全文获取类型
收费全文 | 10772篇 |
免费 | 260篇 |
专业分类
财政金融 | 1900篇 |
工业经济 | 821篇 |
计划管理 | 1842篇 |
经济学 | 2586篇 |
综合类 | 136篇 |
运输经济 | 72篇 |
旅游经济 | 126篇 |
贸易经济 | 1520篇 |
农业经济 | 499篇 |
经济概况 | 1474篇 |
邮电经济 | 56篇 |
出版年
2020年 | 105篇 |
2019年 | 168篇 |
2018年 | 186篇 |
2017年 | 234篇 |
2016年 | 216篇 |
2015年 | 127篇 |
2014年 | 237篇 |
2013年 | 998篇 |
2012年 | 285篇 |
2011年 | 318篇 |
2010年 | 249篇 |
2009年 | 350篇 |
2008年 | 269篇 |
2007年 | 245篇 |
2006年 | 219篇 |
2005年 | 226篇 |
2004年 | 199篇 |
2003年 | 237篇 |
2002年 | 196篇 |
2001年 | 210篇 |
2000年 | 225篇 |
1999年 | 223篇 |
1998年 | 197篇 |
1997年 | 211篇 |
1996年 | 193篇 |
1995年 | 163篇 |
1994年 | 170篇 |
1993年 | 192篇 |
1992年 | 198篇 |
1991年 | 190篇 |
1990年 | 194篇 |
1989年 | 167篇 |
1988年 | 161篇 |
1987年 | 158篇 |
1986年 | 172篇 |
1985年 | 200篇 |
1984年 | 187篇 |
1983年 | 179篇 |
1982年 | 164篇 |
1981年 | 180篇 |
1980年 | 163篇 |
1979年 | 184篇 |
1978年 | 146篇 |
1977年 | 138篇 |
1976年 | 125篇 |
1975年 | 91篇 |
1974年 | 97篇 |
1973年 | 100篇 |
1972年 | 76篇 |
1971年 | 60篇 |
排序方式: 共有10000条查询结果,搜索用时 15 毫秒
991.
Schumpeterian economics: some observations on the relevance of his theoretical contributions to the management of industrial research and development 下载免费PDF全文
Raymond P. Oakey 《R&D Management》2015,45(4):386-396
This paper investigates the relevance of the theoretical writings of Schumpeter to the management of research and development (R&D) in small and large industrial firms. Schumpeter's emphasis in his early work on three main aspects of industrial R&D; namely the importance of entrepreneurship, industrial innovation and resultant creative destruction, were major new insights that rejected the long‐standing view that equilibrium was the best state for any industrial economy. This paper, with the aid of relevant literature from both Schumpeter and others, seeks to relate his theoretical approach (that changed over time to favour large firm R&D) to the implication for industrial R&D, and in particular, the relationship between R&D in small and large firms. The paper concludes that if Schumpeter had lived to see the current industrial landscape, he might have returned to his early belief that entrepreneurial new small firms remain key harbingers of technological progress. 相似文献
992.
Looking Forward to Performance Improvement: A Field Test of the Feedforward Interview for Performance Management 下载免费PDF全文
This study examines the effectiveness of the feedforward interview for improving the job performance of employees relative to a traditional performance appraisal interview in a business equipment firm. Managers (n = 25) were randomly assigned to one of two conditions. Employees (n = 70) who engaged in a feedforward interview with their manager were observed by an anonymous peer to perform significantly better on the job four months later than employees (n = 75) who received the company's traditional performance appraisal interview. The finding that the feedforward intervention increased performance relative to the performance appraisal indicates that the effect is a relatively enduring one. The results suggest that the feedforward interview should prove useful for human resource managers who are searching for ways to increase the performance of their organization's human resources over and above the traditional performance appraisal. © 2014 Wiley Periodicals, Inc. 相似文献
993.
994.
995.
996.
T. L. P. Tang 《Journal of Business Ethics》2007,72(4):375-393
This paper examines a model of income and quality of life that controls the love of money, job satisfaction, gender, and marital
status and treats employment status (full-time versus part-time), income level, and gender as moderators. For the whole sample,
income was not significantly related to quality of life when this path was examined alone. When all variables were controlled,
income was negatively related to quality of life. When (1) the love of money was negatively correlated to job satisfaction and (2) job satisfaction was positively related to both income and quality of life, income
was negatively related to quality of life for full-time, high-income, and male employees. When these two conditions failed
to exist, income was not related to quality of life for part-time, median- or low-income, and female employees. This model
provides new insights regarding the impact of the love of money and job satisfaction on the income–quality of life relationship.
Thomas Li-Ping Tang (Ph.D., Case Western Reserve University) is a Full Professor of Management in the Department of Management
and Marketing, Jennings A. Jones College of Business at Middle Tennessee State University (MTSU), Murfreesboro, Tennessee,
37132. He has taught Industrial and Organizational Psychology at National Taiwan University and at MTSU. Professor Tang teaches
(has taught) EMBA courses in China and France. He serves (has served) on the editorial review board of six journals and as
a reviewer for 26 journals around the world. Professor Tang’s research interests focus upon people’s work motivation, compensation,
money attitudes, the Love of Money, pay satisfaction, turnover, stress, and cross-cultural issues. He has published more than
100 journal articles in top behavior sciences and management journals, including Journal of Applied Psychology, Personnel Psychology, Human Relations, Journal of Management, Management Research, Management
and Organization Review, Journal of Organizational Behavior, Journal of Business Ethics, Journal of Managerial Psychology,
European Sport Management Quarterly, Journal of Higher Education, and others. He has presented more than 185 papers in professional conferences and invited seminars in Austria, China, Czech
Republic, Finland, France, Greece, Hong Kong, Italy, Mexico, New Zealand, Singapore, Spain, Taiwan, the UK, the US, and other
countries. His research has been cited in many languages, textbooks of several fields (e.g., Management Organizational Behavior,
Human Resources Management, Industrial and Organizational Psychology, Human Relations, Compensation, and Statistics), and
popular books. He was the winner of two Outstanding Research Awards (1991, 1999), and Distinguished International Service
Award (1999) at Middle Tennessee State University. He also received the Best Reviewer Award from the International Management
Division of the Academy of Management in Seattle, WA (2003). 相似文献
997.
In this article, we document the growing influence of non-governmental organizations (NGOs) in the realm of socially responsible
investing (SRI). Drawing from ethical and economic perspectives on stakeholder management and agency theory, we develop a
framework to understand how and when NGOs will be most influential in shaping the ethical and social responsibility orientations
of business using the emergence of SRI as the primary influencing vehicle. We find that NGOs have opportunities to influence
corporate conduct via direct, indirect, and interactive influences on the investment community, and that the overall influence
of NGOs as major actors in socially responsible investment is growing, with attendant consequences for corporate strategy,
governance, and social performance. 相似文献
998.
Organizational dissidence: The case of whistle-blowing 总被引:1,自引:1,他引:1
Research on whistle-blowing has been hampered by a lack of a sound theoretical base. In this paper, we draw upon existing theories of motivation and power relationships to propose a model of the whistle-blowing process. This model focuses on decisions made by organization members who believe they have evidence of organizational wrongdoing, and the reactions of organization authorities. Based on a review of the sparse empirical literature, we suggest variables that may affect both the members' decisions and the organization's responses. 相似文献
999.
Steven P. Feldman 《Journal of Business Ethics》2007,72(4):395-409
Recent research on the role of ethics in the organizational culture literature found practically the whole literature reduced
to a debate between ethical rationalism and ethical relativism. The role of the past in the form of tradition to maintain
and improve moral reflection is completely missing. To address this gap in the literature on the level of practice, the concepts
of moral memory and moral tradition are applied to data on 22 companies that have long-standing moral practices. In this way,
the practice of moral traditions can be explored with recent conceptual advances and a list of best practices delineated.
Moral memory is the recollection of and attachment to the succession of past events and experiences that maintains moral tradition.
Moral tradition is the continuing transmission and reception of related moral themes through multiple generations of employees.
It is found that companies that maintain moral traditions tend to develop “family” cultures with considerable compassion for
workers as persons who have non-economic needs and rights. These companies also temper the role of leadership, insisting that
leaders are responsible for and are evaluated by the company’s moral traditions. Finally, moral traditions are essential mechanisms
through which companies paradoxically both stimulate and limit competitive behavior.
Steven P. Feldman is Associate Professor of Management Policy, Weatherhead School of Management, Case Western Reserve University.
Over the last decade, Dr. Feldman’s research has explored the role of moral memory and moral tradition in the ethical aspects
of organizations. His book, Memory as a Moral Decision: The Role of Ethics in Organizational Culture (2002), found that the
emotional and cognitive aspects of memory to be key in establishing moral organizational cultures. The moral importance of
the past in the present has received little attention in the literature on organizational culture. Winner of the Distinguished
Lectureship in Business Ethics from the American Fulbright Program, Dr.␣Feldman will be carrying out research on ethical issues
in American-Chinese business relations in Shanghai in 2007. 相似文献
1000.
Robert P. GarrettJr Chao Miao Shanshan Qian Tae Jun Bae 《Small Business Economics》2017,49(2):355-378
Entrepreneurial spawning is the transitory process by which employees of an existing firm leave their employment to initiate a new business venture. There is a lack of consensus regarding the predictors of entrepreneurial spawning. We used meta-analysis to analyze 28 studies (with 128 effect sizes) to examine the predictors of entrepreneurial spawning. Based on knowledge-based perspective, we hypothesize that employee characteristics (age, education, and job position) and parent firm characteristics (firm age, firm performance, and firm diversity) are significantly related to entrepreneurial spawning. We identified two inverted U-shaped relationships (age and tenure with entrepreneurial spawning) based on our meta-analytic hierarchical multiple regression analyses. Based on labor market rigidity perspectives, we also examined how country region (North America versus Europe) moderates the relationships between employee characteristics and entrepreneurial spawning and between parent firm characteristics and entrepreneurial spawning. Our paper provides theoretical and practical implications. 相似文献