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101.
Claire Armstrong Patrick C. Flood James P. Guthrie Wenchuan Liu Sarah MacCurtain Thadeus Mkamwa 《人力资源管理》2010,49(6):977-998
This article demonstrates that a diversity and equality management system (DEMS) contributes to firm performance beyond the effects of a traditional high‐performance work system (HPWS), which consists of bundles of work practices and policies used extensively in high‐performing firms. A DEMS typically includes diversity training and monitoring recruitment, pay, and promotion across minority or other disadvantaged groups. Our analysis of quantitative data from service and manufacturing organizations in Ireland confirms that HPWS practices are associated with positive business performance and finds specifically that DEMS practices are positively associated with higher labor productivity and workforce innovation and lower voluntary employee turnover. © 2010 Wiley Periodicals, Inc. 相似文献
102.
陈元桥 《世界标准化与质量管理》2008,(1):37-40
IS026000社会责任国际标准的制定工作已开展近三年,文章就IS026000的进展情况、工作特点作了介绍和分析,内容包括:与众不同的五项ISO之最、体现全球化特点的IS026000(工作草案稿)、充满利益博弈的制定过程、复杂的工作组织结构及已有成果和未来计划等。 相似文献
103.
张晓娟 《内蒙古财经学院学报(综合版)》2012,10(6):111-114
编辑劳动贯穿于编辑工作的全过程,编辑劳动的创造性也同样体现在编辑过程的始终。编辑工作者在每个环节上都要耗费巨大的精力,运用创造性思维,进行艰苦的劳动。正是由于编辑劳动的创造性,决定了从事出版工作的编辑必须具有较高的能力素质。在社会经济迅速发展的今天,现代编辑人员要进一步加强学习,注重综合素质的提高与业务能力的培养,为构建社会主义和谐文化贡献自己的力量。 相似文献
104.
Oliver Breiden Alexander T. Mohr Hafiz R. Mirza 《International Journal of Human Resource Management》2013,24(11):1907-1925
We develop and empirically test a model of expatriate managers' work adjustment. In this model we relate the fit between work-related abilities and needs of expatriate managers as well as the fit between the job requirements of, and incentives associated with, an international assignment to the level of expatriate managers' work adjustment. We test this model with data gathered by means of an electronic survey among 118 German expatriate managers. The empirical findings largely support our theoretical model. The paper enhances our understanding of expatriate managers' work adjustment and its antecedents and contributes to the theoretical and empirical basis of research into expatriate management. 相似文献
105.
Eva-Ellen Weiß 《International Journal of Human Resource Management》2020,31(5):682-704
AbstractPerceived work-related stress has increased notably in recent years, reducing individuals’ well-being and increasing organizations’ and economies’ costs. This study focuses on worktime control as a key approach to reducing work stress, as the extant research on its effects reports inconsistent results. The study argues that comparisons play a major role in how work stress, conceptualized as effort-reward imbalance, occurs. Ordinary least squares is used to test hypotheses with a sample of 1721 employees from Germany to determine whether employees’ prior worktime control and employees’ referents’ worktime control affect the relationship between worktime control and work stress. Results show that (1) worktime control is negatively associated with the experience of work stress, (2) employees’ prior worktime control moderates the relationship between worktime control and work stress, and (3) there is no moderating effect of employees’ referents’ worktime control. The results are discussed in light of gift-exchange theory and related empirical findings. 相似文献
106.
2006年中国石油股份公司勘探与生产分公司组织相关实验室对管输天然气样品进行了组成分析比对工作。对本次比对工作的建立和运作进行了总结,并介绍了组成分析比对工作的概况,总结了比对分析统计结果。本次比对工作的开展,对促进参加实验室天然气组成分析水平的提高起到了积极地推动作用,其结论和建议对今后进行天然气组成比对分析工作具有一定的参考意义。 相似文献
107.
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
108.
This article applies new insights into business strategies and high‐performance work systems (HPWSs) to examine why organizations adopt work‐life balance programs (WLBPs). Results indicate that a product leadership business strategy is positively related to the likelihood of adopting WLBPs, whereas a cost leadership business strategy is negatively related to the adoption of these programs. Moreover, our analyses establish a mediating role of HPWSs in the relationship between business strategies and the adoption of WLBPs. Our results also demonstrate that different industries vary in adoption of work‐life balance programs. This supports the institutional theory of organizational responsiveness to work‐life balance issues. We tested our hypotheses with two waves of the nationally representative Canadian Workplace and Employee Survey. Implications and specific suggestions for human resource practitioners are discussed. © 2012 Wiley Periodicals, Inc. 相似文献
109.
110.
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