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31.
How Much Does Expertise Reduce Behavioral Biases? The Case of Anchoring Effects in Stock Return Estimates 总被引:1,自引:0,他引:1
We use data from surveys involving 300 Scandinavian financial market professionals and 213 university students to conduct three controlled experiments in which we manipulate the background information given to subjects. We find a very large anchoring effect in the students' long-term stock return expectations, that is, their estimates are influenced by an initial starting value. Professionals show a much smaller anchoring effect, but it nevertheless remains statistically and economically significant, even when we restrict the sample to more experienced professionals. We also find that the professionals are not conscious of the impact of historical returns on their expectations. 相似文献
32.
Top decision-makers (such as the U.S. President) often serve short terms, but make decisions with consequences long after
they are gone. (Appointments of judges or of Federal Reserve Board members are two examples.) When a leader can choose his
effort on an appointment, the organization’s performance may increase when the minimum term for an appointment increases,
and when decisions are irreversible. In addition, ideological preferences can lead to better appointments. 相似文献
33.
Kristina Mäkelä Vesa Suutari 《International Journal of Human Resource Management》2013,24(5):992-1008
Global careers, typically defined as involving multiple international relocations including various positions and assignments in several countries, have recently received increasing research attention. This interest is driven by a growing corporate need for managers who are able to deal with global integration and co-ordination in large multinational corporations. An important aspect of the competency of a global manager is his or her social capital, i.e. the network relationships he or she possesses. However, while the concept of social capital has been widely used in a number of research fields recently, it has received relatively little attention thus far in the IHRM context. This paper contributes to this research gap, and seeks to answer the empirical research question of how multiple international relocations affect the social capital of a manager. Our qualitative interviews of 20 Finnish MNC managers with global careers identified that such careers represent a ‘social capital paradox’. Global careers are characterized by a broad and diverse network of both internal and external ties. This breadth and diversity relate to (1) the managers' internal contact networks of weak ties (2) their internal support networks of strong ties and (3) their external networks of both strong and weak ties. These typical characteristics represent three major social capital paradoxes in the sense that they carry both significant social–capital-related benefits as well as potential risks. 相似文献
34.
Marja Känsälä Liisa Mäkelä Vesa Suutari 《International Journal of Human Resource Management》2013,24(17):2187-2210
The combination of two trends common in working life – international work and a dual career situation – is challenging for both genders. In order to cope with the situation, international dual career couples have to be able to coordinate their careers. The purpose of this article is to identify how dual career expatriates view their career coordination strategies with their partners, and how these views differ between the genders. Semi-structured interviews were carried out among 39 expatriates on assignment who had a partner working, at least before the assignment. Our findings identify three career coordination strategies applied by dual career couples, and confirm gender plays an essential role in the formation of those strategies. Male expatriates predominated among the group adopting a hierarchical strategy and female expatriates predominated among the group adopting an egalitarian and a loose coordination strategy. Strategies also seemed prone to change over time. Companies should pay attention to both the career development of the partner and the relationship coping skills of the couple to maximize the chances of dual career expatriate assignments being successful. 相似文献
35.
Vesa Kanniainen Seppo Kari Jouko Ylä-Liedenpohja 《International Tax and Public Finance》2007,14(4):407-426
The paper shows how entrepreneurial taxes interact with the career choice of individuals, the quality of entrepreneurs, and their investment behavior. It is particularly relevant to differentiate the early effects on start-up enterprises with substantial uncertainty from the tax effects on mature firms where the uncertainty is resolved. Conditions are derived for the Nordic dual income tax to be neutral and they are found to be stringent. Profit expectations matter. The Nordic dual encourages (discourages) the establishment of new enterprises by entrepreneurs who anticipate high (low) profitability. 相似文献
36.
This introductory article briefly reviews the current state of research into expatriation, focusing on the critical issues of strategy, selection and predeparture, compensation, performance management, repatriation, and career management. The burgeoning research in the field is set into context and a plea made for a more varied and imaginative research agenda. The articles in the rest of this special issue are located in this context. © 2001 John Wiley & Sons, Inc. 相似文献
37.
It may be in the interestof low-ability individuals to subsidize the education of high-abilityindividuals. The sufficient conditions are surprisingly mild:positive externalities in education and complementarity in productionbetween human capital and labor supplied by the low-ability individuals.However, tax competition and the free mobility of the educatedgive rise to time-inconsistency and free-riding problems whichrender such a social contract infeasible and result in a suboptimallylow investment in education. 相似文献
38.
Mari Juntunen Jouni Juntunen Vesa Autere 《International Journal of Nonprofit & Voluntary Sector Marketing》2013,18(2):122-132
- The concept of brand equity (BE) has been the subject of much recent discussion in the field of nonprofit branding and also has been the concept of brand co‐creation in the field of branding. This study combines these aspects and examines the BE co‐creation of a nonprofit entity, the Finnish Defence Forces military driving school. Empirical data were collected from industrial logistics service providers and military recruits. A theoretical BE model was further developed using structural equation modeling in an exploratory manner to reveal whether the BE model of the military driving school is similar from both viewpoints. Similar workable models were found, indicating strong BE co‐creation and thereby contributing to the field. To support the future co‐creation of BE of the military driving school, it is important to ensure that the recruits take positive experiences from the school and industrial logistics service providers carefully consider how they relay their experiences about the school to other truck drivers. The attitudes of recruits towards the military driving school are likely eventually to conform to those of civilian truck drivers. Finding workable models required omitting some BE dimensions and measures of earlier models. Moreover, using data from one country alone may be a limitation of the study. Therefore, nonprofit BE measures should be further developed and tested with data from further afield.
39.
40.
Work‐To‐Life Conflict and Enrichment Among International Business Travelers: The Role of International Career Orientation
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The present study examines the direct and moderating effects of an international career orientation in the relationship between frequency and duration of international business traveling and work‐to‐life conflict and enrichment. In addition, the effort‐reward imbalance that potentially features in the international business traveler's job was examined in relation to work‐to‐life conflict and enrichment. The study was conducted among 232 Finnish people in jobs requiring international business travel. A moderated hierarchical regression analysis shows that travel of considerable duration and a pronounced effort‐reward imbalance had direct links to work‐to‐life conflict. In contrast, low effort‐reward imbalance and a strong international career orientation had direct links to work‐to‐life enrichment. In addition, having a strong orientation to an international career decreases work‐to‐life conflict when a job requires very frequent traveling, but the moderation effect was not found in relation to duration of traveling. Our findings indicate that interventions aimed at reducing work‐to‐life conflict and increasing work‐to‐life enrichment among international business travelers should focus on fostering a balance between efforts and rewards at work. The extent of employees’ internationalism should also be considered when recruiting people into jobs involving international business travel. © 2014 Wiley Periodicals, Inc. 相似文献