全文获取类型
| 收费全文 | 3573篇 |
| 免费 | 119篇 |
| 国内免费 | 9篇 |
专业分类
| 财政金融 | 109篇 |
| 工业经济 | 171篇 |
| 计划管理 | 1454篇 |
| 经济学 | 501篇 |
| 综合类 | 507篇 |
| 运输经济 | 29篇 |
| 旅游经济 | 104篇 |
| 贸易经济 | 345篇 |
| 农业经济 | 138篇 |
| 经济概况 | 343篇 |
出版年
| 2025年 | 12篇 |
| 2024年 | 40篇 |
| 2023年 | 52篇 |
| 2022年 | 54篇 |
| 2021年 | 118篇 |
| 2020年 | 156篇 |
| 2019年 | 156篇 |
| 2018年 | 139篇 |
| 2017年 | 111篇 |
| 2016年 | 98篇 |
| 2015年 | 96篇 |
| 2014年 | 216篇 |
| 2013年 | 462篇 |
| 2012年 | 274篇 |
| 2011年 | 376篇 |
| 2010年 | 325篇 |
| 2009年 | 164篇 |
| 2008年 | 157篇 |
| 2007年 | 108篇 |
| 2006年 | 126篇 |
| 2005年 | 97篇 |
| 2004年 | 69篇 |
| 2003年 | 76篇 |
| 2002年 | 43篇 |
| 2001年 | 73篇 |
| 2000年 | 45篇 |
| 1999年 | 13篇 |
| 1998年 | 6篇 |
| 1997年 | 9篇 |
| 1996年 | 3篇 |
| 1995年 | 2篇 |
| 1994年 | 4篇 |
| 1993年 | 4篇 |
| 1992年 | 3篇 |
| 1991年 | 1篇 |
| 1989年 | 1篇 |
| 1988年 | 5篇 |
| 1984年 | 5篇 |
| 1983年 | 1篇 |
| 1980年 | 1篇 |
排序方式： 共有3701条查询结果，搜索用时 0 毫秒
101.
创新型企业公司治理结构与绩效关系研究——基于中国创业板上市公司的经验证据 总被引：1，自引：0，他引：1
本文选取2009～2010年在创业板上市的51家公司作为样本实证研究了创新型企业公司治理结构对公司绩效的影响。研究发现,中国创新型企业存在着实际控制人权力过大的问题,其治理结构表现出较明显的内部人控制现象,而独立董事的引入在一定程度上缓解了这一问题,并在公司绩效中得以体现。高管薪酬与公司绩效正相关,较高的薪酬水平能够有效激励高管团队创造良好的业绩。由于风险投资机构追求短期收益以及成为公司股东的时间较短,风险投资的引入并没有为创新型企业带来更高绩效。 相似文献
102.
We introduce the job crafting competency construct and apply it to predict tradeoffs between competing outcomes that are inherent in job crafting, like performance and well-being or engagement and withdrawal. Job crafting competencies are the clusters of individual knowledge, skills, and abilities that are necessary to achieve personal objectives through effective job crafting problem-solving. We create a framework of job crafting competencies consisting of comprehensive/simplistic heuristic information use and approach/avoidance problem-solving skills. In Study 1, we operationalize competencies as profiles demonstrated through an aptitude-oriented assessment that predicts differences in outcomes. Five distinct profiles emerged in a sample of 174 workers. The high-volume analytic problem-solving profile was associated with higher performance and strain, while the ambivalent acquiescence profile was associated with lower performance and strain. The practical problem-solving profile minimized tradeoffs between performance and strain. Rapid problem-solving and low-volume analytic problem-solving profiles were variants in between these other patterns. Study 2 used a survey of 323 workers to support the uniqueness of the five competencies, and their relationships with approach/avoidance job crafting, engagement, and withdrawal. The research identifies a new job crafting individual difference (job crafting competencies) to delineate outcomes and tradeoffs according to unique competency profiles. 相似文献
103.
文章针对南宁市滨江路扶壁式桩基挡墙工程的实际情况,采用反循环钻孔和人工挖孔灌注桩的施工方案,确保了工程的施工质量和施工安全。 相似文献
104.
Sara Thorgren Joakim Wincent Charlotta Sirn 《Human Resource Development Quarterly》2013,24(4):469-492
The Dualistic Model of Passion has gained increasing attention in social psychology in the past decade. Besides defining passion as “a strong inclination or desire toward an activity that one likes, finds important, and in which one invests time and energy” (Vallerand et al., 2003, p. 757), it acknowledges two types of passion, harmonious and obsessive, which develop according to how individuals internalize an activity in their self‐concept. A growing body of empirical research, particularly in nonwork settings, has demonstrated that harmonious passion and obsessive passion have distinct outcomes. As such, this two‐dimensional passion construct may be particularly useful for developing a more comprehensive understanding of how individuals engage with work compared to the existing one‐dimensional constructs of job engagement used in organizational literature. The present study develops hypotheses and tests the direct effect of harmonious and obsessive passion with work satisfaction. It also aims to develop theory by connecting the dualistic passion approach with work–life conflict; in doing so, it tests how individuals' off‐task thoughts at work and on‐task thoughts off work may mediate this relationship. Using a quantitative survey, the hypotheses are tested on a random sample of individuals engaged in business start‐ups in Sweden. Whereas harmonious passion exhibits a direct effect with work satisfaction, obsessive passion exhibits an indirect effect through on‐task thoughts off work with work satisfaction. 相似文献
105.
Leanne Atwater Kyoung Yong Kim Alan Witt Zahir Latheef Kori Callison Teri J. Elkins 《International Journal of Human Resource Management》2016,27(16):1874-1899
Abusive supervision leads to many detrimental outcomes, yet the role of gender and emotions has received little attention. We applied affective events theory to study emotions in a new context. Using qualitative and quantitative methods, we tested a conditional process model of the effects of abusive supervision on subordinate work and job withdrawal as mediated by negative emotions and moderated by gender. We found support for our proposed model. Specifically, abusive supervision increased work and job withdrawal via victims’ negative emotional reactions. When negative emotions are low, women are more likely to engage in work withdrawal; when negative emotions are high, men are more likely to do so. Additionally, men experiencing high negative emotions are likely to quit their job. 相似文献
106.
107.
本文以军队师团职政工领导干部为研究对象,通过问卷调查和定量分析,初步验证:军队政工领导干部的领导力主要有16个因素形成,他们构成二阶层次结构。领导特质可作为领导力形成因素的综合表达,主要可通过三个一解因子——品德与价值观、关键领导能力、核心领导素质予以反映。同时,实证分析结果表明,领导者和非领导者对领导力形成因素的看法没有显著差别。 相似文献
108.
Marina N. Astakhova;Alexander S. McKay;D. Harold Doty;Barbara R. Wooldridge; 《人力资源管理》2024,63(3):443-462
We integrate the job characteristics and dual work passion models to explore the indirect (via work meaningfulness) effects of job characteristics (i.e., job autonomy, task identity, skill variety, task significance, feedback from the job and feedback from others) on two types of work passion, harmonious passion (HP) and obsessive passion (OP). We first advance occupation-specific predictions for job characteristics-to-work passion relationships and then explore differences in those relationships between HP and OP across four occupational sectors: knowledge work (n = 201), blue-collar work (n = 148), nonprofit work (n = 141), and managerial work (n = 133). Our findings demonstrate that job characteristics are important drivers of work passion. However, our key discovery is that the motivational impact of the job characteristics is not universally applicable but rather depends on the specific occupational context and whether passion is harmonious or obsessive. We therefore conclude that when it comes to translating job characteristics into work passion, the one-size-fits-all approach is not appropriate. 相似文献
109.
水电项目前期工作对工程的实施起着基础性作用,必须在设计论证、移民安置、合同管理方面扎实做好工作才能为主体工程的顺利建设打下坚实基础。 相似文献
110.
《International Journal of Human Resource Management》2012,23(5):928-951
The current study, while examining the fields of psychological empowerment, work engagement and innovation, found that psychological empowerment affected work engagement and led to high innovation and lower turnover intention. Psychological empowerment was found to have strong predictive power on work engagement and innovation. The sample respondents were 291 managers from the Indian industrial sectors of pharmaceutical, heavy engineering, IT, electronics and aeronautics engineering. Results of structural equation model revealed work engagement as a strong mediator between psychological empowerment and innovation. The current study provides strong empirical relationship among constructs of psychological empowerment, work engagement, innovation and turnover intention. The theoretical implications to multi-level research are drawn in the study and practical implications are discussed. 相似文献