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71.
豪斯综合激励模型在缓解辅导员职业倦怠中的运用 总被引:1,自引:0,他引:1
郭玉琼 《沈阳工程学院学报(社会科学版)》2009,5(1)
职业倦怠作为一种负面因素已经在高校辅导员中出现,并且伴有产生周期越来越短、程度越来越深、范围越来越广的趋势.在分析辅导员职业倦怠状况的基础上,以豪斯综合激励模型为工具;讨论了提高激励水平以调动辅导员积极性,从而缓解辅导员职业倦怠的方法. 相似文献
72.
本文通过对职业倦怠的认知,提出了解决高校馆员职业倦怠的一些对策。阐述了馆员职业倦怠的危害性,分析了高校馆员产生职业倦怠的原因。 相似文献
73.
William R. Swinyard 《International Review of Retail, Distribution & Consumer Research》2013,23(4):488-503
This paper examines the effect of shopper mood and salesperson credibility in a retailing context. It predicts that shoppers in good moods will respond positively to a high-credibility salesperson but not a low-credibility one. Using a three-way full-factorial experimental design, this notion is supported. Credible salespeople are found to have a positive effect on shoppers in good moods, but not bad moods, with respect to salesperson evaluations, to purchase intentions and to intentions to seek out the salesperson in subsequent shopping. 相似文献
74.
《Journal of Human Resources in Hospitality & Tourism》2013,12(1):45-64
ABSTRACT Employees are vital for enhancing customer satisfaction and loyalty in service organizations because their proactive involvement is an essential part of delivering the services offered. With the recent rapid growth of tourism in the Macau SAR, service employee workloads are clearly increasing, and consequently one would expect that the incidence of job burnout is rising. This study uses the well-known Maslach Burnout Inventory (MBI) to investigate the relationship between service employees' burnout and their willingness to deliver quality services. Self-administered questionnaires from 110 operational staff in three hotels in Macau have been analyzed. The results indicate that job burnout reduces staff's willingness to deliver quality services and that this effect is moderated by individual staff's level of affective organizational commitment, and their perceptions of the extent of organizational and supervisor support provided by the organization. Based on these results, practical managerial strategies to improve service performance are identified. 相似文献
75.
76.
Previous research on call centers has demonstrated that human resource (HR) practices can be related to employee stress; however, these studies did not examine the linking mechanisms underlying these associations. Using the job demands–control (JD‐C) model as a theoretical framework, we examine perceived job demands (namely, emotional dissonance and quantitative demands) and autonomy as potential mediators in the relationship between HR systems and burnout (exhaustion and cynicism). We distinguish between HR control systems, which include performance monitoring practices, and HR involvement systems, which include training, participation, and performance‐related pay. This study samples 811 employees working in 11 call centers. Our findings support the idea that HR systems can help reduce burnout in call centers by verifying that HR control systems associated with more emotional dissonance and less autonomy increase burnout. On the other hand, an HR involvement system decreases workers' burnout because it alleviates the job demands of emotional dissonance and quantitative demands. This study fills a gap in the literature between HR systems and burnout by demonstrating the role job demands and autonomy play in explaining how HR systems improve or decrease workers' exhaustion and cynicism. © 2010 Wiley Periodicals, Inc. 相似文献
77.
中年期员工工作倦怠问题越来越引起人们的关注,中年期员工年富力强,精明能干,但另一方面,他们又充满沮丧、困惑和倦怠。生活的压力、知识老化、工作与个人兴趣不一致以及企业对中年期员工缺乏有效的职业规划等是中年期员工职业倦怠的原因。因此,企业要从建立完善的职业规划、在公司范围转变职业道路、担任新员工的导师、提供新的培训四个方面进行中年期员工人力资本管理,重振中年期员工工作活力。 相似文献
78.
针对配电网系统中,配电变压器烧坏的主要原因进行分析,提出了相应的防范措施,为防止配电变压器发生烧毁提供鉴戒。 相似文献
79.
吕英 《西安财经学院学报》2014,(3):23-27
文章采用Maslach&Jackson职业倦怠量表MBI设计了酒店一线员工职业倦怠量表,采用多元回归分析检验酒店一线员工职业倦怠与员工离职倾向之间的相关关系,采用独立样本T检验和单因素方差分析检验职业倦怠、离职倾向在人口统计学变量上的差异。结果显示,情绪耗竭、去人格化和个人成就感低落与离职倾向存在正相关关系;除学历外,不同性别、年龄、所属部门、工作年限一线员工职业倦怠与离职倾向程度存在显著性差异。因此,文章提出酒店应实行导师制,加强对员工职业倦怠情绪的疏导、强化人文关怀、重视激励和实施差异化管理。 相似文献
80.
Avi Silbiger Ayala Malach Pines 《International Journal of Human Resource Management》2013,24(8):1170-1183
With rapid globalization, multinational firms are sending a growing number of employees on foreign assignments. A growing body of research attests to the interest in the stress experienced by these expatriates. The current study focused on a subject rarely addressed in expatriate stress research, namely burnout. Its goals were to demonstrate: (1) the relevance of burnout to expatriates; (2) the difference between stress and burnout; (3) the role played by the perceived importance of expatriates' work; (4) the relevance of existential theory as a theoretical backdrop. The study included 233 Israeli expatriates who responded to a questionnaire. Findings revealed high level of stress, low level of burnout and very high perceived work importance. Hierarchical regression showed that importance moderated the effect of stress on burnout. There were differences between the correlates of stress and burnout, especially work importance, which was negatively correlated with burnout and positively correlated with stress. 相似文献