外向的

As an "acceptor", the teachers" professional development will be influenced by many exterior factors, namely the restrictions and limitations, which includes the factors from the society and school which are expounded on from the outside to inside and one tier after another. As a "subject", the impellent of the teachers" subjectivity plays an essential role in their professional development by reasons of the intrinsic factors-teachers" activity, sociality, independence and creativity, that is the teachers" subjectivity in the professional development. As an "object", teachers have obvious characteristics and relatively centralized needs and attention in their development, so the teachers"development is quite different from other professional development in developing phases and training modes, viz, the uniqueness of the stages of the teachers" professional development. The factors analysis connotes two clues. One is the lognitudinal analysis from "acceptor" to "subject", the other is lateral analysis from the "object".

外在影响因素包括社会影响因素和学校影响因素两方面，采用由外向内，逐层递进的考察方式；第二个层面是把教师看作"主体"，教师在专业发展中不只是被动地接受外部的影响，教师本身具有能动性、社会性、自主性和创造性，教师要受到自身各种内在因素的影响，教师专业发展要考虑教师主体性的发挥对自身发展的推动，即"教师专业发展的主体性"；第三个层面是把教师看作"本体"，教师在专业发展中具有相对明显的阶段性特征和相对集中的教师发展需要与教师关注点，教师专业发展作为一种相对独立的专业发展历程，有区别于其他专业发展历程的独特的发展阶段特点和培养模式，即"教师专业发展的独特阶段性"。

From these 4 studies, we could got the following conclusions:(1) The CPAI 22 traits could be divided into two categories, with the changing of age, period and cohort, type I traits didn't change, they were Logical vs Affective Orientation, Enterprise, Responsibility, Inferiority vs Self-Acceptance, Optimism vs Pessimism, Face, Family, Defensive, Graciousness vs Meanness; While with the changing of age, period and cohort, type II traits changed, they were Leadership, Self vs. Social Orientation, Veraciousness vs Slickness, Traditionalism vs Modernity, Harmony, Renqing, Meticulousness, Extraversion vs Introversion, Emotionality, Practical Mindedness, Internal vs External Locus of Control, Thrift vs Extravagance, Discipline.

总结上述四个研究的结果，我们可以得出如下结论：（1）CPAI所包含的人格特质可以分为两类，第一类人格特质不随社会发展的时间与空间分布以及年龄、代群发生明显的变化，这些人格特质包含：理智-情感、开拓性、责任感、自卑-自信、乐-悲观、面子、亲情、防御性、宽容-刻薄；第二类人格特质随着社会发展、年龄与代群三个纵向变量的发生一致性变化或者交互变化，这些人格特质包含：领导性、自我-社会取向、老实-圆滑、传统-现代性、和谐性、人情、严谨性、外向性、情绪性、务实性、外控性、节俭性、纪律性；同时，功能差异项目构成的问卷揭示出五个受社会环境影响很大的心理特征，它们分别是：犬儒-现实主义的生活态度、心理适应性、外圆内方的应对风格、自我效能感、个体主义的价值观。

Worthy receivers, outwardly partaking of the visible elements in this ordinance, 1Co 11:28 do then also inwardly by faith, really and indeed, yet not carnally and corporally, but spiritually, receive and feed upon Christ crucified, and all benefits of his death:the body and blood of Christ being then not corporally or carnally in, with, or under the bread and wine; yet as really, but spiritually, present to the faith of believers in that ordinance, as the elements themselves are to their outward senses.

1Co 10：16 7 ）值得接收机，表面上partaking的有形要素在本条例中， 1co 11：28做的，然后又由内心真诚，实在和实在的，但不是肉体和被监管人，但在精神上，接收和饲料后，耶稣被钉十字架，而所有的好处他的逝世：身体与血的基督正则不会被监管人或肉体关系中，或根据面包和酒，但作为真正的，但在精神上，现在到信仰的信徒们，在该条例的规定，作为要素本身是自己的外向意识。

The Theft He bends and he breaks If he gives they will take away His passion, his pain, his grace He exhales, A thousand black flowers explode Into butterflies as they re away Rip them out, take them, Burn to coals as they crush and leave nothing That resembles a soul of a man See him numb, see him crushed Rip them out, take them Burn to coals as they crush and leave nothing That resembles a soul of a man Leave them numb, leave them crushed (leave them numb, leave them crushed) Took the fire inside One too many times He s burning over and out now, He flails Up against the raging tides, No more sides Everything you ever wanted to see, See it in his eyes One more time, one more time Climb down to test the waters, My hands feel like they re rusting away, yeah, yeah, yeah, So I ll pace around like a lamb before the slaughter I ll stay here as long as you let me, Decisions been made obvious so I will return Where I started I ll stay here When I m finished I ll whither away

盗窃罪 他弯角和他休息如果他让他们拿走他的激情，他的痛苦，他的宽限期他喷出， 1000黑色花朵爆炸成蝶，因为他们再度远离扯裂出来，带他们，烧伤，以煤，因为他们粉碎，并留下什么这类似于一个民族的灵魂，一名男子看到他麻木，见他压死扯裂出来，带他们烧伤，以煤，因为他们粉碎，并留下什么这类似于一个民族的灵魂，一名男子让他们麻木，让他们压死（让他们麻木，让他们压死）发生火灾内其中太多次了他s燃烧，并出现，他flails 针对汹涌大潮没有更多的两岸一切你永远不想看到的，看它在他的眼中再一次，再一次爬下来试水，我的手的感觉，他们再度生锈以外，嗯，嗯，嗯，所以我的步伐，黎镑左右，像羔羊前屠宰 i当地雇员留在这里，只要你让我，决策取得了明显的，所以我将返回我开始i黎巴嫩镑在这里呆当即时通讯完毕i黎巴嫩镑以外向何处去

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。

Do you know, i need you to come back

你知道吗，我需要你回来

Yang yinshu、Wang xiangsheng、Li decang,The first discovery of haemaphysalis conicinna.

1〕 杨银书，王祥生，李德昌。安徽省首次发现嗜群血蜱。