企业中层管理者多维个性偏好及其优化配置研究
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摘要
从人的个性本质与职业本源角度研究企业中层管理者多维偏好，并把个性与偏好联系起来研究，可以得出本文所研究的企业中层管理者三维个性偏好具有稳定性特征，这种稳定性是管理者本质(个性本质)具有的和后天(职业本源)强化的结果，是内生的，不是外生给定的，具有动力属性。而以生物学、生理学、脑神经科学、认知科学和行为遗传学的研究理论、研究方法和研究成果，对中层管理者偏好产生寻根溯源，并佐之以实验和实证分析，使中层管理者三维个性偏好的稳定性特征和动力属性更具有科学性和可行性，而对管理者的个性偏好研究界定在情绪稳定性、责任心、兴趣与特长三个维度上，并针对这三个个性偏好维度，分析企业中层管理者的优化配置问题，使本文的研究更具针对性和实际意义。
企业中层管理者的情绪个性偏好维度在ERP脑电实验中，大脑额区左侧的F3、FZ区电极位置产生更大的电位波幅，表明管理者对积极情绪类刺激反应明显，对消极情绪的刺激自身可以加以控制和调整；根据前人研究的结论，大脑左半球活动水平与积极情绪相连，而右半球活动水平与消极情绪相连，并且认为这种大脑功能的不对称与情绪之间的联系是先天(遗传)的，而不是后天可得的。所以，中层管理者大脑电位活动左侧占优，表现其本身先天就具有积极、乐观的情绪产生的脑功能优势；进一步对大脑颞区实验研究，左侧电极T5同样表现出电位波幅的活动明显，反映中层管理者存在先天的情绪稳定性大脑左侧的优势化。在情绪刺激反应的时间上，企业中层管理者由于个性本质具有的情绪稳定性左侧偏好优势，对积极情绪刺激产生同步反应，按照脑电波产生原理，此时有一群神经细胞同时兴奋，产生同步振幅，出现较大的电位波幅，而此时对消极情绪的刺激出现自我抑制作用。根据Eysenck(1967)研究成果，情绪稳定者的皮质唤醒水平比情绪不稳定者低一些，需要更高的唤醒的社会行为，Izard也认为，体验和情感产生的阈限主要由生物因素决定，具有相当的稳定性，因此，企业中层管理者对积极情绪刺敫具有持久性，表现长久的良好情绪，呈现情绪稳定性特征。
情绪维度的实证分析证明：先天情绪稳定性特质在中层管理者情绪个性扁好上占主导地位，佐证了ERP的实验结论，而在情绪智力、职业情绪、情者劳动上表现出中层管理者独有的情绪子维度内涵：在情绪智力上有其动力生，表现能很好的管理好自己的情绪和擅长体味和阅读他人情绪，在职业情绪上表现管理行为的稳定性，在情绪劳动上中层管理者的工作激情能感染同事，同时能很好的表达和控制情绪。
从生物演化的角度分析，个体存在一些由“自然选择”决定的稳定偏好，这些稳定偏好是人类为了生存及社会发展的需要而逐渐沉淀惯成下来，可以最大化其生物个体的适应性；而从行为遗传学研究，群体之间通过学习及模仿，把大家公认的有益的“默会知识”延续下去，在工作中遵循，成为行为的约束力，中层管理者的责任心特征符合这些理论的要求，并进一步被脑神经科学“赏罚机制”原理从本质上解释，即人的大脑存在一种“趋赏避罚”的生物机制，有高度责任心的中层管理者的行为伴随成功的结果，导致赏的反应产生，而在长时间职业生涯中不断强化，锚固这种责任心职业个性偏好，使其赏的机制更加稳定，并引导这种行为特征；同时从遗传学研究结论分析，中层管理者责任心与遗传基因有关；研究认为，同卵双生子不管后天的生活环境、经历的不同，但在尽责性上表现出相似性，是人的一种个性维度。实证研究认为，中层管理者在责任心个性偏好维度存在这些特征，本质责任心(或称先天遗传责任心)是企业中层管理者高度稳定的责任心根源，在责任心个性偏好特质中占主导地位，强化责任心是中层管理者良好绩效的内在动力，是本质责任心具体行为化的体现，职业责任心是中层管理者的行为习惯，表现出一贯性的职业偏好行为；成就感、有目标设置、敢于承担责任是中层管理者责任心的具体内容，是责任心行为表现特征的中介变量。
脑科学的发展和赫曼全脑优势理论研究证明，人脑拥有不同的优势功能区，这种脑功能区域的不同是个体具有不同兴趣与特长的本源，决定个体具有各自稳定的个性偏好行为特征和职业选择的偏好定向。实证研究表明，企业男性中层管理者的兴趣、特长个性偏好优势在大脑A象限脑功能区的理智本体和B象限的组织本体，心智模式表现为：注重逻辑分析、注重事实、强调量化、有组织能力、按部就班、事先有规划、仔细周密；女性中层管理者的兴趣、特长优势个性偏好在大脑B象限脑功能区的组织本体和C象限的感觉本体，心智模式表现出：有组织能力、按部就班、事先有规划、仔细周密、人际关系好、感觉直觉力强、善于表达、感情丰富；各自在管理工作中兴趣、特长个性偏好的具体内涵，男性是：工作中有分析能力、推理解决问题的能力、找出问题的能力，对管理工作有规划、执行、组织；女性兴趣、特长个性偏好维度的内涵具体包括：工作中有规划、排定顺序，执行和组织，同时善于人际、感觉优先；两者的共同脑功能优势区在大脑的边缘系统，此系统是企业中层管理者具有兴趣、特长个性偏好维度的共同本源处，与先天的遗传生物结构及后天在职业生涯中不断强化形成稳定的心智能力模式有关，具有稳定性和动力性。
针对中层管理者三维度个性偏好配置，可以实现企业、管理单元、个人三者的优化配置，达到企业优化配置的目的。管理主体与管理客体在管理环境中相互博弈，主客体之间达到和谐、高效、有序的管理最优境界，而企业目标、管理单元目标、个人目标三者的吻合，是中层管理者多维个性偏好实现优化配置的结果，而整个企业管理系统成为一个自组织系统，是中层管理者个性偏好的动力性特征的作用，基于其优化配置可以发挥其动力性。从单个岗位优化配置的动力曲线模型建立，中层管理者的内在偏好需求是优化配置的决定性因素，这种因素左右配置均衡点的右下移，及努力曲线的右上移。
在人与组织的匹配上，中层管理者之间与企业组织之间存在同质性匹配，这种匹配符合生物学适应性选择原理。而从企业中层管理者的多维个性偏好(隐性条件)研究单一配置和复合配置，并运用粗糙集理论和求指派问题的方法，可以很好解决企业中层管理者的优化配置问题，而不只限于对相同条件(显性条件)的中层管理岗位的应聘者仅做简单的分析，使企业中层管理者基于隐性条件的优化配置可操作和可把握。
Enterprises middle-level managers with job stability characteristics of individual preference can be drawn from human personality, professional point of view. Such stability is the essence of managers (essence of individuality), and has acquired (occupational origin) and the result is inherent through strengthen, not to the exogenous with dynamic attributes. And in biology, physiology, brain science, cognitive science and behavioral research theory, research methods and research results of Getting to the root of middle-level managers' preference with experimental and empirical analysis, while professional managers to define the personality Preference emotional stability, sense of responsibility, interest and expertise in three dimensions in order to make the middle-level managers occupational personality preferences attribute the stability and power more scientific and practical. In view of these three dimensions of occupational preferences and personality analysis of the optimal configuration of the middle-level management of enterprises, make this research more focused and practical significance.
The emotional dimension of middle-level managers in enterprises ERP experiment, the left frontal area of F3. District electrode position FZ greater potential volatility that category managers to actively stimulate emotional reactions, to stimulate their own negative emotions can be controlled and adjusted; According to the conclusions of previous studies, left brain hemispheres level associated with positive emotions and negative emotions associated with the right hemisphere level. This asymmetry of brain function and that the link between mood and congenital (hereditary), and not be acquired by the authorities. Therefore, the potential activities of the left edge of middle managers, the performance itself is a positive, optimistic mood of the biological brain structure; Experimental study of the temporal region further. T5 left electrode potential amplitude of the same show distinct responses to the edge of the left middle cerebral managers. Emotional boost response time, Personality is the essence of middle-level managers enterprises emotional stability due to the left edge preference, positive emotional response to stimuli simultaneously, in accordance with the principle of brain waves produced at this time a group of nerve cells in the same time are excited, synchronized amplitude significant potential amplitude, and stimulate the emergence of self-inhibition of negative emotion. According to Eysenck (1967) study results, emotional stability of the cortex awakened level is lower than emotional instability, the greater the need to awaken society, Izard also believes that the experience and emotional threshold by biological factors decision with considerable stability. Therefore, middle-level managers of enterprises have lasting positive emotional stimulation, emotional performance lasting good, showing emotional stability characteristics.
Empirical analysis shows the emotional dimensions : emotional stability characteristics inherent in the middle-level managers on the dominant emotional personality preferences. ERP corroborated by the experimental data, and emotional intelligence, emotional career, emotional labor middle-level managers show the unique sub-emotional dimension . In emotional intelligence, a good performance can manage their own emotional and good at reading other people's emotion . Middle-level managers work on the emotional labor of passion can infect their colleagues, can express and control their emotions.
From the point of view of biological evolution, and there are some stable individuals preferences decided by natural choice. These preferences are stable development of the human and social needs in order to survive and become accustomed to gradually take down .The individual can maximize its adaptability; From behavioral genetics research groups to study and imitate, everyone recognized the useful tacit knowledge to continue, guided in their work as the binding. Those middle-level managers meet these characteristics theory, and further be explained by brain science from the principles of nature interpretation, The human brain exist a biological mechanism to trend tours and avoid punishment, Those are the middle managers of the highly successful results with the results and appreciation of the response. In long career continually strengthening the responsibility of this job anchoring personality preferences, it rewards of a more stable mechanism, and guide such behavior characteristics; Genetics research findings from the analysis of the genes responsible and genes result to middle-level managers' behavior ; studies suggest that regardless of monozygotic twins acquired living environment, a different experience, but in the nature of their duties, show similarity, is a dimension of personality. Empirical studies suggest that middle-level managers in professional responsibility preference personality dimensions exist these characteristics, Those essence (or congenital responsibility) that is the root of the middle management level of responsibility. Occupational personality characteristics responsibility in preference to occupy a leading position, strengthen the responsibility is the inner motivation of the good performance of middle-level managers, Those professional responsibility is the behavior of middle-level managers, shown consistent professional preference; accomplishment, Goal Setting, responsibility ,those responsible behavior characteristics are specific content of the intermediate variables.
Brain science and the development of cerebral Hermon edge theoretical research shows that the human brain functions have different comparative advantages, This individual is different brain regions with different interests, the advantage of origin each individual has decided to conduct a stable personality characteristics and preferences directional preference career choices. Empirical research shows that the male middle-level managers who are interested, Quadrant A personality preference points advantage in the Rational B quadrant , mental model as follows : focus on logical analysis, focusing on facts, stressing quantified, organized, step-by-step to do ,advance planning, meticulous detail; Female middle-level managers, fortes advantage personality preferences in the brain quadrant B and C quadrant feeling ontology, mental model showed : organized, step-by-step to do, advance planning, meticulous detail, interpersonal, intuitive feeling strong, articulate, emotion; interested in the management of their work and professional expertise to the specific content of individual preferences, men are : work analytical ability and reasoning, problem-solving ability, the ability to identify problems of management, planning, implementation, organization, Women professional preference in the content of specific skills, including vocational personality dimensions : work planning, order scheduling, and implementation ,good at interperson at the same time, feeling priority; Taken advantage of the common areas of brain function of the limbic system in the brain. The system is the middle-level managers to have a business interest in vocational skills personality dimensions of the common origin preference department.
Meet 3D professional individual preferences configuration of middle-level managers can achieve the enterprise management module, the optimal allocation of the interprise ,manage unit and individual can be realized in enterprises. The main object have mutual Game in environmental management and, to achieve harmony between subject and object, efficient, Optimal orderly management realm, and the corporate goals, management modules, the three individual goals coincide. Occupational personality middle-level managers to achieve optimal allocation of preferences, and the entire enterprise management system has become a self-organizing system. Middle-level managers is the dynamic characteristics of occupational personality preferences, based on optimizing and allocating of their power play; optimizing the allocation of posts from a single model of the power curve, the inherent demand for middle-level managers is a decisive factor in optimizing and allocating and distribution of such factors about the right balance point downward, and the efforts of the right upper curve shift.
Matching people and organizations, between business organizations and middle-level exist homogeneity match ,this principle match biological adaptation options. To study the distribution of a single compound and distribution from middle-level managers in enterprises and vocational personality preferences (recessive conditions) and use rough set theory and seeking the assignment, we can solve the problem of optimizing and allocating of middle-level managers, not just confined to the same conditions (dominant) feel uncertain about the candidates or just do a simple analysis, so that the optimal allocation of middle-level managers based on hidden conditions can be operated and grasped.
企业中层管理者的情绪个性偏好维度在ERP脑电实验中，大脑额区左侧的F3、FZ区电极位置产生更大的电位波幅，表明管理者对积极情绪类刺激反应明显，对消极情绪的刺激自身可以加以控制和调整；根据前人研究的结论，大脑左半球活动水平与积极情绪相连，而右半球活动水平与消极情绪相连，并且认为这种大脑功能的不对称与情绪之间的联系是先天(遗传)的，而不是后天可得的。所以，中层管理者大脑电位活动左侧占优，表现其本身先天就具有积极、乐观的情绪产生的脑功能优势；进一步对大脑颞区实验研究，左侧电极T5同样表现出电位波幅的活动明显，反映中层管理者存在先天的情绪稳定性大脑左侧的优势化。在情绪刺激反应的时间上，企业中层管理者由于个性本质具有的情绪稳定性左侧偏好优势，对积极情绪刺激产生同步反应，按照脑电波产生原理，此时有一群神经细胞同时兴奋，产生同步振幅，出现较大的电位波幅，而此时对消极情绪的刺激出现自我抑制作用。根据Eysenck(1967)研究成果，情绪稳定者的皮质唤醒水平比情绪不稳定者低一些，需要更高的唤醒的社会行为，Izard也认为，体验和情感产生的阈限主要由生物因素决定，具有相当的稳定性，因此，企业中层管理者对积极情绪刺敫具有持久性，表现长久的良好情绪，呈现情绪稳定性特征。
情绪维度的实证分析证明：先天情绪稳定性特质在中层管理者情绪个性扁好上占主导地位，佐证了ERP的实验结论，而在情绪智力、职业情绪、情者劳动上表现出中层管理者独有的情绪子维度内涵：在情绪智力上有其动力生，表现能很好的管理好自己的情绪和擅长体味和阅读他人情绪，在职业情绪上表现管理行为的稳定性，在情绪劳动上中层管理者的工作激情能感染同事，同时能很好的表达和控制情绪。
从生物演化的角度分析，个体存在一些由“自然选择”决定的稳定偏好，这些稳定偏好是人类为了生存及社会发展的需要而逐渐沉淀惯成下来，可以最大化其生物个体的适应性；而从行为遗传学研究，群体之间通过学习及模仿，把大家公认的有益的“默会知识”延续下去，在工作中遵循，成为行为的约束力，中层管理者的责任心特征符合这些理论的要求，并进一步被脑神经科学“赏罚机制”原理从本质上解释，即人的大脑存在一种“趋赏避罚”的生物机制，有高度责任心的中层管理者的行为伴随成功的结果，导致赏的反应产生，而在长时间职业生涯中不断强化，锚固这种责任心职业个性偏好，使其赏的机制更加稳定，并引导这种行为特征；同时从遗传学研究结论分析，中层管理者责任心与遗传基因有关；研究认为，同卵双生子不管后天的生活环境、经历的不同，但在尽责性上表现出相似性，是人的一种个性维度。实证研究认为，中层管理者在责任心个性偏好维度存在这些特征，本质责任心(或称先天遗传责任心)是企业中层管理者高度稳定的责任心根源，在责任心个性偏好特质中占主导地位，强化责任心是中层管理者良好绩效的内在动力，是本质责任心具体行为化的体现，职业责任心是中层管理者的行为习惯，表现出一贯性的职业偏好行为；成就感、有目标设置、敢于承担责任是中层管理者责任心的具体内容，是责任心行为表现特征的中介变量。
脑科学的发展和赫曼全脑优势理论研究证明，人脑拥有不同的优势功能区，这种脑功能区域的不同是个体具有不同兴趣与特长的本源，决定个体具有各自稳定的个性偏好行为特征和职业选择的偏好定向。实证研究表明，企业男性中层管理者的兴趣、特长个性偏好优势在大脑A象限脑功能区的理智本体和B象限的组织本体，心智模式表现为：注重逻辑分析、注重事实、强调量化、有组织能力、按部就班、事先有规划、仔细周密；女性中层管理者的兴趣、特长优势个性偏好在大脑B象限脑功能区的组织本体和C象限的感觉本体，心智模式表现出：有组织能力、按部就班、事先有规划、仔细周密、人际关系好、感觉直觉力强、善于表达、感情丰富；各自在管理工作中兴趣、特长个性偏好的具体内涵，男性是：工作中有分析能力、推理解决问题的能力、找出问题的能力，对管理工作有规划、执行、组织；女性兴趣、特长个性偏好维度的内涵具体包括：工作中有规划、排定顺序，执行和组织，同时善于人际、感觉优先；两者的共同脑功能优势区在大脑的边缘系统，此系统是企业中层管理者具有兴趣、特长个性偏好维度的共同本源处，与先天的遗传生物结构及后天在职业生涯中不断强化形成稳定的心智能力模式有关，具有稳定性和动力性。
针对中层管理者三维度个性偏好配置，可以实现企业、管理单元、个人三者的优化配置，达到企业优化配置的目的。管理主体与管理客体在管理环境中相互博弈，主客体之间达到和谐、高效、有序的管理最优境界，而企业目标、管理单元目标、个人目标三者的吻合，是中层管理者多维个性偏好实现优化配置的结果，而整个企业管理系统成为一个自组织系统，是中层管理者个性偏好的动力性特征的作用，基于其优化配置可以发挥其动力性。从单个岗位优化配置的动力曲线模型建立，中层管理者的内在偏好需求是优化配置的决定性因素，这种因素左右配置均衡点的右下移，及努力曲线的右上移。
在人与组织的匹配上，中层管理者之间与企业组织之间存在同质性匹配，这种匹配符合生物学适应性选择原理。而从企业中层管理者的多维个性偏好(隐性条件)研究单一配置和复合配置，并运用粗糙集理论和求指派问题的方法，可以很好解决企业中层管理者的优化配置问题，而不只限于对相同条件(显性条件)的中层管理岗位的应聘者仅做简单的分析，使企业中层管理者基于隐性条件的优化配置可操作和可把握。
Enterprises middle-level managers with job stability characteristics of individual preference can be drawn from human personality, professional point of view. Such stability is the essence of managers (essence of individuality), and has acquired (occupational origin) and the result is inherent through strengthen, not to the exogenous with dynamic attributes. And in biology, physiology, brain science, cognitive science and behavioral research theory, research methods and research results of Getting to the root of middle-level managers' preference with experimental and empirical analysis, while professional managers to define the personality Preference emotional stability, sense of responsibility, interest and expertise in three dimensions in order to make the middle-level managers occupational personality preferences attribute the stability and power more scientific and practical. In view of these three dimensions of occupational preferences and personality analysis of the optimal configuration of the middle-level management of enterprises, make this research more focused and practical significance.
The emotional dimension of middle-level managers in enterprises ERP experiment, the left frontal area of F3. District electrode position FZ greater potential volatility that category managers to actively stimulate emotional reactions, to stimulate their own negative emotions can be controlled and adjusted; According to the conclusions of previous studies, left brain hemispheres level associated with positive emotions and negative emotions associated with the right hemisphere level. This asymmetry of brain function and that the link between mood and congenital (hereditary), and not be acquired by the authorities. Therefore, the potential activities of the left edge of middle managers, the performance itself is a positive, optimistic mood of the biological brain structure; Experimental study of the temporal region further. T5 left electrode potential amplitude of the same show distinct responses to the edge of the left middle cerebral managers. Emotional boost response time, Personality is the essence of middle-level managers enterprises emotional stability due to the left edge preference, positive emotional response to stimuli simultaneously, in accordance with the principle of brain waves produced at this time a group of nerve cells in the same time are excited, synchronized amplitude significant potential amplitude, and stimulate the emergence of self-inhibition of negative emotion. According to Eysenck (1967) study results, emotional stability of the cortex awakened level is lower than emotional instability, the greater the need to awaken society, Izard also believes that the experience and emotional threshold by biological factors decision with considerable stability. Therefore, middle-level managers of enterprises have lasting positive emotional stimulation, emotional performance lasting good, showing emotional stability characteristics.
Empirical analysis shows the emotional dimensions : emotional stability characteristics inherent in the middle-level managers on the dominant emotional personality preferences. ERP corroborated by the experimental data, and emotional intelligence, emotional career, emotional labor middle-level managers show the unique sub-emotional dimension . In emotional intelligence, a good performance can manage their own emotional and good at reading other people's emotion . Middle-level managers work on the emotional labor of passion can infect their colleagues, can express and control their emotions.
From the point of view of biological evolution, and there are some stable individuals preferences decided by natural choice. These preferences are stable development of the human and social needs in order to survive and become accustomed to gradually take down .The individual can maximize its adaptability; From behavioral genetics research groups to study and imitate, everyone recognized the useful tacit knowledge to continue, guided in their work as the binding. Those middle-level managers meet these characteristics theory, and further be explained by brain science from the principles of nature interpretation, The human brain exist a biological mechanism to trend tours and avoid punishment, Those are the middle managers of the highly successful results with the results and appreciation of the response. In long career continually strengthening the responsibility of this job anchoring personality preferences, it rewards of a more stable mechanism, and guide such behavior characteristics; Genetics research findings from the analysis of the genes responsible and genes result to middle-level managers' behavior ; studies suggest that regardless of monozygotic twins acquired living environment, a different experience, but in the nature of their duties, show similarity, is a dimension of personality. Empirical studies suggest that middle-level managers in professional responsibility preference personality dimensions exist these characteristics, Those essence (or congenital responsibility) that is the root of the middle management level of responsibility. Occupational personality characteristics responsibility in preference to occupy a leading position, strengthen the responsibility is the inner motivation of the good performance of middle-level managers, Those professional responsibility is the behavior of middle-level managers, shown consistent professional preference; accomplishment, Goal Setting, responsibility ,those responsible behavior characteristics are specific content of the intermediate variables.
Brain science and the development of cerebral Hermon edge theoretical research shows that the human brain functions have different comparative advantages, This individual is different brain regions with different interests, the advantage of origin each individual has decided to conduct a stable personality characteristics and preferences directional preference career choices. Empirical research shows that the male middle-level managers who are interested, Quadrant A personality preference points advantage in the Rational B quadrant , mental model as follows : focus on logical analysis, focusing on facts, stressing quantified, organized, step-by-step to do ,advance planning, meticulous detail; Female middle-level managers, fortes advantage personality preferences in the brain quadrant B and C quadrant feeling ontology, mental model showed : organized, step-by-step to do, advance planning, meticulous detail, interpersonal, intuitive feeling strong, articulate, emotion; interested in the management of their work and professional expertise to the specific content of individual preferences, men are : work analytical ability and reasoning, problem-solving ability, the ability to identify problems of management, planning, implementation, organization, Women professional preference in the content of specific skills, including vocational personality dimensions : work planning, order scheduling, and implementation ,good at interperson at the same time, feeling priority; Taken advantage of the common areas of brain function of the limbic system in the brain. The system is the middle-level managers to have a business interest in vocational skills personality dimensions of the common origin preference department.
Meet 3D professional individual preferences configuration of middle-level managers can achieve the enterprise management module, the optimal allocation of the interprise ,manage unit and individual can be realized in enterprises. The main object have mutual Game in environmental management and, to achieve harmony between subject and object, efficient, Optimal orderly management realm, and the corporate goals, management modules, the three individual goals coincide. Occupational personality middle-level managers to achieve optimal allocation of preferences, and the entire enterprise management system has become a self-organizing system. Middle-level managers is the dynamic characteristics of occupational personality preferences, based on optimizing and allocating of their power play; optimizing the allocation of posts from a single model of the power curve, the inherent demand for middle-level managers is a decisive factor in optimizing and allocating and distribution of such factors about the right balance point downward, and the efforts of the right upper curve shift.
Matching people and organizations, between business organizations and middle-level exist homogeneity match ,this principle match biological adaptation options. To study the distribution of a single compound and distribution from middle-level managers in enterprises and vocational personality preferences (recessive conditions) and use rough set theory and seeking the assignment, we can solve the problem of optimizing and allocating of middle-level managers, not just confined to the same conditions (dominant) feel uncertain about the candidates or just do a simple analysis, so that the optimal allocation of middle-level managers based on hidden conditions can be operated and grasped.
引文
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