全文获取类型
收费全文 | 5568篇 |
免费 | 127篇 |
国内免费 | 1篇 |
专业分类
财政金融 | 1243篇 |
工业经济 | 468篇 |
计划管理 | 947篇 |
经济学 | 1047篇 |
综合类 | 80篇 |
运输经济 | 46篇 |
旅游经济 | 85篇 |
贸易经济 | 977篇 |
农业经济 | 310篇 |
经济概况 | 490篇 |
邮电经济 | 3篇 |
出版年
2021年 | 29篇 |
2020年 | 69篇 |
2019年 | 87篇 |
2018年 | 98篇 |
2017年 | 98篇 |
2016年 | 110篇 |
2015年 | 66篇 |
2014年 | 111篇 |
2013年 | 650篇 |
2012年 | 165篇 |
2011年 | 178篇 |
2010年 | 158篇 |
2009年 | 177篇 |
2008年 | 184篇 |
2007年 | 162篇 |
2006年 | 168篇 |
2005年 | 139篇 |
2004年 | 138篇 |
2003年 | 147篇 |
2002年 | 170篇 |
2001年 | 133篇 |
2000年 | 117篇 |
1999年 | 136篇 |
1998年 | 108篇 |
1997年 | 108篇 |
1996年 | 102篇 |
1995年 | 97篇 |
1994年 | 81篇 |
1993年 | 88篇 |
1992年 | 81篇 |
1991年 | 69篇 |
1990年 | 73篇 |
1989年 | 71篇 |
1988年 | 69篇 |
1987年 | 64篇 |
1986年 | 75篇 |
1985年 | 99篇 |
1984年 | 91篇 |
1983年 | 90篇 |
1982年 | 76篇 |
1981年 | 77篇 |
1980年 | 82篇 |
1979年 | 60篇 |
1978年 | 72篇 |
1977年 | 83篇 |
1976年 | 45篇 |
1975年 | 49篇 |
1974年 | 55篇 |
1973年 | 39篇 |
1972年 | 30篇 |
排序方式: 共有5696条查询结果,搜索用时 15 毫秒
131.
Richard C. Hoffman Frank M. Shipper 《International Journal of Human Resource Management》2013,24(7):1414-1435
Leaders with global skills are in demand by MNCs. Global management skills depend on the applicability of management practices across cultures. Using data from managers in 50 countries, this study examines the interaction effect of cultural values and managerial skills on two outcomes, employees' attitudes and workgroup effectiveness. Our results indicate that cultural values tend to have a greater effect when a manager is less skilled than when the manager is highly skilled. When the manager is highly skilled, the interaction effects of culture tend to disappear. The practical and research implications of these findings are discussed. 相似文献
132.
W. Richard Carter Richard J. Badham Sharon K. Parker Li-Kuo Sung 《International Journal of Human Resource Management》2013,24(17):2483-2502
AbstractSelf-efficacy’s influence on individual job performance has been well documented in laboratory studies. However, there have been very few rigorous field studies of self-efficacy’s relationship with objectively measured individual job performance in organizational settings. This research history might account for the low take-up of self-efficacy within the business literature as well as within business itself. When it comes to studies of employee engagement, the same lack of rigorous individual studies applies, although several organizational-level studies link employee engagement to organizational performance, while its claimed benefits have been widely discussed in the business literature. Finally, the degree to which employee engagement and self-efficacy have independent and additive effects on individual-level job performance remains unknown. In order to address these issues, a longitudinal field study was undertaken within an Australian financial services firm. Using survey data linked to objectively measured job performance, we found the additive effects of self-efficacy and employee engagement explained 12% of appointments made and 39% of products sold over and above that explained by past performance. This finding suggests human resource management (HRM) practitioners should address both self-efficacy and employee engagement in order to boost job performance while encouraging HRM scholars to incorporate both measures when conducting job performance studies. 相似文献
133.
134.
Thomas Klikauer Richard Morris 《International Journal of Human Resource Management》2013,24(4):544-558
In today's global shipping industry have management functions often been outsourced to separate companies and to overseas locations. With the appearance of socalled ‘flags of convenience’ the world shipping industry has increasingly registered commercial vessels overseas. Following this trend, human resource management functions have also been relocated, with the opening of recruitment offices and the use of HR agencies outside OECD countries. Recently, new German regulation has sought to attract previously outsourced HRM functions back to Germany. A case study of such a newly established firm, called ‘Reimarus’, will exemplify the impact of the new regulation on HR firms in shipping. The following paper analyses this process based on an empirical study of Germany's commercial shipping industry. 相似文献
135.
Richard I.D. Harris Renee S. Reid Rodney McAdam 《International Journal of Human Resource Management》2013,24(8):1424-1444
Nationally representative data on family businesses are available in the 1998 Workplace Employee Relations Survey, alongside comparable information for other types of firms. We use these data to compare differences in the use of different consultation and communication procedures. We cover such practices as the use of direct communication schemes (e.g. briefings; the provision of information on financial performance to the workforce) as opposed to indirect methods such as the use of joint consultative committees. There is an a priori expectation in the literature that family-owned businesses are either more likely to use direct forms of communication (vis-à-vis indirect forms) or that they will not be involved in direct communication or consultation with their employees, and we test this using multivariate techniques. Finally, we consider whether the type of consultation/communication structure matters in terms of establishment performance, and what differences exist with respect to family-owned businesses. In particular, this paper tests if those firms that consult directly with staff, as opposed to those that consult through joint consultative committees or trade unions, have higher productivity and/or other measures of performance. Concurrently we test whether there are separate ‘family business’ effects or whether it is generally establishment size that ‘matters’, by estimating a model for family-owned and non-family-owned establishments. In general, our results show that not only do family-owned establishments have lower levels of communication and consultation, but, when the latter is present, this does not generally translate into greater economic benefits (as is the case in non-family-owned firms). 相似文献
136.
Orlando C. Richard Ping Wu Ken Chadwick 《International Journal of Human Resource Management》2013,24(5):1078-1095
The relationship between Entrepreneurial Orientation (EO) and firm performance, despite generating significant scholarly interest, has remained mixed. These results may be attributed, at least in part, to the failure to sufficiently examine the potential impact of top management characteristics. The present study investigates how CEO characteristics (i.e. CEO industry and position tenure), impact the relationship between EO and firm performance within a sample of 579 US banks. As predicted, some support for a positive EO to performance relationship was found. In addition, the results strongly support, as posited, that CEO industry tenure positively moderates, and CEO position tenure negatively moderates, the EO to performance relationship. We also report evidence supporting the effect of EO, configured with CEO position tenure and industry tenure on firm performance. Our study suggests the EO–performance relationship is more complex than previous studies indicate. Implications for future research and practice are provided. 相似文献
137.
Richard Fabling Arthur Grimes 《International Journal of Human Resource Management》2013,24(4):488-508
We examine the impact of human resource practices, especially those considered as parts of high performance work systems, on firm performance. The analysis is unique in using data from an economy-wide official survey to determine whether firms that adopt high performance HR practices perform better than their rivals. We find that adoption of a suite of high performance practices (and adoption of specific practices pertaining to staff training and performance pay) has a causal impact on firm outcomes. The strength of the relationships differs by firm size and age. Firms that adopt high performance practices are predominantly young and in high-tech related sectors. 相似文献
138.
In this paper, we have employed the non-standard log-linear models to fit the double symmetry models and some of its decompositions to square contingency tables having ordered categories. SAS PROC GENMOD was employed to fit these models although we could similarly have used GENLOG in SPSS or GLM in STATA. A SAS macro generates the factor or scalar variables required to fit these models. Two sets of \(4 \times 4\) unaided distance vision data that have been previously analyzed in (Tahata and Tomizawa, Journal of the Japan Statistical Society 36:91–106, 2006) were employed for verification of results. We also extend the approach to the Danish \(5 \times 5\) Mobility data as well as to the \(3 \times 3\) Danish longitudinal study data of subjective health, firstly reported in (Andersen, The Statistical Analysis of Categorical Data, Springer:Berlin, 1994) and analyzed in (Tahata and Tomizawa, Statistical Methods and Applications 19:307–318, 2010). Results obtained agree with those published in previous literature on the subject. The approaches suggest here eliminate any programming that might be required in order to apply these class of models to square contingency tables. 相似文献
139.
140.
Richard B. Howarth 《Ecological Economics》2007,63(4):656-663
This paper examines the concept of sustainability and its implications for environmental policy analysis. It builds on the premise that present society holds a moral obligation to pass on a world of undiminished life opportunities to members of future generations. Maintaining life opportunities, in turn, can be achieved by maintaining or improving a diverse set of resources and capabilities that support a person's freedom to define and pursue her own conception of the good life. On an operational level, this framework points to the following guideline for environmental policy: Protecting the rights of future generations requires either the conservation of environmental resources or compensatory measures (including the provision of substitute technologies) that ensure the fair and proportionate sharing of net benefits over intergenerational time scales. In this framework, resource depletion is permissible only if (with reasonable certainty) it would generate a Pareto improvement relative to a baseline scenario involving strict resource conservation. 相似文献