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あぁかがさざただなはばぱまやゃらわゎんいぃきぎしじちぢにひびぴみりうぅくぐすずつづっぬふぶぷむゆゅるえぇけげせぜてでねへべぺめれおぉこごそぞとどのほぼぽもよょろを

アァカサザタダナハバパマヤャラワヮンイィキギシジチヂニヒビピミリウゥクグスズツヅッヌフブプムユュルエェケゲセゼテデヘベペメレオォコゴソゾトドノホボポモヨョロヲ ―

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中文 을 입력하시려면 zhongwen을 입력하시고 space를누르시면됩니다.
北京 을 입력하시려면 beijing을 입력하시고 space를 누르시면 됩니다.

ㅥ ㅦ ㅧ ㅨ ㅩ ㅪ ㅫ ㅬ ㅭ ㅮ ㅯ ㅰ ㅱ ㅲ ㅳ ㅴ ㅵ ㅶ ㅷ ㅸ ㅹ ㅺ ㅻ ㅼ ㅽ ㅾ ㅿ ㆀ ㆁ ㆂ ㆃ ㆄ ㆅ ㆆ ㆇ ㆈ ㆉ ㆊ ㆋ ㆌ ㆍ ㆎ

Α Β Γ Δ Ε Ζ Η Θ Ι Κ Λ Μ Ν Ξ Ο Π Ρ Σ Τ Υ Φ Χ Ψ Ω α β γ δ ε ζ η θ ι κ λ μ ν ξ ο π ρ σ τ υ φ χ ψ ω

á à Á À é è É È ç Ç ê

Ä Ö Ü ä ö ü ß

ְ ֳ ֲ ֱ ָ ַ ֵ ֶ ִ ֹ ּ ֻ ׂ ׁ ּ פ ם ן ו ט א ר ק ף ך ל ח י ע כ ג ד ש ץ ת צ מ נ ה ב

‘ ’ “ ” 〔〕〈〉「」『』【】＂（）［］｛｝

± × ÷ ≠ ≤ ≥ ∞ ∴ ♂ ♀ ∠ ⊥ ⌒ ∂ ∇ ≡ ≒ ≪ ≫ √ ∽ ∝ ∵ ∫ ∬ ∈ ∋ ⊆ ⊇ ⊂ ⊃ ∪ ∩ ∧ ∨ ￢ ⇒ ⇔ ∀ ∃ ∮ ∑ ∏ ＋－＜＝＞

、。 · ‥ … ¨ 〃 ― ∥ ＼ ∼ ´ ～ ˇ ˘ ˝ ˚ ˙ ¸ ˛ ¡ ¿ ː ！＇，．／：；？＾＿｀｜

½ ⅓ ⅔ ¼ ¾ ⅛ ⅜ ⅝ ⅞ ¹ ² ³ ⁴ ⁿ ₁ ₂ ₃ ₄

Æ Ð Ħ Ĳ Ł Ø Œ Þ Ŧ Ŋ æ đ ð ħ ı ĳ ĸ ŀ ł ø œ ß þ ŧ ŋ ŉ

А Б В Г Д Е Ё Ж З И Й К Л М Н О П Р С Т У Ф Х Ц Ч Ш Щ Ъ Ы Ь Э Ю Я а б в г д е ё ж з и й к л м н о п р с т у ф х ц ч ш щ ъ ы ь э ю я

′ ″ ℃ Å ￠￡￥ ¤ ℉ ‰ ＄％Ｆ￦㎕㎖㎗ ℓ ㎘㏄㎣㎤㎥㎦㎙㎚㎛㎜㎝㎞㎟㎠㎡㎢㏊㎍㎎㎏㏏㎈㎉㏈㎧㎨㎰㎱㎲㎳㎴㎵㎶㎷㎸㎹㎀㎁㎂㎃㎄㎺㎻㎽㎾㎿㎐㎑㎒㎓㎔ Ω ㏀㏁㎊㎋㎌㏖㏅㎭㎮㎯㏛㎩㎪㎫㎬㏝㏐㏓㏃㏉㏜㏆

§ ※ ☆ ★ ○ ● ◎ ◇ ◆ □ ■ △ ▽ → ← ↑ ↓ ↔ 〓 ◁ ◀ ▷ ▶ ♤ ♠ ♡ ♥ ♧ ♣ ⊙ ◈ ▣ ◐ ◑ ▒ ▤ ▥ ▨ ▧ ▦ ▩ ♨ ☏ ☎ ☜ ☞ ¶ † ‡ ↕ ↗ ↙ ↖ ↘ ♭ ♩ ♪ ♬ ㉿㈜ № ㏇ ™ ㏂㏘ ℡ ＃＆＊＠ ª º

ⅰ ⅱ ⅲ ⅳ ⅴ ⅵ ⅶ ⅷ ⅸ ⅹ Ⅰ Ⅱ Ⅲ Ⅳ Ⅴ Ⅵ Ⅶ Ⅷ Ⅸ Ⅹ

ا ب ت ث ج ح خ د ذ ر ز س ش ص ض ط ظ ع غ ف ق ک ل م ن ه و ی

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10개씩 출력

1
中国大学工商管理教育体系的现状及发展趋势

李龙振(Li, Longzhen) 글로벌경영학회 2007 글로벌경영학회지 Vol.4 No.4
- 원문보기
中国工商管理类学科专业教育是在一般管理教育及各类职能性管理专业教育的基础上发展起来的,在人才培养、教育教学和科学研究成果等方面取得了显著的成绩。但是与时代发展的要求、与发达国家的工商管理教育相比,还存在着人才培养目标不明确、教育和教学思想相对落后、教育过程与实践脱节、教学内容和方式手段更新慢、高素质师资匮乏等诸多问题。如何发展既符合中国经济发展规律,适应中国社会经济需要,又符合国际工商管理教育共性的中国工商管理教育,培养二十一世纪的中国企业管理人才,是摆在我们面前亟待解决的现实问题。本文从本科、研究生及工商管理硕士(MBA)、高级管理人员工商管理硕士(EMBA)三个层面上进行了论述。
2
一线经理与员工对高绩效工作系统的感知差异对员工离职意向的影响 -自我牺牲型领导力的调节作用-

白培培 ( Bai Pei Pei ),李龙振 ( Li Long Zhen ) 한중사회과학학회 2021 한중사회과학연구 Vol.19 No.3
- 원문보기 2
  KCI
  
  KISS
In the context of a market economy with Chinese characteristics, scholars begin to doubt whether the high-performance work system (HPWS) always positively impacts organizational performance and individual performance. For this reason, scholars’ researches turn to the effects of different levels of HPWS on employees’ attitudes and behaviors. However, the effect of first-line managers and employees perceived HPWS gap on employee turnover intention has not been empirically proven. The purpose of this study is to explore the operational mechanism of HPWS from the perspective of first-line managers and employees perceived HPWS gap. Based on the theory of social information processing, this study explores the effect of first-line managers and employees perceived HPWS gap on employee turnover intention and the moderate effect of self-sacrificial leadership between them. The field survey data came from a large real estate company in Henan province, China. The researchers finally obtained valid data on the matching of 31 first-line managers and 241 employees. Based on multiple regression analysis, the results showed that the first-line managers and employees perceived HPWS gap had a positive effect on employee turnover intention. It is noteworthy that self-sacrificial leadership can effectively alleviate the positive effect of the first-line managers and employees perceived HPWS gap on employee turnover intention. That is to say, the positive relationship between the first-line managers and employees perceived HPWS gap and employee turnover intention becomes weaker when employees perceive high-level self-sacrificial leadership. This study not only adds a new research perspective to the research literature of HPWS and leadership but also provides a new direction for organizations to obtain the best HPWS implementation effect.
3
战略共识对员工情绪耗竭的影响研究 ― 基于自我牺牲型领导力和权力距离的调节作用

杜书云 ( Du Shuyun ),白培培 ( Bai Peipei ),李龙振 ( Li Longzhen ) 고려대학교 중국학연구소 2021 中國學論叢 Vol.- No.72
- 원문보기 2
  KCI
  
  KISS
The increasing uncertainty in the operating environment of enterprises, intensifies competition among enterprises. Furthermore, enterprises require employees to devote more time and effort to improve their performance and sustainable development. Thus, employees generally feel emotional exhaustion within the businesses. This phenomenon has attracted much attention in Academia. Based on the theory of social identity, this paper examines the influence mechanism of strategic consensus on emotional exhaustion and the moderating effects of self-sacrificial leadership and power distance. Based on empirical analysis of 254 employees’ questionnaires from a large real estate company in China, the research results as shows below: strategic consensus has a negative impact on emotional exhaustion; self-sacrificial leadership has a negative moderating effect on the relationship between strategic consensus and employee emotional exhaustion; power distance has a positive moderating effect on the relationship between strategic consensus on employee emotional exhaustion. Based on the research results, this study puts forward theoretical and practical suggestions to overcome employee emotional exhaustion from the perspective of strategic consensus and suggests the limitation and future direction of this study.