高分求助论文英译汉~ 急求！！！
已试过各种翻译软件都不理想！要求人工翻译 语句通顺 满意后马上加分！
Neglected Phenomenon in Organisational Behaviour
Introduction
Affect (mood and emotion) at work has recently received increased attention from scholars after decades of neglect. Of particular interest are real time tive experiences while working on the job, in contrast to positive-negative attitudinal judgments about the job. It can be argued that real time affective reactions in large measure comprise subjective quality of work life, and as such they deserve serious research attention (c.f. Ashforth & Humphrey 1995; Briner 1999; Fisher & Ashkanasy 2000; George & Brief 1996). Further, momentary affect is likely to be related to concurrent behaviour, and in the aggregate, may contribute to other variables such as job satisfaction.At present, there is little theory and even less data regarding the causes or consequences of real time affect at work and how such affect may be related to other variables of interest to organisational behaviour researchers. The research described below provides a start at embedding real time affect at work in a nomological network. Specifically, this paper summarises the results of a program of research addressing three sets of research questions about the likely causes and consequences of real time affect in organisational behaviour. Affective Events Theory largely inspired the current program of research, so it will be described first.3. Methodology
Nearly all prior research on affect in organisations has utilised one-time retrospective measures of mood at work over the past week or month. This is not desirable, as there is evidence of considerable bias in reporting affective phenomena after the fact (c.f. Barrett 1997; Cutler, Larsen, & Bunce 1996; Diener,Vol. 27, Special Issue Fisher: REAL TIME AT WORK Smith, & Fujita 1995; Hedges, Jandorf, & Stone 1985; Parkinson, Briner, Reynolds, & Totterdell 1995, Thomas & Diener 1990). Further, one-time retrospective measurement does not allow for the investigation of within-person relationships between momentary affect and equally momentary causes or consequences.
辛苦好心人翻译一下 可以追加分数！还有题目 怎么翻译比较恰当 Real Time Affect at Work: A Neglected Phenomenon in Organisational Behaviour
Introduction
组织行为中被忽视的现象
介绍
Affect (mood and emotion) at work has recently received increased attention from scholars after decades of neglect.
工作中的情感(心情和情绪)在被忽视了十年之后,最近得到学者们越来越多的关注.
Of particular interest are real time tive experiences while working on the job, in contrast to positive-negative attitudinal judgments about the job.
与对工作的非对即误的态度判断相反,特殊的兴趣在工作时是实时能体会到的感受.
It can be argued that real time affective reactions in large measure comprise subjective quality of work life, and as such they deserve serious research attention (c.f. Ashforth & Humphrey 1995; Briner 1999; Fisher & Ashkanasy 2000; George & Brief 1996).
这可以被一个由工作中的主观性所构成的实时情感反应的大型测评证明,同样,他们也应该得到严肃的研究和关注.
Further, momentary affect is likely to be related to concurrent behaviour, and in the aggregate, may contribute to other variables such as job satisfaction.
而且,瞬间情绪可能与当时的行为密切相关,总的来说,可能对其它的变量,比如工作满意度,有所贡献.
At present, there is little theory and even less data regarding the causes or consequences of real time affect at work and how such affect may be related to other variables of interest to organisational behaviour researchers.
现在,有一点关于工作中的实时情绪和它对其它相关的兴趣的变化能有多少影响的理论甚至是数据可提供给组织行为的研究者们.
The research described below provides a start at embedding real time affect at work in a nomological network.
下述研究为在法理学的网络中潜入实时情感提供了一个开端.
Specifically, this paper summarises the results of a program of research addressing three sets of research questions about the likely causes and consequences of real time affect in organisational behaviour.
特别是,本论文总结了一个选择三套关于组织行为中的实时情绪可能的原因和结果作为研究问题的项目的研究结果.
Affective Events Theory largely inspired the current program of research, so it will be described first.
情感事件理论最大程度上启发着当前的研究项目,所以它会被首先描述.
3. Methodology 方法论
Nearly all prior research on affect in organisations has utilised one-time retrospective measures of mood at work over the past week or month.
几乎所有以前的关于组织中的情感的研究都是利用对研究前一周或一个月的工作里的情绪的回顾进行的.
This is not desirable, as there is evidence of considerable bias in reporting affective phenomena after the fact (c.f. Barrett 1997; Cutler, Larsen, & Bunce 1996; Diener,Vol. 27, Special Issue Fisher: REAL TIME AT WORK Smith, & Fujita 1995; Hedges, Jandorf, & Stone 1985; Parkinson, Briner, Reynolds, & Totterdell 1995, Thomas & Diener 1990).
这是不应该的,因为此后有证据表明报告的情绪现象存在着相当大的偏差.
Further, one-time retrospective measurement does not allow for the investigation of within-person relationships between momentary affect and equally momentary causes or consequences.
而且,这种回顾以前的测评也不把对人们的瞬间情感的原因或结果和相当于瞬间情感的原因或结果之间的内在的关系的研究纳入考虑范围.
(纯手工翻译, 中间的人名没有翻译)
被忽视的现象，组织行为
导言
影响（情绪和情感）在工作中最近收到了更多的注意，从学者经过几十年的忽视。特别感兴趣的是真实的时间，相对的工作经验，而对就业，在对比正负压的态度，判断的工作。可以说，实时性的情感反应，在很大程度上包括主观的工作生活品质，因此这种制度值得认真研究的关注（参见ashforth ＆汉弗莱1995年; Briner先生1999年;费舍尔＆ ashkanasy 2000年;乔治＆简短1996年） 。此外，一时的影响很可能是相关的并行行为，并在总结，可能有助于其他变数，例如就业satisfaction.at目前，有没有什么理论，更方面的数据的原因或后果的实时性，影响工作以及如何影响可能与其他变数感兴趣的组织行为的研究。研究下文所述的规定，开始在嵌入的实时影响工作，在法理网络。具体而言，这项文件总结的结果，计划的研究解决了三套研究问题，可能的原因和后果的实时影响，在组织行为。情感的事件，主要是理论的启发，目前计划的研究，所以将所描述的first.3 。方法论
几乎所有的研究之前，就影响到在团体已利用一个时间的追溯措施的心情在工作在过去的一周或一个月。这是不可取的，由于有证据表明，相当大的偏见，在报告的情感现象后，事实的（ cf贝瑞特1997年;卡特勒，拉森＆ bunce 1996年; •迪耶，第27卷，特殊问题，费希尔：实时性，在工作史密斯＆藤田1995年;绿篱， jandorf ， ＆石1985年;帕金森， Briner先生，雷诺兹公司， ＆托特德尔1995年，托马斯＆ •迪耶1990年） 。此外，一时间追溯测量不容许的调查与人之间的关系一时的影响，并且同样一时的原因或后果。
