职业

基本解释 (translations)

calling  ·  career  ·  employment  ·  job  ·  metier  ·  occupation  ·  profession  ·  pursuit  ·  trade  ·  vocation  ·  work  ·  careering  ·  careered  ·  careers  ·  jobbed  ·  jobs  ·  traded  ·  avocations  ·  callings  ·  employments  ·  professions  ·  vocations  ·  Kariera  ·  voc  ·  occup.

词组短语

walk of life

与职业相关的网络例句 [注：此内容来源于网络，仅供参考]

To professional identity of kindergarten teacher majors, there exist such differences as: nature of kindergarten, age of the kindergarten teachers, years of serving as a teacher, the educational background, professional post and salary and so on, which can be seen in the following aspects: 1 the degree of professional identity of kindergarten teachers in non-governmental kindergarten is higher than that of teachers in governmental kindergartens; 2 the degree of professional identity of kindergarten teachers aged between 21 to 25 is the highest, while those aged between 31-40 is lowest; 3 the professional identity of kindergarten teachers who have taught for 2 to 14 years in school is of the highest, while those for 15 to 25 is of the lowest; 4 those whose academic background is intermediate rank are considered to be the highest in the professional identity while those graduated from the junior middle school are regarded to be the lowest, 5those whose professional post ranks second in primary school are the highest level in professional identity, while those whose professional post are of first rank are in the lowest; 6those whose income is between 501 and 1000 RMB are regarded to be on the top in their professional identity while those whose income above 1500 RMB are in the lowest level.

主要表现为：1民办幼儿园教师职业认同高于公办幼儿园教师；2年龄在21—25岁之间的教师职业认同最高，31—40岁之间的教师最低；3教龄在2—14年间的教师职业认同最高，15—25年间的教师最低；4学历为中职的教师职业认同最高，初中学历教师职业认同最低；5职称为小教二级的教师职业认同最高，小教高级的教师最低；6工资收入在501—1000元的教师职业认同最高，1500元以上的教师最低。3、在其他因素上，如"是否担任行政职务"、"婚否"、"所带班级"、"班额大小"等方面，幼儿教师的职业认同没有显著差异。

If you choose a career that does not fit you,you can start over.today,growing numbers of people are changing careers or getting second starts in careers that have greater appeal to them.society no longer attaches the stigma7） of "instability" to the idea of career hopping,as it once did.motives or reasons for changing careers vary widely,but many people move because they feel stale or fed up with a grinding or dull routine.for some,a second start grows out of the realization that what they want out of life is not what they are doing,and they decide to do these things they enjoy and believe to be important.certainly,time spent in one occupation is likely to narrow the range of later occupational choices,very few people have the motivation and financial resources to start a completely new career in midlife.most people move to a related field that involves a minimum8） of new training.

如果选择了一个不适合你的职业，你可以重新开始。现在，越来越多的人在改变职业，或重新开始，转向对他们吸引力更大的职业。社会不再像以前那样把改换职业看成是"不稳定"的、不光彩的事情。改变职业的原因和动机各不相同，但许多人是因为感到厌倦和乏味。对有的人来说，重新开始是因为他们意识到他们现在所做的并不是他们所向往的，于是，他们决定去做他们认为有意思或重要的事情。当然，干一个职业的时间长了，会缩小以后的择业范围，很少有人有勇气或足够的经济基础在中年时再开始干一份全新的职业。大部分人转往相近的、只需接受最少量训练的行业。

The thesis takes the career life management as the main research line, combining with fact of career life management of Chinese enterprise, analyzing measures that the Chinese enterprise have to take so as to survive and develop in the fury compotation environment: They must accept the Career life management and development conception, construction the strategy of Career life management, do well in the Career life management, so as to reach the balance between the organizations and its staffs and achieve a win-win result.

本文以如何加强我国企业组织职业生涯管理为主线，结合我国企业职业生涯管理的实际，深入探讨了我国企业要在竞争日益激烈的环境下生存和发展必须树立职业生涯管理发展观，建立以学习为导向，旨在形成共同价值观，着重员工能力开发的职业生涯管理战略，完善企业的职业生涯管理系统，做好职业生涯管理业务工作，最终使组织与个人目标之间保持动态平衡，以实现组织与员工之间的双赢，促进员工和企业的共同发展。

Through surveying on 366 knowledge workers of 30 IT enterprises, the study has proved the structure factors, influence factors, and operation mechanism of the IT industry knowledge workers\'s career management system. The result of this research is instructional and exercisable to the practice of knowledge workers\'s career management of IT enterprises, and make some idea and reference to more research in this field.About the study, the view is new, the research range is material, and the object is representative. Currently, domestic research in the content of this field is unsystematized, and nonstandard.

本研究在回顾国内外关于职业生涯管理理论与实践的基础上，深入分析IT产业特点与知识型员工及其职业生涯特点，提出了IT产业知识型员工职业生涯管理体系，并根据该体系模型设计了IT产业知识型员工职业生涯管理调查问卷，通过对30家IT企业的366名知识型员工实施问卷调查，验证了IT产业知识型员工职业生涯体系的构成因子、影响因素与作用机制，对IT企业实施知识型员工职业生涯管理实践具有一定的指导性与操作性，并为该领域的进一步深入研究提供了思路和借鉴。

Higher vocational education reform has developed into a new period of enhancing interior quality and increasing teaching quality overall, during which an active study focused on students' vocation ability and quality training has been carried out in Hunan Vocational College of Commerce and thus their own model has been established to ensure the training quality of secretary specialty talent: vocationalization in curriculum setting, systematism in skill training and combination of checking model with "double certificates".

职业教育和职业培训关系的历史渊源与。。。职业素养：职业教育亟待关注的课程研。。。素养？行为？技能集合约定的职业化是职。。。高等职业教育改革发展进入到加强内涵建设、全面提升教育教学质量的新阶段。在这新的阶段，我院文秘专业在注重学生职业能力和素质培养方面做了积极的探索，在不断的改革探索中形成了自己的办学模式：课程设置职业化、技能训练体系化、考核模式双证通融，确保了文秘专业人才培养质量。

Vocationalization is the status which labor can suit the basic requirements of the work and be qualitified with it under good vocational consciousness. Vocational consciousness is an understanding for vocational merit and vocational habit, studying attitude, thinking mode, team spirit, sensitivity and faithfulness formed on its basis.

职业化，就是要求职业人员，在良好的职业意识指导下，能够符合工作的基本要求并胜任工作，职业意识是专业人员对职业价值的认识并在此基础上形成的职业习惯、职业学习态度、职业思维模式、职业团队精神、职业敏感度和职业忠诚度。

To the international competitiveness of academic academic, the storage quantity of resources of advanced knowledge mirror the competitiveness of resources of academic profession, the increasing quantity and the value of advanced knowledge reflect the competitiveness of academic delivering of the academic profession, the flowing direction and international prestige of advanced knowledge reflect the attraction and the international force of academic profession, systems of colleges reflect its competence, the zoology of advanced knowledge reflects the environmental force of academic profession, their relationships mirror the forming mechanism of the competitive advantage of academic profession, the bestirring model of international competitiveness of academic profession is consitituted on base of it.

对于学术职业的国际竞争力来说，高深知识的资源存量反映的是学术职业资源的竞争力，高深知识的增量与价值反映的是学术职业的学术竞争力，高深知识的流向和国际声望反映的是学术职业的职业吸引力和国际影响力，高等学校系统反映的是高等学校竞争力，高深知识的生态反映的是学术职业的环境影响力，它们的相互关系反映了学术职业国际竞争优势的形成机制，并在此基础上构成学术职业国际竞争力的激励模型。

Through a questionnaire to 112 young PE teachers under 40 in some collegers and universities in hunan province on their professional mobile desire,it has found that PE teachers' degree of satisfaction with their jobs and their professional stability are obviously superior to those of other specialty teachers.But PE teachers' professional behavior is troubled with such factors as their working conditions,social status and the limitations to choosing jobs,which influence their attitude towards their jobs.

通过对湖南9所高校112名40岁以下的青年体育教师职业流动意愿的问卷调查研究发现，高校青年教师较其它专业教师，在职业满意度、职业稳定性等方面明显高于对照组，但高校体育教师的职业行为也较多地受到职业条件、职业社会地位、职业专业选择宽度等因素困扰，这是影响其&敬业心态&的主要原因。

Consequently, what capacities should PMs possess is an issue worthy of research.This paper firstly analyzed the notion of professional manager, their function in the enterprise and the changing requirements of their capacities. Then, it dissected the capacities of PMs in professional morality, capability and knowledge in both theoretical and practicing ways. After comparing Chinese PMs' and their western compeers' different specialities, three schemes were given for capacity cultivating. Finally, more meticulous researches and analyses about PMs' moral capacity are studied under the real situation of China. At the last, some suggestions are put forward to the further improvement of Chinese PMs' moral capacity.

职业经理人究竟应该具备什么样的素质是一个十分值得研究的问题，对此，本文首先对职业经理人的概念在企业中起到的作用以及这些年职业经理人的素质要求变化进行了阐述；理论与实际相结合地介绍了职业经理人应该具备的职业道德、能力、知识等各个方面的素质，分别以美国和中国为例，对比中西方成功的职业经理人所拥有的不同特点，接着提出了三个素质培养的方案；在本文最后，联系中国实际情况针对中国职业经理人的职业道德素质进行了细致研究与分析，最终提出了中国职业经理人道德素质培养的建议。

They can find more values on their professions for a long period of time.（2）University counselors' professional identity is increasing by age, and the differences are significant.（3）The degree of masters' professional identity is a little higher than that of students of five-years term college and undergraduates, and also the differences are significant.（4）The differences of university counselors' professional identity on work age are significant. Who work for 5 to 10 years involves into Job burnout easily.（5）The differences of university counselors' professional identity on monthly profit are significant. The counselor who owns more monthly profit may increases the degree of professional identity.（6）University counselors' professional identity is increasing by administrative level, and the differences are significant.（7）University counselors' professional identity is increasing by professional title, too. The differences are significant.（8）The differences of university counselors' professional identity on school types are significant. The professional consciousness of counselors from Key University is the highest, and General College, voluntary school, junior college follows. There are subjective and objective factors which have impacts on the identity.

与男性辅导员相比，女性辅导员更喜爱辅导员职业，认为从事该职业体现自我价值，愿意长期从事辅导员工作；高校辅导员职业认同度随着年龄的增加而提高；30岁以下的女性比男性辅导员职业认同程度低，而31--45岁的女性则比男性高，45岁以上男女无差异；不同学历水平的高校辅导员在职业认同度上不存在显著差异，相对于大专、本科学历的高校辅导员而言，具有硕士研究生学历的高校辅导员职业认同度略高；不同工龄的辅导员在职业认同上存在差异，工作了5-10年的辅导员易产生职业倦怠，职业认同程度低；不同月收入水平的高校辅导员在职业认同度上存在显著差异，月收入越多，职业认同程度越高；不同行政级别高校辅导员的职业认同存在显著差异，随着行政级别的提高，高校辅导员的职业认同度逐步提高；不同职称的高校辅导员在职业认同上存在显著差异，辅导员职称越高，其职业认同程度提升；不同学校类型的辅导员对职业的认同程度存在显著差异，省重点高校的辅导员职业认同度最高，其他依次为省普通高校、省民办高校、省大专院校。

与职业相关的网络解释 [注：此内容来源于网络，仅供参考]

Career anchors：职业锚

什么是施恩的职业锚理论? 职业锚(Career anchors) 职业锚理论产生于在职业生涯规划领域具有"教父"级地位的美国麻省理工大学斯隆商学院、美国著名的职业什么是施恩的职业锚理论? 职业锚(Career anchors) 职业锚理论产生于在职业生涯规划领域具有"教父"级地位的美国麻省理工大学斯隆商学院、美国著名的职

Career anchors：职业动机

在为员工规划职业道路时管理者应考虑到员工个人素质(PersonalQualities),职业动机(Career Anchors),自我评价(Self-Assessment)等因素,从职业途径角度讲,有传统职业途径(Traditional Career Path),网状职业途径(Network Career Path),

vocational guidance：职业辅导

职业咨询与职业辅导(vocational guidance)意义相似,但稍有区别:职业咨询重在协助当事人解决眼前问题,职业辅导则偏于一般的职业预备. 见该条. 属于辅导业务之一. 职业辅导指对学生或谋职者,以团体或个别方式,提供职业讯息,协助他们获取有关职业的必要经验,

vocational maladjustment：职业适应不良 职业适应不良

Vocational Interest Inventory 职业兴趣量表 | vocational maladjustment 职业适应不良 职业适应不良 | vocational maturity 职业成熟性

career planing：职业规划,前程规划,职业生涯规划

career management 职业了展管理,人事管理前程 | career planing 职业规划,前程规划,职业生涯规划 | career propects 职业前程,职业前景

career plateau：职业高原

职业高原(career plateau)又称为职业发展停滞,是个体职业生涯的一个时点,在该时点上,员工获得进一步提升的可能性很小. 酒店员工职业高原,是指酒店员工处于某个岗位的临时性或永久性的职业状态,在此状态,

occupational prestige：职业声望

职业声望(Occupational Prestige)是人们对职业社会地位的主观评价,是职业生涯管理学研究的重要范畴之一. 职业地位是由不同职业所拥有的社会地位资源所决定,但是它往往通过职业声望的形式表现出来.

Soroptimist International Association：职业妇女福利互助会国际协会 (职业妇协),SIA,职业妇协

Soroptimist International;职业妇女福利互助... | Soroptimist International Association;职业妇女福利互助会国际协会 (职业妇协);SIA;职业妇协 | Soroptimist International of Europe Cairo Club;欧洲国际知识妇女...

Occupational Therapy：职业治疗

甚至可导致永久性遗忘.职业康复(vocational rehabilitation)提供职业服务,如职业指导,职业训练,和有选择的安置工作,使精神或躯体残疾者能够有适当职业.职业治疗(occupational therapy)指目的明确地从事某种职业训练,

vocational：职业的,就职的,面向职业的,为职业作准备的

focus of the course 课程重点 | vocational 职业的,就职的,面向职业的,为职业作准备的 | oriented towards employment 面向职业的,面向工作的