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31.
本文以浙江省企业管理人员为样本进行问卷调查,综合运用探索性和验证性因素分析方法,构建了我国企业管理人员工作压力源的七因素模型,并将这些因素界定为内源压力和外源压力两类。通过与管理者绩效建立关联,进一步区分了各种压力源因素的属性。 相似文献
32.
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
33.
Maria Carmen Galang Intan Osman 《International Journal of Human Resource Management》2016,27(13):1341-1372
The 1980s saw the need for change in the organizational role of human resource (HR) professionals, from the traditional employee champion and administrative expert to strategic business partner and change agent. The argument posited was that a more challenging environment compels organizations to turn to managing their HRs as a source of competitive advantage and that means an increasing business partnership for HR professionals. However, very few studies examine the execution of these multiple, sometimes contradictory roles, despite the risk that neglecting traditional roles endanger organizational performance in the long term. This five-country comparative study finds that multiple roles are at least moderately executed, and that these HR roles have different impact depending on the aspect of organizational performance. As well, a more challenging environment, defined here as legal constraints and industry challenges, generally does not have a significant moderating effect on the impact of the different HR roles on organizational performance. 相似文献
34.
35.
程巍 《上海市经济管理干部学院学报》2010,8(6):17-20
随着社会主义市场经济体制的逐步完善和现代企业制度的建立,如何加强国有企业经营管理人才队伍建设,建立一支数量充足、素质优良、结构合理的企业经营管理人才队伍,已成为中国经济发展的关键,也是我国国有企业改革的重点。 相似文献
36.
Natenapha Wailerdsak Akira Suehiro 《International Journal of Human Resource Management》2013,24(1):196-218
This paper examines the promotion systems and career development of managers of Siam Cement Public Company Limited, the largest manufacturing conglomerate in Thailand. Since the 1980s, the company has grown into a full-blown conglomerate and is widely considered to be Thailand's most modernized corporation. In the aftermath of the 1997–8 Asian crisis, the meltdown forced the company and other debt-addicted business groups to streamline their debts and organization structures drastically. However, just five years later, the company had bounced back into profitability and first-class corporate governance, and stands firmly in the front rank. Undoubtedly, the company's successful recovery and its current strengths have been driven by the capability and dedication of its managers. This paper focuses on interviews with the company's personnel managers during 1999–2001, and on the personnel profiles of 128 managers (general manager level), in order to examine Siam Cement's human resource management policies and practices, and to draw from this its overall strategies for the development of managerial careers. The main finding was that well-planned recruitment, competitive promotion, concrete performance appraisal and wide-ranging training and development programmes, including job rotation and sending managers to study abroad, are all essential career development strategies. 相似文献
37.
本文通过对项目经理负责制下工程管理过程中存在问题的分析,结合建筑业施工管理的现状,提出项目经理负责制下工程管理存在问题的解决思路和策略,促进建筑业项目经理负责制下的工程管理进入良性运转状态。 相似文献
38.
We studies the relationship between organizational trust and work performance through questionnaire method. By establishing
six nested models and two non-nested models and comparing them with the hypotheses model, we find that an employee’s trust
in his/her immediate superior, co-workers, and the top manager all exert positive influences upon his/her work performance
and these influences are independent and supplementary to one another. We also discuss the complex effects of an individual’s
perception of different organizational members upon their behaviors. It is found that the influence of an employee’s trust
in top manager upon individuals’ job performance is partially mediated by his/her trust in immediate superiors.
__________
Translated from Xinli Xuebao 心理学报 (Acta Psychological Sinica), 2006, 38(5): 770–777 相似文献
39.
Project motivation is a key aspect to a successful project, yet few studies exist that shed light on this important subject. This article reviews the current literature and theoretical aspects of motivation and provides an analysis of the data. A survey was conducted by soliciting project managers to tell how they perceive their ability to influence motivation. In total, 115 certified project managers responded to the survey. A discussion and suggestions for future research follow the data. 相似文献
40.