3) value congruence
价值观匹配
1.
Based on the sample of 1000 employees from 22 Chinese organizations,this paper compares the effect of value congruence,need-supply fit,and demand-ability fit for predicting the employees\' job satisfaction.
以华中及华南地区22家企业1000名企业员工为调查对象,比较个人-组织价值观匹配、需要-供给匹配与要求-能力匹配影响工作满意度时的相对效应。
4) Person-organization fit
人-组织匹配
1.
Through surveying 387 employees from companies,banks,government offices or government-sponsored institutions,this paper studies the influence of person-organization fit on turnover intention and the mediation role of organizational commitment.
本文旨在考察人-组织匹配对员工离职意向的影响,着重检验组织承诺的中介作用机制。
2.
In this paper, a brief review was made on the development of the research of person-organization fit (P-O Fit) abroad.
本文概述了国外关于人-组织匹配研究的最新发展。
5) person organization fit
人组织匹配
1.
The process in which person job fit theory developed into environmental theory,career developing phase theory into career transformation theory,and socialization and role theory into person organization fit theory was articulated also.
阐述了从人职匹配到环境理论 ,从职业发展阶段论到职业转变理论 ,从社会化与角色理论到人组织匹配的演变过程。
补充资料：被授权的组织和被委托的组织和个人
被授权的组织和被委托的组织和个人:被授权的组织是指依据法律法规的特别授权而取得了行政主体资格，并能行使行政职权的非国家行政机关组织。被委托的组织和个人是指受行政机关委托行使一定行政职能的非国家行政机关组织和个人。
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