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陈帆  姚卫新 《科技和产业》2021,21(10):186-192
基于企业的技术异质性,利用DEA和全局前沿M almquist指数方法对2006—2018年浙江省不同性质企业的科技创新效率和动态变化进行了比较研究.结果表明:①2006—2018年,浙江省不同性质企业的科技创新效率均值较低,差距显著,总体呈波动上升的趋势.2013年以前外商投资企业的科技创新效率处于领先地位,2015年以后内资企业开始长期处于领先地位.考察期间内资企业一直呈追赶势头,特别是国有企业,追赶势头最为显著.②不同性质企业近13年科技创新效率的平均增幅基本一致,大部分年份均处于增长态势.内资企业体现出较强的增长效应,且增长势头比其他两种类型企业平稳.③内资企业全要素生产率上升主要源于组内技术进步.港澳台商投资企业和外商投资企业全要素生产率的变化源于技术效率变化和组内技术变化.3种类型企业的技术领先变化程度均较小.  相似文献   
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实现党支部领办型社区合作社的发展与乡村振兴的战略目标契合,促进社区合作社高质量发展,其理论意义和实践价值十分重大。通过剖析山东莱州金丰合作社的发展案例后,总结社区型合作社"团队管理、基层党建、产业发展、坚守合作社原则"四位一体发展经验;提出在坚持合作社质性规定前提下,夯实群众基础、创新产品营销等措施,构建"一村一品"特色产业链,促进合作经济与集体经济双向互动的政策建设。  相似文献   
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企业家的领导力可以分成学习能力、教导能力以及决策能力三个方面的内容。首先,对于学习能力来说,企业家可以将网上智慧平台作为基础,通过直播模式和慕课模式提升自身的学习能力。其次,对于教导能力来说,企业家可以借助融媒体环境的支持,将文字社交融媒体环境和视频社交融媒体环境结合起来,以此提升自身的教导能力。最后,对于决策能力来说,企业家可以通过智能数据辅助整合以及AI技术辅助筛选的方式提升自身的决策能力。基于此,论文对企业家领导力提升的文化路径进行了研究和分析。  相似文献   
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In the organizational career management literature, scholars have focused on career management policies, with little attention given to practices that can vary within organizations. And despite its recognized importance, research on the role of leaders in the career management process is also scant. In this study, we investigate the effects of career management practices (OCPs) and leadership career support (LCS) on employee attitudes. Grounded on coping theory, we propose that career support received from line managers can be particularly consequential when OCPs are lacking. We analyze the moderating effects of LCS on the relationship between OCPs and both job satisfaction and turnover intention in a sample of employees from a large Brazilian organization, applying multiple regression analyses. Results showed that OCPs and LCS are positively related to job satisfaction and that OCPs are negatively related to turnover intention. In addition, we confirmed that LCS moderates the relationship between OCPs and both job satisfaction and turnover intention. Finally, we observed that the relationship between OCPs and turnover intention is mediated by job satisfaction. Theoretical and practical implications are discussed.  相似文献   
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In the past, France and Germany were able to exercise leadership in history-making decisions in monetary cooperation, from the establishment of the EMS to EMU. In the case of Banking Union (BU), however, Germany and France turned out to be the main opponents with little common influence. Why could we not observe the familiar pattern of Franco-German co-leadership in building the BU? My explanation points to diverging views on the social purpose of a BU, the asymmetrical distribution of its costs and benefits for the two countries, highly prominent distributional conflicts and severe domestic constraints in Germany. These explanatory factors also account for the unfinished character of Banking Union.  相似文献   
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ABSTRACT

Many management and leadership studies have traditionally been dominated by Western theories, perspectives and cases. Non-Western leadership requires additional caveats in arriving at generalizations. The theoretical trap of conceiving Asian corporations either as irrelevant concerning leadership effectiveness or as maintaining only culturally determined leadership derives from the lack of historical understanding of Asian cases. Our collection used both historical and contemporary cases of Japan, South Korea and China to show that these Asian economies have tried to some extent balance their traditional norms and values of leadership with those from the West. A key to understanding Asia is that all three countries have historically pursued leadership mandates in running both public and private corporations, although ‘corrupt’ leadership practices were also rampant during different historical periods. Further studies of leadership in non-Western cases are necessary to devise methodological and theoretical alternatives to Western-centric perspectives. In our collection, we analysed how a dynamic and evolutionary view of leadership fared in its attempt to clarify some of the conundrums surrounding East Asian leadership. From our results, it is indicated that historical and comparative methods must accompany any analysis of leadership.  相似文献   
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A comparison study was undertaken between the asset-based community-led development (ABCD) approaches versus the traditional needs-based approach to community development relating to community leadership. A purposive sampling technique was used to select 24 community projects in South Africa for the study, of which 14 were sensitised to ABCD and 10 were not. The kind of community leadership developed in ABCD communities enabled communities to lead their own development by co-investing their own assets, and leveraging their assets with resources from external agencies. In comparison, although development took place, the leadership that emerged in the needs-oriented projects was more authoritarian in nature, and in some instances, seemed to establish a dependency on external agencies. Community leadership that contributes to projects that were more driven by community members complements the principles of appreciative leadership, which were more evident in ABCD-sensitised communities.  相似文献   
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Previous empowerment research has focused on subordinate perceptions of empowering leadership and its outcomes. Met‐expectations theory suggests that subordinate expectations of leader behaviours are essential in forming their a posteriori evaluations. To address the lack of investigation of individual expectations in the empowerment literature, in this study, we explore how subordinates' empowerment expectations and perceptions combine to influence their job satisfaction and psychological empowerment based on three alternative, theoretically derived met‐expectation models, namely, the disconfirmation model, the ideal‐point model, and the experiences‐only model. The results of a 2‐stage study of 114 respondents indicate that employees are more satisfied with their work when perceived empowerment exceeds expectations. However, both empowerment perceptions and expectations positively contribute to higher psychological empowerment. We then discuss implications and directions for future research.  相似文献   
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An economic recession is a type of crisis originated from external factors that may imperil an organization’s survival depending on the intensity and duration of the crisis. In peripheral European countries, such as Portugal, the recent financial crisis had devastating effects on various business activities. As a result, Portugal represents an important case study in examining how some corporate leaders have handled the economic recession successfully. I interviewed 20 corporate managers to capture their perceptions of the leadership traits and behaviors exhibited by their CEOs in guiding their companies through the recession. In economic recessions, negative constraints do not affect the most effective leaders, who instead erect barriers against the high-pressure conditions to create a supportive, positive work environment. In order to achieve maximum effectiveness, leaders must act as blocking agents against the negative social impacts of the economic crisis, including the fragility of trust in organizational life (i.e., a barrier against distrust), uncertainty of the future (i.e., a barrier against uncertainty), and toxic emotions (i.e., a barrier against toxic emotions).  相似文献   
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