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41.
《Journal of Retailing and Consumer Services》2014,21(2):185-191
This study extends our understanding of flattery and consumers’ use of persuasion knowledge in the retail context by addressing the role that negative evaluations from a salesperson play on consumer's perceptions of store agent trustworthiness. Across two experiments, our findings show that a negative salesperson remark along with a positive remark reduces the client's use of persuasion knowledge therefore enhancing the client's perception of the salesclerk's trustworthiness. Additionally, we found a boundary condition of this effect: the price of the target product. Finally, perceptions of salesperson trustworthiness mediated the effect of the remarks on behavioral intentions. 相似文献
42.
Erdogan Koc Gonca Akkoyunlu Bozkurt 《International Journal of Hospitality & Tourism Administration》2017,18(4):459-473
This study aims to explore the relationship between future expectations of Turkish hotel employees and employee burnout. A survey with 260 hotel employees across Turkey measured whether employees expected their current levels of stress to increase or decrease in future. Those employees who showed signs of burnout syndrome were the ones who expected their current levels of stress to increase in future. The demographic factors such as age and education also related to stress and satisfaction levels of the employees. The findings point out that hotel employees tend to be more satisfied with their jobs at the beginning of their careers, in spite of the higher levels of perceived stress. The study has significant implications for human resource management activities and organizational climate. 相似文献
43.
《Journal of Retailing》2015,91(2):358-369
The increasing product commoditization and price transparency afforded by online retail channels have left many brick and mortar stores bearing the costs associated with being used as a physical showroom without reaping the rewards of the final sale. As customers continue to take advantage of retail stores to gather information and turn to competing channels for purchasing, the role of the retail salesperson has shifted and retailers have been left without a clear understanding of how to manage this change in the retailing landscape. In this research, we first define “showrooming” – and investigate individual (i.e., salesperson)-level experiential consequences of perceived showrooming. We find negative relationships between perceived showrooming and salesperson self-efficacy and salesperson performance, which are positively moderated by salesperson coping strategies and cross-selling strategies. Our findings suggest that the negative effects of showrooming can be combated though specific salesperson behaviors and strategies. Further, exploratory findings at the store level reaffirm a negative relationship between perceived showrooming behaviors and performance. Finally, we discuss the theoretical and practical implications of our findings and offer specific managerial actions to address showrooming. 相似文献
44.
This study investigates the timely, yet academically unexplored, topic of travel burnout. The study explores the return journeys of pilgrim-tourists from Iran to Pakistan during COVID-19 pandemic and contextualizes travel burnout as a negative emotional state placed in the existing theoretical streams. The conservation of resources theory (Hobfoll, 1989; 2004) provided theoretical support to guide current study's research agenda. On the basis of a qualitative grounded theory research design, 47 in-depth interviews of pilgrim-tourists were conducted. Travel burnout emerged as a multidimensional concept comprising 3 core dimensions, i.e., low tourist self-efficacy, travel exhaustion and emotional maladaptation. Travel burnout anchors emerged as those factors that facilitated preservation of the tourists' resources when travel circumstances became beyond their regulation. The results pave the way for a more theoretically sound conceptualization of travel burnout. For destination marketing organizations, various avenues are identified that need attention to alleviate the tourist concerns that lead to burnout. 相似文献
45.
职业倦怠是指由职业压力引起的心身极度疲惫为标志的综合反应,护士作为与身心失衡的患者最频繁接触的群体,本文主要是探讨护士职业倦态与心理健康的关系。 相似文献
46.
彭姣飞 《湖南经济管理干部学院学报》2011,(5):139-141
通过对湖南导游人员进行的调查,采用人口统计学因素分析导游人员的职业倦怠现状以及产生职业倦怠的原因。其结果表明:从总体上讲,导游人员存在明显的职业倦怠现象。从人口统计学变量分析,性别、婚姻状况与职业倦怠显著相关,年龄与导游人员职业倦怠部分相关,学历与导游人员职业倦怠不相关。 相似文献
47.
有关研究表明当今企业中的绝大多数员工在职场中会产生工作倦怠,在界定企业生态环境内涵的基础上,从软环境与硬环境两个视角具体分析企业生态环境对组织员工工作倦怠的具体影响,进一步提出消除或缓解员工工作倦怠的应对策略,从而提升员工个体乃至组织的整体工作绩效。 相似文献
48.
近年来,工作场所中欺负问题逐渐成为工作和健康心理学研究的热点,受到西方很多研究者的关注,但我国对该问题的关注较晚。通过工作场所欺负对员工职业倦怠作用机制的实证分析,得出的主要研究结论有:工作场所欺负与职业倦怠、情感耗竭、人格解体以及个人成就感低显著正相关,工作场所欺负能够显著预测职业倦怠水平、情感耗竭水平、人格解体水平和个人成就感水平;工作满意度在工作场所欺负与职业倦怠之间存在着中介作用;人格主动性在工作场所欺负与职业倦怠之间并不存在调节作用。 相似文献
49.
陈云华 《福建行政学院福建经济管理干部学院学报》2008,(4)
对我国公务员职业倦怠程度高存在的社会、职业、个人、体制等原因进行粗浅分析,并基于原因在社会意识层面和公务员管理体制层面提出相应的解决对策。 相似文献
50.
Sari Mansour 《International Journal of Human Resource Management》2013,24(16):2399-2430
AbstractThis study examines how the need for family friendly practices contribute in increasing the effects of work–family conflict (WFC) and family–work conflict (FWC) on job stress, burnout, and intention to leave in the hotel industry in Quebce (258 staff). The essential results indicate that the perception of a need for childcare moderates the relationship between FWC, job stress, and burnout. Also, employees wanting to have a compressed workweek and part time measures are exposed to more stress related to WFC/FWC. Finally, the four measures can constitute resources passageways in order to reduce the work-family interference, job stress, burnout and therefore the intention to leave. Theoretically, he results extend this line of theorizing by highlighting the importance of subjective needs for family friendly policies, as ‘resource caravan passageways’, in the work–family interface and job outcome processes. The perception of a desire or need for these measures offers a new understanding of these practices. Practically, identifying who is more sensitive to family friendly measures would enable organizations or employers to allocate supportive resources more adequately by targeting those employees who are most in need of such practices. 相似文献