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41.
We provide an alternative analytic approximation for the value of an American option using a confined exponential distribution with tight upper bounds. This is an extension of the Geske and Johnson compound option approach and the Ho et al. exponential extrapolation method. Use of a perpetual American put value, and then a European put with high input volatility is suggested in order to provide a tighter upper bound for an American put price than simply the exercise price. Numerical results show that the new method not only overcomes the deficiencies in existing two-point extrapolation methods for long-term options but also further improves pricing accuracy for short-term options, which may substitute adequately for numerical solutions. As an extension, an analytic approximation is presented for a two-factor American call option. 相似文献
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根据“成长上限”系统基模的相关原理,采用系统动力学的建模方法,对科技成果转化的绩效评价体系、科研机构的科技成果转化体系、企业的科技成果转化体系等方面存在的受限因素进行动力机制分析。提出应创新科研成果绩效评价体系、建立利益与风险共担的科技成果转化合作机制、增强企业科技成果转化的社会支撑力度等,来优化科技成果转化的动力机制。 相似文献
43.
加强专卖管理既是规范卷烟市场秩序、满足市场卷烟供应的有效手段,也是维护行业生产经营秩序、营造良好内外环境、实现行业长远发展的根本保证。烟草行业应全力推进专卖管理工作上水平,在队伍建设、卷烟打假、内部监管等方面下功夫,推进"卷烟上水平"顺利开展。 相似文献
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在中国较为特殊的公司治理和管理环境中,CEO对企业战略决策具有重大影响。同时,由于中国权力距离较大,与国外相比CEO在企业中发挥的作用可能更为重要。基于高层梯队理论,本文探讨CEO年龄、教育程度和任期对国际化战略的影响。有别于基于发达国家的研究结论,实证研究表明:(1)CEO教育程度与国际化程度显著负相关,教育程度高的CEO倾向于规避国际化战略带来的高风险。(2)CEO年龄与国际化程度呈正U型关系。CEO年龄越小越有动机从事国际化经营,另一方面,CEO年龄越大经营管理经验和社会资本越丰富,这两方面的共同作用使CEO年龄与国际化程度呈正U型关系。(3)CEO任期与企业国际化程度显著正相关。CEO任期越长越有利于打造和谐、高效的高管团队,从而提升上市公司的国际化程度。 相似文献
47.
Top management team incentive heterogeneity,strategic investment behavior,and performance: A contingency theory of incentive alignment
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Adam L. Steinbach Tim R. Holcomb R. Michael Holmes Jr. Cynthia E. Devers Albert A. Cannella Jr. 《战略管理杂志》2017,38(8):1701-1720
Research summary : We develop and test a contingency theory of the influence of top management team (TMT) performance‐contingent incentives on manager–shareholder interest alignment. Our results support our theory by showing that although TMTs engage in significantly higher levels of acquisition investment when their average incentive levels increase, investors' responses to those large investments are generally negative. More importantly, however, we further find that within‐TMT incentive heterogeneity conditions that effect, such that investors evaluate TMTs' large acquisition investments more positively as the variance in those top managers' incentive values increases. Thus, within‐TMT incentive heterogeneity appears to increase manager–shareholder interest alignment, in the context of large acquisition investments. Managerial summary : We find that as the average value of TMTs' incentives increase, relative to their total pay, they invest more in acquisitions and investors' respond negatively to the announcement of those deals. However, we further show that investors respond more positively to acquisitions announced by TMTs whose members' incentive values vary (some TMT members hold higher incentives and others hold lower). Results imply that when TMT members hold differing incentives levels, they approach investments from divergent perspectives, scrutinize those investments more heavily, and make better decisions, relative to TMTs with similar incentives. They also suggest that boards seeking tighter manager–shareholder interest alignment may benefit from introducing variance into TMT members' incentive structures, as doing so appears to create divergent preferences that can improve team decision making. Copyright © 2016 John Wiley & Sons, Ltd. 相似文献
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[目的]构建科学合理的评价指标体系,准确评价生态旅游影响下的区域生态安全状况,是推动少数民族山区实现旅游资源环境与区域社会、经济协同发展的前提和基础。[方法]以岷江上游贫困山区为例,应用灰色系统理论与熵值赋权法相结合,基于压力—状态—响应模型,构建生态旅游视域下的区域生态安全评估指标体系,并将评估指数与经济收入状况及贫困人口分布进行空间耦合。[结果](1)区域当前处于较安全水平,生态旅游开发适度;(2)综合评估指数与城镇居民可支配收入增长率、旅游收入对国民经济增长的贡献率呈正相关,且城镇居民在旅游开发中受益与机会较农牧民多;(3)综合评估指数与贫困人口比重呈负相关,与农牧民纯收入增长率没有必然联系。[结论]区域脱贫能够改善当地的生态安全状况,适度生态旅游开发是区域脱贫的有效手段,但应注重扶持农牧民在旅游业中的参与度,增加其旅游收益。 相似文献
49.
Heavy lies the crown? How job anxiety affects top executive decision making in gain and loss contexts
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Research summary: Despite abundant anecdotal evidence that many top executives experience anxiety in their jobs, the upper echelons literature has remained largely silent on the organizational implications of executive job anxiety. In this study, we theorize that job anxiety will cause executives to (1) create a social buffer against threats by surrounding themselves with supportive decision‐making teams, and (2) pursue lower‐risk firm strategies. We further argue that these effects will vary depending upon whether strategic decisions occur in gain versus loss contexts. We test our ideas using a novel multisource, multimethod approach that includes data from 84 top executives of large organizations, their decision‐making teams, their friends and families, and archival sources. Results from an analysis of 154 major strategic decisions provide general support for our theory. Managerial summary: Although many top executives experience anxiety in their jobs, some struggle more with anxiety than others. Our paper is the first to focus on how job anxiety affects executives' decisions. We analyze 154 major strategic decisions made by 84 top executives of large organizations in a range of industries, collecting data from personal interviews with executives and surveys of their decision‐making teams, spouses, and friends. We find that anxious executives take fewer strategic risks, especially when things are going well. We further argue that anxious executives focus more on “buffering” themselves from threats, and find that they surround themselves with close supporters when times are tough. Our results demonstrate a pattern through which anxiety causes top executives to focus more heavily on avoiding potential threats. Copyright © 2015 John Wiley & Sons, Ltd. 相似文献
50.