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141.
142.
Employment,schooling and productivity growth   总被引:1,自引:1,他引:0  
Summary This paper presents an empirical analysis of labour demand and labour productivity growth in The Netherlands. Assuming an aggregate production function with as factors capital and 3 types of labour, distinguished by educational attainment, cost minimization leads to a set of 3 labour demand relations to be estimated on time series data. Using the estimates and the implied elasticities, aggregate labour productivity growth is decomposed into factor substitution, autonomous factors, labour time shortening, economies of scale, utilization rates and the increased educational level of the working population. The contributions of substitution, utilization rates and education appear to be substantial, notably in the seventies.

List of symbols

Variables a i Efficiency index of skill leveli - C production - h i working-time index for skill leveli - g i steady-state growth rate of skill leveli - K capital stock - L i employment volume of skill leveli - L i * desired level of labour skill leveli - p output price - p * desired output price - s i * long-run static labour shares in the production value - p k rental price of capital - P index of total factor productivity - P l index of labour productivity - u i utilization rate of skill leveli - u k utilization rate of capital - w i wage rate for skill leveli - y production volume - y yij Hicks partial elasticities of complementarity - i steady-state cost share of skill leveli - k Bk steady-state cost share of capital - f lf highest level price index in cost function nesting - g 4 intermediate level price index in cost function nesting - h 4 lowest level price index in cost function nesting - i steady-state relative wage share of skill leveli - ij Allen partial elasticities of substitution Parameters d i l adjustment speed of skill leveli - d p price adjustment speed - M mark-up on marginal costs - scale elasticity of production - i distribution parameter in cost function,i = 3, g - i distribution parameter in cost function,i = k, h - i distribution parameter in cost function,i =1, 2 - i autonomous labour productivity growth for skill leveli - i cost share of skill level in base year - f production cost index in base year - i hours elasticity in labour efficiency index - group elasticity of substitution betweenL 3 and (K, (L 1,L 2)) - g Og group elasticity of substitution betweenK and (L 1,L 2) - h 6h group elasticity of substitution betweenL 1 andL 2 We would like to thank B. Downey, G.M.M. Gelauff, A. Nieuwenhuis, J.M.M. Ritzen, J.C. Siebrand and an unknown referee for helpful comments on earlier drafts.  相似文献   
143.
S. K. Bar-Lev  D. Plachky 《Metrika》1989,36(1):331-336
Summary Completeness of a family of probability distributions implies its bounded completeness but not conversely. An example of a family which is boundedly complete but not complete was presented by Lehmann and Scheffe [5]. This appears to be the only such example quoted in the statistical literature. The purpose of this note is to provide further examples of this type. It is shown that any given family of power series distributions can be used to construct a class containing infinitely many boundedly complete, but not complete, families. Furthermore, it is shown that the family of continuous distributions , is boundedly complete, but not complete, whereU denotes the uniform distribution on [a, b] and {P ϑ,ϑ ∈ IR}, is a translation family generated by a distributionP 0 with mean value zero, which is continuous with respect to the Lebesgue measure.  相似文献   
144.
"We argue that the postwar baby boom [in the United States] caused substantial fluctuations in both the economic rewards to education and educational attainment over the last 3 decades. If substitutability between young and old workers diminishes with education, the present value of lifetime earnings for a boom cohort is depressed more for highly educated workers, reducing incentives for educational attainment. The opposite is true for pre- and postboom cohorts. The diminishing substitutability hypothesis explains the declines in both the returns to college and college completion rates in the 1970s and predicts a substantial increase in educational attainment for postboomers."  相似文献   
145.
The various agricultural practices employed in eastern Maputaland are described.

Agricultural strategies utilized in Maputaland are low in productivity but aim to minimize risk. The area is marginal for agriculture as soils are sandy and rainfall unreliable. Insects and plant diseases accentuate the problem. Infrastructure is lacking in the area. Traditional agricultural systems predominate.

Farming in the area is generally of a subsistence nature and can be divided into gardening, swamp farming and field cropping. Steps towards modernization of agriculture must take into account all existing constraints.  相似文献   

146.
147.
Assessing and acquiring technology does not have to be chaotic, driven solely by price, clinical preference, and emotion. With the tools available, it can be distilled to a process of organized common sense, which results in maximum flexibility for the user and allows materiel managers to procure the best, most cost-effective equipment for the hospital.  相似文献   
148.
149.
The balanced scorecard--measures that drive performance   总被引:259,自引:0,他引:259  
Frustrated by the inadequacies of traditional performance measurement systems, some managers have abandoned financial measures like return on equity and earnings per share. "Make operational improvements and the numbers will follow," the argument goes. But managers do not want to choose between financial and operational measures. Executives want a balanced presentation of measures that allow them to view the company from several perspectives simultaneously. During a year-long research project with 12 companies at the leading edge of performance measurement, the authors developed a "balanced scorecard," a new performance measurement system that gives top managers a fast but comprehensive view of the business. The balanced scorecard includes financial measures that tell the results of actions already taken. And it complements those financial measures with three sets of operational measures having to do with customer satisfaction, internal processes, and the organization's ability to learn and improve--the activities that drive future financial performance. Managers can create a balanced scorecard by translating their company's strategy and mission statements into specific goals and measures. To create the part of the scorecard that focuses on the customer perspective, for example, executives at Electronic Circuits Inc. established general goals for customer performance: get standard products to market sooner, improve customers' time-to-market, become customers' supplier of choice through partnerships, and develop innovative products tailored to customer needs. Managers translated these elements of strategy into four specific goals and identified a measure for each.  相似文献   
150.
Three years after launching the team-based Quality For All program, Top Chemical Company CEO Sam Verde was searching for a team-based compensation system that would reflect his company's new philosophy. With a committee gathered to discuss the issue, Verde confronts the fact that changing pay plans is an issue few people can agree on. "Very simply," explains vice president for compensation Gilbert Porterfield, "the plan is designed to give employees working on teams real incentives for constant improvement and overall excellence. The variable aspect of the system pays employees for the performance of their group." This doesn't sit well with the others. "It's going to punish teams like mine for the failings of others instead of rewarding us for the work we do and have already done," says packaging team representative Ruth Gibson. Another committee member feels that team-based anything is a "motivational happy land that doesn't square with how people really work." While Verde likes the proposed pay plan, he has doubts over whether his employees will accept the risk. Upper management has no problem basing 60% of its pay on TopChem's performance. But getting line employees to risk part of their salaries--even as little as 4%--on the ups and downs of the chemical industry may be more trouble than it's worth. Four experts on compensation reveal where Top Chemical went wrong in its plan and how Sam Verde might bring about change successfully.  相似文献   
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