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21.
Always Leave Home Without It: A Further Investigation of the Credit-Card Effect on Willingness to Pay 总被引:3,自引:1,他引:2
In studies involving genuine transactions of potentially high value we show that willingness-to-pay can be increased when customers are instructed to use a credit card rather than cash. The effect may be large (up to 100%) and it appears unlikely that it arises due solely to liquidity constraints. In addition to demonstrating the effect, we provide a methodology for detecting it, and our findings suggest a source of variance to test alternative explanations. 相似文献
22.
This paper discusses the foundations of the normative model of strategic management and reports the results of empirical research that examined the validity of the model from the perspective of practising planners. It was concluded, on the basis of the responses, that the normative model of strategic management is an accurate representation of what planners believe to be the steps in the process at both the corporate and business-levels. While the steps were all included, there was significant variation among the relative importance of the various steps. 相似文献
23.
Contingent forms of employment are usually associated with low‐quality jobs and, by inference, jobs that workers find relatively unsatisfying. This assumption is tested using data from a representative household panel survey covering a country (Australia) with a high incidence of nonstandard employment. Results from the estimation of ordered logit regression models reveal that among males, both casual employees and labor‐hire (agency) workers (but not fixed‐term contract workers) report noticeably lower levels of job satisfaction, though this association diminishes with job tenure. Negative effects for women are mainly restricted to labor‐hire workers. 相似文献
24.
Fits,misfits and interactions: learning at work,job satisfaction and job‐related well‐being 下载免费PDF全文
Alan Felstead Duncan Gallie Francis Green Hande Inanc 《Human Resource Management Journal》2015,25(3):294-310
The resource‐based view (RBV) of the firm has focused attention on the importance of aligning employees' needs with the requirements of the jobs they do. This article focuses on how these needs and requirements interact in terms of learning. It does so in two ways. First, it develops new survey instruments to capture the learning demands of jobs and the learning dispositions of workers and uses them for the first time in a survey of 2,810 employees. Second, it examines how these person and job characteristics correlate with specific aspects of job satisfaction and job‐related well‐being. The results show that although learning alignment is associated with high levels of satisfaction and well‐being, not all learning misalignments are associated with the reverse. 相似文献
25.
John C. Liechty Duncan K. H. Fong Eelko K. R. E. Huizingh Arnaud De Bruyn 《Marketing Letters》2008,19(2):141-155
The authors explore situations where consumers supplement their judgments with a measurement of uncertainty about their own
preferences, either implicitly or explicitly, and develop two sets of hierarchical Bayesian conjoint models incorporating
such measurements. The first set of models uses the relative location of a rating to determine the importance or weight given
to the rating, in a regression setting. The second set uses interval judgment as a dependent variable in a regression setting.
After specifying the models, the authors perform a theoretical comparison with a basic Bayesian regression model. They show
that, under different conditions, the proposed models will yield more precise individual-level partworth estimates. Two simulated
data examples and data from a conjoint study are used to illustrate the gains that could be obtained from modeling uncertainty.
In the empirical application, the authors show that model fit improves when ratings for items that respondents do not like are given more weight compared to ratings for items that they do like.
Electronic Supplementary Material The online version of this article (doi:) contains supplementary material, which is available to authorized users.
相似文献
John C. LiechtyEmail: |
26.
Christian J. Resick Paul J. Hanges Marcus W. Dickson Jacqueline K. Mitchelson 《Journal of Business Ethics》2006,63(4):345-359
The western-based leadership and ethics literatures were reviewed to identify the key characteristics that conceptually define
what it means to be an ethical leader. Data from the Global Leadership and Organizational Effectiveness (GLOBE) project were
then used to analyze the degree to which four aspects of ethical leadership – Character/Integrity, Altruism, Collective Motivation, and Encouragement – were endorsed as important for effective leadership across cultures. First, using multi-group confirmatory factor analyses
measurement equivalence of the ethical leadership scales was found, which provides indication that the four dimensions have
similar meaning across cultures. Then, using analysis of variance (ANOVA) tests each of the four dimensions were found to
be universally endorsed as important for effective leadership. However, cultures also varied significantly in the degree of
endorsement for each dimension. In the increasingly global business environment, these findings have implications for organizations
implementing ethics programs across cultures and preparing leaders for expatriate assignments.
Christian J. Resick is Assistant Professor of Industrial and Organizational Psychology at Florida International University.
His research is aimed at understanding how people interact with and influence various aspects of their work environments,
including cultures, climates, leaders, and teammates along with the implications for various aspects of organizational behavior.
A particular focus of Christian’s work examines ethical leadership and the critical linkages between leadership and organizational
ethics. He received his Ph.D. from Wayne State University.
Paul J. Hanges is a professor in the Department of Psychology at the University of Maryland and the head of the Industrial/Organizational
Psychology program in the department. He is an affiliate of the Cognitive Psychology program and the R. H. Smith School of
Business. Paul’s research focuses on three topics (a) social cognition, leadership, and cross-cultural issues; (b) personnel
selection, test fairness, and racial/gender discrimination; and (c) research methodology. He is on the editorial board of
the Journal of Applied Psychology and The Leadership Quarterly and is a fellow of the Society of Industrial and Organizational
Psychology and the American Psychological Association.
Marcus W. Dickson is Associate Professor of I/O Psychology at Wayne State University in Detroit. His research generally focuses
on issues of leadership and culture (both organizational and societal), and the interaction of those constructs. He is a former
Co-Principal Investigator of the GLOBE Project, and his work has appeared in Journal of Applied Psychology, Applied Psychology:
An International Review, and The Leadership Quarterly, among others.
Jacqueline K. Mitchelson is a doctoral candidate in Industrial and Organizational Psychology at Wayne State University. Her
current research areas are leadership, organizational culture, individual differences and work-family conflict. 相似文献
27.
Leaders,Values, and Organizational Climate: Examining Leadership Strategies for Establishing an Organizational Climate Regarding Ethics 总被引:4,自引:2,他引:4
Michael?W.?GrojeanEmail author Christian?J.?Resick Marcus?W.?Dickson D.?Brent?Smith 《Journal of Business Ethics》2004,55(3):223-241
This paper examines the critical role that organizational leaders play in establishing a values based climate. We discuss seven mechanisms by which leaders convey the importance of ethical values to members, and establish the expectations regarding ethical conduct that become engrained in the organizations climate. We also suggest that leaders at different organizational levels rely on different mechanisms to transmit values and expectations. These mechanisms then influence members practices and expectations, further increase the salience of ethical values and result in the shared perceptions that form the organizations climate. The paper is organized in three parts. Part onebegins with a brief discussion of climates regarding ethics and the critical role of values. Part two provides discussion on the mechanisms by which leaders and members transmit values and create climates related to ethics. Part three provides a discussion of these concepts with implications for theory, research, and practice. 相似文献
28.
A new theory in economics (Kahneman, Knetsch, and Thaler, 1986a, b) contends that consumer judgments of seller fairness can explain why sellers in many industries do not raise prices to ration off excess demand. In a small study focusing on automated teller machines (ATM) fees, we obtain empirical support for KKT's prediction that unjustified price increases are perceived as unfair, while cost justification legitimates a price increase in consumers' eyes. We also find, however, that fairness perceptions are not significantly related to behavioral intentions (as the theory would suggest). Many respondents felt the fee was unfair but would not switch banks because of switching costs, while others felt the fee was fair but would switch banks because of the cumulative cost. Research directions are discussed. 相似文献
29.
This article focuses on organizations' continued struggles to design and implement successful and credible reward strategies. We argue that a major and neglected factor that accounts for this is how reward strategies are designed and executed with insufficient attention given to employee preferences for different types of reward. We argue that this is both a problem of process in the way reward systems are designed and a problem of how models of reward strategy are built. Developing more effective reward strategies requires a better understanding of holistic rewards and greater attention to line management roles in their implementation. © 2010 Wiley Periodicals, Inc. 相似文献