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11.
我国国际保理法律机制探究   总被引:2,自引:0,他引:2  
尹利剑 《经济经纬》2005,(5):154-156
我国办理国际保理的规模尚小。国际保理业务的一些通行做法与我国国内法律环境“不兼容”是影响其发展的关键因素。笔者在探究了由我国《合同法》确立的商事债权让与制度的基础上,分析以此制度作为我国国际保理的法律规范不能完全适应保理实务和国际惯例的要求。其中对未来发生应收账款债权转让的效力、禁转约定的抗辩、隐蔽性保理在我国法律体系下所遭遇的不适及就应收账转让引起的权利冲突等问题,进行了详细的论述,并提出了相应的立法修正原则。  相似文献   
12.
This paper examines the role of managerial judgment in forming a final forecast, or judging the achievability of a critical level of sales, when multiple forecasts or opinions are available to the decision maker. Several factors that can help improve the quality of human intervention are identified and incorporated in a decision aid. Experimental results show that aided combination can help the decision maker exploit her relevant private information and mitigate the generally observed negative effects of human intervention. Further, the results suggest that emphasizing expected sales, even when the organization is primarily interested in go/no-go decisions, helps improve performance. Several suggestions for future research are presented.

相似文献   

13.
In Korea, regulators could assign auditors to firms. We investigate the relationship among audit fees, mandatory auditor assignment, and the joint provision of non-audit and auditor services in Korea. We find that assigned auditors charge significantly higher audit fees than freely selected auditors. We also find that the joint provision of non-audit and audit services does intensify the relation between auditor assignment and audit fees. Combined with the results of other studies that have shown that firms audited by assigned auditors report smaller amounts of discretionary accruals than firms audited by freely selected auditors, our results suggest the possibility that mandatory auditor assignment may improve auditor independence.  相似文献   
14.
This study integrates social information processing theory with leadership and climate literature, and aims to produce novel theoretical insights into whether and how spiritual leadership and task uncertainty foster conditions to enhance meaningfulness climate and subsequent team effectiveness in China. Team effectiveness was operationalized as team performance and team organizational citizenship behavior (OCB). Based on data collected at three time points over 12 months from multiple sources of 123 teams in China, we found that spiritual leadership was positively related to team performance and team OCB through meaningfulness climate. Further, the relationship between spiritual leadership and meaningfulness climate was stronger for teams with high task uncertainty than teams with low task uncertainty.  相似文献   
15.
This study constitutes a novel application of network analysis to explore the underlying mechanisms of tourist attraction network informed by tourist flows. Using survey data collected from a sample of 456 tourists visiting Xinjiang, China, the study applies the Quadratic Assignment Procedure (QAP) to test the relationships between region proximity, grade proximity, and tenure proximity, and the attraction network determined by tourists' free choice movements. Results show that while region proximity and tenure proximity among major attractions in a destination were positively related to attraction network, grade proximity was negatively related to the attraction network, indicating that same grade attractions were mostly competing with one another for tourists. The study contributes to the methodological development of social network analysis in tourism and advances understanding of demand-driven network relationships among tourist attractions in a destination. Destination management implications are discussed.  相似文献   
16.
毕超 《价值工程》2014,(8):276-277
《运输作业》是物流服务与管理专业系列课程中的重要内容之一,该课程体现企业工作岗位与课程任务相对接,工作过程与教学过程相对接,以任务驱动为手段,力争把学生培养为技能型物流人才。  相似文献   
17.
王庚 《价值工程》2015,(21):60-61
本文以新疆塔什店矿区一号矿井为例,阐述了总图专业对于煤炭矿井设计前期的重要性,并通过在矿井工业场地合理选址、矿井建设与城镇规划关系及矿井建设对社会影响度等方面分析,说明了总图专业参与矿井前期设计的必要性,以期望提高总图专业设计的水平。  相似文献   
18.
We developed and tested a research model in which employee well-being human resource (HR) attribution differentially influences the intention to change jobs across organizations (i.e., external job change intention) versus that within the same organization (i.e., internal job change intention). Furthermore, we posited that task idiosyncratic deals (I-deals) moderated the relationships between employee well-being HR attribution and external and internal job change intentions. Results indicated that employee well-being HR attribution was negatively related to external job change intention, but positively related to internal job change intention. Further, task I-deals significantly moderated the relationships between employee well-being HR attribution and external and internal job change intention. Specifically, employee well-being HR attribution played a less important role in reducing external job change intention when task I-deals were high rather than low. On the other hand, high task I-deals significantly strengthened the positive relationship between employee well-being HR attribution and internal job change intention. Our study extends the careers literature by differentiating the impact of employee well-being HR attribution on job change intentions within an organization compared with that across organizations and the important role of supervisors in enhancing or mitigating these effects.  相似文献   
19.
This paper presents a model for housing markets with interdependent values. We introduce private information on the quality of a house (i.e., high or low), which is known only to the initial owner. Interdependency means that the ex-post preference of an agent depends on the private information of the other agents with regard to the quality of houses. We prove that on a domain satisfying a richness condition, the no-trade rule is the only rule that satisfies ex-post incentive compatibility and ex-post individual rationality.  相似文献   
20.
This study integrates recent advances in interdependence theory with the literature on commitment‐based HR practices. New research on interdependence theory suggests that differences, or asymmetries, in task dependence among organisational members can cause interests to diverge. Prior research has shown that this can negatively affect interpersonal relations, individual outcomes and team processes. However, these insights gained on the dyadic, individual and team levels of analysis have not yet been explored at the organisational level and, until now, no research had yet connected these advances in interdependence theory to the field of HRM research. Hence, the current study investigates (a) whether asymmetries in task dependence do (or do not) matter at the organisational level and affect organisational effectiveness, (b) why this relationship may work by assessing a key mediator, namely, trust climate and (c) if and how these relationships can be altered by commitment‐based HR practices. Our moderated‐mediation model was tested and fully supported by a multi‐source data set of 8,390 employees from 67 organisations.  相似文献   
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