reward structure中文是什么意思

• 利润构成

• "reward"中文翻译    n. 1.报酬，酬劳，奖赏，酬金 (for)。 2.报答 ...
• "structure"中文翻译    n. 1.构造，结构；组织；石理，石纹。 2.建造物。 ...
• "competitive reward structure" 中文翻译 :    竞争酬赏制
• "cooperative reward structure" 中文翻译 :    合作酬赏制
• "individualistic reward structure" 中文翻译 :    个别奖赏结构
• "a reward" 中文翻译 :    作为酬谢
• "a reward for" 中文翻译 :    作为报酬
• "as a reward for" 中文翻译 :    作为…回报
• "in reward for" 中文翻译 :    作为报答
• "reward" 中文翻译 :    n. 1.报酬，酬劳，奖赏，酬金 (for)。 2.报答；报应；惩罚。 offer [give] reward to sb. for sth. 为某事给某人以报酬。 in reward for 为酬答…，作为…的奖赏。 vt. 1.酬劳，奖赏 (for with)。 2.报答；惩罚。 be rewarded by success 获得了成功。 reward sb. for sth. 为某事报答某人。 reward according to sb.'s deserts 论功行赏；给予应得的赏罚。 vi. 1.报答。 2.报复。 adj. -ing 有价值的，有益的。 adj. -less 无报酬的，白费气力的，徒劳的。
• "a reward or a bribe" 中文翻译 :    奖励还贿赂
• "appropriateness of reward" 中文翻译 :    奖赏适应性
• "cash reward" 中文翻译 :    现款奖金
• "center of reward" 中文翻译 :    奖赏中枢
• "claim a reward" 中文翻译 :    要求报酬
• "conditioned reward" 中文翻译 :    条件性奖赏
• "delayed reward" 中文翻译 :    延宕奖赏
• "due reward" 中文翻译 :    应有的奖励
• "equity of reward" 中文翻译 :    报酬公平性
• "expectancy reward" 中文翻译 :    期望奖赏
• "expected reward" 中文翻译 :    期望效益; 预期报酬
• "external reward" 中文翻译 :    外界奖励; 外在奖励
• "extraneous reward" 中文翻译 :    外来奖赏
• "extrinsic reward" 中文翻译 :    额外报酬; 外部奖励; 外发报酬; 外在报酬; 外在奖酬
• "financial reward" 中文翻译 :    财务奖赏; 物质奖酬

• Brief introduction to establishing a proper salary and reward structure for operators
  浅谈合理确定经营者薪酬结构
• Gender differences of the competitive reward structure and the valence of outcome on children ' s achievement attributions
  奖赏结构与结果效价对男女儿童成就归因的影响
• Function is similar to the one from the original example , but the reward structure is different and the loop is actually simplified
  函数与最初示例中的相似，但“奖赏”的结构有所不同，而且循环实际上也进行了简化。
• The scientific community ' s reward structures , excessively focused on papers and patents , need to encourage efforts touse science to generate tangible benefits ? not least in alleviatingpoverty and its impacts
  科学界的赏罚机制过多地集中在论文和专利上，需要投入更多的努力让科学产生实在的效益，最重要的就是减轻贫困及其带来的影响。
• Part two analyses the two factors of influencing the self - efficacy of the learning handicapped students from the school education , which are the competitive reward structure and the non - equal teacher - student interaction mechanism
  第二部分，从学校教育角度分析了影响学习困难学生自我效能感发展的两大因素，即竞争奖赏结构和不平等的师生互动机制。
• The problem which the unit exposes such as the low level of the reward to entrepreneurs and unreasonableness of the reward structure shows that the reward incentive mechanism to the entrepreneurs of the state - owned enterprise is unhealthy
  但试点中暴露出的如企业家报酬水平低，报酬结构不合理等问题，说明现有的对国有企业企业家报酬激励机制还不健全。
• Existing reward system investigation and analysis - reward structure analysis - salary design on each job and executive departments - bonus allocation project design - salary design for special teams job importance analysis - job levels analysis and layout - salary levels partition and confirmation
  现有薪酬体系调查与分析-薪酬结构分析-各岗位及职能部门薪酬方案设计-奖金分配方案设计-特殊团队的薪酬设计
• The three main conclusions are drawn : ( i ) by choosing 19 financial indexes , this paper makes a demonstrative analysis of the annals data of the listed companies in henan province in 2004 via factor analysis method , and finds out five principle factors which have important modifying effect on the evaluation of achievements of the listed companies . they are profit factor which represents the reward structure of the listed companies , the gained profit factor which represents the profitability of the companies , the debt service factor which represents solvency of the company , the management factor which represents the managed capacity of the companies and the development factor which represents the capacity for development . each principle factor multiplying its corresponding variance contribute rate get the synthesis score of each company respectively , consequently this paper makes an comprehensive evaluation of each company
  主要得出以下三个结论: (一) 、选取19个财务指标,用因子分析法对2004年河南省上市公司年报数据进行实证分析,找出对上市公司业绩评价有重要影响的五个主因子,分别是代表上市公司利润构成的利润因子、代表公司获利能力的获利因子、代表公司偿债能力的偿债因子、代表公司经营能力的经营因子和代表公司发展能力的发展因子,综合各个主因子得分乘以他们相应的方差贡献率,得到各个公司的综合得分,从而对各个公司的优劣作出一个综合评价。