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111.
This article uses data from a 1992 survey of manufacturing enterprisesin Ghana to describe the importance of apprenticeship in themanufacturing sector and analyze the structure of the contractsin which apprenticeship takes place. The article presents threemajor findings. First, the training of apprentices is both awidespread activity and a part of the training of a large fractionof entrepreneurs and manufacturing workers. Second, two primarytypes of contracts are apparent in the data: those in whichapprentices pay fees for their training and those in which theydo not. Third, for those firms training apprentices, the choiceof contract type is strongly correlated with other characteristicsof the firm, particularly its use of credit. Apprenticeshipfees are one among many informal sources of firm finance. 相似文献
112.
Julie Ann Elston 《Small Business Economics》1995,7(6):475-479
The author wishes to thank David Audretsch, Lee Baldwin, Wendy Carlin, Richard Deeg, Colin Mayer, Sigurt Vitols, and three anonymous referees for their helpful suggestions on an earlier version of this article. 相似文献
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Pauline Sullivan Mark A. Bonn Vertica Bhardwaj Ann DuPont 《Journal of Retailing and Consumer Services》2012,19(6):596-604
This exploration of cross-border shopping by Mexican national shoppers at a regional discount outlet mall studies the: (1) economic impacts of their expenditures on the local and regional economies, and (2) activities they engage in while at the outlet malls and benefits received from shopping there. Spending by cross-border shoppers varied by accommodation type; hotels or motels/friends and family spent approximately $800 (U.S.) on clothing daily and condominiums/day visitors between $400 and $475 (U.S.). The multiplier for cross-border spending at the local level ranged from 1.27 to 1.45. Top cross-border shopper activities were shopping and buying, followed by eating, and visiting. 相似文献
117.
The aim of this study is to provide a foundation for researchers and managers to discuss and resolve difficulties associated with research and development (R&D) target‐setting. While multiple studies mention the difficulty of R&D target‐setting, few have compiled reasons for these difficulties or addressed this issue in detail. This paper provides one of the first studies outlining reasons for R&D target‐setting difficulties through a literature review. It also provides an initial set of analyses and results after applying an emerging quantitative method, Technology Forecasting Using Data Envelopment Analysis (TFDEA), to illustrate these difficulties step‐by‐step to commercial airplanes. Results include determining the state of art in commercial airplane technology and technological rate‐of‐change variants in setting R&D targets. 相似文献
118.
We analyze credit watch and rating actions to better understand the role of credit watches in the credit rating process. We find that watch actions are more frequently prompted by specific, publicly known events than are rating actions. The likelihood that a watch action precedes a rating action varies systematically with proxies for investor demand for credit quality information and the adverse consequences of issuing a rating change prematurely. Credit watches occur more often in response to deterioration in credit quality, and issuers make concerted efforts to address the concerns that prompted down watches. Down watches are less likely than up watches to indicate the direction of the subsequent rating change. Watch announcements are associated with abnormal stock returns, indicating that credit watch actions are significant information events. Our results suggest that credit watches are informative and facilitate the stability of ratings by allowing firms to correct deficiencies and prevent downgrades. 相似文献
119.
Today's overachieving professionals labor longer, take on more responsibility, and earn more than the workaholics of yore. They hold what Hewlett and Luce call "extreme jobs", which entail workweeks of 60 or more hours and have at least five often characteristics-such as tight deadlines and lots of travel--culled from the authors' research on this work model. A project of the Hidden Brain Drain Task Force, a private-sector initiative, this research consists of two large surveys (one of high earners across various professions in the United States and the other of high-earning managers in large multinational corporations) that map the shape and scope of such jobs, as well as focus groups and in-depth interviews that get at extreme workers' attitudes and motivations. In this article, Hewlett and Luce consider their data in relation to increasing competitive pressures, vastly improved communication technology, cultural shifts, and other sweeping changes that have made high-stakes employment more prominent. What emerges is a complex picture of the all-consuming career-rewarding in many ways, but not without danger to individuals and to society. By and large, extreme professionals don't feel exploited; they feel exalted. A strong majority of them in the United States-66%-say they love their jobs, and in the global companies survey, this figure rises to 76%. The authors' research suggests, however, that women are at a disadvantage. Although they don't shirk the pressure or responsibility of extreme work, they are not matching the hours logged by their male colleagues. This constitutes a barrier for ambitious women, but it also means that employers face a real opportunity: They can find better ways to tap the talents of women who will commit to hard work and responsibility but cannot put in over-long days. 相似文献
120.
More and more ambulatory care organizations are using nursing report cards to monitor and evaluate the quality and effectiveness of nursing care in the ambulatory setting. Nurse staffing levels is usually one of the items included in a nursing report card and the one most scrutinized by ambulatory care administrators. One strategy employed by the nursing leadership at the South Texas Veterans Healthcare System to justify nurse staffing levels is linking administrative staffing monitors with nurse-sensitive outcomes via workload and performance indicators. Through this approach, nurse leaders are able to justify nurse staffing level changes, needed technology changes, process improvements, and/or workflow needs to administrators with positive results and support. 相似文献