Subordinate的問題，透過圖書和論文來找解法和答案更準確安心。 我們找到下列股價、配息、目標價等股票新聞資訊

A Quantitative Analysis of Regional Well-Being: Identity and Gender in India, South Africa, the USA and the UK

為了解決Subordinate的問題，作者Borooah, Vani Kant 這樣論述：

Using data from the World Values Survey, this book sheds light on the link between happiness and the social group to which one belongs. The work is based on a rigorous statistical analysis of differences in the probability of happiness and life satisfaction between the predominant social group an

d subordinate groups. The cases of India and South Africa receive deep attention in dedicated chapters on cast and race, with other chapters considering issues such as cultural bias, religion, patriarchy, and gender. An additional chapter offers a global perspective. On top of this, the longitudinal

nature of the data facilitates an examination of how world happiness has evolved between 1994 and 2014. This book will be a valuable reference for advanced students, scholars and policymakers involved in development economics, well-being, development geography, and sociology.

Subordinate進入發燒排行的影片

教練型領導組織承諾的關係:以組織創新活力為中介變項

為了解決Subordinate的問題，作者賴世耕 這樣論述：

教練型領導是通過鼓勵、指導、授權等方式樹立工作目標，最終實現領導者和員工之間相互促進以及共同發展。透過提高組織創新活力，來提高組織承諾，使員工達到對企業有緊密的關係，並且提高創新活力，以利組織面對環境改變越來越快速的問題。本研究之搜取樣本方法使用便利抽樣方式，而研究對象為台灣企業之員工，須在公司滿3個月以上工作經驗，並具有團隊經驗，以網路問卷發放，共回收452份問卷，刪除無效問卷後共409份，有效問卷之回收率為90.48%。在統計數據顯示，假設一為教練型領導對整體組織承諾具有顯著正向影響(β=.712 , p < .001)，故假設一成立。假設二教練型領導對整體組織創新活力具有顯著正向影響(

β=.749 , p < .001)，故假設二的推論成立。假設三組織創新活力對整體組織承諾具有顯著正向影響(β=.846 , p < .001)，假設三的推論成立。假設四組織創新活力中介教練型領導與組織承諾之間在加入組織創新活力的中介變項後，教練型領導對組織承諾的影響力下降(β= .712 , p < .001、β= .183 , p < .001)，故假設四成立。根據上述的假設成立給予實務上的建議，首先，在現今大數據時代的來臨，若組織內部的領導者具有教練型領導風格，可以帶給員工更高的組織承諾；在面對需要快速創新的產業與組織，教練型領導能夠促進組織創新活力，是組織面對創新更有動能；在組織中的組

織創新活力的程度越高，會更吸引組織內部的成員提高歸屬感與承諾；在了解組織創新活力中介於教練型領導與組織承諾之間，可以更能夠了解，組織內部員工對於領導者與組織需要能夠帶來協助與好的溝通才有辦法讓員工有所歸屬。

Outline of Classical Chinese Grammar

為了解決Subordinate的問題，作者Pulleyblank, Edwin G. 這樣論述：

While China has a long tradition of lexicography and of phonological studies, unlike Europe and Indian it has no tradition of descriptive or prescriptive grammar. Outline of Classical Chinese Grammar fills that gap and is the first comprehensive introduction to syntactical analysis of Classical Chin

ese. Focusing on the language of the high classical period, which ranges from the time of Confucius to the unification of the empire by Qin in -221, the books pays particular attention to the Mencius, the Lunyu, and, to a lesser extent, the Zuozhuan texts.Renowed for his work in Classical Chinese, E

dwin Pulleyblank opens the book with a brief historical overview and a discussion of the relationship between the writing system and the phonology. An outline of the overall principles of word order and sentence structure follows. He then deals with the main sentence types: nominal predicates, verba

l predicates, and numerical expressions, which constitute a special type of quasiverbal predication. The final section covers topics such as subordinate constituents of sentences, non-declarative sentence types, and complex sentences.Clear and well organized, Outline of Classical Chinese Grammar is

an authoritative study and will be an invaluable resource tool for anyone involved in Chinese language studies. Edwin G. Pulleyblank is Professor Emeritus of the Department of Asian Studies at the University of British Columbia.

債權管理人員威權領導、工作壓力與離職傾向之關係:權力距離傾向為調節

為了解決Subordinate的問題，作者海清淦 這樣論述：

近幾年，人口老化及少子化越來越嚴重情況下，這樣的環境下企業所面臨的就是缺工的問題，所以不得不正視人力資源的問題，在無法開源的情況下就要懂得節流，要做到節流就必須預防員工離職的發生。本研究旨在探討威權領導對離職傾向之影響，同時探討工作壓力在威權領導與離職傾向之間中介角色，更進一步檢視權力距離傾向在威權領導與工作壓力之間的調節效果。本研究以台灣北部地區債權管理從業人員為調查對象，總計回收225份有效問卷。研究結果顯示主管的威權領導的行為確實會正向影響到部屬或員工的離職傾向；此外，工作壓力確實在威權領導與離職傾向行為間扮演中介的角色；再者，部屬或員工的權力距離傾向會調節威權領導與工作壓力之間的正向

關係。最後，針對研究結果進行討論並提出管理意涵與後續研究建議。