全文获取类型
收费全文 | 109篇 |
免费 | 5篇 |
专业分类
财政金融 | 15篇 |
工业经济 | 9篇 |
计划管理 | 31篇 |
经济学 | 12篇 |
运输经济 | 3篇 |
旅游经济 | 4篇 |
贸易经济 | 32篇 |
农业经济 | 2篇 |
经济概况 | 6篇 |
出版年
2023年 | 1篇 |
2020年 | 3篇 |
2019年 | 3篇 |
2018年 | 10篇 |
2017年 | 5篇 |
2016年 | 4篇 |
2015年 | 2篇 |
2014年 | 4篇 |
2013年 | 24篇 |
2012年 | 4篇 |
2011年 | 4篇 |
2010年 | 5篇 |
2009年 | 6篇 |
2008年 | 7篇 |
2007年 | 3篇 |
2006年 | 1篇 |
2005年 | 1篇 |
2004年 | 2篇 |
2003年 | 7篇 |
2002年 | 5篇 |
2001年 | 2篇 |
2000年 | 1篇 |
1999年 | 3篇 |
1998年 | 2篇 |
1996年 | 1篇 |
1995年 | 1篇 |
1994年 | 1篇 |
1993年 | 1篇 |
1990年 | 1篇 |
排序方式: 共有114条查询结果,搜索用时 15 毫秒
111.
112.
The aim of this study is to build a theoretical framework to understand how gendered networking practices produce or counter inequalities in organizations. We introduce a practice approach combined with a feminist perspective in organization network studies. The notions of gender and networking as social practices allow better insights into what people say and do in networks, and the ways that networking produces or counters gender inequalities. We draw on empirical material about professorial appointments in Dutch academia and analyse the accounts of gatekeepers illuminating their networking practices. The accounts show which networking practices gatekeepers routinely use in recruitment and how these networking practices are intertwined with gender practices. We use the notion of mobilizing masculinities to understand the self‐evident identification of men gatekeepers with men in their networks, and to understand how both men and women gatekeepers prefer the male candidates that resemble the proven masculine success model. Furthermore, this study provides the first empirical insights in mobilizing femininities in which women search for and support women candidates. We show how the gender practice of mobilizing femininities is a more precarious and marked practice than mobilizing masculinities. Mobilizing femininities in networking is intended to counter gender inequalities, but is only partially successful. Through constructions of ‘who you can trust’ or ‘who is a risk’, gatekeepers exercise the power of inclusion and exclusion and contribute to the persistence of structural gender inequalities. 相似文献
113.
114.
Analysis of data from the representative German Linked Personnel Panel revealed that, overall, the use of home-based working is associated with a higher affective organisational commitment on the part of employees. However, this is less often the case when the use of home-based working involves the blurring of work–home boundaries. Perceived trust and fairness on the part of supervisors mediates the association between employees' experiences with working from home and their affective commitment. These results show that experiences with home-based working shape employees' perceptions of trust and fairness in their exchange relations with supervisors and thus their affective commitment to the organisation. Employees' experiences with home-based working that reflect its supportive implementation by their employers and supervisors are critical for their commitment. Our results provide the first evidence that in exchange relations between employees and supervisors, perceived fairness is as important as perceived trust. 相似文献