全文获取类型
收费全文 | 301篇 |
免费 | 10篇 |
专业分类
财政金融 | 37篇 |
工业经济 | 22篇 |
计划管理 | 75篇 |
经济学 | 69篇 |
综合类 | 3篇 |
运输经济 | 3篇 |
旅游经济 | 8篇 |
贸易经济 | 45篇 |
农业经济 | 21篇 |
经济概况 | 28篇 |
出版年
2021年 | 2篇 |
2020年 | 8篇 |
2019年 | 6篇 |
2018年 | 6篇 |
2017年 | 6篇 |
2016年 | 9篇 |
2015年 | 6篇 |
2014年 | 10篇 |
2013年 | 51篇 |
2012年 | 10篇 |
2011年 | 11篇 |
2010年 | 8篇 |
2009年 | 8篇 |
2008年 | 13篇 |
2007年 | 7篇 |
2006年 | 3篇 |
2005年 | 4篇 |
2004年 | 5篇 |
2003年 | 6篇 |
2002年 | 7篇 |
2001年 | 9篇 |
2000年 | 5篇 |
1999年 | 7篇 |
1998年 | 8篇 |
1997年 | 4篇 |
1996年 | 4篇 |
1995年 | 2篇 |
1994年 | 3篇 |
1992年 | 3篇 |
1991年 | 3篇 |
1989年 | 4篇 |
1988年 | 2篇 |
1987年 | 4篇 |
1986年 | 1篇 |
1985年 | 8篇 |
1984年 | 3篇 |
1983年 | 2篇 |
1982年 | 6篇 |
1981年 | 6篇 |
1980年 | 7篇 |
1979年 | 8篇 |
1978年 | 4篇 |
1977年 | 2篇 |
1975年 | 3篇 |
1974年 | 7篇 |
1972年 | 2篇 |
1971年 | 2篇 |
1963年 | 1篇 |
1962年 | 1篇 |
1937年 | 1篇 |
排序方式: 共有311条查询结果,搜索用时 15 毫秒
51.
52.
Richard Herrera Phyllis A. Duncan Mark Green Malcom Ree Sheryl L. Skaggs 《International Journal of Human Resource Management》2013,24(12):2629-2646
This study investigates the importance of diversity management as it relates to the GLOBE study cultural preferences. A survey of 225 students in undergraduate and graduate programs at a private Texas University concluded that collectivism was a strong predictor of how positively participants rated their organizations support for diversity, diversity recruitment efforts, diversity training for mentors, and employees with disabilities. The participants were nontraditional students who were also employed in a wide array of organizations. Collectivism and assertiveness were both strong predictors with regard to participant's ratings of chief executive officer (CEO) support of diversity and the organization's overall diversity training. With regard to leadership dimensions, humane-oriented leadership was a positive predictor of preference for a collective culture, which predicts diversity management ratings. Team-oriented leadership also predicted ratings of diversity management. The results of the study indicate that promoting a more collectivist rather than individualistic culture is associated with the increased rating of organizational diversity practices. Furthermore, it strengthens the argument that with the increase in globalization, organizations must be prepared to re-evaluate their policies and know when to adapt to changes in organizational culture. 相似文献
53.
Alan Felstead Duncan Gallie Francis Green Ying Zhou 《International Journal of Human Resource Management》2013,24(10):1667-1688
Theories such as human capital theory, the metaphors of learning and the high involvement work paradigm all suggest that the quality of training and learning varies along a number of axes. This article shows how these theoretical insights have been translated into questions used in a UK survey of 6829 employees carried out in 2006. We find that the qualities of both the training experience and on-the-job learning are strongly associated with the extent and nature of employee involvement. This suggests that employee involvement is likely to play an important role in the process of upskilling the workforce, which has been accorded a central role in the economic strategies of many nation states as well as supra-national organizations such as the European Union. 相似文献
54.
55.
56.
57.
Using a spectrum of measures, this paper estimates some of the financial costs of bullying and harassment to the NHS in England. By means of specific impacts resulting from bullying and harassment to staff health, sickness absence costs to the employer, employee turnover, diminished productivity, sickness presenteeism, compensation, litigation and industrial relations costs, we conservatively estimate bullying and harassment to cost the taxpayer £2.281 billion per annum. 相似文献
58.
This article studies the prevalence and nature of zero hours contracts (ZHCs) in the UK labour market. It is widely argued that the headline count of ZHC workers based on the Labour Force Survey historically underestimated the number of workers in ZHC jobs. Here, we argue that this likely continues to be the case, particularly if one considers other, similar, no-guaranteed-hours jobs alongside ZHCs. ZHC jobs and workers are heterogeneous, but ZHCs have become increasingly concentrated among young workers, full-time students, migrants, black and minority ethnic workers, in personal service and elementary occupations, and in the distribution, accommodation and restaurant sector over time. Compared to other forms of employment, median wages in ZHC jobs have also fallen. The most common prior labour market state for ZHC workers is non-ZHC employment, particularly part-time employment, with part of the reported growth in ZHCs driven by reclassification of existing employment relationships. Finally, we show that growth in public awareness of ZHCs contributed substantially to recent growth in reported ZHCs, particularly over the period 2013/14. 相似文献
59.
Bellmann Lutz Bourgeon Pauline Gathmann Christina Kagerl Christian Marguerit David Martin Ludivine Pohlan Laura Roth Duncan 《Wirtschaftsdienst》2021,101(9):713-718
Wirtschaftsdienst - Durch die Corona-Pandemie haben digitale Technologien in Unternehmen an Bedeutung gewonnen. Auf Basis einer Betriebsbefragung des Instituts für Arbeitsmarkt- und... 相似文献
60.
Tournament compensation of asset traders has been shown to promote deconvergence from intrinsic value pricing in an experimental asset market where all traders are so compensated (James and Isaac 2000). This paper explores the extent of this effect as experimental design parameters—proportion of traders facing tournament compensation, details of the tournament contract, and time horizon of the asset being traded—are varied. We find that the original results are replicated using the original parameters, that a tournament contract modified to provide a penalty for underperformance does not necessarily eliminate the effect, and that reducing the proportion of traders facing tournament compensation to half the market largely eliminates the effect. 相似文献