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81.
Britt Groosman Nicholas Z. Muller Erin O’Neill-Toy 《Environmental and Resource Economics》2011,50(4):585-603
This study investigates the benefits to human health that would occur in the United States (US) due to reductions in local
air pollutant emissions stemming from a federal policy to reduce greenhouse gas emissions. In order to measure the impacts
of reduced emissions of local pollutants, this study considers the Warner-Lieberman bill (S.2191) of 2007 and the paper considers
the impacts of reduced emissions in the transport and electric power sectors. This analysis provides strong evidence that
climate change policy in the US will generate significant returns to society in excess of the benefits due to climate stabilization.
The total health-related co-benefits associated with a representative climate policy over the years 2010–2030 range between
103 billion and103 billion and 1.2 trillion in present value terms. Much of the co-benefit stems from between 32,000 and 189,000 avoided
premature mortalities associated with exposure to PM2.5 and O3. Most of the co-benefits are due to reduced emissions of SO2 from coal-fired power plants since these are an important contribution to ambient concentrations of PM2.5. Among the most important determinants of co-benefits is the relationship between climate policy and existing policies governing
SO2 discharges from coal-fired power generation capacity. If SO2 emissions are permitted to remain at current levels, total co-benefits are cut by 65%. We find that the co-benefit per ton
of CO2 emissions ranges between 1 and1 and 77 depending on modeling assumptions and year. 相似文献
82.
Organizational politics continues to be acknowledged as a real and important dimension of organizational functioning. Most research has focused on ‘perceptions of organizational politics’ where organizational politics is conceptualized negatively and its relationship with detrimental individual and organizational outcomes is demonstrated. We argue that organizational politics can be conceptualized as a multi-dimensional climate level construct and that ‘organizational political climate’ can be both functional and dysfunctional. We propose and explain a four dimensional model of organizational political climate informed by existing theoretical perspectives on power bases. The four key dimensions are represented by the building and use of personal power, positional power, connection power and informational power. We also highlight the need for a comprehensive measure of organizational political climate which is underpinned by the four dimensions and which enables an assessment of the extent to which the organizational political climate is functional and/or dysfunctional. In summary, we recommend that HR practitioners seek to understand the functional and dysfunctional dimensions of organizational political climate and implement practices to foster a positive political climate. We overview practical implications for HR managers and suggest a future research agenda. 相似文献
83.
The dramatic expansion of public and private financial markets in the aftermath of the Glorious Revolution has received extensive attention. Despite this, little is known about how ordinary individual investors managed risk within this framework. Using a newly constructed dataset of share ownership for those joint‐stock companies listed in the financial press of the day, we reconstruct individual portfolio holdings for investors in these companies. We examine individual portfolio holdings first for the decade after the Glorious Revolution and then for the years around the South Sea Bubble. Despite a fivefold increase in the number of unique individuals in the market between the 1690s and the 1720s, we find that in each period roughly 80 per cent of those active in the equity market held shares in only one company, even though many shareholders had the capacity or wealth to diversify share portfolios. These outcomes suggest diversification against idiosyncratic liquidity risk. Overall, however, there is limited evidence that individuals were using their financial portfolios to protect against diversifiable shocks. For many, we argue, company‐specific voting and firm governance rules drove market activity. 相似文献
84.
Rallying the Troops or Beating the Horses? How Project‐Related Demands Can Lead to Either High‐Performance or Abusive Supervision 下载免费PDF全文
Erin C. Gallagher PhD Alicia K. Mazur PhD Neal M. Ashkanasy PhD 《Project Management Journal》2015,46(3):10-24
In today's high‐pressure work environment, project managers are often forced to “do more with less.” We argue that this imperative can lead project managers to engage in either high‐performance or abusive supervision behaviors. To understand this process, we develop a model and associated propositions linking a project manager's cognitive appraisal of project‐related demands to high‐performance work practices versus abusive supervision behaviors—both of which impact three project outcomes: stakeholder relationships, people‐related project success factors, and employee well‐being. We propose that the choice between high‐performance work practices and abusive supervision behaviors is moderated by a project manager's personal resources (psychological capital, emotional intelligence, and dark triad personality). 相似文献
85.
Customer relationship management seeks to understand how to generate profitable customers who enter into a long-term relationship with a firm. In this paper, we examine the role of modes of acquisition and retention programmes on customer lifetime in the context of a credit card issuing bank. While other papers have studied retention programmes such as loyalty card and reward card, there is no published study in the credit card context. Using a rich data set on nearly 5,000 customers observed over a three-year period, we are able to provide detailed insights about the efficacy of these strategies. We show that affinity cards customers and customers acquired through direct mail have longer lifetimes. We also find that reward card programmes generate customers with a shorter lifetime. Finally we re-examine the link between long-life customers and profitability and find that the relationship is weak, consistent with recent findings. 相似文献
86.
87.
A. Erinç Yeldan 《International Review of Applied Economics》1998,12(3):397-414
This paper investigates the impact of the Turkish public sector imbalances on the evolution of the economic crisis during 1990–93. A computable general equilibrium model is used. The theoretical basis of the model rests upon the structuralist/Keynesian macro foundations. Its distinguishing features entail accommodation of oligopolistic mark-up pricing rules in the industrial sectors, and endogenous solution of capacity utilisation and unemployment levels through Keynesian mechanisms of effective final demand. The results of the model underscore the importance of intra-class relations of income distribution and conflict in the evolution of price movements in the Turkish economy. It is further argued that the sources of the capitalist in the administrative interventions of the state towards protection of the capitalist and rural incomes, which would otherwise be squeezed out in favour of wage-labour in the early 1990s. 相似文献
88.
89.
Erin K. Sharpe 《Leisure Sciences: An Interdisciplinary Journal》2013,35(4):385-401
Grassroots recreation organizations are volunteer-run informal organizations that deliver sport and recreation at the local level. Using a qualitative case study approach, this study examined how the quality of experience in one community sport organization was affected by organizational capacity, or the ability of the organization to mobilize financial, human, and structural capital to fulfill its mission. While the volunteers mobilized social capital, the league experienced significant shortages of human capital including the professional competencies to meet increasingly complex administrative demands. This finding raises concerns about potential disenfranchisement of volunteers. 相似文献
90.
Milorad M. Novicevic Allison B. Duke Erin R. Holmes Jacob W. Breland Mark N. Bing 《International Journal of Human Resource Management》2013,24(3):746-761
The purpose of this article is to develop a theoretical framework for governing an organization's relationships with customers engaged as contributors to the organization's business processes (i.e. customers as quasi-employees). Based on our suggested framework, we explain how appropriate customer-centric HRM practices can support more cost-effective and accommodating adaptations in the organization's governance of its relationships with customers. We complement these propositions with practical examples illustrating how customers who take different cooperative roles will increasingly become valuable organizational assets. The collaborating customers not only provide the information necessary for the successful performance of the service exchange, but also contribute human and social capital in performing tasks that are a complement to or a substitute for employee tasks. In conclusion, we outline implications for international human resource management (IHRM), as well as future research directions for examining the relationships among customer governance, role configurations, and IHRM practices. 相似文献