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1.
从适应世界供给体系加快调整优化、解决我国新时代主要矛盾和开创中国特色水利现代化新局面等3个方面分析了新时代深化供给侧结构性改革的新形势;从供给质量、供给效率和发展动力等角度提出了新时代水利供给侧结构性改革的主攻方向;从不断健全水利基础设施网络、积极实施国家节水行动、全面推行河长制、大力推进水生态文明建设、深化重点领域改革、依法治水和科技兴水等6个方面提出了全面落实新时代水利供给侧结构性改革的新任务。 相似文献
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This study integrates social information processing theory with leadership and climate literature, and aims to produce novel theoretical insights into whether and how spiritual leadership and task uncertainty foster conditions to enhance meaningfulness climate and subsequent team effectiveness in China. Team effectiveness was operationalized as team performance and team organizational citizenship behavior (OCB). Based on data collected at three time points over 12 months from multiple sources of 123 teams in China, we found that spiritual leadership was positively related to team performance and team OCB through meaningfulness climate. Further, the relationship between spiritual leadership and meaningfulness climate was stronger for teams with high task uncertainty than teams with low task uncertainty. 相似文献
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组网是卫星、无人机等飞行器集群实现协同的基础。传统自组织组网技术针对地面随机移动场景设计,不适用于拓扑和传输根据任务变化的飞行器集群场景,为此设计了一种管理与任务分离的组网方法,将网络分为管理面和任务面两个逻辑层面,管理面负责拓扑发现、路由建立、任务规划等基础组网功能,任务面负责任务执行过程中的数据传输功能。管理面和任务面实行不同的组网策略,从而使得网络的传输性能根据管理和任务执行的不同需求进行优化,以减少协议开销及降低传输自干扰。 相似文献
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针对联合侦察筹划中任务规划阶段机动侦察平台阵位与路线确定困难的问题,提出了一种基于粒子群优化-稀疏A星(Particle Swarm Optimization—Sparse A-star,PSO-SAS)算法的规划方法。该方法综合考虑侦察装备机动性能以及敌火力威胁、地形等因素,在侦察阵位规划上,建立了阵位综合评估模型,并利用粒子群算法进行阵位寻优;在路线规划上,采用稀疏A*算法进行航迹规划,通过将机动性能、安全距离、路程等约束引入搜索过程,缩短最优路线的计算时间。仿真试验验证了所提方法生成的侦察阵位和路线能够满足侦察任务要求。 相似文献
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In light of increasingly age-diverse workforces, organizations face the challenge of fostering job satisfaction among both younger and older employees. Combining equity theory with an aging perspective, we propose that due to age-related shifts in motives and goals, younger versus older employees’ job satisfaction will depend differently on monetary rewards (outcome side of equity theory), task contributions (input side of equity theory), as well as on imbalances (inequity) in the relationship between monetary rewards and task contributions. In a multisource study with 166 managers, we found that while younger employees were satisfied primarily by monetary rewards, older employees were satisfied primarily by their task contributions. Most importantly, a three-way interaction indicated that younger versus older employees react differently to two types of inequity: Being proportionally over-rewarded (i.e., receiving high monetary rewards for low task contributions) reduced older (but not of younger) employees’ job satisfaction. By contrast, under-reward inequity (i.e., receiving low monetary rewards for high task contributions) decreased younger (but not of older) employees’ job satisfaction. These age-dependent effects of job features on job satisfaction reveal important theoretical as well as practical implications. 相似文献
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We developed and tested a research model in which employee well-being human resource (HR) attribution differentially influences the intention to change jobs across organizations (i.e., external job change intention) versus that within the same organization (i.e., internal job change intention). Furthermore, we posited that task idiosyncratic deals (I-deals) moderated the relationships between employee well-being HR attribution and external and internal job change intentions. Results indicated that employee well-being HR attribution was negatively related to external job change intention, but positively related to internal job change intention. Further, task I-deals significantly moderated the relationships between employee well-being HR attribution and external and internal job change intention. Specifically, employee well-being HR attribution played a less important role in reducing external job change intention when task I-deals were high rather than low. On the other hand, high task I-deals significantly strengthened the positive relationship between employee well-being HR attribution and internal job change intention. Our study extends the careers literature by differentiating the impact of employee well-being HR attribution on job change intentions within an organization compared with that across organizations and the important role of supervisors in enhancing or mitigating these effects. 相似文献
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本文以新疆塔什店矿区一号矿井为例,阐述了总图专业对于煤炭矿井设计前期的重要性,并通过在矿井工业场地合理选址、矿井建设与城镇规划关系及矿井建设对社会影响度等方面分析,说明了总图专业参与矿井前期设计的必要性,以期望提高总图专业设计的水平。 相似文献