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101.
102.
本文的研究方法和结论能够提升中交哈大项目团队的经营业绩,成功实现中交集团内部及外部的有效沟通,促使中交集团机构重组的顺利完成。本文的相关研究成果与结论不仅对中交哈大高速铁路施工项目团队管理及激励机制的建设和完善有借鉴作用,而且对于其他建筑施工企业的项目团队管理也具有一定的参考作用。 相似文献
103.
关于构建区域合作体制的研究——以法国为例 总被引:1,自引:0,他引:1
区域公共管理理论主要从制度建设出发,强调要确保地区经济合作的顺利进展,除了要采取相应的政策措施外,更需要建立大量的制度安排来约束与引导区域经济合作的良性发展.区域合作协调机制包括政府适度干预的协调机制、区域产业政策的协调机制和区域合作的功能性协调机制等等. 相似文献
104.
105.
工程项目成本的全程控制 总被引:1,自引:0,他引:1
指出目前国内工程项目成本控制存在的问题,并根据项目的不同阶段分别介绍了成本控制应采取的措施。 相似文献
106.
Mats Alvesson Dan Krreman Andrew Sturdy Karen Handley 《Scandinavian Journal of Management》2009,25(3):253-263
Research on management consultancy usually emphasizes the role and perspective of the consultants. Whilst important, consultants are only one element in a dynamic relationship involving both consultants and their clients. In much of the literature, the client is neglected, or is assumed to represent a distinct, immutable entity. In this paper, we argue that the client organisation is not uniform but is instead (like organisations generally) a more or less heterogeneous assemblage of actors, interests and inclinations involved in multiple and varied ways in consultancy projects. This paper draws upon three empirical cases and emphasizes three key aspects of clients in the context of consultancy projects: (a) client diversity, including, but not limited to diversity arising solely from (pre-)structured contact relations and interests; (b) processes of constructing ‘the client’ (including negotiation, conflict, and reconstruction) and the client identities which are thereby produced; and (c) the dynamics of client–consultant relations and how these influence the construction of multiple and perhaps contested client positions and identities. 相似文献
107.
Joaquim Filipe Ferraz Esteves De Araújo 《Public Management Review》2013,15(2):255-269
In Portugal the EEC membership represented a major change in Portuguese Administration functioning. This article uses the new institutionalism approach and the concept of path-dependence to analyse the change in the functioning of a central directorate reponsible for industrial policy. It argues that despite the external pressures for change has altered the directorate operations, there are patterns of continuity which are path-dependent. The response to change shows institutional reproduction in traditional features which is partly due to the reluctance to change traditional methods and partly because of the routines, procedures and norms embedded in the culture. 相似文献
108.
Veronica Hope Hailey 《International Journal of Human Resource Management》2013,24(7):1126-1140
In contrast to studies of HRM and innovation within hi-tech industries or greenfield sites, this paper uses longitudinal data to analyse the attempts of two mature corporations to shift from business strategies of 'cost reduction' and 'growth by acquisition' towards organizations that compete through innovation. The case studies describe how human resource management interventions and the structure of the HR function itself are used as change levers to support the shift in business strategies. By analysing the different organizational contexts, the paper identifies the complex microprocesses that either facilitate or constrain such organizational change. Its contribution lies in considering strategies concerned with innovation in both product and sales and marketing; in tracking these change processes over time using in depth case studies; and in considering innovation as a strategic trigger for corporate renewal. 相似文献
109.
'Individualization' in personnel practices has long been considered as an essential component of 'modern' human resources management, but the empirical complexities of its definition, implementation and impact within firms have not been analysed in considerable depth. This paper adds to this analysis by reporting on research into one form of individualization - 'skill-based pay' - adopted in different sectors in France. The crucial institutional context for this adoption is explained and then it is shown how different models of skill-based remuneration have emerged as a result of both sectorial contingencies and specific industrial relations processes. 相似文献
110.
Stephen T.T. Teo 《International Journal of Human Resource Management》2013,24(1):89-105
This study examines the effectiveness of the strategic human resource management (HRM) function performed by the corporate human resource department of an Australian public-sector entity, before and after its corporatization. Multiple methods (including a survey of senior managers and semi-structured interviews) were used to collect the data. Despite an improvement in the overall level of strategic integration between HRM and strategic management, the rating of strategic HRM role effectiveness remained low. The results indicate that the strategic HRM function, as a corporate headquarters function, was more effective in its administrative role than in a value-adding function. The difficulty in balancing the dual roles of a corporate headquarter unit, together with the challenges of becoming a strategic business partner to line managers, provided the major impediments to effective strategic HRM. 相似文献