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11.
组织职业生涯管理作为激励员工的有效途径,具有多重激励机制。主要表现在:提高员工角色扮演能力、满足员工个性化需要、保证员工公平权、帮助员工明确目标、增强员工可雇佣能力等方面。组织职业生涯管理的多重激励机制分析对我国现阶段人力资源开发具有一定的启示。  相似文献   
12.
    
Research collaboration has become an important characteristic of contemporary academia and is of prime importance for the academic career opportunities of young scholars. For the purposes of this study research collaboration is a formal manifestation of intellectual collaboration in scientific research and involves the participation of two or more authors in the production of a joint publication. The paper reports the findings of a quantitative online survey sent to tourism scholars to explore their career and collaboration patterns in co-authored publications in tourism research. The results indicate that there are divergent perspectives on research collaboration and that collaboration characteristics change as scholars progress through their careers. The paper proposes a research career lifecycle to explain the patterns in tourism research collaboration.  相似文献   
13.
As a method of investigating complex socially relevant phenomena, transdisciplinary research (TDR) is gaining increasing centrality as a model of knowledge production. However, it is being discouraged by a scientific reward system based on disciplinary logic. The disincentive is even stronger for junior scholars who should be developing the capabilities necessary for achieving long-term scientific excellence.Building on theories of the coordination of scientific communities and using the case of a research center of Kyoto University investigating the boundary between cell and material sciences, we aim to disentangle the interplay between institutional incentives and intrinsic motivation in the prioritization of TDR over monodisciplinary research.We find that, despite strong interest in TDR among scientists and the center's mission to promote this orientation, only a minority of scientists prioritize this approach. Choice of research strategy is associated with its perceived benefits for idea generation, publication opportunities, intellectual effort required, the costs of team coordination, and satisfaction with organizational resources. Furthermore, the propensity to prioritize TDR drops among scientists beginning their careers.Therefore, we recommend the development of evaluation schemes grounded in activity-based measures and the granting of permanent positions to scientists pursuing TDR.  相似文献   
14.
    
This article explores the career capital of expatriates, differentiating between self-initiated expatriates (SEs) and company assigned expatriates (AEs). Previous research has considered issues such as individual background variables, employer and task variables, motives, compensation, and repatriation. The present study adds new perspectives related to the development of career capital. The article uses a survey of more than 200 Finnish expatriates to explore these concepts in relation to international work experiences; finding considerable similarities and some differences in the development of career capital of those sent on an expatriate assignment by an organization, and those having a self-initiated expatriate experience.  相似文献   
15.
上市公司财务困境的回归预测   总被引:1,自引:0,他引:1  
金忻  王大伟 《价值工程》2005,24(6):99-102
在合理选择财务指标的基础上,利用因子分析计算个体综合因子得分,并在综合因子得分与财务指标之间建立回归预测模型;最后,择取2003年“财务状况异常”的上市公司来检验模型的合理性,证明了模型对陷入财务困境的公司有较高的预测准确性。判断财务困境的回归模型引入和其较方便的操作性,可以使证券市场及时发现财务失败公司,市场监管者可以减少公司违规、违法的监督成本,证券投资者可以缩小择股范围、加大投资的准确性。同时,通过上市来融资的股份公司也可以利用其预警作用,提前采取对策,防止出现因财务进一步恶化而被退市的命运。  相似文献   
16.
    
We examine the effect of corporate social responsibility (CSR) quality ratings on the financial distress levels of Chinese enterprises by using the previously unexplored new China-specific Altman ‘ZChina Score’ in the context of CSR and data from 749 firms over the 2009–2014 period. First, we find that CSR quality ratings significantly reduce Chinese firms’ distress levels. Second, we find that the ability of CSR to reduce distress levels in non-state-owned Chinese firms is higher than state-owned ones. Finally, we find similar results when we divide the data into high-low CSR ratings and levels of distress. Our results are robust to potential endogeneities.  相似文献   
17.
利用职业生涯考虑模型,分析了中国地方政府官员的激励机制。研究发现,地方政府官员在职业生涯的前期会选择努力工作,树立工作能力强的声誉;而在职业生涯的后期,地方政府官员的能力已经被上级政府了解,晋升无望的地方政府官员没有了工作的动力。领导干部终身制会产生激励不足,而官员的任期制解决了地方政府官员努力不足的问题。  相似文献   
18.
    
In this paper, we examine the career histories of the chief executive officers (CEOs) affiliated with the 500 largest organizations in Europe and the 500 largest in the United States. Our purpose is to determine whether frequent career moves across employers, a phenomenon we label an “external labor market strategy,” brings greater career rewards than moves inside the same organization. The results reveal that an external labor market strategy is negatively related to career success. On both continents, CEOs who have spent a smaller fraction of their career in their current organization or have changed employers more often have taken a longer time from the start of their career to be promoted to the most influential corporate positions. The labor market institutions in the 22 countries sampled do not influence the relationship between an external labor market strategy and career success, while the specific geographic region in which the employers are located has a limited impact on this relationship. © 2009 Wiley Periodicals, Inc.  相似文献   
19.
本文阐述了职业弹性的内涵,分析了职业弹性的结构,从职业弹性的测量方法、影响因素及其作用三个方面对职业弹性的研究现状进行了综述,并提出了今后研究的方向。  相似文献   
20.
西方职业生涯成功的研究主题主要集中在3个方面:一是职业生涯成功的衡量标准;二是职业生涯成功的结构与机制;三是职业生涯成功的管理保障。西方职业生涯成功的研究虽取得了丰富的成果,但受时代与环境变化的影响,也面临众多的问题。本文基于近年来的文献,分别从以上3方面介绍西方职业生涯成功的研究进展,分析了研究中存在的问题,最后总结了未来的研究方向。  相似文献   
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