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31.
The subscribing customers of performing arts organisations are an indispensable, but frequently maligned source of patronage for the arts. This paper reviews some of these criticisms in the arts literature and assesses previous research on subscribers. Audience studies of the customers of cultural organisations have generally focused on usage differences (eg nonusers, frequent users) rather than subscriber/nonsubscriber differences. Based on theories of relationship marketing, the paper describes how relational subscribers may differ from nonsubscribing customers who frequent the arts but are more transactional in their exchanges with the cultural organisation. The results of a survey of subscribing and nonsubscribing customers of a repertory theatre company are presented to show differences between these two types of customer. Subscribers have higher levels of satisfaction, trust and commitment, and have more positive intentions of supporting and donating to the organisation. The arts patronage goals of subscribers are more congruent with the goals of the cultural organisation. Subscribers are more satisfied with familiar than with famous performers, and are comfortable with diversity in the choice of repertoire. Other factors examined include differences in overall involvement with the category of theatre, perceptions of risk and value, use of information sources, and reasons why some customers choose not to subscribe. The paper concludes with discussion of the importance of relationship marketing and subscribing customers for the performing arts organisation. Copyright © 2001 Henry Stewart Publications  相似文献   
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Cross-industry innovation entails distinctive innovation opportunities and challenges according to the knowledge heterogeneity between the collaborating firms. This heterogeneity yields increases in organizational-level cognitive distance. Whereas recent theory suggests cognitive distance is positively related to exploratory innovation, too much distance can hinder efficient knowledge absorption and results in a reduced effect on novelty value. This paper focuses on the research question of how to build potential absorptive capacity for distant collaboration beyond established industry boundaries to gain radical rather than incremental results. To address this question, we mapped a cross-industry network using survey data on 215 bilateral cross-industry collaborations between firms from a variety of industries and captured cognitive proximity (the inverse of distance) in terms of overall knowledge redundancy between firms. This approach introduces a new method to infer organizational-level cognitive distance from network analysis. Subsequently, based on results from the network analysis, we examined coordination antecedents to potential absorptive capacity for cross-industry innovation with partners at moderate and high distance applying case study analysis. Our study revealed three alternative approaches to coordination antecedents that drive a firm?s potential absorptive capacity for distant collaboration. These findings extend research on absorptive capacity to the field of cross-industry innovation.  相似文献   
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In this study we examine the effect of firms' marginal tax rates on incremental and overall reliance on mandatorily redeemable preferred stock (MRPS). Similarities in the cash flows associated with debt and MRPS, as well as similarities in the claims of holders of debt and MRPS on the assets of issuing firms, suggest that MRPS may be viewed as a substitute for debt. However, important differences in the tax treatment of MRPS and debt suggest that firms that cannot make full use of interest tax shields may be able to finance more efficiently using MRPS instead of debt. The results indicate that, both incrementally and overall, firms with low marginal tax rates rely more heavily on MRPS than debt relative to firms with high tax rates. This finding is consistent with the proposition that firms that cannot make full use of interest tax shields finance incrementally using equity rather than debt.  相似文献   
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This paper demonstrates a time-series production technique to quantify the deer harvest and deer hunting benefits of controlled burns or prescribed fire. The time series regression model showed a statistically significant and positive effect of prescribed fire on deer harvest. The net economic value of the resulting additional deer hunting benefit was estimated using the Contingent Valuation Method at $ 98 per additional deer harvested. The initial deer hunting benefits of an additional 1,000 acres of prescribed burning are between $ 2,674 and $ 3,128 or $ 2-3 per acre. The costs of prescribed burning greatly exceed these benefits, suggesting that deer hunting benefits represent only a small part of the multiple use benefits of prescribed fire.  相似文献   
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The implementation of a new human resource information system (HRIS) represents a major form of planned organizational change for the Human Resource function, yet little research has been conducted on this issue. This article presents a longitudinal case study of the reactions of the Human Resource community in a large energy company to the planned implementation of a new corporate HRIS. Implementing an HRIS to enhance strategic and business decision-making has important organizational development implications. A new HRIS (1) represents an attempt to enable Human Resources to become more of a business partner, (2) changes the nature of HR work to encompass a greater information broker and decision support role, and (3) alters power dynamics and communication patterns involving Human Resources. Varying levels of resistance and ambivalence were found regarding the extent to which human resource information systems skills were valued as a critical competency. While there is a trend, toward attitudinal convergence within the human resource community, over time, the results suggest that user skill level may be more strongly related to variance in attitudes toward the value of a new HRIS than to hierarchical level or business unit affiliation. The study also found that face-to-face seminars were a significantly more effective intervention than was written communication in influencing favorable intention to use the HRIS.  相似文献   
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This article explores the nature and origins of wage differences between men and women in the context of a single large financial services organization. Data collected on 800 women and 1831 men showed that modest wage differences do exist and that they tend to be concentrated primarily in managerial levels. Two possible sources of bias in evaluation were assessed – performance appraisal ratings and the translation of performance appraisal ratings into salay. Our analyses showed that performance appraisal ratings, on average, do not differ between men and women at the same level; however, the relationship between performance appraisal ratings and salary was stronger for men then women, particularly at higher levels. This suggests that the salary allocation process, and not the performance appraisal process, may be the source of bias in large organizations.  相似文献   
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