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41.
Jing Qian Fu Yang Bin Wang Chuying Huang Baihe Song 《International Journal of Human Resource Management》2013,24(17):2465-2481
AbstractGiven that ostracism is a common occurrence in the workplace, scholars and practitioners alike have identified its range of negative effects. This study aims to examine the association between workplace ostracism and burnout level as well as the moderating effects of job self-determination and employees’ future time orientation, using a survey questionnaire. This was completed by a total of 248 employees from a hotel group. We hypothesized that: (a) workplace ostracism was positively associated with burnout; (b) this positive relationship was contingent upon job self-determination such that the relationship was weaker for higher, rather than lower, job self-determination; and (c) the positive relationship was also contingent upon employees’ future time orientation such that the relationship was weaker for employees who have higher, rather than lower future time orientation. Results confirm all three hypotheses. 相似文献
42.
Patricia Doyle Corner 《Journal of Business Ethics》2009,85(3):377-389
The author extends theory on the relationship between workplace spirituality and business ethics by integrating the “yamas”
from yoga, a venerable Eastern spiritual tradition, with existing literature. The yamas are five practices for harmonizing
and deepening social connections that can be applied in the workplace. A theoretical framework is developed and two sets of
propositions are forwarded. One set emanates from the yamas and another one conjectures relationships between spirituality
and business ethics surfaced by the application of these spiritual practices from yoga. 相似文献
43.
《Business Horizons》2020,63(4):451-462
Job seekers would like guidance on how to find a job with a firm whose values reinforce their own, a place that would be a good personal fit. At the same time, because of legal compliance requirements, it is crucial that employers find employees that fit the company’s value system so that the company can maintain an effective ethics and compliance program. This article looks at the legal, regulatory structure in both the U.S. and E.U. with an emphasis on reflexive corporate governance. It also reports the findings of a survey of E.U. and U.S. executives with a reputation for nurturing ethical business culture to discover what virtues and factors are most important and, thus, something a job seeker might look for in finding a strong, ethical company. Finally, the article raises the cognitive issues of the importance for job seekers to examine their own psychological biases so they are evaluating a position based on what really fits their values. 相似文献
44.
Basharat Javed Tasneem Fatima Raja Mehtab Yasin Sadia Jahanzeb Muhammad Y. A. Rawwas 《Business ethics (Oxford, England)》2019,28(2):221-233
In this article, we examined the relationship between abusive supervision and deviant workplace behavior and the moderating role of an Islamic Work Ethic. Three hundred and thirty‐six employees in different organizations (specializing in software development, medicine, law enforcement, telecommunication, pharmaceutics, and banking) across Pakistan completed our questionnaire. The results revealed that abusive supervision was positively related to deviant workplace behavior. Moreover, the moderation of an Islamic Work Ethic on the relationship between abusive supervision and deviant work behavior was confirmed. The study contributed in many ways. It expanded literature by revealing a weaker relationship between abusive supervision and deviant behavior when Islamic Work Ethic (IWE) was high. It also tested the conservation of resources theory by providing a plausible reasoning of the role of IWE in employee motivation. By integrating IWE as a resource in the workplace, practitioners would learn that the proper use of resources would produce satisfied workers who would not indulge in deviant workplace behaviors. 相似文献
45.
ABSTRACT. The spatial distribution of households and firms, or urban spatial structure, is a core element of the study of urban economics and the crucial determinant of commuting patterns. This paper examines developments in the analysis of urban spatial structure and commuting are related to the urban labour market—that is the analysis of labour supply and labour demand in a spatial context. These developments have been overlooked in the traditional approach to urban structure and commuting where most attention has been devoted to the markets for land and housing rather than the market for labour. Yet a little reflection suggests that the labour market might have a great deal to do with the location decisions of households and firms, and hence with commuting patterns. We argue that much criticism of the economic analysis of urban structure and commuting can be addressed by explicit incorporation of the labour market into the conventional model of urban location. This criticism includes findings that the theory cannot explain the tendency for richer households to live farther from the central business district and commute farther to work (Wheaton, 1977) and findings of substantial unexplained or 'wasteful' commuting according to conventional theory (Hamilton, 1982). The paper begins by outlining the basic model of residential location and commuting (Section 2). We then consider extensions that involve the introduction of labour supply decisions and which determine the value of commuting time (Section 3). More recent extensions involve the introduction of decentralized workplaces (Section 4) and, logically, the issues of job search and migration (Section 5). We conclude with a summary of the progress in incorporating labour market behaviour into the analysis of urban structure and commuting and our suggestions for further research in this area. 相似文献
46.
Victor G. Devinatz 《Employee Responsibilities and Rights Journal》2007,19(1):1-15
Juravich (1985) asserts that the organization of US industrial manufacturing is irrational as well as appearing chaotic from
the workers’ viewpoint because of management’s refusal to integrate the workers’ knowledge into the production process. Because
of this, Juravich argues, if and when the workers’ knowledge is integrated into the production system, the workers no longer
will experience “chaos on the shop floor.” Extending Devinatz’s (1993) analysis in response to Juravich, this article argues
that workers use resistance as a logical strategy for rationalizing what they perceive to be the irrationality of the shop
floor. Utilizing Kusterer’s (1978) work, I argue that the use of many, but not all, resistance strategies constitutes a type
of “survival knowledge” acquired and used by workers in response to managerial control. I maintain that these strategies constitute
a special type of workplace resistance which I refer to as “pure and simple resistance.” 相似文献
47.
Evaluating employee integrity: Moral and methodological problems 总被引:1,自引:0,他引:1
This paper reviews the research on proprietary paper and pencial tests of integrity or honesty, which have effectively supplanted polygraph examinations in evaluating the moral attributes of employees and applicants. Moral integrity is a complex issue that encompasses more than conventional notions of honesty and is difficult to operationalize as a psychological trait or construct. Integrity test questions are largely derived from polygraph interrogations and the tests validated through polygraph results. The field studies reviewed and an exploratory test cast doubt on the ability of these paper and pencil instruments to meet standards of construct validity. Other studies show promise of predictive validity in some situations. Unfortunately, the research designs used to substantiate the predictive powers of integrity tests failed to hold other workplace influences constant. In light of these findings, employers are urged to exercise caution in the use of these tests until further independent research is reported because of potential infringements on privacy and equal opportunity. 相似文献
48.
Melissa A. Parris Margaret H. Vickers Lesley Wilkes 《Employee Responsibilities and Rights Journal》2008,20(2):101-117
As increased work demands and longer working hours become the reality for many employees, the concept of work-life balance
has received increasing attention. This paper presents findings from an exploratory study of Australian middle managers, which
investigated the impact of middle managers’ daily organizational experiences on their lives both in and beyond the workplace.
We focus on respondents’ reports of the difficulty in achieving work-life balance, specifically, the organizational impediments
to creating balance. Three particular areas where these impediments were apparent are: the impact of new technologies; limits
to autonomy and control in the middle management role; and difficulties in taking advantage of flexibility initiatives in
the workplace. As middle managers are caught in the middle between work and personal life, there is a need for organizations
to support middle managers’ efforts to achieve work-life balance if the organization’s long-term goals are to be achieved. 相似文献
49.
This paper compares wages across Europe in relation to the characteristics of workers and firms, with a particular focus on wage levels in central and eastern European countries. Worker and workplace endowments can be taken as a proxy for labour productivity. We estimate the extent to which wage differences observed at an aggregate level can be related to the different compositions of workforces and workplaces, as well as the types of jobs conducted in separate countries. We also decompose the observed differences in returns on endowments by identifying the sectors and occupational categories that contribute most to the wage gaps observed at the aggregate level. The wage gaps in low-wage countries actually appear larger once differences in worker, work and workplace characteristics are controlled for. In contrast, the differences in wages between high-wage countries diminish when we control for these endowments. The wage gap between East and West thus seems to be explained by a much lower return on skills and other characteristics rather than by differences in the composition of workforces and firms. Sectoral and occupational analysis suggests that central and eastern European countries have developed a generalised low-cost and low-wage model, with relative returns particularly low on higher skills. There is much less wage disparity across European countries in more labour intensive and lower-paid services sectors, such as accommodation and food service activities. The magnitude of the wage gap seems to be driven by the relative position of sectors and occupations in high-wage countries. 相似文献
50.
本文通过分析(SR&S),探讨SR&S是否与机会平等、无歧视等工作措施相兼容。首先从学术理论探讨SR&S的发展历程,以及与机会平等、无歧视工作措施的联系,其次探讨他们的一致性和矛盾性,最后根据Compton et al.(2009)的观点提出可行性建议。 相似文献