全文获取类型
收费全文 | 245篇 |
免费 | 16篇 |
国内免费 | 6篇 |
专业分类
财政金融 | 9篇 |
工业经济 | 11篇 |
计划管理 | 111篇 |
经济学 | 20篇 |
综合类 | 13篇 |
旅游经济 | 8篇 |
贸易经济 | 81篇 |
经济概况 | 14篇 |
出版年
2024年 | 6篇 |
2023年 | 7篇 |
2022年 | 2篇 |
2021年 | 7篇 |
2020年 | 31篇 |
2019年 | 14篇 |
2018年 | 13篇 |
2017年 | 11篇 |
2016年 | 8篇 |
2015年 | 8篇 |
2014年 | 15篇 |
2013年 | 39篇 |
2012年 | 8篇 |
2011年 | 10篇 |
2010年 | 8篇 |
2009年 | 12篇 |
2008年 | 15篇 |
2007年 | 9篇 |
2006年 | 5篇 |
2005年 | 6篇 |
2004年 | 3篇 |
2003年 | 1篇 |
2002年 | 5篇 |
2001年 | 3篇 |
2000年 | 2篇 |
1999年 | 1篇 |
1998年 | 5篇 |
1996年 | 1篇 |
1994年 | 3篇 |
1992年 | 2篇 |
1991年 | 1篇 |
1989年 | 2篇 |
1988年 | 3篇 |
1984年 | 1篇 |
排序方式: 共有267条查询结果,搜索用时 125 毫秒
181.
Nuttaneeya Torugsa 《Public Management Review》2016,18(3):392-416
Complex innovation incorporates more than one innovation type. Using the number of dimensions of the ‘most significant innovation’ implemented by each public employee’s workgroup as a proxy for innovation complexity, this study explores factors that are associated with complexity and examines how complexity affects innovation outcomes. Employing a sample of 4,369 Australian Government employees, we find that the more complex the innovation, the greater the number of barriers a workgroup has to face in its implementation. A broader (but selective) range of idea sources and a more decentralized workplace where both individual and team creativity is encouraged increase the likelihood of implementing complex innovations. Innovation complexity is positively correlated with the variety of beneficial outcomes, suggesting both policy and management interest in supporting complex innovation in the public sector. 相似文献
182.
Rethinking Love at the Office: Antecedents and Consequences of Coworker Evaluations of Workplace Romances
下载免费PDF全文
![点击此处可从《人力资源管理》网站下载免费的PDF全文](/ch/ext_images/free.gif)
Researchers have pointed out a wide variety of organizational effects attributable to workplace romances, concluding that the impact of such romances on the workgroup can range from positive to negative. To date, however, little research has attempted to pinpoint the elements leading to this divergence. We suggest that coworker evaluation of a romance or anticipatory injustice may play a key role in influencing the positive or negative impact of the relationship on the workgroup at large. Our model proposes that three separate mechanisms (procedural fairness, intragroup cognitive dissonance, and normative adjustment), each corresponding to a different domain of evaluation, may mediate the apparent relationship between coworker evaluation of a romance and various aspects of group performance. © 2014 Wiley Periodicals, Inc. 相似文献
183.
Stan Malos 《Employee Responsibilities and Rights Journal》2007,19(2):95-111
Court treatment of sex discrimination and harassment claims based on appearance and gender stereotyping has been inconsistent,
particularly where the facts involve reference to sexual orientation. Ironically, court willingness to allow such claims may
turn on the choice of verbal or physical conduct by, or the sex or sexual orientation of, the alleged offenders. Because plaintiffs
in such situations may assert retaliation claims to increase their chances of prevailing, employers should focus less on regulating
aspects of personal appearance unrelated to job performance and more on problematic reactions by co-workers. Workplace civility
policies may hold promise for limiting both legal liability and practical consequences in the absence of a legislative response.
相似文献
Stan MalosEmail: |
184.
185.
Christine?A.?HenleEmail author Robert?A.?Giacalone Carole?L.?Jurkiewicz 《Journal of Business Ethics》2005,56(3):219-230
Ethical ideology is predicted to play a role in the occurrence of workplace deviance. Forsyths (1980) Ethics Position Questionnaire measures two dimensions of ethical ideology: idealism and relativism. It is hypothesized that idealism will be negatively correlated with employee deviance while relativism will be positively related. Further, it is predicted that idealism and relativism will interact in such a way that there will only be a relationship between idealism and deviance when relativism is higher. Results supported the hypothesized correlations and idealism and relativism interacted to predict organizational deviance. Idealism was a significant predictor of interpersonal deviance, but no interaction was found.Christine (Chris) A. Henle, Ph.D. is an assistant professor of Management at the University of North Carolina at Charlotte. Her research interests include counterproductive employee behaviors, employment law, and organizational justice. Her current research focuses on cyberloafing at work, religious discrimination in employment, and the role of supervisor and coworker norms in predicting counterproductive work behaviors. She has provided consulting services in the areas of job analysis, recruiting, selection, and performance management.Robert A. Giacalone, Ph.D. (State Univeristy of New York-Albany) is Professor of Human Resource Management at the Fox School of Business and Management, Temple University, in Philadelphia, Pennsylvania. Dr. Giacalone is coeditor of five books, co-author of two books and has authored over 90 articles on ethics, employee sabotage, impression management and exit interviewing, appearing in journals such as Human Relations, Business and Society Review, Journal of Business Ethics, Journal of the Organizational Behavior, and the Journal of Social Psychology. His current research focuses on the impact of materialism/postmaterialism and workplace spirituality on business ethics.Carole L. Jurkiewicz, Ph.D. is the John W. Dupuy Endowed Professor and the Womens Hospital Distinguished Professor of Healthcare Ethics at Louisiana State University. Her publications include a wide array of scholarly articles, books, and the general press. She maintains an active consulting practice in the areas of organizational psychology, ethics, and leadership. 相似文献
186.
Randi L. Sims 《Journal of Business Ethics》2002,40(2):101-109
As employees continue to lie, cheat, and steal from their employers, researchers have tried to help managers understand and possibly predict such deviant behavior. This study considers the specific employee misconduct of ethical rule breaking. Hirschi (1969) suggested that deviant behavior can be better understood by social bonding theory. The social bonding model includes four elements; attachment, commitment, involvement, and belief. It is proposed that Hirschi's social bonding theory can be used to understand ethical rule breaking by employees. Using a sample of 200 employees, the results indicate that the social bonding elements of attachment and involvement can be used to better understand the reported likelihood of ethical rule breaking of employees. Recommendations for better applying the social bonding model to ethical rule breaking are suggested. 相似文献
187.
Mathew L. Sheep 《Journal of Business Ethics》2006,66(4):357-375
In a world which can be increasingly described as a “society of organizations,” it is incumbent upon organizational researchers
to account for the role of organizations in determining the well-being of societies and the individuals that comprise them.
Workplace spirituality is a young area of inquiry with potentially strong relevance to the well-being of individuals, organizations,
and societies. Previous literature has not examined ethical dilemmas related to workplace spirituality that organizations
might expect based upon the co-existence of multiple ethical work climates, nor has previous literature accounted for the
relevance of the cosmopolitan (external, societal) source of moral reasoning in the ethical treatment of workplace spirituality.
The purpose of this paper is to address these gaps by articulating two such ethical dilemmas related to workplace spirituality:
the “quiet desperation” dilemma and the instrumentality dilemma. Moreover, I propose two theoretical contexts that foster
“both-and” rather than “either-or” thinking, thereby mitigating (moderating) the relationships between climate combinations
and conflictual aspects of the ethical dilemmas. For the “quiet desperation” dilemma, I propose a person–organization fit
perspective to emphasize diversity of individual preferences instead of a managerially prescribed uniformity of spirituality.
For the instrumentality dilemma, I propose a multiparadigm approach to workplace spirituality research to avoid the privileging
of one research interest over another (e.g., instrumentality, individual fulfillment, societal good). I conclude with suggestions
for future research. 相似文献
188.
Leigh J. Maynard 《International Journal of Consumer Studies》2008,32(3):296-302
Healthtrac Rewards is a US‐based, workplace wellness intervention promoting healthy behaviour through voluntary self‐reporting of participants' dietary habits, physical activity and medical concerns. Monthly financial incentives encourage either primary participation or secondary participation requiring additional interaction with Healthtrac personnel. Using data from 17 533 eligible employees, the purpose of the study was to determine whether Healthtrac participants consumed fewer healthcare services, as measured by 2004 medical claim costs or numbers of procedures, relative to non‐participants. High‐cost individuals tended to self‐select into the programme. Costs were 22–27% greater among participants after controlling for other factors. Participants consumed more preventive care, however, which was correlated with reduced future procedures. The secondary intervention was more effective than the primary intervention, suggesting a priority on increasing intensity of involvement vs. basic enrolment. 相似文献
189.
raymond parsons 《The South African journal of economics. Suid-afrikaanse tydskrif vir ekonomie》2007,75(1):1-21
This paper looks at the conceptual framework of social dialogue, investment in social capital and some international definitions of social dialogue as background to developments in this sphere in South Africa. Social dialogue is viewed as a mechanism for problem‐solving and reducing transaction costs. The paper considers the ramifications of the 1979 Wiehahn Report on labour relations, as well as the nature of social dialogue in the apartheid era and its workplace origins. Institutionally, the stepping stones to the emergence of the NEF and Nedlac are discussed, together with some of the issues involved in, and formal outcomes of, Nedlac over the past eleven years in public policy choices. It closes with an evaluation of institutionalised social dialogue in South Africa and its future. “With the transition to non‐racial democracy in 1994, it became the task of an ANC‐led government to attempt to resolve the economic contradictions that apartheid had created. To achieve this requires massive economic and social changes, great programmes of investment and structural change. It is necessary to create the vital human capital needed at every level, from rudimentary literacy to the highest ranks of science and technology; to overcome enormous deficiencies in all forms of social infrastructure, including housing, schools, health, and transport; to return land to the black population and restore ravaged rural areas; to expand black ownership of mining, industry, commerce, and finance; and to diminish enormous inequalities in income and wealth. The new regime has made a promising start, but South Africa's past will exert a powerful influence on its present and future for a long time to come, and these huge tasks will not be swiftly or easily accomplished.” Charles Feinstein (2005 ) 相似文献
190.
Jack L. Howard 《Employee Responsibilities and Rights Journal》2009,21(1):7-19
Most of the research on workplace violence has focused on workplace violence incidents and the development of models to predict
and address the phenomenon. The assumption that all organizations are essentially similar in nature underlies this research.
However, colleges and universities differ from for-profit businesses. Little, if any, research has been conducted to determine
employees’ awareness of workplace violence policies and employee perceptions of potential perpetrators and how to address
perpetrators which is necessary for increasing such policies’ effectiveness. The present study examines the awareness of employees
at a large, public university in the Midwestern United States concerning WPV. Respondents indicate which sources they perceive
to be likely perpetrators of workplace violence, and the actions that organization should take if WPV occurs. Based on this
information, steps to increase employee awareness of workplace violence policies in colleges and universities are suggested. 相似文献