2) Different Behavior Modes of Employees
员工行为模式差异
3) rater variability
评分员差异
1.
In the context of performance assessment (typically writing and speaking tasks), rater variability introduced by subjective scoring has long been held as a challenge to ensure reliability and validity.
主观性考试中，评分员差异是影响考试信效度和公平性的最为重要的因素之一。
4) wage differentials
工资差异
1.
A Review of the Study about the Impact of the Pre market Factors on the Wage Differentials and the Implications;
前市场因素对工资差异影响的研究进展及其启示
2.
State and Non-state Sector Wage Differentials and Human Capital Contribution;
国有部门与非国有部门工资差异及人力资本贡献
3.
Gender Wage Differentials in China s Urban Labor Market;
中国城市劳动力市场上的性别工资差异
5) wage differential
工资差异
1.
We find the unexplained component accounts for approximately 72% of the overall gender wage differential and most of which within intra-occupational,people always relates this unexplained potion to discrimination,on the other hand,28% is due to effects of difference in.
文章采用2002年城调队的数据,分析表明城镇居民的性别工资差异约为31%。
2.
It is difficult for the neoclassical wage theory to explain some wage problems such as wage differential.
新古典工资理论很难解释现实的工资差异等问题,新制度经济学把劳动合同的不完全性和劳动市场竞争的不完全性引入,从劳动市场不完全性角度来解释了这些问题。
3.
However, in practice, wage differentials are .
但是,在现实生活中,工资差异无处不在,不同所有制、不同行业、不同地区、不同职业的劳动力之间均普遍存在工资差异,既便是控制了劳动力的人力资本特征,控制了劳动生产率特征,我们仍无法解释工资差异的全部,这表明,现实生活中同质劳动并没有获得相同的报酬,也说明,劳动力市场存在非竞争性因素。
补充资料：员工
1.职员和工人。
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