{"name": "组织行为与人力资源管理", "children": [{"name": "个体行为基础", "children": [{"name": "个性", "en": "personality", "superfield": "管理科学技术"}, {"name": "个性层次模型", "en": "personality hierarchical model", "superfield": "管理科学技术"}, {"name": "内部公平", "en": "internal equity", "superfield": "管理科学技术"}, {"name": "凯利归因理论", "en": "Kelley’s attribution theory", "superfield": "管理科学技术"}, {"name": "创业意向", "en": "entrepreneurial intention", "superfield": "管理科学技术"}, {"name": "动机", "en": "motivation", "superfield": "管理科学技术"}, {"name": "外部公平", "en": "external equity", "superfield": "管理科学技术"}, {"name": "工作不安全感", "en": "job insecurity", "superfield": "管理科学技术"}, {"name": "工作伦理", "en": "work ethics", "superfield": "管理科学技术"}, {"name": "工作态度", "en": "job attitude", "superfield": "管理科学技术"}, {"name": "工作知觉", "en": "job perception", "superfield": "管理科学技术"}, {"name": "工具性", "en": "instrumentality", "superfield": "管理科学技术"}, {"name": "归因偏差", "en": "attribution bias", "superfield": "管理科学技术"}, {"name": "归因误差", "en": "attribution 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{"name": "全球化人力资源管理", "en": "global human resource management", "superfield": "管理科学技术"}]}, {"name": "人力资源招聘、选拔", "children": [{"name": "16种个性因素问卷", "en": "16 personality factor questionnaire", "superfield": "管理科学技术"}, {"name": "业务知识测试", "en": "job knowledge test", "superfield": "管理科学技术"}, {"name": "严格误差", "en": "strictness error", "superfield": "管理科学技术"}, {"name": "个性测验", "en": "personality test", "superfield": "管理科学技术"}, {"name": "人事测评", "en": "personnel assessment", "superfield": "管理科学技术"}, {"name": "人事测验", "en": "personnel test", "superfield": "管理科学技术"}, {"name": "似我误差", "en": "similar-to-me error", "superfield": "管理科学技术"}, {"name": "内部招聘", "en": "internal recruitment", "superfield": "管理科学技术"}, {"name": "内部效度", "en": "internal validity", "superfield": "管理科学技术"}, {"name": "分布误差", "en": "distribution error", "superfield": "管理科学技术"}, {"name": "半结构化面试", "en": "semi-structured interview", "superfield": "管理科学技术"}, {"name": "压力面试", "en": "stress interview", "superfield": "管理科学技术"}, {"name": "员工态度调查", "en": "employee attitude survey", "superfield": "管理科学技术"}, {"name": "员工推荐", "en": "employee referral", "superfield": "管理科学技术"}, {"name": "复本信度", "en": "alternate form reliability", "superfield": "管理科学技术"}, {"name": "外部招聘", "en": "external recruitment", "superfield": "管理科学技术"}, {"name": "多重筛选法", "en": "multiple hurdle model", "superfield": "管理科学技术"}, {"name": "宽大误差", "en": "leniency error", "superfield": "管理科学技术"}, {"name": "对比误差", "en": "comparison error", "superfield": "管理科学技术"}, {"name": "工作技能测验", "en": "job skill test", "superfield": "管理科学技术"}]}, {"name": "人力资源管理法规", "children": [{"name": "临时用工", "en": "contingent work force", "superfield": "管理科学技术"}, {"name": "事故预防", "en": "accident prevention", "superfield": "管理科学技术"}, {"name": "人事档案", "en": "personnel archive", "superfield": "管理科学技术"}, {"name": "人力资源法律体系", "en": "human resources legal system", "superfield": "管理科学技术"}, {"name": "伤残保险", "en": "disability insurance", "superfield": "管理科学技术"}, {"name": "公平就业机会", 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{"name": "培训", "en": "training", "superfield": "管理科学技术"}, {"name": "培训专员", "en": "training specialist", "superfield": "管理科学技术"}, {"name": "培训计划", "en": "training plan", "superfield": "管理科学技术"}]}, {"name": "沟通与冲突", "children": [{"name": "共享心理模型", "en": "shared mental model", "superfield": "管理科学技术"}, {"name": "共享领导", "en": "shared leadership", "superfield": "管理科学技术"}, {"name": "关系网", "en": "relationship network", "superfield": "管理科学技术"}, {"name": "参与式咨询", "en": "participative counseling", "superfield": "管理科学技术"}, {"name": "咨询服务", "en": "consulting service; counseling", "superfield": "管理科学技术"}, {"name": "团队工作", "en": "teamwork", "superfield": "管理科学技术"}, {"name": "团队过程", "en": "team process", "superfield": "管理科学技术"}, {"name": "岗位配置分析", "en": "position arrangement analysis", "superfield": "管理科学技术"}, {"name": "指导式咨询", "en": "directive counseling", "superfield": "管理科学技术"}, {"name": "社会互动", "en": "social interaction", "superfield": "管理科学技术"}, {"name": "社会闲散效应", "en": "social loafing effect", "superfield": "管理科学技术"}, {"name": "群体凝聚力", "en": "group cohesiveness", "superfield": "管理科学技术"}, {"name": "群体动力学", "en": "group dynamics", "superfield": "管理科学技术"}, {"name": "群体效能感", "en": "collective efficacy", "superfield": "管理科学技术"}, {"name": "群体规模", "en": "group size", "superfield": "管理科学技术"}, {"name": "质量圈", "en": "quality circle", "superfield": "管理科学技术"}, {"name": "非指导式咨询", "en": "nondirective counseling", "superfield": "管理科学技术"}]}, {"name": "组织与行为管理", "children": [{"name": "个性–工作匹配理论", "en": "personality-job fit theory", "superfield": "管理科学技术"}, {"name": "人–组织匹配", "en": "person-organization fit", "superfield": "管理科学技术"}, {"name": "人–职位–组织匹配", "en": "person-joborganization fit", "superfield": "管理科学技术"}, {"name": "人–职位匹配", "en": "person-job fit", "superfield": "管理科学技术"}, {"name": "伦理行为", "en": "ethical behavior", "superfield": "管理科学技术"}, {"name": "反生产行为", "en": "counter-productive behavior", "superfield": "管理科学技术"}, {"name": "吸引–选择–消退框架", "en": "attractionselection-attrition 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"superfield": "管理科学技术"}, {"name": "折半信度", "en": "split-half reliability", "superfield": "管理科学技术"}, {"name": "效标关联效度", "en": "criterion-related validity", "superfield": "管理科学技术"}, {"name": "时间序列研究", "en": "time series study", "superfield": "管理科学技术"}, {"name": "构思", "en": "construct", "superfield": "管理科学技术"}, {"name": "概化效度", "en": "generalizability", "superfield": "管理科学技术"}, {"name": "横切面研究", "en": "cross-sectional study", "superfield": "管理科学技术"}, {"name": "焦点小组访谈", "en": "focus group interview", "superfield": "管理科学技术"}, {"name": "生态效度", "en": "ecological validity", "superfield": "管理科学技术"}]}, {"name": "绩效管理", "children": [{"name": "360度绩效评价", "en": "360-degree performance appraisal", "superfield": "管理科学技术"}, {"name": "关键绩效指标", "en": "key performance index; KPI", "superfield": "管理科学技术"}, {"name": "冗员分析", "en": "excessive employee analysis", "superfield": "管理科学技术"}, {"name": "创业绩效", "en": "entrepreneurial performance", "superfield": "管理科学技术"}, {"name": "叙述评价法", "en": "essay method", "superfield": "管理科学技术"}, {"name": "图形评价法", "en": "graphic rating scale", "superfield": "管理科学技术"}, {"name": "工作士气", "en": "job morale", "superfield": "管理科学技术"}, {"name": "工作效率", "en": "work efficiency", "superfield": "管理科学技术"}, {"name": "强迫分配法", "en": "forced distribution method", "superfield": "管理科学技术"}, {"name": "强迫选择法", "en": "forced-choice scale", "superfield": "管理科学技术"}, {"name": "成本相关产出法", "en": "cost-related outcome method", "superfield": "管理科学技术"}, {"name": "标准评定量表法", "en": "standard rating scale method", "superfield": "管理科学技术"}, {"name": "比较评估法", "en": "comparative appraisal method", "superfield": "管理科学技术"}, {"name": "混合标准法", "en": "mixed standard scale", "superfield": "管理科学技术"}, {"name": "满意决策模型", "en": "satisficing decision model", "superfield": "管理科学技术"}, {"name": "特征评价法", "en": "attribute approach", "superfield": "管理科学技术"}, {"name": "特质考评指标体系", "en": "trait scale", "superfield": "管理科学技术"}, {"name": "离职", "en": "turnover", "superfield": "管理科学技术"}, {"name": "简单排序法", "en": 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"superfield": "管理科学技术"}, {"name": "生物型职位设计法", "en": "biological job design method", "superfield": "管理科学技术"}, {"name": "知觉运动型职位设计", "en": "perceptualmotor job design", "superfield": "管理科学技术"}, {"name": "管理职位描述问卷", "en": "management position description questionnaire", "superfield": "管理科学技术"}, {"name": "职业环境", "en": "occupational environment", "superfield": "管理科学技术"}, {"name": "职位", "en": "job", "superfield": "管理科学技术"}, {"name": "职位分析", "en": "job analysis", "superfield": "管理科学技术"}, {"name": "职位分析问卷", "en": "job analysis questionnaire", "superfield": "管理科学技术"}, {"name": "职位分类", "en": "job classification", "superfield": "管理科学技术"}]}, {"name": "薪酬管理", "children": [{"name": "个人退休账户", "en": "individual recruitment account", "superfield": "管理科学技术"}, {"name": "交替排序法", "en": "alternation ranking method", "superfield": "管理科学技术"}, {"name": "付酬因素", "en": "compensable factor", "superfield": "管理科学技术"}, {"name": "佣金预支计划", "en": "commission-plusdraw plan", "superfield": "管理科学技术"}, {"name": "供款计划", "en": "contributory plan", "superfield": "管理科学技术"}, {"name": "全薪劳动力", "en": "all-salaried workforce", "superfield": "管理科学技术"}, {"name": "公平工资目标", "en": "equity pay objective", "superfield": "管理科学技术"}, {"name": "内在奖励", "en": "intrinsic reward", "superfield": "管理科学技术"}, {"name": "再就业援助", "en": "outplacement assistance", "superfield": "管理科学技术"}, {"name": "出差津贴", "en": "mission installation allowance", "superfield": "管理科学技术"}, {"name": "利润分享计划", "en": "profit-sharing plan", "superfield": "管理科学技术"}, {"name": "劳动保险", "en": "labor insurance", "superfield": "管理科学技术"}, {"name": "单一薪资计划", "en": "salary-only plan", "superfield": "管理科学技术"}, {"name": "即时奖金", "en": "spot bonus", "superfield": "管理科学技术"}, {"name": "参与式激励计划", "en": "attendance incentive plan", "superfield": "管理科学技术"}, {"name": "双重工资标准", "en": "two-tier pay plan", "superfield": "管理科学技术"}, {"name": "可变薪酬", "en": "variable compensation", "superfield": "管理科学技术"}, {"name": "员工健康计划", "en": "employee wellness program", "superfield": "管理科学技术"}, {"name": "员工援助计划", "en": "employee assistance program", "superfield": "管理科学技术"}, {"name": "员工服务福利", "en": "employee service benefit", "superfield": "管理科学技术"}]}, {"name": "行为决策", "children": [{"name": "主观期望效用理论", "en": "subjective expected utility theory", "superfield": "管理科学技术"}, {"name": "事后诸葛偏差", "en": "hindsight bias", "superfield": "管理科学技术"}, {"name": "伦理决策", "en": "ethical decision-making", "superfield": "管理科学技术"}, {"name": "信息取样模型", "en": "information sampling model", "superfield": "管理科学技术"}, {"name": "决策不确定性", "en": "decision making uncertainty", "superfield": "管理科学技术"}, {"name": "决策的经济社会模型", "en": "socioeconomic model of decision making", "superfield": "管理科学技术"}, {"name": "决策风格", "en": "decision making style", "superfield": "管理科学技术"}, {"name": "动机测试", "en": "motive test", "superfield": "管理科学技术"}, {"name": "劳动责任", "en": "work duty", "superfield": "管理科学技术"}, {"name": "参照点", "en": "reference point", "superfield": "管理科学技术"}, {"name": "后悔理论", "en": "regret theory", "superfield": "管理科学技术"}, {"name": "启发式", "en": "heuristic", "superfield": "管理科学技术"}, {"name": "团队透镜模型", "en": "team lens model", "superfield": "管理科学技术"}, {"name": "多层次团队决策理论", "en": "multilevel theory of team decision making", "superfield": "管理科学技术"}, {"name": "多特征决策", "en": "multiattribute decisionmaking", "superfield": "管理科学技术"}, {"name": "情境依存效应", "en": "context dependent effect", "superfield": "管理科学技术"}, {"name": "感知风险", "en": "perceived risk", "superfield": "管理科学技术"}, {"name": "承诺升级", "en": "escalation of commitment", "superfield": "管理科学技术"}, {"name": "描述性决策理论", "en": "descriptive decision theory", "superfield": "管理科学技术"}, {"name": "有限理性决策模型", "en": "bounded rationality decision model", "superfield": "管理科学技术"}]}, {"name": "跨文化组织行为", "children": [{"name": "全球虚拟团队", "en": "global virtual team", "superfield": "管理科学技术"}, {"name": "力场分析", "en": "force field analysis", "superfield": "管理科学技术"}, {"name": "卢因变革模型", "en": "Lewin’s change model", "superfield": "管理科学技术"}, {"name": "变革推动者", "en": "change agent", "superfield": "管理科学技术"}, {"name": "变革阻力", "en": "resistance to change", "superfield": "管理科学技术"}, {"name": "多样性管理", "en": "diversity management", "superfield": "管理科学技术"}, {"name": "文化震惊", "en": "cultural shock", "superfield": "管理科学技术"}, {"name": "本尼斯组织发展理论", "en": "Bennis group development theory", "superfield": "管理科学技术"}, {"name": "民族文化", "en": "ethnic culture", "superfield": "管理科学技术"}, {"name": "渐进式变革", "en": "incremental change", "superfield": "管理科学技术"}, {"name": "种族优越感", "en": "racial superiority", "superfield": "管理科学技术"}, {"name": "科特变革模型", "en": "Kotter change model", "superfield": "管理科学技术"}, {"name": "突变式变革", "en": "radical change", "superfield": "管理科学技术"}, {"name": "组织发展理论", "en": "organizational development theory", "superfield": "管理科学技术"}, {"name": "组织诊断", "en": "organizational diagnosis", "superfield": "管理科学技术"}, {"name": "能级对应原理", "en": "competence theory", "superfield": "管理科学技术"}, {"name": "计划型变革", "en": "planned change", "superfield": "管理科学技术"}, {"name": "调查反馈", "en": "survey feedback", "superfield": "管理科学技术"}, {"name": "跨国人力资源系统", "en": "transnational human resource system", "superfield": "管理科学技术"}, {"name": "跨文化冲突", "en": "cross-cultural conflict", "superfield": "管理科学技术"}]}, {"name": "领导与权力", "children": [{"name": "TKI冲突模型测验", "en": "ThomasKilmann conflict mode instrument", "superfield": "管理科学技术"}, {"name": "上行沟通", "en": "upward communication", "superfield": "管理科学技术"}, {"name": "下行沟通", "en": "downward communication", "superfield": "管理科学技术"}, {"name": "人际沟通", "en": "interpersonal communication", "superfield": "管理科学技术"}, {"name": "传闻", "en": "grapevine", "superfield": "管理科学技术"}, {"name": "低语境文化", "en": "low-context culture", "superfield": "管理科学技术"}, {"name": "倦怠", "en": "burnout", "superfield": "管理科学技术"}, {"name": "分布式谈判", "en": "distributive bargaining", "superfield": "管理科学技术"}, {"name": "功能不良冲突", "en": "dysfunctional conflict", "superfield": "管理科学技术"}, {"name": "功能性冲突", "en": "functional conflict", "superfield": "管理科学技术"}, {"name": "压力源", "en": "stressor", "superfield": "管理科学技术"}, {"name": "压力管理", "en": "stress management", "superfield": "管理科学技术"}, {"name": "多向沟通模式", "en": "multiple communication pattern", "superfield": "管理科学技术"}, {"name": "工作–家庭平衡", "en": "work-family balance", "superfield": "管理科学技术"}, {"name": "工作场所创伤", "en": "workplace trauma", "superfield": "管理科学技术"}, {"name": "幸存者综合征", "en": "survivor’s sickness", "superfield": "管理科学技术"}, {"name": "建议制度", "en": "suggestion system", "superfield": "管理科学技术"}, {"name": "情绪宣泄", "en": "emotional catharsis", "superfield": "管理科学技术"}, {"name": "整合式谈判", "en": "integrative bargaining", "superfield": "管理科学技术"}, {"name": "正式沟通", "en": "formal communication", "superfield": "管理科学技术"}]}]}