全文获取类型
收费全文 | 3702篇 |
免费 | 212篇 |
国内免费 | 119篇 |
专业分类
财政金融 | 248篇 |
工业经济 | 315篇 |
计划管理 | 981篇 |
经济学 | 484篇 |
综合类 | 364篇 |
运输经济 | 18篇 |
旅游经济 | 165篇 |
贸易经济 | 1032篇 |
农业经济 | 62篇 |
经济概况 | 364篇 |
出版年
2024年 | 10篇 |
2023年 | 72篇 |
2022年 | 65篇 |
2021年 | 99篇 |
2020年 | 167篇 |
2019年 | 144篇 |
2018年 | 142篇 |
2017年 | 147篇 |
2016年 | 155篇 |
2015年 | 127篇 |
2014年 | 196篇 |
2013年 | 740篇 |
2012年 | 208篇 |
2011年 | 216篇 |
2010年 | 203篇 |
2009年 | 199篇 |
2008年 | 243篇 |
2007年 | 202篇 |
2006年 | 180篇 |
2005年 | 124篇 |
2004年 | 87篇 |
2003年 | 83篇 |
2002年 | 56篇 |
2001年 | 35篇 |
2000年 | 22篇 |
1999年 | 21篇 |
1998年 | 14篇 |
1997年 | 11篇 |
1996年 | 18篇 |
1995年 | 4篇 |
1994年 | 6篇 |
1993年 | 13篇 |
1992年 | 8篇 |
1991年 | 7篇 |
1990年 | 1篇 |
1989年 | 4篇 |
1988年 | 3篇 |
1983年 | 1篇 |
排序方式: 共有4033条查询结果,搜索用时 156 毫秒
41.
42.
领导风格与员工工作态度——互惠和信任的中介作用的实证研究 总被引:2,自引:0,他引:2
互惠和信任是社会交换的普适准则。本文基于社会交换理论,以中国境内各类企业972位管理人员为样本,试图研究领导风格与员工工作态度之间的关系,尤其是组织与员工间的互惠和员工的组织信任在其中的中介作用。在初步研究的基础上,本文对变革型领导、事务型领导、广义互惠、平衡互惠、员工的组织信任、组织承诺和离职意愿各概念进行了系统的探索性分析和验证性分析,接着检验了这七个核心概念的区分效度。研究结论表明:(1)变革型领导不仅直接对员工的组织信任和组织承诺产生作用,而且通过组织对员工的广义和平衡互惠使员工产生对组织的信任,从而提高员工的组织承诺和降低员工的离职意愿;(2)事务型领导仅仅通过互惠对员工的组织信任和组织承诺产生作用;(3)广义互惠直接影响员工的组织承诺,平衡互惠通过组织信任影响员工的组织承诺。研究结论告诉我国企业领导者,首先,尽可能锻炼自己,努力成为变革型领导者。其次,要努力塑造互惠和信任的企业文化,并且特别着重于建设广义互惠的企业文化和制度环境。 相似文献
43.
Christopher M. Harris James J. Lavelle Gary C. McMahan 《International Journal of Human Resource Management》2020,31(17):2141-2164
AbstractOrganizational justice research tends to focus on the effects of fair treatment from organizations or supervisors on employee attitudes and behaviors. Thus, there is a dearth of research on the effects of fair treatment attributable to other parties that employees interact with at work such as coworkers and clients. Controlling for organization-focused and supervisor-focused justice, results from our field study of employees working in a healthcare organization demonstrate that perceptions of client-focused fairness uniquely predicts supervisor ratings of employees organizational citizenship behavior toward clients and that perceptions of workgroup-focused justice uniquely predicts organizational citizenship behavior toward workgroups. Further, we find that client-focused justice perceptions uniquely predict employee turnover intention. 相似文献
44.
Rafał Kusa Daniel Palacios Marques Belén Ribeiro Navarrete 《Entrepreneurship & Regional Development》2019,31(1-2):119-132
ABSTRACTThe aim of this paper is to examine the relationship between external cooperation and entrepreneurial orientation (EO). This relationship is explored in cluster environment, wherein entrepreneurial organizations compete and cooperate simultaneously to pursue opportunities. The following hypothesis is tested: External cooperation is positively correlated with entrepreneurial orientation. The hypothesis is tested with a correlation analysis on a sample of 77 small-sized enterprises operating in the Malopolska region in Poland, wherein several clusters are active. Additionally, the regression analysis is conducted to examine the associations between inter-organizational cooperation and EO dimensions. The findings confirm that external cooperation is positively correlated with EO. This observation is confronted with a pro-competitive approach that is a constitutional element of the entrepreneurship concept. Moreover, the findings show that the correlation between external cooperation and a firm’s performance is stronger than between some other EO dimensions and performance. Additionally, the findings show the important role of relationships between organizations and their clients. In the paper, several remarks for development of the theory are discussed, including the need for incorporating inter-organizational cooperation into a set of entrepreneurial traits and reflecting it in entrepreneurial orientation scales. The findings confirm the importance of that direction of theory development that focuses on inter-organizational collaboration in the context of entrepreneurship. 相似文献
45.
Conflict, defined as clash, competition, or mutual interference of opposing or incompatible forces or qualities, may be positive. The appropriate amount of conflict may be a delicate balance not easily achieved. Thus, a key issue is conflict management. The major charter of this special issue is the presentation of work which suggests or demonstrates that conflict can be a positive force in the modern organization. It also is pointed out that conflict, positive or otherwise, and its resolution involves a broad spectrum of inquiry into the rights and obligations of those involved in the conflict 相似文献
46.
本文从企业组织整体目标利益角度出发,将组织激励资源作为稀缺性资源,探讨了组织内部员工的激励问题,同时借助经济学关于资源有效配置的理论,以及组织行为学中的公平激励理论,对组织激励经济资源运用的有效性,以及相关的影响因素进行了探讨,并在此基础上提出了组织一定经济激励资源量获得最大组织激励动力的条件,以及组织获得最大经济激励资源运用绩效效率水平的条件或原则。 相似文献
47.
基于熵理论的企业组织创新分析 总被引:1,自引:0,他引:1
企业组织在发展过程中,随着规模的扩大,其轨迹呈现出从有序到无序的内在演变过程,因而通过组织创新。引导企业不断创造效能,吸收负熵流、减少正熵流,促进管理耗散结构的形成,对推动企业可持续发展尤为重要。我们从管理熵和管理耗散这一视角出发,对组织创新规律进行全新的霖索,并以此为基点,研究组织创新的内涵与特点,对组织创新的稳定性进行定量分析,最后提出导入管理负熵和建立耗散结构的措施。 相似文献
48.
回顾了国内外关于人力资源外包及信任方面的研究成果,基于武汉、上海等地28家企业人力资源外包调查数据,采用两个独立样本非参数检验方法进行了定量的实证研究.研究结果表明,信任对人力资源外包成功、企业之间的知识共享及伙伴关系有显著影响;企业之间的知识共享程度、伙伴关系强弱不同,使得企业人力资源外包效果方面存在显著差异.这些研究成果给管理者提供了一些关于如何提高人力资源外包成功的方法和启示. 相似文献
49.
企业组织创新的生态学透视 总被引:2,自引:0,他引:2
田野 《山东工商学院学报》2004,18(5):67-69
以信息技术为基础的知识经济的蓬勃发展使企业原有的组织形态越来越难以适应技术环境、社会环境的剧烈变化,从而使新一轮的组织创新研究和实践逐渐成为理论界和企业界的焦点。以生态世界观和方法论考察了组织创新的生态特征,解读了组织创新的生态规律,以期能为组织创新理论的研究提供启示。 相似文献
50.
The Importance of Social Capital to the Management of Multinational Enterprises: Relational Networks Among Asian and Western Firms 总被引:7,自引:5,他引:7
Social capital is an important concept for multinational firms. Firms operating in global markets rarely have adequate resources to compete effectively in global markets; they access the needed resources through formal and informal relationships with other firms. The cultures in Asian countries have emphasized relationships much more strongly than Western firms. Thus, relational capital, based on guanxi (China), kankei (Japan) and inmak (Korea), provides the framework for business dealings in many Asian countries. As a result, the social capital of many Asian firms gives them a potential competitive advantage in global markets. Western firms must develop social capital and learn to manage relational networks to gain and sustain a competitive advantage in global markets. Western firms can learn how to develop and manage social capital from Asian firms. Alternatively, social capital has some disadvantages. Firms are limited by their networks and thus experience opportunity costs and path dependence. Additionally, while Asian firms often have strong network ties in their domestic markets, they have to develop many more ties globally to operate effectively in global markets. As a result, the development and management of social capital has become of critical importance for competitive advantage in global markets. 相似文献