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1.
Contrary to the classic assumptions in the business and human resource (HR) strategy literatures, real‐world organizations often pursue multiple and potentially contradictory performance goals. They may adopt ‘hybrid’ strategies to maximize both differentiation and low cost — leading middle managers to face dilemmas in how to achieve different goals using the same HR practices. We link employee‐level surveys of HR practices to establishment‐level data on service quality, labour efficiency and profitability to examine the effects of HR practices on these outcomes. We find that establishments with greater use of high involvement practices have significantly higher service quality, which mediates the relationship between HR practices and profitability. Findings for labour efficiency are positive, but generally not significant. These findings also have implications for the quality of jobs. 相似文献
2.
The phrase ‘demographic timebomb’ has taken on the aura of a shibbholeth and that everyone knows they ought to be fearful about. But is it really understood and what needs to be done? This article seeks to answer these questions and to shed some light on the employment strategies being developed by some British hospitality employers to counteract the demographic changes of the 1990s. As a result, some of the myth that the hospitality industry is lagging behind other industries can be dispelled but other findings support popular testimony that the industry faces special problems. 相似文献
3.
Rosemary Batt 《英国劳资关系杂志》2001,39(1):1-24
This paper examines the economic logic of organizing field technicians into self‐managed teams, an approach to work organization that shifts the division of labour from a hierarchical to horizontal one. Economic efficiencies arise through the integration of direct and indirect labour tasks and the alignment of'the organizational structure with the occupational logic of communities of practice among technicians. Self‐managed teams absorb the monitoring and co‐ordination tasks of supervisors, substantially reducing indirect labour costs but without adversely affecting objective measures of quality and labour productivity. For technicians, team membership means longer work hours, but higher wages through overtime pay. 相似文献
4.
Rosemary Stewart 《Journal of Management Studies》1989,26(1):1-10
The main achievements and limitations of studies of managerial jobs and behaviour are summarized drawing upon the review articles of Martinko and Gardner (1985) and Hales (1986). Ways forward are explored by developing a map of the field for future studies, which is shown in figure 1. The figure has three aims: to show different areas for research; to help in identifying neglected areas that could be fruitful ways forward; and to show the interrelationship between different aspects of the study and thus to act as a guide for data collection. The main purpose of the article is to be a guide to what can, and what might most fruitfully, be studied, but some suggestions are also made about methods. 相似文献
5.
Rosemary L. Walker 《Journal of Economics and Finance》2005,29(2):172-186
Previous research in the areas of tournaments, human capital, and learning theory have shown that promotion is a function
of human capital, experience, ability, and wage growth. These variables were used to estimate a Cox regression using data
from a single firm. The survival rates for a Cox regression and an up-or-out regression model are computed. The results suggest
that certain up-or-out models are valid even when the firm does not have such a policy and show that an up-or-out procedure
predicts the promotion and exit survival rates as well as a Cox regression. 相似文献
6.
7.
Drawing on a nonrandom sample of 557 dual-earner white-collar employees, this article explores the relationship between human resources practices and three outcomes of interest to firms and employees: work-family conflict, employees' control over managing work and family demands, and employees' turnover intentions. We analyze three types of human resources practices: work-family policies, human resources incentives designed to induce attachment to the firm, and the design of work. In a series of hierarchical regression equations, we find that work design characteristics explain the most variance in employees' control over managing work and family demands, whereas human resources incentives explain the most variance in work-family conflict and turnover intentions. We also find significant gender differences in each of the three models. Our results suggest that the most effective organizational responses to work-family conflict and to turnover are those that combine work-family policies with other human resources practices, including work redesign and commitment-enhancing incentives. 相似文献
8.
This article explains the differences between 'integrated working' and 'blurring the boundaries'. Although often used interchangeably, these terms actually represent the best and worst possible outcomes involved when professional boundaries are crossed. The authors use a health–care example, but they tackle the issues raised as generic concerns for effective inter–professional working in all sectors. The article shows that, rather than blurring boundaries, the establishment of clear boundaries is essential for successful inter–professional working. Clearly defined boundaries establish an exploratory space in which team members can tap into and use team skills, thus harnessing the diversity of the team. 相似文献
9.
Peter K. Mackie Rosemary D.F. Bromley Alison M.B. Brown 《International journal of urban and regional research》2014,38(5):1884-1903
Informal trading in the global South, particularly in Latin America, is the subject of revanchist urban policy and yet few studies have examined the longer‐term impacts of such intolerant policies on traders. This article explores the evolution and impacts of revanchist policies directed at informal traders in the Andean city of Cusco. It makes two key contributions. First, it documents a shift from early revanchist policies to a post‐revanchist era where policies have become more tolerant of informal traders. However, contemporary policies fall short of a supportive environment for informal trading, hence the authors recommend changes that will ensure informal traders can access the city's streets and become an accepted part of the urban fabric. Second, given the lack of theoretical attention given to the impacts of revanchism, a battlegrounds framework is developed, consisting of spatial, political, economic and socio‐cultural battlegrounds. This framework provides a comprehensive insight into the complex set of interactions that exist between informal traders and the state. It is hoped that the framework will provide a tool for further research into the highly damaging impacts of revanchism across the globe. 相似文献
10.
The call options theory of corporate security valuation is applied to narrow-banking contingent claims of one bank, while the cap options theory is applied to synergy-banking contingent claims of another bank. This article investigates efficiency gains specified as equities of scope associated with the likelihood of the two banks involved in merger under capital regulation. We find that merger incentives are encouraged when the narrowing banking is conducted by the consolidated bank, whereas discouraged when the synergy banking is conducted. Raising bank capital requirement leads to an increased interest margin of the consolidated bank with the narrow banking valuation; however, to a decreased margin of the consolidated bank with the synergy banking valuation. An increase in the capital regulation reduces the merger incentives in the narrow banking valuation whereas increases the merger disincentive in the synergy banking valuation. These findings are consistent with the organizational theory that predicts a comparative advantage of narrow banking proposals in bank mergers. 相似文献