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101.
Cross‐cultural researchers have recently argued the need to develop frameworks that can help a diversity of individuals overcome obstacles to work together productively. This study proposes that a co‐operative, compared to a competitive and an avoidance, approach to managing conflict can strengthen relationships between foreign managers and Chinese employees. These relationships in turn facilitate trust and job commitment. Using the critical incident technique, Chinese employees from mainland China were interviewed on their interactions with their American and Japanese managers. Results support the hypotheses that co‐operative, but not competitive or avoidance, conflict management helps employees and their managers develop quality relationships and strengthen trust and commitment. Co‐operative conflict management may be an important way to overcome obstacles and develop e fective relationships within and across cultural boundaries. 相似文献
102.
We analyse whether estimated multiplier effects are systematically higher if the economy suffers a downturn. For that purpose, we conduct a meta‐regression analysis on a unique data set of 98 empirical studies with more than 1800 observations on multiplier effects and control for regime‐dependence of the multiplier. We find that spending multipliers are much higher (by about 0.7–0.9 units) during a downturn. Tax multipliers are not sensitive to the economic regime, and generally lower than spending multipliers. Finally, for all spending categories other than government consumption, the multiplier significantly exceeds one during downturns. 相似文献
103.
Thomas Garavan Alma McCarthy Yanqing Lai Kevin Murphy Maura Sheehan Ronan Carbery 《Human Resource Management Journal》2021,31(1):93-119
Drawing on systems theory, we conducted a moderated meta‐analysis of the training and organisational performance relationship using 119 primary studies. We examined the moderating effects of quality versus quantity of training, time, institutional and organisational context factors in the relationship between training and organisational performance. Our findings reveal that training is positively and directly related to organisational performance with no statistically significant difference between measures of training quality and quantity. We found that the relationship was stronger over time and that country performance orientation and country labour cost moderate the training and organisational performance relationship. We found no evidence for the moderating effects of the three organisational context moderators we examined (i.e. industry sector, organisational size and technology intensity). Finally, our results reveal that training type (i.e. general or firm‐specific) does not moderate the training and organisational performance relationship. 相似文献
104.
裴瑱 《上海立信会计学院学报》2006,20(5):92-96
服务贸易已成为影响各国经济发展的重要力量,也成为衡量一国国际竞争力的一项重要标准。作为发达国家的美国和发展中国家的印度,在服务贸易发展中,政府发挥了非常重要的作用,对中国具有有益的启示。 相似文献
105.
Most studies of human resource management (HRM) have been conducted within the context of the single employing organization, which is strange given the recent growth in multi‐employer networks. In this study, the authors examine whether alignment, integration, and consistency—concepts central to or implicit in most analyses of HRM—has meaning and relevance in the multi‐employer context. They focus specifically on networks in which collaboration is intended to deliver high levels of product quality or customer service, precisely where one might expect employers would be attracted to “strong” HRM systems. Data was collected via interviews and document analysis in four networks, spanning both the public and private sectors in the United Kingdom. Despite a set of potentially favorable conditions within these networks to promote alignment, integration, and consistency, implementation was impeded by other equally powerful forces, including differences in employer goals within networks, especially between public and private sector organizations; intraorganizational tensions within internal labor markets for organizations involved in networks; using divergent HR policies between organizations within multi‐employer networks; and contradictions between the pursuit of “among employee” or “temporal” consistency for workers. Rather than prescribing a one‐size‐fits‐all solution for these problems, it is argued that detailed analysis of each network is necessary. ©2011 Wiley Periodicals, Inc. 相似文献
106.
随着我国近几年来经济高速增长,产业结构的不断优化升级,在国际贸易问题上也遇到了许多新的问题。本文将以我国近年来我国制成品贸易以及我国商品贸易条件为研究对象,分析现阶段我国制成品贸易受商品贸易条件恶化和收入贸易条件变化改善的影响,同时对未来两年的商品贸易条件和收入贸易条件以及制成品的出口变动情况进行分析与预测。 相似文献
107.
Jeremy Galbreath 《Business Strategy and the Environment》2018,27(6):742-756
Following the attention‐based view of the firm (ABV), boards of directors’ link to corporate sustainable development (CSD) could be dependent upon certain attention structures: valuation of environmental stimuli, rules of the game and the players. Studying a sample of large Australian firms, the findings indicate that the proposed attention‐directing structures do appear to be linked to CSD in a manner consistent with the ABV. Specifically, creating awareness through scanning efforts links boards to CSD. Stakeholder debate, as a boardroom rule, is also significantly associated with CSD. Furthermore, as a so‐called ‘player’ on the board, women directors have a moderating effect on the relationships between environmental scanning, stakeholder debate and CSD. The findings are discussed along with limitations and directions for future research. Copyright © 2018 John Wiley & Sons, Ltd and ERP Environment 相似文献
108.
This study investigates the antecedents and consequences of organization‐level inclusion climate. A national sample of human resource decision‐makers from 100 organizations described their firms' formal diversity management programs; 3,229 employees reported their perceptions of, and reactions to, their employers' diversity management. Multilevel analyses demonstrate that identity‐conscious programs (programs that target specific identity groups) generate an inclusion climate. Moreover, the analyses provide evidence of multilevel mediation: In organizations with an inclusion climate, individual employees perceive the organization as fulfilling its diversity management obligations and respond with higher levels of affective commitment. This study represents an important step toward understanding how a shared perception of organizational inclusiveness develops and how inclusion climate facilitates the achievement of diversity management objectives. The findings also shed light on the important role of identity‐conscious programs in promoting organizational commitment within a diverse workforce. 相似文献
109.
Simon Thomas Robert Repetto Daniel Dias 《Corporate Governance: An International Review》2007,15(3):421-426
This paper introduces a new measure, based on a study by Trucost and Dr Robert Repetto, combining external environmental costs with established measures of economic value added, and demonstrates how this measure can be incorporated into financial analysis. We propose that external environmental costs are relevant to all investors: universal investors are concerned about the scale of external costs whether or not regulations to internalise them are likely; mainstream investors need to understand external costs as an indication of future regulatory compliance costs; and SRI investors need to evaluate companies on both financial and social performance. The paper illustrates our new measure with data from US electric utilities and illustrates how the environmental exposures of different fund managers and portfolios can be compared. With such measures fund managers can understand and control portfolio‐wide environmental risks, demonstrate their environmental credentials quantitatively and objectively and compete for the increasing number of investment mandates that have an environmental component. 相似文献
110.
文中通过回顾之前对物流能力所作的研究及相关理论背景的基础上,认为物流企业战略匹配能力是企业物流能力的一个重要方面,并做了简单的探讨分析,丰富了对物流企业能力的研究。 相似文献