| 1. | Quality of working life
工作生活品质 |
| 2. | The purpose of this study is to understand the relationship among work values , quality of work life and job satisfaction for the new generation
因此本研究将以此相关理论作为整个研究概念建构的基础。 |
| 3. | Through stepwise regression analysis reveals quality of work life has powerful explanation to job satisfaction
因此，组织在探讨新人类工作满足时不能只考虑员工个人属性，更应提供良好员工工作生活品质。 |
| 4. | In view of the above problem , this study is aimed at classifying the need patterns on quality of work life for the new generation
要求事少、钱多、离家近的工作，已成为许多管理者对于新新人类的普遍观感。 |
| 5. | According to the result of this study shows that quality of work life ( qwl ) influence to job satisfaction is greater than work values do
根据研究结果发现，员工工作生活品质对工作满足预测能力明显大于工作价值观。 |
| 6. | Enterprise make the train & develop plan ought to be based the different ability of staff , improve staff ' s work - satisfaction and quality of working life
企业应根据员工不同的能力制定培训和发展计划，提高员工的工作满意感和工作生活质量。 |
| 7. | This study recommends that managers do their best to understand the need patterns on quality of work life and make the right human resource management decisions for the new generation
如此才能在真正?解其工作生活品质需求之后，进而采取适当的管理措施。 |
| 8. | The concept of quality of work life emerged in the trade union in 60 ages , quickly , it was accepted by western society broadly , and became a kind of universal movement
工作生活质量( qualityofworklife )这个概念最早于20世纪60年代产生于工会组织,很快便被西方工业国家广泛接受,并发展成为一场普遍的社会运动。 |
| 9. | 1 . quality of work life is a seven - component construct . the seven dimensions are : life indemnification , work trait , preferment and reward , work grow , personal relationship , work and family leisure , respect . 2 . the results of t - test and avova that demographic variable can do some effects
本研究的主要结论有: 1 .我国企业员工的工作生活质量由生活保障、工作特性、升迁奖酬、工作成长、人际关系、工作与家庭休闲、尊重七个维度构成。 |
