1.
The Study of Salary Modes and Welfare in Non-profitable Organizations (NPO) of China;
中国非营利组织薪酬与福利模式设计研究
2.
"Compensation-Organization" Matching and the Effect of Their Matching on Compensation Effectiveness;
“薪酬—组织”匹配关系及其对薪酬效能的影响
3.
Research for Operation Mode of Railway Construction Project Supervision and Payment Design;
铁路监理组织绩效与薪酬设计的研究
4.
Organizational Justice: an Important Principle of Emolument Management;
组织公平性——薪酬管理工作的重要原则
5.
The Impact of Non-economic Pay and Organization Justice on Pay Satisfaction;
非经济性薪酬和组织公平性对薪酬满意度的影响
6.
The Relationship of Compensation Justice, Perceived Organization Support and Organizational Citizenship Behavior
薪酬公正、组织支持和组织公民行为的关系研究
7.
Design the Salary System of the State-Owned Hospital Adviceon on the Organizational Objectives;
以组织目标为导向设计国有医院薪酬体系
8.
Research on the Relationship among Organizational Commitment, Compensational Structure and Work Performance;
组织承诺、薪酬结构与工作绩效的关系研究
9.
Dynamical Systematic Research on Horizontal Organizational Structure and Salary Design;
组织结构扁平化与薪酬设计动力系统研究
10.
An Empirical Study of Chinese Business Compensation System and Organization Matching;
我国企业薪酬体系与组织匹配的实证研究
11.
Wage Security Unit [Labour Department]
薪酬保障组〔劳工处〕
12.
Pay Level Survey Steering Group
薪酬水平调查督导小组
13.
UN professional salaries are considerably lower than in many other international organizations
联合国专业人员薪酬大大低于其它许多国际组织
14.
Study on the Organization Remakes and the Salary System Reform of Sichuan Place Railroad Bureau;
四川省地方铁路局改制过程中的组织再造及其薪酬体系改革研究
15.
The Study of the Relationships of Satisfaction of Total Compentation and Organtions Commitment of Knowledge Employees;
知识型员工全面薪酬满意度与组织承诺关系的实证研究
16.
Empirical study of compensation system and organizational culuture alignment;
薪酬制度与组织文化的匹配性实证研究——以浙江省高新企业为例
17.
The Research on Compensation Incentive of A Company's Middle Manager Based on the Theory of Organizational Justics
基于组织公平理论的A公司中层管理者薪酬激励研究
18.
This strategy breaks the limitations of traditional compensation system that emphasizes the material factor and ignores the mental factor.
它包括奖酬激励、利激励、就激励和组织激励四大部分,共同构成完整的薪酬战略体系。