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11.
Maria Christina Meyers Marianne van Woerkom Jaap Paauwe Nicky Dries 《International Journal of Human Resource Management》2020,31(4):562-588
AbstractHR 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
12.
Elva BOVA João TOVAR JALLES Christina KOLERUS 《Revista Internacional del Trabajo》2018,137(2):291-335
Se exploran los determinantes a corto plazo del emparejamiento entre oferta y demanda de trabajo identificando los desplazamientos de la curva de Beveridge en doce países de la OCDE entre el primer trimestre de 2000 y el cuarto trimestre de 2013. Mediante tres metodologías complementarias (examen visual, técnicas de cointegración y estimaciones no lineales), observamos que el crecimiento de la población activa, la legislación de protección del empleo y las políticas activas de mercado de trabajo (incentivos a la creación de empresas, programas de trabajo compartido) favorecen el emparejamiento, mientras que los niveles de instrucción intermedios, el desempleo de larga duración y las políticas pasivas (prestaciones por desempleo, fiscalidad del trabajo) lo dificultan. 相似文献
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This paper constructed a pricing model for the asset with multi‐risks by specifying the risky factors (i.e., interest rate and termination hazard rates) to follow gamma distributions. The model not only avoids the possibility of the termination hazard rate taking an irrational (i.e., negative) value, but it also makes it easier to derive a valuation formula for a risky asset. Our model can also effortless apply because the parameters of the gamma distribution can easily be estimated from market data. An example using Taiwanese bond data illustrates how the model can be utilized for practical applications. To facilitate understanding of how accurately the different models price risky bonds, we compare their out‐of‐sample pricing errors for different hazard rate specifications assuming normal and gamma distributions. The results show that our pricing formula is realistic and accurate in its applications. Therefore, it should help market participants to accurately price risky assets and to effectively manage complicated portfolios. 相似文献
15.
Don't ignore the floor: Exploring multisensory atmospheric congruence between music and flooring in a retail environment
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In retail environments, consumers commonly evaluate products while standing on some type of flooring and concurrently being exposed to music; however, no study has examined the interaction of these two atmospheric cues. To bridge this gap, this research examines whether retailers can benefit from creating multisensory atmospheric congruent rather than incongruent retail environments of flooring and music. The results of an experiment in a real retail store reveal positive effects of multisensory congruent retail environments (e.g., soft music combined with soft flooring) on product evaluations. This study provides a new process explanation with consumers’ purchase‐related self‐confidence mediating these effects. Specifically, consumers in congruent rather than incongruent retail environments experience more purchase‐related self‐confidence, which in turn leads to more favorable product evaluations. Furthermore, this study shows that consumers with a low rather than a high preference for haptic information are influenced more by multisensory atmospheric congruence when evaluating a product haptically. 相似文献
16.
Philipp Harms Mathias Hoffmann Christina Ortseifer 《The Scandinavian journal of economics》2015,117(3):983-1018
We show that incorporating distribution costs into a general equilibrium model of international portfolio choice helps to explain the home bias in international equity investment. Our model is able to replicate observed investment positions for a wide range of parameter values, even if agents have an incentive to hedge labor income risk by purchasing foreign equity. This is because the existence of a retail sector affects both the correlation of domestic returns with the domestic price level and the correlation between financial and non‐financial income. 相似文献
17.
This article reviews the service management and marketing literature on managing people with a particular emphasis on managerial relevance. This review explores the market and financial results of managing people effectively, emphasizing that it is probably harder to duplicate high-performing human assets than any other corporate resource. The challenges inherent in boundary-spanning frontline jobs are discussed, including role conflict and emotional labor. Next, recommended human resources (HR) strategies and practices related to recruitment, training, empowerment, service delivery teams, and employee motivation are reviewed. The literature review concludes with a section on service culture, climate, and leadership. Each section is complemented with further research suggestions that emerged from interviews with eight academic and practitioner experts. The last section outlines six themes for new research opportunities with high potential managerial relevance; they relate to (1) the financial impact of HR practices and strategies, (2) motivating service employees, (3) training, (4) emotional labor, (5) dealing with rude customers, and (6) the impact of technology on managing service employees. 相似文献
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Ting-Fang Chiang E-Ching Wu Min-Teh Yu 《Review of Quantitative Finance and Accounting》2007,29(2):205-222
This study analyzes the effect of premium rates on banks’ incentives to join a deposit insurance scheme and their incentives
to invest in risky projects under a voluntary deposit insurance scheme. We find that in order to maximize social welfare,
the insurance agency must either set the premium rate to be low so as to attract all banks to join the insurance scheme, or
not to have the deposit insurance at all. However, the low premium rate in the voluntary scheme does not balance the budget
of the deposit insurance. We also show that in the compulsory deposit insurance scheme, however, it is possible to impose
an optimal premium rate that can balance the insurance agency’s budget and achieve the highest social welfare. The results
also present the dominance of the compulsory scheme over the voluntary scheme in terms of maximizing social welfare and balancing
the budget.
相似文献
Min-Teh Yu (Corresponding author)Email: |
20.
Christina Zecher 《Controlling & Management》2007,51(1):17-17