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1.
Abstract

HR managers have different beliefs about the nature, value, and instrumentality of talent—referred to as ‘talent philosophies’. In line with cognitive psychology, we reason that talent philosophies are similar to mental models that influence how HR managers interpret and use talent management (TM) practices within their organizations. In this article, we explore the prevalence of four different talent philosophies (exclusive/stable; exclusive/developable; inclusive/stable; inclusive/developable) in a sample of 321?HR managers. We then explore how talent philosophies relate to organizational context (i.e. size, ownership form, multinational orientation) as well as to HR managers’ perceptions of their organization’s TM practices. Cluster analysis corroborated the presence of the four talent philosophies in our dataset. All four talent philosophies were represented almost equally often in the overall dataset. Organizational size was found to be related to talent philosophies, such that HR managers who worked in smaller organizations were more likely to hold an inclusive talent philosophy. We also found support for the relationship between talent philosophies and perceptions of the exclusiveness or inclusiveness of the organization’s definition of talent, and its degree of workforce differentiation. Contrary to expectations, results did not support a link between talent philosophies and perceived talent identification criteria.  相似文献   
2.
In order to protect fund investors against conflicts of interest with fund management companies, US funds have mandatory independent directors, but this obligation is not required under the European Union Undertakings for Collective Investment in Transferable Securities (UCITS) Directive. Nevertheless, a considerable number of UCITS funds do have independent directors. Whether independent directors should also be mandatory in Europe has been a topic of ongoing debate. Using a sample of Luxembourg UCITS, we test the hypothesis that more independent boards add value for investors through lower costs and/or better investment performance, but we fail to find supporting evidence, even for funds with a higher risk of conflicts of interest. Oversight by independent depositaries and institutional shareholders does not seem to be effective either. It appears that board attitude and the sponsor distribution model are more important since we find evidence that boards that prioritise cost monitoring have lower costs and that independent sponsor funds have better performance. These results question the effectiveness of self-regulation or formal regulation requiring independent board members.  相似文献   
3.
Societal embedding of new products – that is, their integration in relevant industries and markets, their admissibility with regard to regulation and standards, and their acceptance by the public – is a challenge. A management approach is developed based on our case studies in the biotechnology sector and on recent innovation literature. Tools are presented to map internal and external alignments. Learning processes, in interaction with societal actors, overcome the dilemmas or at least make them manageable.  相似文献   
4.
Spreeuw, J. Types of dependence and time-dependent association between two lifetimes in single parameter copula models. Scandinavian Actuarial Journal. Most publications on modeling insurance contracts on two lives, assuming dependence of the two lifetimes involved, focus on the time of inception of the contract. The dependence between the lifetimes is usually modeled through a copula and the effect of this dependence on the pricing of a joint life policy is measured. This paper investigates the effect of association at the outset on the mortality in the future. The conditional law of mortality of an individual, given his survival and given the life status of the partner is derived. The conditional joint survival distribution of a couple at any duration, given that the two lives are then alive, is also derived. We analyze how the degree of dependence between the two members of a couple varies throughout the duration of a contract. We have done that for (mainly Archimedean) copula models, with one parameter for the degree of dependence. The conditional distributions hence derived provide the basis for the calculation of prospective provisions.  相似文献   
5.
6.
Human resource management (HRM) practices can play an important role in matching people with the organisations and the jobs they work in. However, little is known about how employees perceive and interpret HR practices and whether or how these perceptions relate to perceptions of person–organisation (P–O) and person–job (P–J) fit. This study aims to bridge strategic HRM and person–environment fit literature by examining possible mediating and moderating roles of P–O and P–J fit in the relationship between employee perceptions of a broad set of HR practices and employee attitudes and behaviours. Results from a sample of 412 employees support direct relationships as well as a mediating and moderating role of P–O and P–J fit in the relationship between perceived HR practices and employee outcomes.  相似文献   
7.
Vector autoregressive (VAR) models have become popular in marketing literature for analyzing the behavior of competitive marketing systems. One drawback of these models is that the number of parameters can become very large, potentially leading to estimation problems. Pooling data for multiple cross-sectional units (stores) can partly alleviate these problems. An important issue in such models is how heterogeneity among cross-sectional units is accounted for. We investigate the performance of several pooling approaches that accommodate different levels of cross-sectional heterogeneity in a simulation study and in an empirical application. Our results show that the random coefficients modeling approach is an overall good choice when the estimated VAR model is used for out-of-sample forecasting only. When the estimated model is used to compute Impulse Response Functions, we conclude that one should select a modeling approach that matches the level of heterogeneity in the data.  相似文献   
8.
This paper deals with the support of strategically oriented financial planning processes in business firms. In handling a financial planning problem, the decision maker has to deal with a number of complications. In this paper special attention is paid to the risk with regard to the outcomes of the financial plan and the existence of multiple, conflicting goals. An interactive approach to financial planning is presented. Risk is modeled by means of so-called multi-factor risk models and multiple goals are explicitly accounted for through the use of an interactive goal programming method. The use of the interactive approach will be numerically demonstrated by means of an exemplary planning problem.  相似文献   
9.
De Koning  Jaap 《De Economist》1986,134(4):479-491
Summary Expectations play a crucial role in economics. The testing of hypotheses about the formation of expectations is hampered by the lack of data. In this article we try to measure expectations in an independent way, using data from the Business Cycle Test. The data refer to the output of the Dutch manufacturing industry. The results indicate that both error-correcting and extrapolative mechanisms are relevant in the process of expectation formation.The author is indebted to Professors Paelinck and Siddré for their helpful comments; they are, of course, in no way responsible for any remaining errors. Thanks are also due to two anonymous referees for their critical remarks. Mrs. Elderson-De Boer translated the original Dutch draft into English.  相似文献   
10.
The article gives an overview of key issues in strategic HRM in the Netherlands. the experiences and needs of practitioners act as a starting point for this analysis. Based on an inventory of recent publications in the professional journals and conferences for practitioners the following key issues were identified: linking HRM policies and practices to corporate strategy; from specialist staff to regular line management and external agencies; improving quality; measuring the outcome of HRM activities; and redesigning HRM tools from flows thinking to competency building. the state of the art in each of these areas is outlined and this is followed by an analysis which traces underlying causes and factors. Future perspectives inspired by case study evidence from leading companies in the area of strategic HRM are explored.  相似文献   
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