全文获取类型
收费全文 | 194篇 |
免费 | 10篇 |
专业分类
财政金融 | 25篇 |
工业经济 | 31篇 |
计划管理 | 28篇 |
经济学 | 35篇 |
综合类 | 3篇 |
运输经济 | 3篇 |
旅游经济 | 10篇 |
贸易经济 | 41篇 |
农业经济 | 9篇 |
经济概况 | 14篇 |
邮电经济 | 5篇 |
出版年
2023年 | 2篇 |
2022年 | 1篇 |
2021年 | 1篇 |
2020年 | 5篇 |
2019年 | 5篇 |
2018年 | 8篇 |
2017年 | 3篇 |
2016年 | 9篇 |
2015年 | 10篇 |
2014年 | 11篇 |
2013年 | 18篇 |
2012年 | 15篇 |
2011年 | 8篇 |
2010年 | 11篇 |
2009年 | 11篇 |
2008年 | 6篇 |
2007年 | 2篇 |
2006年 | 5篇 |
2005年 | 1篇 |
2004年 | 4篇 |
2003年 | 8篇 |
2002年 | 6篇 |
2001年 | 4篇 |
2000年 | 4篇 |
1999年 | 4篇 |
1998年 | 5篇 |
1997年 | 6篇 |
1996年 | 1篇 |
1995年 | 4篇 |
1994年 | 2篇 |
1993年 | 2篇 |
1992年 | 4篇 |
1983年 | 2篇 |
1982年 | 4篇 |
1980年 | 2篇 |
1979年 | 3篇 |
1977年 | 2篇 |
1975年 | 1篇 |
1974年 | 2篇 |
1970年 | 1篇 |
1969年 | 1篇 |
排序方式: 共有204条查询结果,搜索用时 62 毫秒
81.
Jason M. Simmons Tara Q. Mahoney Marion E. Hambrick 《Leisure Sciences: An Interdisciplinary Journal》2016,38(3):232-248
Building on the work of Hambrick, Simmons, and Mahoney (2013), the purpose of this study was to examine perceptions of leisure-work-family conflict among male Ironman participants, as well as the strategies and support mechanisms used to help manage their various role demands. Semi-structured interviews were conducted with 11 males who successfully completed at least one Ironman event. For these males, perceptions of inter-role conflict were minimal, despite the presence of similar demands reported in the Hambrick et al. study. Participants still emphasized the need for family and work role support, as well as specific role management strategies, namely scheduling, sacrifice, and role prioritization, to make their Ironman aspirations a reality. The impact of gender roles on perceptions of leisure-work-family conflict is also discussed. 相似文献
82.
This paper contributes to our knowledge on talent management (TM) by conceptually and empirically investigating the peculiarities of TM and gender inclusion in talent development in the German context, as well as by analyzing whether TM is an inclusive HRM practice with respect to gender. Thus, we add an interdisciplinary perspective to the study of TM by linking it to important findings of gender and HRM studies with a specific focus on inclusion. A conceptualization of inclusive TM is suggested, and as a result of a comprehensive literature review, we identify five TM elements (talent definition, underlying career orientation, the content of talent development programs, the TM approach, and the talent selection process) which – depending on their design and characteristics – have an impact on the degree of gender bias and the discriminatory risk of TM. Respective propositions are suggested, and based on a qualitative comparative case study analysis, this paper provides empirical evidence from the German media industry, which shows important differences between cases in the identified TM elements and indicators concerning the gender inclusion of TM practices. 相似文献
83.
Despite various corporate collapses over the last decades, risk management is increasingly influential across organizations worldwide, as if the apparatus’ credibility was impermeable to scandals that, from critical angles, cast doubt on its efficacy. Relying on a cultural perspective of analysis highlighting the range of social processes that protect prevailing institutions’ legitimacy from aberrations, we examined the sense-making approaches employed by corporate boardroom actors to maintain their confidence in the credibility of the risk management apparatus despite being exposed to a continuous flow of corporate failures pointing to risk management efficacy limitations. Specifically, we conducted 35 interviews with corporate board stakeholders, mostly board members and corporate consultants. Our analysis indicates that actors involved in risk management processes tend to interpret aberration cases through perspectives that put the blame on some implementation deficiency, thereby ensuring that risk management's core assumptions are not questioned. These perspectives point to a defensive system of thought grounded in the director and consultancy communities, whose main referents are subject to intense work and re-conceptualization in the aftermath of aberrations, thereby providing community members with the means to make sense of the frictions of organizational life in ways that maintain the legitimacy of the risk management apparatus. 相似文献
84.
Econometric models are often used to forecast economic developments. Does the use of computer-based econometric procedures help sharpen our view of the future or are we blinkered by the supposed ‘precision’ of such models? What problems arise when building national economic models and when these models are used for forecasting purposes? These issues are examined with reference to the HWWA model. 相似文献
85.
Gilles Marion 《Consumption Markets & Culture》2013,16(1):29-56
This article explores the ways that French teenage girls use fashion discourse to construct their evolving identity from their recently left childhood to their future as fully grown women. Verbatim texts of 14 phenomenological discussions concerning clothing, accessories, make‐up and fashion are interpreted using the concepts of bricolage (Lévi‐Strauss), tactics (Certeau) and narrative identity (Ric?ur). The findings resonate with Thompson and Haytko’s portrayal of a dialogical relationship between consumers and a system of countervailing fashion meanings and with Murray’s exposition of a dialectical and discursive tension between sign‐experimentation and sign‐domination. But beyond this we elucidate the process by which teenagers also acquire, from personal social milieu, skills and tactics through which they toy with preconstrained sartorial symbolism to construct the plot line of their own lives which, in turn, reflects their past, defines their present self and presages their future. 相似文献
86.
Despite becoming one of the most active research areas in organizational behavior, the field of organizational justice has
stayed at a safe distance from moral questions of values, as well as from critical questions regarding the implications of
fairness considerations on the status quo of power relations in today’s organizations. We argue that both organizational justice research and the managerial practices
it informs lack reflexivity. This manifests itself in two possible hypocrisies of fairness. Managers may apply organizational
justice knowledge but fail to increase the actual levels of fairness in employment relations. Researchers, on the other hand,
may claim to promote fairness through their work while actually providing managers with tools that enable or even encourage
them to feed the hypocrisy of fairness identified above. As␣part of our argument, we identify three types of mechanisms managers
may use to influence and manage the formation of fairness perceptions. We consider how the exercise of power is related to
the potential application of organizational justice knowledge across individual, interpersonal and social levels. Our approach
makes power dynamics and moral implications salient, and questions the purely subjectivist view of justice researchers that
deliberately discards normative aspects. The questions opened up by considering alternative mechanisms for creating fairness
perceptions have led us to formulate a research agenda for organizational justice research that takes multiple stakeholder
interests, power dynamics and ethical implications into account. We believe that the fields of organizational justice and
normative justice can benefit from combined research.
Marion Fortin (Ph.D., Trinity College Dublin) is Lecturer in Organisational Behaviour at the Durham Business School, Durham
University. Marion previously worked in the financial industry and also was a visiting scholar at the Stern School, NYU. Marion’s
main research interest lies in the role of justice judgments in the workplace. Her current and past research projects also
involve issues of organizational change, power mechanisms, and the role of emotions in organizations.
Martin R. Fellenz (Ph.D., The University of North Carolina at Chapel Hill) is Lecturer in Organisational Behaviour at the
School of Business, University of Dublin, Trinity College. His research interests include organizational justice, organizational
transformation and change, teaching and learning, and the development of theory and theory schools. He regularly contributes
to executive education programs in a variety of countries and consults with leading international public, private and not-for-profit
organizations on matters of leadership, management development, and organizational transformation.
A previous version of this paper was originally presented at the IESE Business School, University of Navarra, for the 14th
International Symposium on Ethics, Business and Society: “Towards a Comprehensive Integration of Ethics Into Management: Problems
and Prospects”. May 18–19, 2006). 相似文献
87.
Terrill R. Keasler 《Journal of Economics and Finance》2001,25(2):214-228
A lock-up agreement is an arrangement between the underwriter and certain pre-IPO shareholders. This paper examines the influence
of an underwriter’s early lock-up release on shareholder wealth. The study found significant negative abnormal returns associated
with the early lock-up release annoucement. Negative abnormal returns are more pronounced for venture capital backed firms
than for firms not venture capital backed. In addition, scheduled lock-up release day abnormal returns, found in previous
studies to be significantly negative, are reduced for firms announcing the early lock-up release.(JEL G24, G30) 相似文献
88.
From vision to action: Framing the Leitbild concept in the context of landscape planning 总被引:1,自引:0,他引:1
Reviewing landscape developments in the last decades evidently shows that in the future most pressing changes can be expected for the land surface. This indispensably calls for strategic approaches based on visions and transdisciplinary creativity. Hence, this paper critically reviews the Leitbild concept, an idea on spatial planning which has been widely discussed in the German-speaking planning literature but which has received scant attention elsewhere. Although the term has been translated as a ‘vision’, this paper shows that the concept is far richer in its content than these casual translations suggest. The paper shows that it defines a particular paradigm for landscape planning that embodies a transdisciplinary approach in which lay-people and experts develop both goals and strategies for realising their joint visions. A systematic overview of the key characteristics that make up the Leitbild approach is provided and set in relation to already available approaches for decision makers. Although there are similarities between the Leitbild approach and other planning and decision-support tools, such as Environmental Impact Assessment (EIA), Strategic Impact Assessment (SEA) and Sustainability Impact Assessment (SIA-sust), the paper shows that the particular combination of issues considered when developing a Leitbild makes it distinctive. Through an iterative process, the development of a Leitbild allows new approaches to spatial planning in which space and place can be considered as a social construct, and in which the values and understandings of local actors can be better represented. 相似文献
89.
Affirmative action programs are commonly used as a means to level the playing field for minority- and women-owned firms in public procurement markets, and therefore may be a positive factor in business entry and survival. To the extent that affirmative action programs also apply to traditional labor markets, however, they may alter the opportunity cost of starting a business. We utilize the elimination of affirmative action in California and Washington States through voter initiatives to identify the effect of affirmative action on minority and female self-employment rates. In our base specifications, we find evidence of modest increases in self-employment among minorities and women in both California and Washington after elimination of affirmative action, consistent with the hypothesis that the opportunity cost of starting a business fell due to restricting opportunities in the traditional labor markets. The sign of the estimated effect, however, is not uniformly positive when considering specific race/gender groups, and the statistical significance of the main results is somewhat sensitive to the choice of control states. 相似文献
90.
We investigate the information content of equity analysts' recommendation changes subsequent to the passage of Regulation Fair Disclosure. We find that analyst upgrades (downgrades) are associated with positive (negative) abnormal returns. Overall, stock prices tend to react significantly more strongly to recommendation changes accompanied by news events than to those that are not. Even so, returns around recommendation changes not accompanied by news are significantly different from zero. This result holds after controlling for firm‐specific variables and the incidence of multiple simultaneous recommendation changes. We conclude that analyst recommendation changes, in and of themselves, are informative. 相似文献