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11.
Relationships between values/beliefs and welfare recipiency and work attachment are examined using a sample of black and white
women. The concept of self-efficacy, i.e. perceived ability to produce and regulate events is used to model paths of influence
between values/ beliefs and observable behaviors. No racial differences are found in the determinants of current labor force
status and previous work history. Race is also found to have no significant impact on the probability of receiving public
assistance. The explanatory power of measures of self-efficacy is found to be minimal with respect to receipt of public assistance
or the duration of receipt of assistance. 相似文献
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Estimates of the economic value of unpaid household and farm work of Alberta farm women and men are calculated using two common market alternative cost methods. Time use data for 1984 collected by Doherty and Keating (1985) from 414 Alberta grain farm families as well as Statistics Canada wage data are used. The average annual value of unpaid farm work ranges from $20,647.35 to $29,088.24 for men and from $5,017.54 to $6,604.19 for women. Conversely, unpaid household work performed by women has an average annual value of $17,460.98 to $34,617.66, while the value of men's unpaid household work ranges from $1,943.02 to $3,962.54 annually. When the values of farm and household production and the income generated by off-farm work are accounted for, there is little difference between mend's and womend's total contributions to the economic well-being of the farm family. These estimates illustrate the importance of family membersd' unpaid work to the economic well-being of the family. They also suggest that there is little basis for the historic inequity of legal and other social systems that neglect the economic value of womend's contributions to family welfare. On estime la valeur du travail domestique et agricole non rémunéré des agricultrices et des agriculteurs de l'Alberta au moyen de deux autres méthodes de calcul des coûts, dd'usage courant sur le marché. On se sert pour cela des données de 1984 sur le temps recueillies par Keating and Doherty (1985) auprès de 414 producteurs de céréales de l'Alberta et des données sur les salaires de Statistique Canada. La valeur annuelle moyenne du travail agricole non rémunéré varie de 20 647,35 $ à 29 088,24 $ pour les hommes et de 5 017,54 $ à 6 604,19 $ pour les femmes. Parallèlement, le travail domestique non rémunéré effectuÉ par les femmes vaut de 17 460,98 $ à 34 617,66 $ en moyenne par année, tandis que pour les hommes il varie entre 1 943,02 $ et 3 962,54 $. Lorsqud'on additionne la valeur de la production agricole et domestique et le revenu générÉ par le travail non agricole, on constate qud'il y a peu dd'écart entre la contribution totale de l'homme et celle de la femme au bien-être économique de la famille rurale. Ces estimations prouvent 1d'importance du travail non rémunéré des membres de la famille pour la situation économique de cette derniÈre. Elles suggèrent également qud'il nd'existe pas de véritable fondement à l'injustice historique introduite par les systèmes juridiques et sociaux qui négligent la valeur de la contribution des femmes au bien-être économique de la famille. 相似文献
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This paper presents a synopsis of the major developments in corporate governance regulations and recommendations for Australian audit committees, categorised into three distinct periods of regulation from 1976 to 2004. Earlier Australian research on audit committee formation, composition and diligence is summarised and compared. The research is then extended by presenting the results of an empirical study of 188 of the top 300 ASX listed companies with a financial year end of 30 June 2004, the first year of the third period of regulation. The results indicate that compliance with corporate governance regulations and recommendations had improved substantially with respect to: audit committee formation; the number of audit committee members, non‐executive directors on the audit committee; financial expertise of audit committee members; and the frequency of audit committee meetings. However, the number of independent directors on audit committees was well below ASX best practice guidelines. 相似文献
16.
Jeff Hyman Sandra Watson Pauline Munro 《International Journal of Training and Development》2002,6(3):183-197
This article explores reasons behind the low take–up of training and redeployment opportunities in a three–year downsizing programme in a National Health Service (NHS) mental health hospital. It examines these from an interpretive paradigm, identifying social–psychological effects on barriers and motivation to training and redeployment. In reporting factors that inhibit the movement of staff from the hospital the findings indicate that the direction of even a well–planned and positively intentioned programme can be confounded by the responses of employees faced with an uncertain future. When drawing up restructuring programmes involving retraining and redeployment, managers need to take into account the anticipated profound reactions of those affected. 相似文献
17.
Nicole E. Coviello Roderick J. Brodie Hugh J. Munro 《Journal of Marketing Management》2013,29(6):501-522
The term Relationship Marketing has been used in a multitude of ways to describe and define marketing in the contemporary environment. This has led to the term being loosely defined and applied in the literature, resulting in frustration for both researchers and practitioners. Therefore, a classification scheme is developed from analysis of the extant literature, and used to systematically examine the meaning of marketing across twelve dimensions which reflect issues related to marketing practice. From this scheme, the authors identify two ‘perspectives’ of marketing, which encompass four distinguishable ‘types’ of marketing. Implications for future research in the area are discussed. 相似文献
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19.
An Examination of the Structure
of Executive Compensation and Corporate Social Responsibility:
A Canadian Investigation 总被引:2,自引:0,他引:2
We explore the extent to which Boards use executive compensation to incite firms to act in accordance with social and environmental objectives (e.g., Johnson, R. and D. Greening: 1999, Academy of Management Journal
42(5), 564–578 ; Kane, E. J.: 2002, Journal of Banking and Finance
26, 1919–1933.). We examine the association between executive compensation and corporate social responsibility (CSR) for 77 Canadian firms using three key components of executives’ compensation structure: salary, bonus, and stock options. Similar to prior research (McGuire, J., S. Dow and K. Argheyd: 2003, Journal of Business Ethics
45(4), 341–359), we measure three different aspects of CSR, which include Total CSR as well as CSR Strengths and CSR Weaknesses. CSR Strengths and CSR Weaknesses capture the positive and negative aspects of CSR, respectively. We find significant positive relationships between: (1) Salary and CSR Weaknesses, (2) Bonus and CSR Strengths, (3) Stock Options and Total CSR; and (4) Stock Options and CSR Strengths. Our findings suggest the importance of the structure of executive compensation in encouraging socially responsible actions, particularly for larger Canadian firms. This in turn suggests that executive compensation can be an effective tool in aligning executives’ welfare with that of the “common good”, which results in more socially responsible firms (Bebchuk, L., J. Fried and D. Walker: 2002, The University of Chicago Law Review
69, 751–846; Zalewski, D.: 2003, Journal of Economic Issues
37(2), 503–509). In addition, our findings suggest the importance of institutional context in influencing the association between executive compensation and CSR. Further implications for practice and research are discussed.Lois. Mahoney is an Assistant Professor at Eastern Michigan University. Her research is focused in the areas of ethics and accounting information systems. She has published in ethics and accounting journals including Journal of Business Ethics, Business Ethics Quarterly, Research on Professional Responsibility and Ethics in Accounting, Information and Organization. Dr. Mahoney has received several research awards, including Best Paper award at the Seventh Symposium on Ethics Research in Accounting. Dr. Mahoney is also actively involved in the American Accounting Association.Linda Thorn is an Associate Professor at York University in Toronto Ontario. Her research focuses on ethical decision making, the ethics of accountants and accounting students and ethical aspects of accounting information. She has published in ethics and accounting journal including among others, Business Ethics Quarterly, Journal of Business Ethics, Contemporary Accounting Research, Behavioral Research in Accounting and Audit: A Journal of Practice in Theory. 相似文献
20.