人格的

It has the separate personality and limited liability of a company.

它有独立人格和公司的有限责任。

You can never abase a person for a little mistake.

你永远不可以因为一个小小的错误而去贬低一个人的人格。

The symptoms of depression and anxiety were more serious in the patients of spirit abnormity than spirit normal.

在临床工作中，可以明显观察到TMD患者具有特殊的人格特征。

There was an analysis of the research findings about the cultural adaption of ethnic minority college students.

第四章，中国少数民族大学生的文化适应与人格发展。

In other words, no substance, no candor, no humor, no affability and no endearing qualities; Eldrich's personality is simply non-existent.

换言之，没有实质内容，没有坦白，没有幽默感，没有亲切，没有优胜素质； Eldrich的人格是根本不存在。

Study 3 was designed to explore the relationships among cognitive performances, cognitive styles and Agreeableness.

研究5探讨认知操作、认知方式与经验开放性人格特质的关系。

He recommends checking references and administering personality tests to weed out(10) those who are "really low on agreeableness and emotional stability."

他建议通过审核候选人推荐信和测试人格来屏蔽那些不合群，情绪稳定性差的人。

The personality of middle school students could be described by five factors: extraversion, agreeableness, consciousness, openness and neuroticism

中学生的人格可以用五因素来描述，即外向性、宜人性、谨慎性、开放性和情绪性

Most kindergartener had the obvious job burnout symptom more or less, but the degree not extremely serious; 2.in the tired meter three dimensions, the emotional dries up the dimension to score points high, has the obvious symptom the population also most, next is the low achievement feeling, goes to the individuality population and the score is all lowest; 3.different rank, the disparity in age, the different teaching sonority, the different marital status kindergartner dries up in the dimension in the emotion to have the remarkable difference; 4.cartel 16 center personalities factors E, F, L, the O four factors tiredly have the remarkable influence to the kindergartener occupation; 5. Four secondary personalities factors tired all have the remarkable influence to the kindergartener occupation; 6. Kindergartener's emotion dries up differently because of the emotional intelligence total score displays the remarkable difference, the emotion dries up the degree to increase along with the emotional intelligence score drops.

调查结果表明：1、大部分幼儿教师已出现明显的职业倦怠症状，但程度并不十分严重；2、在倦怠的三个维度上，情绪枯竭维度的得分最高，出现明显症状的人数也最多，其次是低成就感，去个性化的人数和分数都最低；3、不同级别、不同年龄、不同教龄、不同婚姻状况幼儿教师在情感枯竭维度上存在着显著差异；4、卡特尔16种人格因素中的E、F、L、O四个因素对幼儿教师的职业倦怠有着显著的影响；5、四个次级人格因素对幼儿教师的职业倦怠都有着显著的影响；6、幼儿教师的情感枯竭因情绪智力的总分不同而表现出显著差异，情感枯竭程度随情绪智力分数增加而下降。

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。

This one mode pays close attention to network credence foundation of the businessman very much.

这一模式非常关注商人的网络信用基础。

Cell morphology of bacterial ghost of Pasteurella multocida was observed by scanning electron microscopy and inactivation ratio was estimated by CFU analysi.

扫描电镜观察多杀性巴氏杆菌细菌幽灵和菌落形成单位评价遗传灭活率。