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161.
The aims of the research are to explore evidence of professional human resource management (HRM) role tensions, the factors that affect HRM role tension, and to consider the impact on management perceptions when role tensions exist. Using a qualitative approach, 25 interviews were conducted in Australia with senior HRM personnel, top management team (TMT) executives, and a management consultant. Findings reveal that the failure of the HRM profession to attract people with a business focus increases HRM role tensions. Respondents report that tensions were reduced when aspects of the HRM role were devolved or outsourced, there was an acceptance of a changed psychological contract, and clearer attempts were made to communicate an agreed‐upon strategic focus for HRM. HRM role bias led to a reduced willingness among TMT members to respect, and communicate with, HRM professionals. The implications of the negative outcomes of HR role tensions are discussed with reference to the power of the HRM function. © 2013 Wiley Periodicals, Inc. 相似文献
162.
James M. Owens Glenn M. Gomes James F. Morgan 《Employee Responsibilities and Rights Journal》2008,20(4):249-260
Title VII retaliation cases have become a larger part of the Equal Employment Opportunity Commission (EEOC) caseload, and
this development should be a growing concern for business. By addressing the question of exactly when a prohibited retaliatory
action has been taken against an employee, the United States Supreme Court’s June 2006 decision in Burlington Northern & Santa Fe Railway Co. v. Sheila White ended a significant disagreement among the various appellate courts on the issue. The Supreme Court answered two specific
questions regarding retaliation for raising a claim of sexual discrimination. First, the Court decided that the retaliatory
conduct need not take place within the employment setting; and, second, it held that a materially adverse action requires
only that a reasonable employee would be deterred from making, filing, or supporting a claim of workplace discrimination to
the EEOC, the courts, or the employer. Employers need to revise and update their internal policies and procedures to ensure
that their firms comply with these new standards. 相似文献
163.
Helen Owens 《The Australian economic review》2001,34(3):317-319
This article reviews the adequacy of policy targeting of health market failures and the sector's positioning for the challenges ahead. 相似文献
164.
Kavita Datta Cathy McIlwaine Yara Evans Joanna Herbert Jon May Jane Wills 《英国劳资关系杂志》2007,45(2):404-432
This article examines the means by which low‐paid migrant workers survive in a rapidly changing and increasingly unequal labour market. In a departure from the coping strategies literature, it is argued that the difficulties migrant workers face in the London labour market reduces their ability to ‘strategize’. Instead, workers adopt a range of ‘tactics’ that enable them to ‘get by’, if only just, on a day‐to‐day basis. The article explores these tactics with reference to the connections between different workers’ experiences of the workplace, home and community, and demonstrates the role of national, ethnic and gender relations in shaping migrant workers’ experiences of the London labour market and of the city more widely. 相似文献
165.
Conclusion The foregoing analysis helps to explain how the poverty cycle deepens and becomes increasingly intolerable for the rural poor.
The authors acknowledge the assistance of Les Pinter and Riad Chehlaoui, graduate students, Rice University and the University
of Houston, respectively, for some statistical work. 相似文献
166.
167.
Evidence suggests that organisations can benefit from outsourcing part or all of their accounting function but for hotels, however, this may not be appropriate, given the complexity and variety of the operating and non-operating departments. A recent research project concludes that outsourcing is unpopular, due to issues of management control, but that centralisation of accounting functions may be appropriate providing that control remains within the unit. Two types of financial management are emerging—very standardised systems in highly branded hotels, and fully self-accounting systems for independent hotels. Hence, the type of hotel financial controller may, or may not, be highly skilled and qualified, with implications for their future education and development. 相似文献
168.
The opinions expressed are those of the authors and not those of the United States International Trade Commission or any of its Commissioners. This article is a U.S. Government work and, as such, is in the public domain within the United States of America. 相似文献
169.
In Belgium, several cities have been experimenting with ‘free’ public transport based on the concept of a third payer system. This study explores the modal shift potential of this measure for commuters by means of a large-scale survey. The results indicate that there is still a margin for a further modal shift, but in order to make public transport more attractive to car users, the price paid by the commuter should be lowered, the quality and capacity of the public services should be improved and the mobility policy of the companies should be adjusted in favour of public transport. 相似文献
170.