求对兼职和全职的看法的英文短文,二百词左右小弟我急啊,明早就要了啊,我英语那是一个差啊,谢过先
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求对兼职和全职的看法的英文短文,二百词左右小弟我急啊,明早就要了啊,我英语那是一个差啊,谢过先
求对兼职和全职的看法的英文短文,二百词左右
小弟我急啊,明早就要了啊,我英语那是一个差啊,谢过先
求对兼职和全职的看法的英文短文,二百词左右小弟我急啊,明早就要了啊,我英语那是一个差啊,谢过先
It was hypothesized that part-time employees would have lower levels of job satisfaction, organizational commitment, job involvement, role conflict, role ambiguity, and inclusion. The hypotheses regarding job involvement and inclusion were supported. The results concerning job satisfaction, organizational commitment, and job involvement are consistent with the conclusion of Thorsteinson (2003) that there are no differences between part-time and full-time employees regarding job satisfaction and organizational commitment but there are moderate differences between the two types of employees regarding job involvement. The findings that employment status was the only variable that was significant in the stepwise regression model is consistent with earlier findings that part-time and full-time employees differ with respect to job involvement. Given there are no other empirical studies of inclusion, the results that showed years in industry as being significant in the stepwise regression model provides more insight into the construct of inclusion.
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