此研究证明了组织职业生涯管理的必要性。
The result shows that organization career management is very important.
第二章是组织职业生涯管理相关理论基础。
The second chapter summarizes the related theories of organizational career management.
组织职业生涯管理与员工自我职业生涯管理相关显著。
Organizational career management has positive correlation with individual career management.
员工队伍的动荡、优秀人才的流失让企业管理者们对组织职业生涯管理的价值提出了质疑。
Facing the instability of the young employees and the loss of talented, enterprise managers began to question the value of the Organizational Career Management.
在此基础上，对组织职业生涯管理的规划与开发的内容、方法予以全面、系统的阐述和分析。
Here foundation top, programming buildup occupation career manage and the development's contents, method to then completely, the system's discuss with analyze.
第四部分通过对数据进行了相关统计分析，初步得到了生涯辅导、关心员工、组织支持和制度保证四因子的组织职业生涯管理模型；
In the fourth part, we construct a four-factor model of organization career management by factor exploratory analysis, and validatory factor analysis The four factors are: Career direct;
组织职业生涯管理的生涯辅导、生涯信息、制度保证、上司支持均与组织承诺、工作满意度显著相关，而离职倾向仅与上司支持这个因素相关显著。
Career tutorship career information management rules and director's support is related to organizational commitment and job satisfaction, and turnover intention is only related to director's support.
本文从个人和组织两个方面分析了图书馆进行职业生涯开发与管理的必要性和实施途径。
In this article, the author analyzes the significance and the execution of librarian profession career development and management from both individual and organizational aspects.
兰奇·欧尼说这个核心前提——即组织健康的绝对重要性——也是他在职业生涯中孜孜以求的最基本的管理经验。
Lencioni states that this core premise - the overriding importance of organizational health - has also been the most fundamental management learning of his career.
本文在介绍了相关职业生涯理论的基础上，着重分析了组织应该在职业生涯管理中扮演的角色问题。
On the basis of introducing the relevant professional career theory, this paper mainly analyzes the role-play of the organization in professional career management.
做到这一点，可以在一定水平上实现组织人力资源开发目的与个人发铺目的的有机统一，即实现组织人力资源开发及管理与公务员职业生涯管理的契合。
In one sense, it will achieve an organic unity between the objective of organization human resources development and that of the management with the civil servant professional profession management.
最终得出结论，对组织而言，实现留住新员工最关键、最有效的措施就是进行早期职业生涯管理。
Finally the article make a conclusion that early career management is the best and most effective way to keep here new employee as to organization.
实际上，职业生涯与家庭责任之间的平衡，是雇员和组织在进行职业生涯管理不得不考虑的问题。
In fact, the balance between the career and family's responsibility, it is employee and organization that are carrying on the question had to consider in career management.
在内在激励方面，笔者提出了工作内容丰富化、进行员工职业生涯管理、组织各种培训以及建立良好的企业文化等方法。
In the respect of intrinsic motivation, the author puts forward job enrichment, career development management, various training and modern organization culture.
本文将分析与组织职业生涯开发相关的管理环境的变化，然后指出后企业时代组织职业生涯开发的悖论。
This article will analyze the change of OCD managerial environment, and then advance the paradox of OCD of the Post-corporate Age.
有效地开展职业生涯管理，不仅有利于个人职业生涯目标的成功实施，也有利于组织目标的顺利实现。
Effective implementation of career management, will not only help individual achieve their career goals, the implementation is also beneficial to the successful realization of the organization goals.
无边界职业生涯理论的兴起使企业从组织的角度对青年员工的职业生涯进行管理。
With the theory of non-border career rising, the enterprise began to manage young employees' career in an organizational point of view.
结果表明： （1）职业生涯满意度量表和组织生涯管理需求量表具有良好的信度和效度。
The result indicated that: (1)Career Satisfaction Scale and Organizational Career Requirement Scale both have the good reliabil.
结果表明： （1）职业生涯满意度量表和组织生涯管理需求量表具有良好的信度和效度。
The result indicated that: (1)Career Satisfaction Scale and Organizational Career Requirement Scale both have the good reliabil.
应用推荐