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Employee extrinsic perceptions

Employee perception of compensation risk was measured by two items (Gomez-Mejia et al., 1987). An example is, “My compensation entails a significant downside risk in case of low performance,” and the reliability of both the items was 0.70. Employee layoff perception was measured by asking individual employees for their perception of the probability of a layoff in the near future ( Brockner et al., 1992). One item asked individual employees about their perceptions regarding the possibility of layoff, dividing into six scales, ranging from 1 (0%) to 6 (81–100%). The composite degree of extrinsic motivation was created by adding the standardized values of the two variables.

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2 Answers

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  • Sen
    Lv 7
    1 decade ago
    Favorite Answer

    員工外在認知

    薪資風險在員工外在認知是由兩個項目測量〈論文 Gomez-Mejia et al., 1987 〉。 舉一個例子 ,『我表現不好時,我的薪資有大幅減低的風險』,這時兩個項目之可靠性都是0.70。員工資遣的認知是由對個別員工詢問他們對近期被資遣可能性的預估〈論文 Brockner et al., 1992〉。 其中關於資遣可能性的一個項目是分成六個等級,由一〈0 % 〉到六 〈 81-100 % 〉。藉由加上這兩個變數標準化後的值,可得外在士氣的合成的等級。

  • Anonymous
    1 decade ago

    雇員外的看法

    雇員補償風險感知量度兩項 (Gomez · 梅希亞 et al,1987年)。 一個的例子,是 “ 我的補償,需要重大的缺點風險的低性能,” 這兩個專案的可靠性是 0.70。 員工裁員感知是以要求對的概率一裁員在不久的將來 (Brockner et al,1992年) 的各種個別雇員來衡量。 一項將每個雇員問及裁員的可能性,分為從 1 . 0 % 的六個規模 6 (81–100%),其認知。 通過添加這兩個變數的規範化的值創建組合程度的外在動力。

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