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631.
合理有效的分配制度不仅是公平正义的重要体现,也是经济发展、社会稳定的重要保证。近年来,作为重要市场主体的国有企业,在分配制度的设计和执行方面存在诸多不适应市场竞争的问题。国有企业应该顺应市场竞争的现实需要,建立与劳动贡献成正比的员工收入分配机制,健全对经营者、监管者的收入激励约束机制,构建科学合理、公平公正的分配制度。 相似文献
632.
Analysis of data from the representative German Linked Personnel Panel revealed that, overall, the use of home-based working is associated with a higher affective organisational commitment on the part of employees. However, this is less often the case when the use of home-based working involves the blurring of work–home boundaries. Perceived trust and fairness on the part of supervisors mediates the association between employees' experiences with working from home and their affective commitment. These results show that experiences with home-based working shape employees' perceptions of trust and fairness in their exchange relations with supervisors and thus their affective commitment to the organisation. Employees' experiences with home-based working that reflect its supportive implementation by their employers and supervisors are critical for their commitment. Our results provide the first evidence that in exchange relations between employees and supervisors, perceived fairness is as important as perceived trust. 相似文献
633.
A. Shrivastava 《International Journal of Human Resource Management》2013,24(3):632-647
Performance appraisal is the most critical human resource practice and an indispensable part of every organization; however, the practice continues to generate dissatisfaction among employees and is often viewed as unfair and ineffective. Indian banking sector is one of the biggest and fastest growing financial service sectors. The post-liberalization era has witnessed significant changes in the structure and operations of banks operating in India. Arrival of new private and foreign banks has given a cause to public sector banks to be more competitive, effective and innovative in their approach. Past researches have compared public and private sector banks and have indicated that new private sector banks are outscoring public sector banks in terms of technical and economic efficiency parameters. However, no study could be found that compared public and private banks in India on fairness perceptions of performance appraisal system. Therefore, this research studied the differences between public and private sector banks with respect to perception of fairness of the performance appraisal system and performance appraisal satisfaction. Perception of fairness of the performance appraisal system has been studied through nine factors. The study used independent samples t-test and qualitative analysis to study the mean differences between the two banks. Results indicated that private sector bank employees perceive greater fairness and satisfaction with their performance appraisal system as compared to public sector bank employees. 相似文献
634.
Neil M. A. Hauenstein Tim McGonigle Sharon W. Flinder 《Employee Responsibilities and Rights Journal》2001,13(1):39-56
Although there are many studies that utilize the constructs of procedural and distributive justice, this research tends to ignore the implications of the bivariate relationship between the two constructs. The stronger the relationship between the two constructs, the more problematic ignoring this relationship becomes. Therefore, a meta-analysis was conducted to estimate the relationship between procedural and distributive justice. We also conducted an initial assessment of extent to which the relationship between procedural and distributive justice was context sensitive. Finally, a series of methodological moderators was evaluated. Results indicated that the relationship between procedural and distributive justice is strong (= .64) across all studies. However, this relationship was moderated by research context, and even within research context, there was substantial evidence of variability. The results of the meta-analysis were discussed in terms of implications for theory, research methods, and construct measurement in justice research. 相似文献
635.
Guohui Guan 《Scandinavian actuarial journal》2020,2020(8):677-699
This paper investigates time-consistent reinsurance(excess-of-loss, proportional) and investment strategies for an ambiguity averse insurer(abbr. AAI). The AAI is ambiguous towards the insurance and financial markets. In the AAI's attitude, the intensity of the insurance claims' number and the market price of risk of a stock can not be estimated accurately. This formulation of ambiguity is similar to the uncertainty of different equivalent probability measures. The AAI can purchase excess-of-loss or proportional reinsurance to hedge the insurance risk and invest in a financial market with cash and an ambiguous stock. We investigate the optimization goal under smooth ambiguity given in Klibanoff, P., Marinacci, M., & Mukerji, S. [(2005). A smooth model of decision making under ambiguity. Econometrica 73, 1849–1892], which aims to search the optimal strategies under average case. The utility function does not satisfy the Bellman's principle and we employ the extended HJB equation proposed in Björk, T. & Murgoci, A. [(2014). A theory of Markovian time-inconsistent stochastic control in discrete time. Finance and Stochastics 18(3), 545–592] to solve this problem. In the end of this paper, we derive the equilibrium reinsurance and investment strategies under smooth ambiguity and present the sensitivity analysis to show the AAI's economic behaviors. 相似文献
636.
消费公平、起点公平与社会公平 总被引:3,自引:0,他引:3
促进社会公平是重要的社会政策目标,如何认识社会公平,促进社会公平的关键何在?本文对此进行了思考和分析。社会公平有三个衡量基准:收入公平、财产公平和消费公平,其中,消费公平直接决定着起点公平,因此,扩大公共消费才是改善社会公平的关键所在。 相似文献
637.
基于我国环境的日益恶化,地表水的污染已经严重影响到人们的身体健康,为优化地表水质量,我国采取目标总量控制方法,遵循公平、高效分配原则,构建以反映公平和效率原则的地表水污染物总量分配模型,从而避免了参数过多且不便于计算的弊端。 相似文献
638.
639.
This study seeks to contribute to inter‐organisational management control literature by examining the impact of the use of management controls on fairness and performance. Findings from a survey of 232 Australian inter‐organisational relationships reveal that the use of social controls could improve procedural, distributive and interactional fairness. In turn, distributive and interactional fairness could lead to high levels of perceived relational performance. Additional analyses also confirm that formal and social controls are used as complements in managing inter‐organisational relationships. 相似文献
640.
What is a fair amount of executive compensation? Outrage potential of two key stakeholder groups 下载免费PDF全文
The public discussion of executive compensation often centres on ‘fair’ and ‘unfair’ amounts and the public outrage over compensation that is deemed too high. The academic literature states that such outrage can lead to outrage costs, pressuring firms to adjust compensation levels. However, it is unclear what a ‘fair’ compensation is for various stakeholders and how their fairness concerns relate to outrage constraints. Based on surveys among two key stakeholder groups (representative eligible voters and investment professionals), we provide evidence that fairness is an important criterion for both groups but that opinions on how large a fair compensation amount should be are widely dispersed. Moreover, personality traits systematically influence fairness opinions through self‐serving interpretations of distributive justice and personal risk attitudes, indicating that a ‘fair’ amount of executive compensation may strongly depend on the involved stakeholders. Investigating thresholds for outrage, i.e., amounts above which compensation is judged ‘unfairly’ high, we show that even though investment professionals care for fairness as well, ‘capital market outrage’ might not equate to ‘public outrage’. Our paper contributes to the literature on outrage constraints by linking individual fairness concerns to outrage potential and has implications for transparency of executive compensation and research on shareholder activism. 相似文献