Question

急求高手帮忙翻译一段话，英译中，跪谢！

Theories of employee motivation should be contingent—namely, if the
person chooses to follow processes a and b, then the outcomes will routinely be
better than if the person chooses processes c or d. Similarly, if people reach
conclusion “a” from “b,” then they are most likely to do “c,” but if they reach
conclusion “d,” they are most likely to do “e.” Consistent with this idea, goal-setting
theory (Locke & Latham, 1990, 2002) states that if people try for specific,
hard goals, then they will, given certain moderating conditions such as
feedback, knowledge, and commitment, perform better than when they have vague and/or
easy goals. Similarly contingent predictions can be found in social-cognitive
theory (Bandura, 1986).

Answer 1

员工激励理论应该contingent-namely,如果
个人选择遵循流程a和b,然后结果经常会
比如果人选择过程c或d。同样,如果人们
结论“a”“b”,那么他们是最有可能做“c”,但如果他们到达
结论“d”,他们最有可能做“e。“符合这一观点,确立目标
理论(骆家辉&莱瑟姆,1990,1990)指出,如果人们尝试为特定的,
硬目标,然后他们将给予一定的缓和条件等
反馈信息、知识和承诺,执行和/或比当他们含糊不清
简单的目标。可以找到类似的或有预测的社会认知
理论(班杜拉,1986)。