nt and staff, of course, is a very important element of the organisational context. Employees’ knowledge and skills, their professional competence, state of mind, attitude to their duties, productivity and effort, socialisation and career – all these qualities are closely connected with the organisational structures and practices. Consequently, there are very close relationships between the theory of personnel management, research and organisational behaviour, their fields coincide in many respects. Organisational phenomena can usually be explained only if the explanation takes into account the human factor, and vice versa.
此外，人为因素在组织中起着至关重要的作用。组织行为的主要问题之一是执行问题。当然，人力资源管理和员工的实践是组织环境中一个非常重要的因素。员工的知识和技能、专业能力、心态、对职责的态度、生产力和努力、社交能力和职业生涯——所有这些素质都与组织结构和实践密切相关。因此，人事管理理论、研究理论和组织行为理论之间有着非常密切的关系，它们的领域在许多方面都是一致的。组织现象通常只有在解释考虑到人为因素的情况下才能解释，反之亦然。
Langton and Robbins affirm that “…a field of study that investigates how individuals, groups and structure affect and are affected by behaviour within organisations, for the purpose of applying such knowledge toward improving an organisation’s effectiveness.” (Langton and Robbins (2006) page 3).
Langton和Robbins确认，“这是一个研究领域，调查个人、群体和结构如何影响组织内的行为，并受到组织内行为的影响，目的是将这些知识应用于提高组织的有效性。”
To sum up the above-stated information I can draw a conclusion that I described the theme about organisational behaviour, analyzed and explored the aspects of organisational behaviour theory and its application in practice.
综上所述，我可以得出一个结论，即我描述了关于组织行为的主题，分析和探索了组织行为理论及其在实践中的应用。
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