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41.
Many studies have focused on internationalization, with few shedding light on de-internationalization. In this article, we contended that de-internationalization is common in a world of matured globalization, yet it remains underexplored. We sought to build on the seminal articles on de-internationalization by extending our understanding of the concept from a voluntary to an involuntary perspective. In particular, we used intellectual property rights as an institutional coercive dimension and set theory as a discerning mechanism to enrich our understanding of de-internationalization. Our article, which demonstrates the multi-faceted conditions of de-internationalization, should benefit formal institutions and policy makers in developing a greater understanding of the relationship between public policies and focal firms' decisions to de-internationalize. We also hope that our article will contribute to greater visibility of de-internationalization and make the concept more approachable to our international business audience. 相似文献
42.
Josefa Henriquez Marica Iommi Thomas McGuire Emmanouil Mentzakis Francesco Paolucci 《The Journal of risk and insurance》2023,90(1):33-57
Risk equalization schemes, which transfer money to/from insurers that have above/below average risks, are a fundamental tool in regulated health insurance markets in many countries. Risk sharing (the transfer of some responsibility for costs from a plan to the regulator or the overall insurance market), are an additional method of insulating insurers who attract higher-than-average risks. This paper proposes, implements and quantifies incorporating risk sharing within a risk equalization scheme that can be applied in a data-poor context. Using Chile's private health insurance market as case study, we show that modest amount of risk sharing greatly improves fit even in simple demographic-based risk equalization. Expanding the model's formula to include morbidity-based adjustors and risk sharing redirects compensations at insurer level and reduces opportunity to engage in profitable risk selection at the group level. Our emphasis on feasibility may make alternatives proposed attractive to countries facing data-availability constraints. 相似文献
43.
Many US adults do not get enough daily physical activity. To change behavior, governments and other agencies design marketing messages encouraging more physical activity. A lab experiment draws on Regulatory Focus Theory to examine health communication's persuasive effects on physical activity. This study identifies gender differences in chronic regulatory focus and shows that congruence between message regulatory focus and the message recipient's gender is effective, particularly for males. Results also show that emotions mediate regulatory fit effects on intentions. Further, chronic regulatory focus mediates these effects on emotions. Results inform implications for theory as well as for practitioners who design health-marketing messages. 相似文献
44.
《Journal of Strategic Marketing》2012,20(3):292-301
Brand building has been studied from a marketing perspective for ages. Through this case study, we explain how Harley Davidson leveraged cult branding as a grand strategy and not a mere marketing strategy for its successful turnaround. Further, it is explained that it was fit amongst various human resources, operations, marketing, finance and distribution strategies with cult brand strategy, which made the turnaround of Harley Davidson successful. Our study hence throws light on the ‘strategic fit’ aspect between grand and functional strategies, an important criteria which is often overlooked, especially in turnaround management. 相似文献
45.
Communicating a company's positive impact on society—Can plausible explanations secure authenticity?
Organizations could prosper by delivering products and services that make society a better place. However, they face the challenge of successfully communicating what they contribute to society, especially if their contributions are closely related to their core business activities. The thin line between genuine societal engagement and the pursuit of profitability may feed society's increasing skepticism about the genuineness of organizations' care for societal issues. This study addresses the question of how a for-profit organization can successfully communicate what it intends to contribute to society while still coming across as authentic. If customers can explain the organization's envisaged societal contributions in terms of characteristics of the organization, they can see more clearly how its contributions fit the organization and will perceive the organization as more authentic. Perceived authenticity, in turn, increases customer loyalty and perceived fit enhances stakeholders' attitudes toward the organization's societal engagement. 相似文献
46.
47.
《International Business Review》2014,23(1):293-302
This study draws on the cultural fit hypothesis to examine interactive effects of host country context and four (Multicultural Personality Questionnaire) expatriate personality traits – Cultural Empathy, Social Initiative, Emotional Stability, and Open Mindedness – on job satisfaction. The cultural fit hypothesis maintains that it is not only the expatriate personality traits per se, but the cultural fit between expatriate personality traits and host country cultural values, norms, and prototypical personality traits that predict expatriate adjustment in host countries (Searle & Ward, 1990). Providing partial support for the cultural fit hypothesis, data derived from 191 expatriates in Brazil and Japan shows that the importance of two personality traits varies in these countries. Specifically, expatriates with high Cultural Empathy were more satisfied with their jobs in Japan than in Brazil, whereas Social Initiative was more important for expatriates in Brazil. 相似文献
48.
Caren Klingbeil Thorsten Semrau Mark Ebers Hendrik Wilhelm 《Journal of Management Studies》2019,56(5):929-965
Situated in the context of academia, this study integrates ideas from institutional theory, person‐environment fit theory and leadership research to conceptualize and examine the cross‐level link between the organizational‐level institutional logic of research commercialization and the entrepreneurial intentions of researchers. Multi‐level analyses based on a sample of 254 researchers working for 85 research group leaders in 49 German research institutes reveal that two distinct attributes of research group leaders – that is, their track records of entrepreneurial behaviour and their entrepreneurial intentions – play a significant role in transmitting the organizational‐level logic to the individual level. We also observe a complementary interaction between organizational‐level commercialization logic and the entrepreneurial track records of leaders. We discuss how these findings advance our understanding of science commercialization through academic entrepreneurship and how they inform institutional theory and theory development in other domains of entrepreneurship research. 相似文献
49.
Ning Wu Kim Hoque Nicolas Bacon Juan Carlos Bou Llusar 《Human Resource Management Journal》2015,25(4):408-423
This article draws on the Organisational Growth and Development (OGD) life cycle model to explore the relationship between high‐performance work systems (HPWS) and performance in firms of different size, thereby extending understanding of congruence or ‘best fit’ theory within strategic HRM debates. With reference to management control theory, economies of scale and the availability of specialist managerial skills, the article hypothesises that while an HPWS–performance relationship might exist in small, medium‐sized and large firms, the relationship will be stronger in large firms than in both small and medium‐sized firms, and stronger in medium‐sized firms than in small firms. Analysis of data from the British Workplace Employment Relations Survey demonstrates, however, that there is no association between HPWS and workplace performance in medium‐sized firms, in contrast to the positive relationship between HPWS and performance found in large firms and between HPWS and labour productivity in small firms. 相似文献
50.
Young K. Chang Won-Yong Oh Jake G. Messersmith 《International Journal of Human Resource Management》2013,24(19):3738-3756
The purpose of this study is to examine the role of high-performance work practices (HPWPs) in helping to translate corporate social performance (CSP) into corporate financial performance (CFP). We employ arguments from the behavioral view of human resource management to highlight the vertical connection between a firm's proclivity for CSP and the management practices it adopts. Furthermore, we examine the moderating influence of HPWPs on the CSP–CFP linkage. Results suggest that HPWPs moderate the relationship between CSP and financial outcomes, and suggest that human resource practices may play an important role in enhancing a positive CSP–CFP relationship by helping to vertically align the behaviors of employees with the values and orientation of the organization. 相似文献