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951.
Izhar Mithal Jiskani Barkat Ullah Kausar Sultan Shah Sher Bacha Niaz Muhammad Shahani Muhammad Ali Ahsan Maqbool Abdullah Rasheed Qureshi 《Process Safety Progress》2019,38(4):e12041
Mineral production is the mainstay of the global economy. Pakistan has huge mineral resources potential, but the contribution of minerals to the gross domestic product is not commensurate with its potential. The main reasons for the unregulated nature of the mining sector are poor organizational structure, inadequate implementation of legislation, insufficient investment, and lack of technology. Due concerns and priority of introducing advanced and safe mining methods are still awaited in Pakistan. Therefore, the role of policy makers at this stage is crucial for assessing and reviewing the current strategies for developing future strategies in order to overcome these problems. This article reviews the current situation of the mining industry in standards of statutory compliance, highlights the key issues in health and safety practices, and analyses loopholes in policies. In addition, some future implications are also put forward for the steady development of the mining sector in Pakistan. This study will help the government and mining enterprises from different perspectives in order to ensure mine safety and steady development. © 2019 American Institute of Chemical Engineers Process Saf Prog: e12041 2019 相似文献
952.
学科服务是图书馆服务的一项新举措,本文从队伍建设、资源建设和学科服务平台建设等几个方面阐述深化学科服务的各项措施。 相似文献
953.
Douglas J. Miller 《战略管理杂志》2006,27(7):601-619
Previous findings that related diversification creates value have been called into question over concerns about methodology and measures. Reviewing existing theory to consider how a firm's knowledge base interacts with its product market activity, I address several of these concerns by creating a measure of technological diversity based on citation‐weighted patents. The measure indicates a firm's opportunity for corporate diversification based on economies of scope in valuable knowledge assets, is defined for both single‐ and multibusiness firms, and is not correlated with more fundamental aspects of diversification, such as the number of businesses in the corporate portfolio. Evidence from a large sample of firms shows the positive relationship between diversification based on technological diversity and market‐based measures of performance, controlling for R&D intensity and capital intensity as further indicators of the type of assets underlying diversification. Results hold when controlling for the endogeneity of diversification and performance in a cross‐sectional sample or when controlling for unobserved factors using panel data. Copyright © 2006 John Wiley & Sons, Ltd. 相似文献
954.
Numerous policymakers have accepted claims in the public health literature that the United States is in the middle of a serious epidemic of childhood lead poisoning, due primarily to lead paint in the housing stock. This article analyzes some of the most influential lead paint epidemiological studies from an economics perspective and finds evidence that the claimed effects of lead on intelligence, school success, and other outcomes may be grossly exaggerated. In addition, the main cost-benefit analysis used by policymakers to advocate lead paint abatement of the entire U.S. housing stock contains serious mathematical errors and strikingly implausible economic assumptions. A corrected model shows that the proposed national abatement policy is likely to yield no net benefit. 相似文献
955.
Ying Zhu 《International Journal of Human Resource Management》2013,24(7):1261-1276
Vietnam has experienced substantial economic growth since the mid-1980s when economic reform (doi moi) started. However, the Asian crisis had some negative impacts on the Vietnamese economy. Both the external environment and internal competition added more pressure on companies to speed up organizational reform. Transforming the old personnel management into new flexible human resource management system is one of the central reform agendas among companies in order to survive the market competition. This research analyses the nature of the changes in the area of human resource management under the influence of market-oriented reform that puts emphases on flexibility and competitiveness in the new millennium. 相似文献
956.
Workforce composition in organizations has become increasingly diverse. As an important step in determining how workforce diversity leads to firm performance, we proposed relational coordination as a mediator through which diversity in age and education indirectly affects firm performance. We also highlighted two human resource management practices (structural empowerment and multisource feedback) as critical contingencies that moderate the effects of workforce diversity on relational coordination and firm performance. We conducted hierarchical multiple regression on multisource data (including responses from senior directors, department directors, managers, and employees, as well as financial performance) from 189 Korean firms in the manufacturing sector, which yielded support for our hypotheses. These findings offer novel theoretical and practical insights into the effective management of workforce diversity. 相似文献
957.
宋萌 《世界标准化与质量管理》2010,(2):78-83
美国在人力资源管理的探索中一直处于世界前沿水平。特别是金融危机过后,美国人力资源管理发生了一些新的变化。文章在分析美围人力资源管理发展历程的基础上,探讨分析了其对人才开发的特点,从人力资源管理的使用、内容以及对社会责任的重视度等多方面阐述了美国人力资源的发展变化,并根据中国的人力资源发展环境,得出几点启示,以期对更好地建立中国特色的人力资源管理有借鉴意义。 相似文献
958.
从组织环境因素的角度研究了其对中小物流企业人力资源管理行为的影响,将组织环境因素分为企业经营规模、企业发展战略以及与大企业的联盟关系三个维度,并从这三个维度出发分别研究了其与企业的核心团队组成结构比例、教育培训方式和投入程度、绩效考核体系规范性及员工工资薪酬水平等之间关系的相关性,通过对调查问卷获得的实际样本数据进行统计分析,认为企业发展战略以及与大企业的联盟关系对于中小型物流企业人力资源管理行为的影响比较显著,而企业经营规模对人力资源管理行为选择的影响相对较小. 相似文献
959.
Şebnem Eroğlu 《International journal of urban and regional research》2013,37(2):769-789
This article critically examines the existing conceptualizations of and explanations for the socioeconomic behaviour of poor households in order to lay the foundations of a new model designed to extend the existing resource‐based approach to livelihoods. The proposed model groups ‘household responses to poverty’ into four key types: income generation, income allocation, consumption and investment. In explaining household responses and their poverty outcomes, it focuses on the role of different resources beyond income (e.g. social capital), along with the wider structural forces and household characteristics that influence the availability and benefit delivery capacity of these resources. The new model is shown to provide a theoretically more sophisticated framework with greater explanatory power and empirical applicability. 相似文献
960.
Satwinder Singh A. Fattaah Mohamed Tamer Darwish 《International Journal of Human Resource Management》2013,24(19):3577-3598
Very little work in the past has focused on the comparative analysis of human resource management (HRM) practices between domestic and multinational enterprises (MNEs). The majority of the work in this area has instead concentrated on comparing the HRM practices utilised by the subsidiaries of MNEs, and has mostly been conducted in the context of developed countries. In this paper, we examine how the HR practices of appraisals, rewards and incentives are offered, explained and monitored in domestic enterprises (DEs) versus MNEs, and how they are similar or different in nature. This paper is based on primary data collected from a cross-section of firms operating in the country of Brunei Darussalam – a context within which no previous work of this nature has been undertaken. An analysis reveals several interesting results: HR practices are more advanced and better structured in MNEs that conduct performance appraisals (PA) more frequently than DEs, and their feedback system is also rapid; incentives and rewards systems in MNEs follow market ethos and principles; the HR directors and employees of MNEs are more receptive to PA than those in DEs whilst, in contrast to DEs, incentives and rewards systems in MNEs follow market ethos and principles. Furthermore, with regard to size, younger firms are more likely to be following market principles in terms of explaining incentives and rewards systems to their employees, whilst older firms claim that working for them carries social and psychological benefits for employees. 相似文献