全文获取类型
收费全文 | 14013篇 |
免费 | 719篇 |
国内免费 | 366篇 |
专业分类
财政金融 | 1451篇 |
工业经济 | 763篇 |
计划管理 | 2796篇 |
经济学 | 2877篇 |
综合类 | 2567篇 |
运输经济 | 61篇 |
旅游经济 | 147篇 |
贸易经济 | 1666篇 |
农业经济 | 811篇 |
经济概况 | 1958篇 |
信息产业经济 | 1篇 |
出版年
2024年 | 14篇 |
2023年 | 157篇 |
2022年 | 179篇 |
2021年 | 234篇 |
2020年 | 321篇 |
2019年 | 239篇 |
2018年 | 207篇 |
2017年 | 291篇 |
2016年 | 313篇 |
2015年 | 465篇 |
2014年 | 876篇 |
2013年 | 957篇 |
2012年 | 1285篇 |
2011年 | 1496篇 |
2010年 | 1175篇 |
2009年 | 989篇 |
2008年 | 1140篇 |
2007年 | 1038篇 |
2006年 | 943篇 |
2005年 | 773篇 |
2004年 | 512篇 |
2003年 | 409篇 |
2002年 | 310篇 |
2001年 | 236篇 |
2000年 | 147篇 |
1999年 | 93篇 |
1998年 | 50篇 |
1997年 | 57篇 |
1996年 | 41篇 |
1995年 | 40篇 |
1994年 | 22篇 |
1993年 | 17篇 |
1992年 | 14篇 |
1991年 | 10篇 |
1990年 | 5篇 |
1989年 | 6篇 |
1988年 | 4篇 |
1987年 | 3篇 |
1986年 | 1篇 |
1985年 | 2篇 |
1984年 | 9篇 |
1983年 | 5篇 |
1982年 | 6篇 |
1981年 | 4篇 |
1979年 | 3篇 |
排序方式: 共有10000条查询结果,搜索用时 15 毫秒
1.
《Journal of Comparative Economics》2021,49(3):693-714
Informal work is traditionally large in Russia and has further increased in the recent years. We explore the implications of this shift in terms of wage dynamics. Our characterization is based on the estimation of informal pay gaps at the mean and along the wage distribution, relying on the Russian Longitudinal Monitoring Survey for 2003–2017. Our approach comprises three original features: we rely on unconditional quantile effects of informality, we incorporate quantile-specific fixed effects using a tractable approach, and we suggest a treatment of the incidental parameter bias. Over the whole period, informal wage penalties are relatively small and do not suggest heavily segmented labor markets, even at low wage levels. Yet, in the past decade, a substantial negative selection into informal employment and self-employment has taken place, on average and especially at low earnings. Economic downturns and labor market policies have likely contributed to the shakeout of less productive workers in the formal sector, making the low-tier informal sector more of a last resort. 相似文献
2.
This article examines non-farm employment in the context of Chinese rural institutional change, based on evidence from discrete-time logistic models for event history analysis using the Life History and Social Change survey. We find the transition to non-farm sector rose rapidly during the Great Leap Forward and market reform, while the Cultural Revolution saw it reach the lowest ebb. While male advantage prevailed exclusively during the Cultural Revolution and early marketization, education possessed a stable positive effect in all historical periods. Although the returns to different kinds of political capital vary along with institutional dynamics, intergenerational reproduction was greatly reduced after the Cultural Revolution. 相似文献
3.
采用SBM-Undesirable模型测算了1999—2017年中部六省的碳排放效率,分别计算了产业结构合理化指数和高级化指数,利用耦合协调模型考察了碳排放效率与产业结构优化的耦合协调度,并对其影响因素进行了实证分析。结果表明:中部六省碳排放效率和产业结构合理化的耦合协调度较低,处在中度失调和中度协调之间,碳排放效率和产业结构高级化的耦合协调度处在中度失调和中度协调之间,但有明显上升的趋势。人力资本、财政支出对中部六省碳排放效率和产业结构合理化的协调发展起到了促进作用,而环境规制、能源结构产生了抑制的作用。人力资本对碳排放效率和产业结构高级化的耦合协调度有正向作用,而外商投资、人均资本、制度质量和能源结构产生了抑制作用。 相似文献
4.
5.
《International Journal of Research in Marketing》2022,39(3):678-698
Consumers often base their judgments on a no-pain, no-gain principle—that is, one must pay a cost in order to achieve a beneficial outcome. For example, they infer the quality of a product from its price and judge a bad-tasting medicine to be more effective than a tasty one. Although the use of this principle to infer the value of a product or service has been observed in several domains, the processes that underlie its use have not been fully explored. We find that when people feel out of control, they tend to use the principle because it exemplifies a causal relationship between actions and outcomes and endorsing it reaffirms their belief that they have control over the outcomes of their behavior. Our findings have implications for how marketers might position products and services to attract consumers who perceive themselves as having different levels of control. 相似文献
6.
Jan de Kort 《Mathematical Finance》2018,28(2):656-667
In this paper, we consider factor models of the term structure based on a Brownian filtration. We show that the existence of a nondeterministic long rate in a factor model of the term structure implies, as a consequence of the Dybvig–Ingersoll–Ross theorem, that the model has an equivalent representation in which one of the state variables is nondecreasing. For two‐dimensional factor models, we prove moreover that if the long rate is nondeterministic, the yield curve flattens out, and the factor process is asymptotically nondeterministic, then the term structure is unbounded. Finally, we provide an explicit example of a three‐dimensional affine factor model with a nondeterministic yet finite long rate in which the volatility of the factor process does not vanish over time. 相似文献
7.
Joseph A. Schmidt Chelsea R. Willness David A. Jones Joshua S. Bourdage 《International Journal of Human Resource Management》2018,29(3):571-594
We tested relationships between employee quit rates and two bundles of human resource (HR) practices that reflect the different interests of the two parties involved in the employment relationship. To understand the boundary conditions for these effects, we examined an external contingency proposed to influence the exchange-based effects of HR practices on subsequent quit rates – the local industry-specific unemployment rate – and an internal contingency proposed to shape employees’ conceptualization of their exchange relationship – their employment status (i.e. full-time, part-time and temporary employment). Analyses of lagged data from over 200 Canadian establishments show that inducement HR practices (e.g. extensive benefits) and performance expectation HR practices (e.g. performance-based bonuses) had different effects on quit rates, and the former effect was moderated by unemployment rate. The effects of HR practices on quit rates did not differ between FT and PT employees, but a different pattern of main and interactive effects was found among temporary workers. These findings suggest that employees’ exchange-based decisions to leave may be less affected by the number of hours they expect to work each week, and more by the number of weeks they expect to work. 相似文献
8.
Guanyi Yang 《Research in Economics》2018,72(3):404-413
Temporary contracts usually fall outside of employee protection litigation, thus they are often cheaper than permanent contracts and are offered on-demand by firms. In the last two decades, there has been a sharp growth in such contracts in the U.S. labor market. This paper investigates the welfare consequences of offering temporary contracts in the U.S., an environment with low employee protection litigation and high production risk for firms. Employee protection litigation creates firing rigidity in regular labor markets. Pairing firing rigidity with high production risk, firms reduce employment and output, which generates welfare loss. The inexpensive and flexible nature of temporary contracts offers firms a buffer strategy in making employment decisions under risk and navigating the firing rigidity of the regular labor sector, thereby reducing welfare loss. However, temporary contracts cannot fully compensate for the efficiency cost from rising firing rigidity and risk. 相似文献
9.
文章以代理理论为基础,实证分析激励和监督对经销商依从的影响及依赖结构的调节作用。研究发现:激励会促进经销商依从,而监督则会抑制经销商依从;相互依赖强度会削弱监督对经销商依从的负向影响,但对激励与经销商依从间的关系没有显著影响;经销商相对依赖会增强激励对经销商依从的正向影响,但对监督与经销商依从间的关系没有显著影响。文章最后对研究发现进行讨论,并提出管理建议和未来研究的方向。 相似文献
10.
The “50/50”, or the shared management international joint venture (shared IJV) remains a popular and yet challenging control structure to govern IJVs. The purpose of this study is to understand the post-formation management of shared IJVs, specifically the relationship between shared structure, relational conditions and management of post-formation challenges. Our evidence is based on 26 in-depth interviews across four cases of shared IJVs between British multinationals and Asian companies. Our findings indicate that the highly integrative nature of shared IJVs, including high operational interdependence and shared decision-making, encourages partners to work closely together, communicate frequently and intensely and exchange personnel. Although share management can lead to inter-partner conflicts, the equal investment and mutual responsibility partly provides partners with motivation and opportunities to learn about each other, to better implement the control structure, to build trust, and to commit to the venture and partner. These relational conditions facilitated the successful management of post-formation challenges such as diversity related conflicts and macro volatility. 相似文献