英语翻译The questionnaire survey that is the basis for this paper was conducted from January to March 2008 among all Croatian companies that employ more than 500 employees according to the database of the Croatian Chamber of Commerce.The responde

英语翻译The questionnaire survey that is the basis for this paper was conducted from January to March 2008 among all Croatian companies that employ more than 500 employees according to the database of the Croatian Chamber of Commerce.The responde
英语翻译
The questionnaire survey that is the basis for this paper was conducted from January to March 2008 among all Croatian companies that employ more than 500 employees according to the database of the Croatian Chamber of Commerce.The respondents to the survey were human resource directors of the companies.There were 191 firms in our sample,out of which 68 firms responded to our survey,at the response rate of 36% which is satisfactory for the purpose of our survey.
The sample included only firms that have more than 500 employees,no matter of the ownership structure or legal form as it was considered that such firms have developed an adequate organizational culture and a formal compensation system.Researches in this filed often take the same study sample.
The questionnaire consisted of questions in the field of corporate culture and reward systems and also some general data about the firm.Variables were rated based on the Likert scale items.
Firms examined in our study sample are a good representation of the Croatian economy,with the majority of the examined firms from production sector (50%),followed by construction (14,71%) and retail (8,82%).Ownership structure of the examined firms is also mixed.A total of 42,65% of the examined firms are mostly privately owned,with Croatian owners.Further 35,29% of firms are privately owned but with foreign owners and state owned firms account for 22,06% of all firms in the sample (Table II).
As noted previously,corporate culture can support innovation trough core values and norms that can be shaped with certain features of reward system.The cornerstone of our approach and the relationship corporate culture – innovation - rewards is that those who perform well and in particular the successful innovators receive rapid promotion or successively more challenging assignments what motivates them to repeat the same behavior in the future.It soon becomes clear to others in the organization that outstanding performance is thesurest path to success.Therefore it can be said that there is some relationship among the three terms.However,the relationship should be also empirically examined.
Corporate culture is one of the factors that dictate success ininnovation.The challenge is how to create the culture thatsupports creativity and innovation.Corporate culture thatsupports innovation has several important features where oneof them is the tolerance of failure,as even failure is seen as asource of information and therefore not every unsuccessfulattempt to act should be punished (Myerson and Hamilton[17]).Employees are encouraged,compensated and motivatedto convert great ideas into new products and services only iffailure is incorporated into new initiatives.
直接google翻译然后复制上来的就算了。

英语翻译The questionnaire survey that is the basis for this paper was conducted from January to March 2008 among all Croatian companies that employ more than 500 employees according to the database of the Croatian Chamber of Commerce.The responde
您好 以下为本人手工制作
The questionnaire survey that is the basis for this paper was conducted from January to March 2008 among all Croatian companies that employ more than 500 employees according to the database of the Croatian Chamber of Commerce.
根据克罗地亚商会所提供的数据,作为本论文之基础的这次问卷调查,是在2008年1-3月间对克罗地亚所有雇员超过500人的公司进行的.
The respondents to the survey were human resource directors of the companies.
作为本次调查的应答者则是这些公司的人力资源部的主管.
There were 191 firms in our sample, out of which 68 firms responded to our survey, at the response rate of 36% which is satisfactory for the purpose of our survey.
在我们的样本中共有191家公司（受调）,其中有68家对我们的调查做出了回应,而这36%的回应率对于这次调查的目的来说已经十分足够了.
The sample included only firms that have more than 500 employees, no matter of the ownership structure or legal form as it was considered that such firms have developed an adequate organizational culture and a formal compensation system.
考虑到这些样本中包含的拥有雇员超过500人的公司已经发展出适当的组织文化和正式的薪酬体系,它们的所有制结构或法律形式都是无所谓的.

Researches in this filed often take the same study sample.
在此领域的调查通常都会选取相同的研究样本.
The questionnaire consisted of questions in the field of corporate culture and reward systems and also some general data about the firm.
调查问卷中的问题,所涉及领域包括公司的企业文化,奖励制度以及一些一般数据.
Variables were rated based on the Likert scale items.
基于Likert 项量表评价了各公司间的不同处/变量.
Firms examined in our study sample are a good representation of the Croatian economy, with the majority of the examined firms from production sector (50%), followed by construction (14,71%) and retail (8,82%).
在我们的问卷中受调的公司可以很好的反映克罗地亚的经济状况,受调的公司中大多数是生产部门（占50%）,其次是建筑业(占14,71%)以及零售业 (占8,82%).
Ownership structure of the examined firms is also mixed. A total of 42,65% of the examined firms are mostly privately owned, with Croatian owners. Further 35,29% of firms are privately owned but with foreign owners and state owned firms account for 22,06% of all firms in the sample (Table II).
受调公司的所有制结构也是多种多样的.样本中总计约42,65%的受调公司由克罗地亚私人拥有,35,29% 的受调公司由外国人所有,而22,06%的为国家所有.（见表II）
As noted previously, corporate culture can support innovation through core values and norms that can be shaped with certain features of reward system.
正如先前所提到的,企业文化可以通过那些由奖励制度中某些特点所决定的企业核心价值和基准来支持改革创新.
The cornerstone of our approach and the relationship corporate culture – innovation -
（感觉这里应该断开...）我们的方法以及企业文化关系的核心——改革创新.
rewards is that those who perform well and in particular the successful innovators receive rapid promotion or successively more challenging assignments what motivates them to repeat the same behavior in the future.
奖励,是那些表现好的,特别是那些成功的革新者所接受到的快速升职或不断的更有挑战性的任务用以鼓励他们在今后还能表现良好.
It soon becomes clear to others in the organization that outstanding performance is the surest path to success.
很快,在组织里的其他人就会明白杰出的工作表现是实现成功的不二法门.
Therefore it can be said that there is some relationship among the three terms. However, the relationship should be also empirically examined.
因此,可以说在三个术语（/条款?--缺少上文）间有着一定的联系.然而,这关系还应该经过实证研究.
Corporate culture is one of the factors that dictate success ininnovation.
企业文化是决定成功的改革创新的因素之一.
The challenge is how to create the culture that supports creativity and innovation.
而挑战则是如何创造出对企业改革创新有益处的企业文化.
Corporate culture that supports innovation has several important features where one of them is the tolerance of failure, as even failure is seen as a source of information and therefore not every unsuccessful attempt to act should be punished (Myerson and Hamilton[17]).
对改革创新有益处的企业文化拥有多个重要的特点,而其中之一就是对于失败的容忍,即将失败作为一种信息资源（加以利用或引以为戒）,因此并非所有不成功的尝试都要受到惩（Myerson and Hamilton[17]). ）
Employees are encouraged, compensated and motivated to convert great ideas into new products and services only if failure is incorporated into new initiatives.
（于是）（受挫败的）雇员们受到鼓励,将功补过般积极地将好点子融入到新的产品与服务中,（这样看来）好像是先前的失败促成了新的主观能动性/新的成功.
希望对您有帮助

问卷调查,本文依据进行了2008年3月1月在所有克罗地亚公司雇用了超过500名员工,根据数据库,克罗地亚的商会。这次调查受访者的人力资源董事的公司。有191个公司在我们的样品,其中68回应我们调查,公司在响应率的是36%的宗旨满意的调查。

样品公司只包含员工500余人,无论股权结构或法律形式作为认为这些公司已经开发出一个适当的组织文化与正式赔偿制度。摘要结合国内外的研究往...

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问卷调查,本文依据进行了2008年3月1月在所有克罗地亚公司雇用了超过500名员工,根据数据库,克罗地亚的商会。这次调查受访者的人力资源董事的公司。有191个公司在我们的样品,其中68回应我们调查,公司在响应率的是36%的宗旨满意的调查。

样品公司只包含员工500余人,无论股权结构或法律形式作为认为这些公司已经开发出一个适当的组织文化与正式赔偿制度。摘要结合国内外的研究往往采用提出一个学习样品。
问卷由问题,在这一领域的企业文化和奖励系统通用数据,该公司。变量被认为是基于份李克量表的物品。
公司在我们的研究样本检查是一种很好的表现,克罗地亚的经济,在大多数的检查了企业生产部门(50%),其次为建设(14日,71%)和零售(8、82%)。股权结构经过审核的公司也是喜忧参半。共42个,有65%经过审核的公司大多是私营、和克罗地亚的主人。进一步35岁,29%的公司是私有的,但与外国所有者和国有企业占22日的06%样品中所有的企业都(表2)。
正如以前,企业文化可以支持创新槽核心价值观和行为规范,可以为的某些特性奖励制度。我们的方法的基石,你们之间的关系的企业文化:创新——奖励是那些踢得很好,特别是成功的创新者得到迅速晋升或先后更困难的任务是什么促使他们重复同样的行为,在未来的。它不久就会明白优秀其他组织之间的性能thesurest的成功之道。因此,可以这样说,有三个术语之间的关系。不过,这种关系也应该是进行了实证检验。
企业文化是决定的因素之一ininnovation成功。现在面临的问题是如何创造文化thatsupports创造力和创新。企业文化thatsupports创新有几个重要的特点是在oneof容忍度的失败,连失败的asource看作是信息,而且不是每unsuccessfulattempt行动的人应该受到严惩(迈尔森和汉密尔顿[17])。雇员补偿,受到鼓舞,motivatedto转换伟大的想法变成新产品和新服务,只有iffailure在进入的新举措。

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