Question

跪求翻译高手帮忙翻译下段文字，在线急等，谢绝GOOGLE等在线工具的翻译。。。。。

This study investigated the relationship between faculty's perception of organizational culture types of universities and their preferences for instruction and counselling responsibilities. The results of interaction of organizational culture types with demographic characteristics i.e. gender, academic rank, years of service, and university type indicated that faculties, who have recognized the organizational culture type of their organization adhocracy, were more effective in their job related responsibilities which is counselling and instruction. The adhocracy culture is a culture which emphasizes flexibility, individuality, and spontaneity. It is characterized by an emphasis on external positioning, a long term time frame, and achievement-oriented activities. Universities possessing adhocracy culture are innovative and adaptable, as there is no form of centralized power or authority relationships . Within an adhocracy, “power flows from individual to individual or from task team to task team depending on what problem is being addressed at the time” . With considering the fact that adhocracy culture is a type of culture that is more responsive and flexible to the hyper turbulent, ever-accelerating conditions, furthermore has higher capacity for presenting new services and products, faculties have the opportunity to get more involved in researches which are of very high quality, act more efficient in teaching and participate more in social services in either local or national levels. Therefore, aforementioned features in adhocracy culture make faculties know their managers as innovators and entrepreneurs .In such a culture because faculties are sure about their managers' support; they would act more efficient in areas of research and social services. Furthermore, they use voluntarily more creative methods in areas of research, teaching and social services. On the other hand universities with Market Culture are primarily concerned with external environment, as they focuse on transactions with such externalities as suppliers, customers, contractors, licensees, unions, regulators, etc. The market culture operates primarily through monetary exchange, as competitiveness and productivity in these organizations are dependent on strong external positioning and control. Additionally, in market culture because managers are considered as competitors, hard drivers and producers, faculties try more to fulfil their responsibilities in the framework which is defined for them. In addition they are not interested in areas such social services and research which is out of this framework. As a result, all of these features have impeded faculties to not involve completely in their job related responsibilities.

Answer 1

本研究探讨教师之间的高校组织文化类型及其对教学及辅导的责任他们的喜好知觉间的关系。与人口特征的组织文化类型的相互作用的结果即性别，职称，服务年资，大学院系类型表明，谁已经认识到他们的组织adhocracy组织文化类型，在他们的工作更加有效的，是相关责任咨询和指导。该adhocracy文化是一种文化，强调灵活性，个性和自发性。它的特点是对外定位，长远的时间框架和成就为导向的活动的重点。高校拥有adhocracy文化是创新的，适应性强，由于没有集中的权力或权威关系的形式。在一adhocracy，“功率流从个人到个人或工作小组，由工作队在哪些问题已被解决在不同的时间”。由于考虑到这一事实adhocracy文化是一种文化，是更敏感和灵活的超级动荡，不断加速的条件类型，而且具有较高的提出新的服务和产品的能力，学院有机会获得更多参与其中的研究非常高的质量，采取更有效的教学和参与地方或国家或社会服务的水平。因此，在上述特点使adhocracy文化学院作为创新者和企业家知道他们的经理在这样的文化，因为学院对自己主管的支持肯定。他们将采取更是在研究和社会服务领域的效率。此外，他们利用在研究，教学和社会服务等领域主动更具创造性的方法。在另一方面与市场文化大学主要关注外部环境，因为它们的交易聚焦等外部因素如供应商，客户，承包商，持牌人，工会，监管，市场文化等工作，主要是通过货币交换的竞争力，这些组织在生产力强劲的外部定位和控制有关。此外，在市场文化，因为经理们视为竞争对手，硬驱动器和生产者，院系尝试更多的履行在这对他们确定的框架的责任。此外，他们不感兴趣和社会服务等领域的研究是出于这一框架。因此，所有这些特性，阻碍有才能在工作中不涉及相关的责任完全。

Answer 2

我来给你亲自翻译吧，稍等一下

追问

多谢多谢，现在真的急用，我会多给您分的

追答

该研究调查了大学教师对组织文化类型的感知，以及他们对教学与指导职责的偏好。组织文化类型与人口特征（比如性别、学术地位、工作年限与学校类型等）相互影响，其结果显示，那些认识到组织结构文化类型的教师，在教学与指导工作职责等方面更有成效。活力型文化是强调灵活性、个人与自发性的文化。其特征是，强调外部定位、长远目标框架、以及各种以成就为目的的活动。因为不存在集中的权力关系，所以拥有活力型文化的大学善于创新、适应力更强。在活力型文化中，“根据所处理问题的不同，权利从个人流向个人，或者从任务组流向任务组”。考虑到活力型文化是一种对高度动荡、不断加速发展的条件反应更灵敏、更灵活的文化，此外该类文化有较强的推出新服务与产品的能力，因此教师有机会更多地参与高质量的研究，提高教学效率，参与更多的地方与国家社会服务。因此上述活力型文化的各种特征使教师认识到其管理人员是创新者和创业者。在这种文化中，由于教师对管理人员的支持有信心，他们将会提高研究和社会服务领域的效率。此外，他们在研究、教学、和社会服务方面会自愿采取更富创造性的方法。另一方面，拥有市场文化的大学主要关注外部环境，因为这样的大学关注与供应商、客户、承包商、执照持有者、监管者等外部因素的交易。市场文化主要通过货币交换的形式运作，因为这类组织的竞争力和生产力主要取决于强势外部定位与控制。此外，在市场文化中，由于管理人员被认为是竞对手、强势驱动者、与生产者，教师可以在为其设定的框架内更努力地履行自己的职责。此外，他们也不会对设定框架外的社会服务与研究感兴趣。这样的结果是，所有这些特征都将妨碍教师全身心参与到工作相关的职责中去。
准确度还可以，具体再根据原文修改修改就可以了。

Answer 3

真帮不上忙啊，英文水平有限