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71.
The wage curve postulates that the wage level is a decreasing function of the regional unemployment rate. In testing this hypothesis, most studies have not taken into account that differences in the institutional framework may have an impact on the existence (or the slope) of a wage curve. Using a large‐scale linked employer–employee dataset for Western Germany, this article provides a first direct test of the relevance of different bargaining regimes (and of works councils) for the existence of a wage curve. In pooled regressions for the period 1998 to 2006, as well as in worker‐level or plant‐level fixed‐effects estimations, we obtain evidence for a wage curve for plants with a collective bargaining agreement at firm level. The point estimates for this group of plants are close to the ?0.1 elasticity of wages with respect to unemployment postulated by Blanchflower and Oswald. In this regime, we also find that works councils dampen the adjustment of wages to the regional unemployment situation. In the other regimes of plants that either do not make use of collective contracts or apply sectoral agreements, we do not find a wage curve. 相似文献
72.
73.
This article pursues the question whether and inasmuch theories of corporate responsibility are dependent on conceptions of
managerial freedom. I argue that neglect of the idea of freedom in economic theory has led to an inadequate conceptualization
of the ethical responsibilities of corporations within management theory. In a critical review of the history of economic
ideas, I investigate why and how the idea of freedom was gradually removed from the canon of economics. This reconstruction
aims at a deconstruction of certain axioms of neoclassical economics that hamper contemporary efforts in integrating ethics
firmly into management education. I intend to show by these deconstructive endeavors that a constructive use of the idea of
responsible freedom could correct and complement the current quantitative focus in business theory through qualitative orientations.
I argue that with the help of qualitative success criteria, the strategic integration of the tenets of both business ethics
and Corporate Social Responsibility into business practice can be advanced by further research. 相似文献
74.
PRAXIS | Magazin
Ein Treffen der Top Management Team Forschung im privaten Kreis Konferenz-Review 相似文献75.
76.
This paper addresses the welfare implications of introducing workfare into unemployment benefit policy. We consider a population composed of employed and unemployed workers and of individuals who do not seek employment. Job search behavior is unobservable, which means that voluntarily unemployed individuals can claim unemployment insurance (UI) benefits intended for unemployed workers. As a consequence, pecuniary benefit schemes underinsure workers against unemployment. We show that requiring unproductive activities (workfare) in exchange for UI benefits may generate a Pareto improvement by facilitating better unemployment insurance for workers, and we characterize the situations where this is the case. 相似文献
77.
78.
79.
Claus Weddepohl 《Economic Theory》1997,10(3):551-558
Summary. The paper presents some simulation results for a tatonnement process in a simple general equilibrium model with production.
It shows that the discrete time tatonnement process can generate periodic and chaotic paths.
Received December 14, 1994 revised version April 29, 1996 相似文献
80.
Lisbeth Claus 《Thunderbird国际商业评论》2003,45(6):729-755
This study explores similarities and differences in human resource management (HRM) in the European Union (EU). Common factors in the development of European HRM are the importance of consultation, the emergence of flexible work patterns, the role of work and the employer in the life of employees, and the introduction of the Euro. National, company, and regional factors create divergence in European HRM. National factors include societal hierarchy, different cultures and mental models, societal structure, and language. Company factors include size of companies, public versus private, and multinational or local. Regional factors differentiate along north‐south and east‐west axes. The EU had relatively little impact on HRM in terms of harmonization of labor and tax laws but had major impact on the opening up of markets to foreign competition and privatization of public sector companies. While cultural diversity remains strong, the influence of large multinational companies may lead to more regional integration in the practice of HRM. European HRM is much more comfortable operating in a polycentric mode than U.S. HRM, which seeks universality and standardization. © 2003 Wiley Periodicals, Inc. 相似文献