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Matrix games with fuzzy payoffs have spread itself nowadays in diverse fields. Fuzzy game theory with triangular type-1 fuzzy numbers are visited more by researchers. In this paper, we consider matrix games with payoffs as triangular type-2 intuitionistic fuzzy numbers, i.e., Triangular Type-2 Intuitionistic Fuzzy Matrix Game (TT2IFMG) as a new and rare concept. A new ranking function is used to get relevant solutions of TT2IFMG. We are living in times of unprecedented scientific-technical advancement, yet facing several critical global problems that threaten human welfare and our ecosystem. Water management, a burning problem of the Earth now-a-days, is treated here under the scanner of TT2IFMG environment where we discuss some policy-management toward the free and fair accession of water against its limited resources. 相似文献
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Candace C. Nelson William Shaw Michelle Robertson 《Employee Responsibilities and Rights Journal》2016,28(4):209-223
There is a broad literature linking social support to health, which includes evidence that social support from supervisors is positively associated with worker health. In addition, once workers experience a health concern, supervisors may play a key role in supporting workers, keeping them on the job despite health issues. However, there are few studies that investigate the day-to-day strategies supervisors utilize to support their workers and help them stay on the job despite health concerns. The study presented in this paper addresses this gap. Thirty-two supervisors from three companies were interviewed about their experiences supporting and accommodating skilled workers during flare-ups of a health condition. A grounded theory approach was used to analyze the text data and identify themes. Three key themes emerged from the data: 1) workplace policies provide the structure for mutual problem solving; 2) communication skills and existing relationships increase supervisor effectiveness; and 3) strategies were aimed at individual, interpersonal, and institutional supports. Supervisors regularly interact with workers to support and accommodate episodes of illness or pain. While supervisors employ novel and effective strategies, there is an opportunity to improve the range of strategies, better understand and utilize company policies, and facilitate appropriate communication about worker health concerns. 相似文献
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Testing measurement invariance using multigroup CFA: differences between educational groups in human values measurement 总被引:1,自引:0,他引:1
Holger Steinmetz Peter Schmidt Andrea Tina-Booh Siegrid Wieczorek Shalom H. Schwartz 《Quality and Quantity》2009,43(4):599-616
This article applies the testing procedures for measurement invariance using multigroup confirmatory factor analysis (MGCFA).
It illustrates these procedures by investigating the factorial structure and invariance of the Portraits Value Questionnaire
(PVQ, Schwartz et al.: J. Cross Cult. Psychol. 32(5), 519–542 (2001)) across three education groups in a population sample (N = 1,677). The PVQ measures 10 basic values that Schwartz postulates to comprehensively describe the human values recognized
in all societies (achievement, hedonism, self-direction, benevolence, conformity, security, stimulation, power, tradition
and universalism). We also estimate and compare the latent means of the three education groups. The analyses show partial
invariance for most of the 10 values and parameters. As expected, the latent means show that less educated respondents attribute
more importance to security, tradition, and conformity values. 相似文献
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We estimate the economic value of mortality risk in China using the compensating-wage-differential method. We find a positive
and statistically significant correlation between wages and occupational fatality risk. The estimated effect is largest for
unskilled workers. Unemployment reduces compensation for risk, which suggests that some of the assumptions under which compensating
wage differentials can be interpreted as measures of workers’ preferences for risk and income are invalid when unemployment
is high. Workers may be unwilling to quit high-risk jobs when alternative employment is difficult to obtain, violating the
assumption of perfect mobility, or some workers (e.g., new migrants) may be poorly informed about between-job differences
in risk, violating the assumption of perfect information. These factors suggest our estimates of the value per statistical
life (VSL) in China, which range from approximately US$30,000 to US$100,000, may be biased downward. Alternative estimates
adjust for heterogeneity of risk within industry by assuming that risk is concentrated among low-skill workers. These estimates,
which are likely to be biased downward, range from US$7,000 to US$20,000.
相似文献
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