不可缺少的

Tree and you to can't separate, tree can lack you, you could come and plant I this head already ruined death tree that has died soon only, I will fire the hope of growing again because of you,Water and earth forge tree , could let tree survive you, I the tree survive at only have youing, without you, my life is written in water, will you of today come?

树与你是不可分离，树不能缺少了你，只有你才能来栽种我这棵已快颓逝的死树，我会因为你而重燃生长的希望，水和大地锻造了树，却是你才能让树生存，我这棵树就只有拥有你时才能生存，没有了你，我的生命则为转瞬即逝，今天的你会来吗？

He is never overmatched, but seems unfazed by the lack of support by his teammates.

他已经不可战胜，但看起来并不担心缺少队友的支持。

In the absence of organized religion and grand causes, your new belief system will bring you untold power.

在缺少有组织的信仰和强大的动机下，你的新信仰会给你带来不可言喻的权力。

In today's China, select professional Manager on board and the are you sure you remain neglected problems, mainly to choose from in the lack of professional managers, many professional managers lack the necessary moral integrity, such that the right of the " a hold, they turn to line up his own ", feicheng, semiconvergence of the enterprise, a listed company's giving after live drama has seen enough.

在今天的中国，选择职业经理人接班确实还存在一些不可小觑的问题，这主要是可供挑选的职业经理人队伍缺乏，不少职业经理人缺少应有的道德诚信，以至于&一朝把权握，便把令来行&，肥了自己，亏了企业，上市公司上演过的一幕又一幕活剧已经让人看得够多。

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。

The split between the two groups can hardly be papered over.

这两个团体间的分歧难以掩饰。

This approach not only encourages a greater number of responses, but minimizes the likelihood of stale groupthink.

这种做法不仅鼓励了更多的反应，而且减少跟风的可能性。