查询词典 organizational system

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。

By the method of empirical research, the relationship was analyzed among the leadership behavior, organizational learning capability, and organizational performance. The conclusions could be drawn as followed:(1)The three kinds of leadership behavior of TRC model have significant effect on the organizational learning capability, in which the most important is change-oriented, the second is relation-oriented, and the third is task-oriented according to the significant.(2) Organizational learning capability has a complete mediate effect on the relationship between relation-oriented, change-oriented leadership behavior and organizational performance.

本文通过对领导行为、组织学习能力与组织绩效三个不同层面的变量之间关系进行实证研究，得出如下主要结论：(1)企业家的TRC三种导向领导行为均对组织学习能力有显著影响，其中变革导向第一，关系导向行为第二，工作导向行为第三；(2)组织学习能力在关系导向、变革导向领导行为与组织绩效的关系起完全中介作用。

"Organizational culture diagnosis and change" provides:(1) a set of used to analyze organizational culture and management capability of the tool;(2) an understanding of organizational culture devoted to the theoretical system;(3) A is used to change organizational culture and employee behavior in a systematic strategy and approach.

组织文化诊断与变革》提供了：（1）一套用来分析组织文化和管理能力的工具；（2）一个专门用来理解组织文化的理论体系；（3）一种用来变革组织文化和员工行为的系统化的战略和方法。

Perspective of the thesis is from the social development and enterprise progress, to enhance competitive advantage of technological enterprises as the goal, describe the necessary to resolve the issue of the organizational structure by a comparative analysis, as well as in practice, optimization of the organizational structure has practical significance, the thesis is on the basis of optimization analysis of organizational structure of Shenzhen MG technology company, and uses the four-cycle perspective to describe the cyclical dynamic reconfiguration of the organization optimization problem, through the planning, startup, diagnosis, design, reconstruction, monitoring , as well as steps to improve the optimization of organizational structure, provide a new way of thinking and problem-solving approach to improve the efficiency of organization for similarity technology enterprises.

本文从社会发展、企业进步的视角出发，以提升科技企业竞争优势为目标，阐述了解决企业组织结构问题在理论上的必要性，以及组织结构优化在实践中所具有的现实意义。本文在对深圳MG科技公司组织结构现状进行分析的基础上，采用四循环法这种以周期性的观点描述企业动态组织优化问题的方法，通过策划、启动、诊断、设计、重构、监控、以及改进等步骤逐步实现对深圳MG科技公司的组织结构优化，所得的研究成果为类似科技企业进行组织结构优化提供了新的解决思路和方案。

Using the method of qualitative research, operating the intention of process/stage theory,our research based on the theory of process of organizational innovation constructed by Amabile. In order to built the process/stage model of organizational innovation, with the methods of post hoc research, in-depth interview, triangulation and multi-analysis for the core cultural /creative industry of Taiwan, to realize the passing way of thinking and running model of organizational innovation of cultural/creative industry to find out the significant factors which affected the organizational innovation of cultural/creative industries.

本研究采用质性研究方法，运用阶段/历程之研究取向，并以Amabile的「组织创新历程模式」为理论基础，针对台湾核心文化创意产业做多重个案分析，并以事后回溯研究、深入访谈、及三角测量等方法，分析并建构其组织创新之阶段与历程模式，藉以了解文化创意产业组织创新所经过之思虑模式与作为方法，以及找出影响文化创意产业组织创新历程之重要因素。

For solving the Y2K problem, many large-scale overseas or home enterprises used ERP system to replace the old system in their enterprise. Many enterprises even used it as the foundation of electronic enterprise ,and integrated other information systems into it. However the organizational performance is not necessarily good. Some scholars think the performance of ERP will be influenced by the time length after ERP go-live and the different performance targets. Ross even thought the performance of ERP will assume a "V" path when improvementing an ERP,and get continuate improvement. Therefore this research is for discussing whether the ERP system can improve organizational performance. It used the different performance targets to evaluate the long-term organizational performance that ERP system brought.

摘要 在千禧年Y2K的推波助澜下，国内外许多大型企业纷纷使用企业资源规划(Enterprise Resource Planning，ERP)系统来取代企业内部的旧系统，甚至许多企业将ERP系统当作企业电子化的基础，进一步整合其他的资讯系统，但是不一定都能有好的绩效结果，因此有学者认为ERP绩效会受到系统上线后的时间长短或效益衡量标的的影响而改变，ROSS学者甚至认为ERP系统的绩效甚至会在上线后呈现V字型的改善路径，并且会呈现持续改善的状况。

This dissertation starts with review of abundant literature and summarises the concept of organizational learning, model of organizational learning and how to evaluate it, concept of organization structure and its descriptive system, as well as the difficiency of current research on relationship between organizational learning and organization structure.

首先，本文通过大量的文献回顾，归纳了组织学习的概念、模型和评估方法，概括了组织结构的概念和指标体系，并根据组织学习和组织结构关系的研究现状指出了以往研究的不足。

Synchronously, there were a lot of problems and lack: we didn"t have prefect knowledge of importance of the primary organizational thought and theory construction. The primary organizational institution and coverage of the party can"t adapt to the new situation of colleges and universities development. Primary organizational cohesion, creativity, fighting ability must be enhanced and raised up. The fosterage education development and management to the communists must be enhanced and raised up too.

但同时，高校基层党组织建设存在种种问题和不足：对党的基层组织思想理论建设问题的重要性认识不到位；基层党组织设置和覆盖面不适应高校新形势的发展；基层党组织的凝聚力、创造力和战斗力有待进一步加强和提高；对党员的培养、教育、发展、管理有待进一步规范和加强。

"Please accept this talisman as a token of our thanks."

请收下这个护身符以表达我们的感谢。

If I have that magic, I will be more acceptable in the society.

如果我拥有那种魔法，我将更加被这个社会所容纳。