analyses characteristics in each stage of-high-techcorporation lifecycle as well as management roots which lead to the declination of high-techcorporation and researches into the similarities and differences between high-tech corporationlifecycle and other lifecycles, including traditional corporation lifecycle, industry lifecycle,product lifecycle and ecology lifecycle; it studies functional coupling in each stage of high-techcorporation lifecycle and puts forward ways to realize internal coupling of high-tech corporationsystem and external environment coupling; based on fundamental concepts of dissipativestructure, it summarizes six inherent laws of system evolution and on the basis of those laws itadvances six principles of high-tech corporation lifecycle management; it poses four sequentialparameters of high-tech corporation system, analyses coordinfition and competition between themand then it advanced four principles of high-tech corporation management; it researches intovarious cycles in high-tech corporation and puts forward five measures of high-tech corporationmanagement from the point of hypercycle theory; it studies the relations between cariousinnovation of high-tech corporation innovation system and sets up models of innovation motiveforces and resistances, after that it analyses the alternation laws of innovation motive forces andresistances in each stage of high-tech corporation lifecycle, puts forward some measures tostrengthen motive forces and lessen resistances and then from the angle of dissipative structuretheory, it researches into relevant questions of high-tech corporation innovation management; itstudies the location, identification, cultivation, cultivation and protection of high-tech corporationcore competence and researches into the key elements of core competence management in eachstage of lifecycle and then from the angle of synergetic, it discusses several questions ofhigh-tech corporation core competence management; it studies seven common characteristics ofsuccessful high-tech corporation culture and puts forward the ways and measures to cultivate andinnovate high-tech corporation culture after that it researches into the characteristics ofcorporation culture in each stage of lifecycle and discusses relevant questions of high-techcorporation culture management from the point of hypercycle theory;' it studies interplay ofhigh-tech corporation system and environment and researches into the development andmanagement of high-tech corporation ecology system after that it analyses the construction anddisintegration of high4ech corporation strategic alliance.

剖析了高新技术企业系统的要素、结构、环境与功能，比较了高新技术企业系统与一般企业系统的异同；剖析了高新技术企业在生命周期各阶段的特点及衰退的管理根源，探讨了高新技术企业生命周期与一般企业生命周期、产业生命周期，产品生命周期和生物生命周期的异同；研究了高新技术企业生命周期各阶段的功能耦合，提出了实现高新技术企业系统内部耦合及系统与外部环境耦合的途径：以耗散结构理论的基本概念为基础，总结归纳出系统演化的六大内在规律，据此提出了高新技术企业生命周期管理的六个原则；提出了高新技术企业系统的四个序参量，剖析了生命周期各阶段序参量的协同与竞争，进而提出了高新技术企业管理的四大原则；研究了高新技术企业中的各种循环，从超循环理论的角度提出了高新技术企业管理的五大措施；研究了高新技术企业创新系统中各种创新的关系，建立了创新动力和创新阻力模型，剖析了生命周期各阶段创新动力与阻力的变化规律，提出了增强创新动力与减小创新阻力的措施，从耗散结构理论的角度研究了高新技术企业创新管理的相关问题；研究了高新技术企业核心竞争力的定位、识别、培养及保护，剖析了生命周期各阶段核心竞争力管理的要点，从协同理论的角度研究了高新技术企业的核心竞争力管理的几个问题；剖析了成功的高新技术企业文化的七个共同特点，提出了培养和创新高新技术企业文化的途径及措施，研究了生命周期各阶段企业文化的特征，从超循环理论的角度探讨了高新技术企业文化管理的相关问题；研究了高新技术企业系统与环境的交互作用，探讨了高新技术企业生态系统的开拓与管理，剖析了高新技术企业战略联盟的组建与解体。

Especially when dorsiflexion 20 degree goes to dorsiflexion 30 degree ,the contact stress arises 38%; when dorsiflexion 30 degree goes to dorsiflexion 40 degree ,it makes the contact stress arises 32%; when plantar flexion 20 degree goes to plantar flexion 30 degree ,it makes the contact stress arises 62%; when plantar flexion 30 degree goes to plantar flexion 40 degree ,the contact stress arises 23%.

由背屈20度变换成背屈30度时，其接触压力上升38%，由背屈30度变换成背屈40度时，其接触压力上升了32 %；掌屈20度变换成掌屈30度时，其接触压力上升了62%，由掌屈30度变换成掌屈40度时，其接触压力上升了23 %，与文献所载之趋势亦有相似之处。

Article 3. For the purpose of these Regulations, the term Yangtze River Waterway shall mean the main waterway extending from the line joining Liuheiwu (31 Degree 30 52 N, 121 Degree 18 54 E) at the lower reaches of the Estuary of the Liu River, and the signal post (31 Degree 37 34 N, 121 Degree 22 30 E) at the lower reaches of the Estuary of the Shiqiao River, Congming Island, and upwards to the upper boundary of Zhangjiagang (a line joining point 31 Degree 59 35 N, 120 Degree 20 00 E and point 31 Degree 57 13 N, 120 Degree 20 00 E).

第三条 本规定所说的长江水域，是指自浏河口下游的浏黑屋（北纬三十一度三十分五十二秒、东经一百二十一度十八分五十四秒）与崇明岛施翘河口下游的施信杆（北纬三十一度三十七分三十四秒、东经一百二十一度二十二分三十秒）联线沿长江向上至张家港上界（北纬三十一度五十九分三十五秒、东经一百二十度二十分与北纬三十一度五十七分十三秒、东经一百二十度二十分联线）之间的干线水域。

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。

Increased demand in the community and the massive expansion of higher education under the dual function, both contradiction and the adaptation gap above the existing degree type, the talented person raise pattern and the society needed gradually revealed; degree structure in the rank and the type, distribution of degree conferred institutes and degree quantity proportion are all imbalance; the unit of degree awards too numerous disorderly and the degree awards the population to increasable day by day, the original verification principle and the means lack of operational in reference; the degree quality assurance and monitoring system is to be established.

在社会需求增加和高等教育大规模扩张的双重作用下，我国现有学位类型和人才培养模式与社会需求间的矛盾和适应缺口逐渐显露；学位结构在学位等级、学位类型、学位点布局和学位数量比例等方面存在不同程度的失衡；学位授予单位日益庞杂和学位授予人数日益增多，原有的审核原则和办法缺乏操作性和参照性；学位质量保障与监控体系也亟待建立。

Apllied the data of QuickBird-2——the highest resolution remote sensing,and based on the theory and methodology of fractal geometry,we have quantitatively studied remote sensing lineations in Gaolong gold deposit of Guangxi.

采用Quick Brid-2高分辨率卫星遥感数据，通过分形几何学的盒计维数法，定量研究广西高龙金矿区遥感线性构造。

So, sometimes, to change the color can not be your food (referring to the above-mentioned crustacean) has been a sign of boiling over.

所以，有时，来改变颜色，不能你的食物一直是沸腾了的迹象。