1) employment performance
就业绩效
1.
This article defines employment performance as job acquisition performance and continuance performance.
本文将就业绩效细分为获得绩效与持续绩效,并以283个样本数据为基础,研究了就业能力、求职强度与就业绩效三者间的关系。
2) industry performance
产业绩效
1.
Based on the bidirectional dynamic causality among market structure, enterprise behavior and industry performance, this paper analyzes the structure factors which influence the industry performance.
根据市场结构 -厂商行为 -产业绩效之间双向的、动态的因果关系 ,分析影响产业绩效的结构性因素。
2.
Based on the theories of industrial convergence, this paper firstly compared the convergence of manufacturing and information industry about main countries including China, and then analyzed its impact on the industry performance of the China\'s manufacturing.
基于产业融合的理论,本文首先对包括中国在内的主要国家制造业各行业与信息产业的融合度进行了比较分析,同时利用面板数据回归的方法分析了信息产业与制造业的融合对制造业产业绩效的影响。
3) industrial performance
产业绩效
1.
A Study on the Industrial Performance of China s Commercial Banks;
我国商业银行的产业绩效研究
2.
The impact of environmental regulation on industrial performance is always a focus of studies.
环境规制对产业绩效的影响,一直以来都是人们关心的热点问题,国外学者为此进行了大量的研究,形成了三种主要观点——传统观点、修正观点和综合观点。
3.
The empirical analysis shows that various state owned ownership has important effects on industrial performance in China.
本文的实证分析表明 ,不同的国家所有权集中度对中国工业产业绩效有着重要的影响。
4) enterprise performance
企业绩效
1.
Auxiliary enterprise performance evaluation method——non-financial indicators evaluation;
企业绩效的辅助评价方法——非财务指标评价
2.
An Empirical Study on the Influence of Retail Chain Strategic Purchasing on Enterprise Performance;
连锁零售业战略采购对企业绩效影响的实证研究
5) task performance
作业绩效
1.
Studies such as organizational citizenship behavior, differentiation of task performance and contextual performance has put forward new issues to behavior-b.
组织公民行为、区分作业绩效与关系绩效等研究,向基于行为的绩效评定提出了新的问题。
6) firm performance
企业绩效
1.
CEO succession modes and their relationship with firm performance——a summary of researches and a theory frame of further researches;
CEO继任模式及其与企业绩效的关系——研究综述和进一步研究的理论框架
2.
A review of the research on the relationship between human resource practices and the firm performance;
人力资源管理实践与企业绩效关系研究评述
3.
Top Management Team Coordination Needs,Compensation Dispersion and Firm Performance:A Perspective of Tournament Theory;
高层管理团队协作需要、薪酬差距和企业绩效:竞赛理论的视角
补充资料：高绩效组织
高绩效组织：技术创新与冒险，重视学习，设计工作去要求许多技能，组织跨部门团队，以援助者与训练者的角色来代替管理者的角色，能够为员工的表现提供回馈，只有极少的管理阶层，让每一位成员都接近客户，能够提升应变力与平衡力，能夠支付与表现相称的酬劳，将企业有关的资讯与全体员工共享，规划资讯系统以支持团队工作，做到社会面与技术面的平衡。
说明：补充资料仅用于学习参考，请勿用于其它任何用途。
参考词条