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961.
Dan R. Dalton Debra J. Mesch Crystal L. Owen William D. Todor 《Employee Responsibilities and Rights Journal》1997,10(4):291-305
In the criminology literature, the iron law of paternalism suggests that women receive less serious sanctions in the judicial system. This examination of three years of grievance outcomes (n= 1216) and arbitration outcomes (n= 1146) tests this iron law in the context of organizational disciplinary and dispute resolutions. These data, across several levels of outcomes (win, lose, compromise), controlling for the severity of grievances (disciplinary/nondisciplinary) and arbitrations (termination/nontermination) provide no support for the paternalistic thesis. Moreover, we find no support for the paternalistic thesis with regard to either the incidence or length of suspensions as a function of gender. 相似文献
962.
Joao R. Faria;Rajeev K. Goel;Michael A. Nelson; 《Managerial and Decision Economics》2024,45(1):161-173
Focusing on a relatively under-researched aspect, this paper examines the impact of capacity utilization by firms on their propensities to engage in research and development (R&D). Capacity utilization is related to a firm's current operations, while R&D is forward-looking, related to the generation of new products and processes. Using a simple theoretical model to set up the hypothesis that greater capacity utilization lowers the incentives of firms to engage in research, our empirical research, based on survey data from thousands of firms across scores of nations, supports this hypothesis. Other results point to the importance of firm characteristics, as well as the perceptions about corruption and the informal sector. Some implications for policy are discussed. 相似文献
963.
964.
This work proves the existence of an equilibrium for an infinite horizon economy where trade takes place sequentially over time. There exist two types of agents: the first correctly anticipates all future contingent endogenous variables with complete information as in Radner [Radner, R. (1972). Existence of equilibrium of plans, prices and price expectations in a sequence of markets. Econometrica, 289–303] and the second has exogenous expectations about the future environment as in Grandmont [Grandmont, J. M. (1977). Temporary general equilibrium theory. Econometrica, 535–572] and information based on the current and past aggregate variables including those which are private knowledge. Agents with exogenous expectations may have inconsistent optimal plans but have predictive beliefs in the context of Blackwell and Dubbins [Blackwell, D., Dubins, L. (1962). Merging of opinions with increasing information. The Annals of Mathematical Statistics, 882–886] with probability transition rules based on all observed variables. We provide examples of this framework applied to models of differential information and environments exhibiting results of market selection and convergence of an equilibrium. The existence result can be used to conclude that, by adding the continuity assumption on the probability transition rules, we obtain the existence of an equilibrium for some models of differential information and incomplete markets. 相似文献
965.
James R. Miller 《人力资源管理》1984,23(3):293-313
American industry following World War II has enjoyed much success, primarily built on growth and easily consumed material and human resources. Since 1973, however, resources have become increasingly critical and problems increasingly complex. Organizations large and small are faced with dramatic change. Strategies for growth and decline are clearly understood. A little-noted strategy, yet the most difficult of all strategies to implement, is that of revitalization. This article emphasizes the use of technology, middle managers, and interdisciplinary organization analysis as the necessary ingredients for American revitalization strategy success in the 1990s. 相似文献
966.
Using a data set consisting of 315 middle-managers at the district level in the Turkish public sector, we develop a structural equation model (SEM) for assessing the impact of empowerment and stewardship on public service motivation (PSM) through job characteristics. The results demonstrate that stewardship and empowerment are distinct ‘levers’ that managers can use in novel ways to influence PSM; and cultural context may factor into the manipulation of these levers. We find that job-based mediators may not compliment leadership styles and self-generating rewards, but, rather work separately in their appeal to PSM. 相似文献
967.
Donald A. R. George 《Managerial and Decision Economics》2013,34(2):86-94
Technical progress lowers costs and prices but appears to have an ambiguous effect on product reliability. This paper presents a simple model which explains this observation. Copyright © 2013 John Wiley & Sons, Ltd. 相似文献
968.
969.
Gabriel R.G. Benito Torben Pedersen Bent Petersen 《Managerial and Decision Economics》2005,26(3):159-173
We investigate the dynamics of export channel arrangements by modelling foreign operation method decisions as the interplay between factors that motivate switches and factors that deter them. Our model extends previous analyses by looking simultaneously at (1) no change of channel arrangement, (2) replacements of foreign intermediaries (within‐mode shifts), and (3) integration of the sales function abroad (between‐mode shifts). We use a multinomial logit model on longitudinal data from a sample of Danish exporters that had entered foreign markets through intermediaries. The results suggest that the decision to carry out within‐mode shifts (i.e. to replace an existing intermediary) is driven by a different set of factors than the decision to switch to another foreign operation mode (i.e. to in‐house operations). Copyright © 2005 John Wiley & Sons, Ltd. 相似文献
970.
David R. Hannah 《Journal of Management Studies》2007,44(4):465-487
abstract This research investigated the factors that influence a decision that is often faced by employees who have made a transition from one organization to another: the decision about whether to protect secrets of their former employer or to share them with their new co‐workers. A total of 111 employees from two high‐tech companies participated in interviews. Their comments were analysed and, based on both relevant literature and the results of that analysis, a theory of the factors that influence newcomers' protect vs. share decisions was developed. According to that theory, newcomers first decide whether or not information is a trade secret of their former employer by considering (1) whether the information is part of their own knowledge, and (2) whether the information is publicly available, general, and negative (about something that did not work). If newcomers decide the information is a trade secret, they then evaluate (1) the degree to which their obligations are biased towards their former or new employer, and (2) the degree to which they identify more strongly with their former or new employer. Newcomers whose obligations and identifications are biased towards a new employer are more likely to share secrets. If these obligations and identifications are balanced, newcomers may share information in a way that allows them to believe they are fulfilling their responsibilities to both their former and their new employers. 相似文献