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871.
The travel trade, as a major service industry of the new ‘information age’, is an eager user of information technology. This article considers what happens when information technology is adopted by the travel industry. Certain impacts are identified including changes in working practices, recruitment policies, the level of employment, an increase in the rationalization and centralization of the communications and distribution networks and the emergence of electronic funds transfer. 相似文献
872.
Bruce A. Weinberg 《Journal of development economics》2011,95(1):95-104
Establishing a strong scientific community is important as countries develop and requires both producing and retaining of important scientists. We show that developing countries produce a sizeable number of important scientists, but that they experience a tremendous brain drain. Education levels, population, and per capita GDP are positively related to the number of important scientists born in and staying in a country. Our analysis indicates that democracy and urbanization are associated with the production of more important scientists although democracy is associated with more out-migration. 相似文献
873.
Valerie R. Bencivenga Elisabeth Huybens Bruce D. Smith 《International Economic Review》2002,43(4):1289-1307
We consider the question how “best” to maintain price‐level stability in an open economy, and evaluate three possible policy choices: (a) a constant money growth rate rule; (b) a fixed exchange rate; and (c) a policy of explicit commitment to a price‐level target. In each case we assume that policy is conducted by injecting reserves into or withdrawing reserves from the “banking system.” In evaluating the three regimes, we adopt the criterion that the “best” policy should leave the least scope for indeterminacy and “excessive” economic volatility. In a steady‐state equilibrium, the choice of regime is largely irrelevant; any steady‐state equilibrium under one regime can be duplicated by an appropriate choice of the “control” variable under any other regime. However, we show that the sets of equilibria under the three regimes are dramatically different. When all countries follow the policy of fixing a constant rate of money growth, there are no equilibria displaying endogenously arising volatility and there is no indeterminacy of equilibrium. Under a regime of fixed exchange rates, indeterminacies and endogenously arising fluctuations are impossible if and only if the country with the low “reserve‐to‐deposit” ratio is charged with maintaining the fixed rate. Finally, when one country targets the time path of its price level, under very weak conditions, there will be indeterminacy of equilibrium and endogenously arising volatility driven by expectations. 相似文献
874.
Bruce E. Kaufman 《人力资源管理》2003,42(2):175-190
As described in this unique case study, Delta Air Lines operates one of the most advanced, high‐level employee involvement programs in the nation. Based on in‐depth field study and personal interviews, the development, structure, operation, and business goals of the program are described. The study then summarizes the business benefits and costs of this type of high‐level employee involvement program and concludes with 12 “lessons learned.” © 2003 Wiley Periodicals, Inc. 相似文献
875.
Bruce E. Kaufman 《Human Resource Management Journal》2015,25(4):516-540
The resource‐based view (RBV) of the firm is a guiding paradigm for strategic HRM research. This article explores the RBV–strategic HRM intersection, identifies and critiques RBV weaknesses and problem areas, develops new implications for RBV–strategic HRM theory and empirical work, and develops an alternative economics‐based decision model for making HRM choices. The article focuses on four RBV–strategic HRM dimensions: HRM performance and the ‘no rules for riches’ proposition; alternative definitions of value and competitive advantage and implications for strategic HRM's dependent variable; neglect of marginal decision rules and consequent misprediction of optimal HRM adoption; and the impact on employee relations of RBV‐guided rent‐capture practices. Numerous implications for theory and practice are developed; also suggested is a new paradigm approach for strategic HRM theory. 相似文献
876.
Trevor Buck Alistair Bruce Brian G. M. Main Henry Udueni 《Journal of Management Studies》2003,40(7):1709-1727
ABSTRACT In agency theory, the remuneration packages of executive directors in large companies are seen as an attempt to give them a pattern of rewards that aligns their interests more closely with shareholders as a whole. The sensitivity of total executive rewards to share price performance has become the conventional yardstick for judgements concerning whether reward packages do indeed serve shareholders’ interests or executives themselves. Long‐term incentive plans (LTIPs) introduced in the UK from 1995 have imposed new, firm‐specific performance conditions on senior managers. While LTIPs are designed to increase performance‐pay sensitivity, however, they also give executives new opportunities to manipulate the terms of LTIPs in their own favour, at the expense of shareholders and stakeholders in general. This paper presents the first estimates of UK total executive rewards that include detailed LTIP valuations. It finds that, while increasing average total rewards, the presence of LTIPs is actually associated with reductions in the sensitivity of executives’ total rewards to shareholder return. This raises doubts concerning both the effectiveness of the LTIP instrument and the validity of an agency perspective in this context. 相似文献
877.
Bruce D. Phillips Hyder Ali G. Lakhani Samuel L. George 《Technological Forecasting and Social Change》1984,25(2):109-121
Several major aspects of the metric conversion process occurring in the United States are examined by comparing a group of sample companies that have converted to metric production with a control group of nonconverting companies. Data files were used to relate several explanatory variables to the degree or percentage of metric production for individual companies and to compare the financial characteristics of converting and nonconverting companies. Smaller companies, on average, did more metric work for a single customer than large firms. In addition, as the percentage of metric work performed by companies increased, their dependence on a single buyer of their products tended to decrease. The analysis of the conversion process as a function of financial variables concluded that the conversion process was positively and significantly related to 1) long-term profitability, 2) liquidity, and 3) the size of firms as represented by the number of employees. Additional documentation is needed on the metric conversion process in distinct industries by firm size to more fully understand whether the process of technological diffusion is translated from large to small firms or begins in small firms themselves. 相似文献
878.
A simple and general means of levying a business tax that is ‘neutral’ in the sense that it does not affect the firm's decisions at the margin is discussed. In particular, we analyze the effect of a business tax of our design on the investment decision of the firm. The well-known ‘imputed income’ and ‘immediate write-off’ methods of levying a neutral business tax are found to be special cases of our general tax design. The implication of our results is that a neutral ‘pure profits’ tax can be levied without the informational difficulties of the imputed income method or the cash flow disadvantages of the immediate write-off method. 相似文献
879.
Cherrie Jiuhua Zhu Brian K. Cooper Stanley Bruce Thomson Helen De Cieri Shuming Zhao 《International Journal of Human Resource Management》2013,24(15):2985-3001
In the context of dramatic changes in China, this paper investigates the role of organisational effectiveness as a mediator in the relationship between the strategic integration of human resource management (HRM) and firm financial performance. Our study is based on the survey responses of 618 managers in state-owned and private (domestic and foreign-invested) enterprises in China. While most studies of the linkage between HRM practices and firm performance in China have measured firm financial performance or used an ad hoc combination of financial and non-financial indicators, we argue for a distinction to be made between non-financial organisational effectiveness and financial performance. As hypothesised, controlling for sector (state-owned vs. private), we find positive relationships between perceived changing business environment and strategic integration of HRM, and between strategic integration of HRM and organisational effectiveness. Our research adds an important conceptual link by showing that organisational effectiveness plays an important role as a mediator in the HRM and firm financial performance relationship and reinforces the importance of the organisational and environmental context for HRM. 相似文献
880.
Lynn McFarlane Shore Bruce W. Eagle Michael Jay Jedel 《International Journal of Human Resource Management》2013,24(1):67-83
Little has been written about enhancing human resource management effectiveness in joint ventures with China. This study presented a typology of potential relationships between Chinese and American partners in a joint venture based on goal congruence and cultural understanding. Each relationship is described, and implications for the management of human resources are discussed. 相似文献