全文获取类型
| 收费全文 | 9820篇 |
| 免费 | 537篇 |
| 国内免费 | 22篇 |
专业分类
| 财政金融 | 460篇 |
| 工业经济 | 587篇 |
| 计划管理 | 2528篇 |
| 经济学 | 1673篇 |
| 综合类 | 1309篇 |
| 运输经济 | 45篇 |
| 旅游经济 | 158篇 |
| 贸易经济 | 1120篇 |
| 农业经济 | 1414篇 |
| 经济概况 | 1085篇 |
出版年
| 2025年 | 48篇 |
| 2024年 | 143篇 |
| 2023年 | 135篇 |
| 2022年 | 163篇 |
| 2021年 | 248篇 |
| 2020年 | 304篇 |
| 2019年 | 264篇 |
| 2018年 | 196篇 |
| 2017年 | 255篇 |
| 2016年 | 249篇 |
| 2015年 | 282篇 |
| 2014年 | 599篇 |
| 2013年 | 862篇 |
| 2012年 | 779篇 |
| 2011年 | 824篇 |
| 2010年 | 685篇 |
| 2009年 | 544篇 |
| 2008年 | 677篇 |
| 2007年 | 704篇 |
| 2006年 | 665篇 |
| 2005年 | 501篇 |
| 2004年 | 323篇 |
| 2003年 | 271篇 |
| 2002年 | 181篇 |
| 2001年 | 174篇 |
| 2000年 | 101篇 |
| 1999年 | 59篇 |
| 1998年 | 31篇 |
| 1997年 | 23篇 |
| 1996年 | 22篇 |
| 1995年 | 9篇 |
| 1994年 | 6篇 |
| 1993年 | 19篇 |
| 1992年 | 11篇 |
| 1991年 | 5篇 |
| 1990年 | 1篇 |
| 1989年 | 3篇 |
| 1988年 | 2篇 |
| 1985年 | 2篇 |
| 1984年 | 3篇 |
| 1983年 | 2篇 |
| 1981年 | 3篇 |
| 1980年 | 1篇 |
排序方式： 共有10000条查询结果，搜索用时 15 毫秒
71.
Judie Gannon Alexandros Paraskevas 《International Journal of Human Resource Management》2019,30(11):1737-1768
AbstractThis study explores best practice in the preparation and protection of strategic HRs deployed by Multinational corporations (MNCs) in hostile environments. By building on the literature from the areas of strategic and IHRM, expatriation, as well as risk and crisis management, the limitations and gaps of the extant research are highlighted. This provides a foundation for our investigation through a series of in-depth interviews with corporate executives, and insurers and relocation specialists with professional expertise in protecting and supporting HRs. This represents the first time such a detailed picture of the partnerships between MNCs and the specialists, required to deliver preparation and protection in hostile environments, has been depicted in the IHRM literature. The findings identify the challenges MNCs face when protecting their HRs and highlights the importance of specialist expertise, knowledge, and management. A framework for managing HRs within international hostile environments is subsequently developed offering an opportunity to systematically consider some of the ethical and strategic issues associated with the contemporary challenges of international mobility. 相似文献
72.
We consider an exogenous and reversible shock to a groundwater resource, namely a decrease in the recharge rate of the aquifer. We compare optimal extraction paths and the social costs of optimal adaptation in two cases: under certainty, i.e. when the date of occurrence of the shock is known, and under uncertainty, when the date of occurrence of the shock is a random variable. We show that an increase in uncertainty leads to a decrease in precautionary behavior in the short run and to an increase in precautionary behavior in the long run. We apply our model to the particular case of the Western la Mancha aquifer in Spain. We show that, in this context, it is advantageous for the water agency to acquire information on the date of the shock, especially for high-intensity and intermediate-risk events. 相似文献
73.
高等医学院校实验室是造就高级医疗科技人才的基地。实验室是学生将所学的知识运用于实践的重要场所,是反映学校教学、科研、学科建设和管理水平的重要标志[1]。实验室的合理化建设与科学化管理,是提高教学质量的基本保证,也是学科建设的重要环节。进入"十二五"以来,国家对教育和科研的创新发展日益重视,在《国家中长期教育改革和发展规划纲要(2010-2020年)》的指导下,不断推出支持政策、加大投入力度。我院为实现资源共享、促进学科交叉融合,提高实验教学质量,医学院对原隶属于各个学科的教学实验室进行了整合。各专业实验室设备器材的资源共享扩大了设备器材的使用范围,充分发挥设备效能,如模拟手术室是临床外科技能中心,可供临床专业,护理专业,麻醉专业共用。体现了学校整体化管理的现代化模式,提高了设备利用率,减少了资源浪费,受到广大教师们的欢迎。 相似文献
74.
This paper investigates national and organizational cultural influences among managers in three types of companies: Japanese companies in Japan, South Asian domestic companies and Japanese subsidiaries/joint ventures in South Asia. The findings suggest that a Japanese parent company's culture tends to have a much stronger influence with Japanese companies operating in Japan. Japanese parent company culture tends to have less influence than the South Asian national culture in shaping the HRM styles and practices in Japanese subsidiaries/joint ventures operating in South Asia. While some South Asian firms are in the initial stages of learning about participative HRM from foreign companies, most still tend to maintain their national culture and traditional ways in the operating systems of their organizations. 相似文献
75.
通过对前人研究成果的学习,在对资源与资本概念辨析的基础上,结合自身的体会,重新对人力资源与人力资本的概念进行界定。指出当劳动者被经济活动所需要,潜在使用价值转换为现实使用价值,人力资源即转换为人力资本,并在把握二者关系的基础上,提出了如何使人力资源最大化地转换为人力资本的一些想法。 相似文献
76.
Helen Shipton Karin Sanders Carol Atkinson Stephen Frenkel 《Human Resource Management Journal》2016,26(1):29-45
In this article, we examine line manager prioritisation of HR roles and the consequences for employee commitment in a health‐care setting. Our analysis is based on a quantitative, multi‐actor study (509 employees and 67 line managers) in four Dutch hospitals. Using sense‐giving as a theoretical lens, we demonstrate that, in addition to the effects of high commitment HRM, prioritising the Employee Champion role alone and the Employee Champion and Strategic Partner roles in combination is associated with higher employee commitment. We argue that through performing roles that are evocative of deep‐seated values, such as excellent patient care and concern for others, line managers can have a positive effect on staff attitudes. In a sector often beleaguered by staff turnover, exhaustion and burnout, we offer an important, empirically based framework that has the potential to improve employee commitment and, from there, enhance performance. 相似文献
77.
78.
浅析中国现代酒店人力资源管理的4P模式 总被引：1，自引：0，他引：1
深化改革现代酒店人力资源管理制度,提升酒店人力资源管理水平是中国现代酒店行业一直关注的热点。而现代企业人力资源管理的4P模式,抓住HR管理的核心问题,为企业人力资源管理开辟了新的道路。将4P模式运用到现代酒店人力资源管理中,可以帮助酒店建立起一个以素质管理为中心、以职位管理为前提、以绩效管理为核心、以薪酬管理为关键的健全管理体制,使中国现代酒店实现行之有效的人力资源管理。 相似文献
79.
Effective management of people is increasingly recognized in the literature as a vital contributor to organizational performance and indeed survival. Nevertheless, studies of the dynamics of human resource management in small entrepreneurial ventures are relatively sparse. In this paper we draw upon a range of behaviourally-informed research publications to demonstrate that a culture of owner-influenced individualism and informality pervades these ventures, affecting prime human resource issues such as performance related practices, training and development, work–life balance and other critical dimensions of employee welfare. A preference for informality and an absence of strategy to inform owner–employee relations sits uneasily alongside growing political pressures toward codification of the management of employees in small entrepreneurial ventures. The response to these pressures may have significant implications both for relationships with employees and for organizational performance. 相似文献
80.
唐梦 《广东农工商职业技术学院学报》2002,(4)
传统的人力资源成本核算模式是以西方发达国家劳动力具有稀缺性为前提构建起来的,据此,对人力资源的获得、开发及遣散等主要成本进行核算构成了传统人力资源成本核算模式的基本框架;但就我国现实经济的客观实际来看,该模式在计量、核算和反映我国劳动密集型人力资源运动内在变化的规律上存在缺陷。因此,依据我国企业人力资源成本变化的实际,用科学、创新、合理的方式来建立人力资源成本会计核算模式是必须的、也是理性的。 相似文献