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171.
172.
Debabrata Talukdar 《International Journal of Human Resource Management》2013,24(4):467-484
Closely following the analysis approach used for similar studies in the economics and finance literature, we present the first study to examine if there exists an empirical regularity in the bibliometric patterns of research productivity in the organizational behavior (OB) and human resource management (HRM) literature. Our results present strong evidence that there indeed exists a distinct empirical regularity. It is the so-called Generalized Lotka's Law of scientific productivity pattern: The number of authors publishing n papers is about 1/nc of those publishing one paper. The observed pattern in the OB and HRM area is interestingly very consistent with those in much older, related business disciplines. 相似文献
173.
Grace O.M. Lee Malcolm Warner 《International Journal of Human Resource Management》2013,24(5):860-880
In this paper, we examine the effects of SARS (Severe Acute Respiratory Syndrome) on China's human resources, its labour-market and its level of employment and unemployment, looking specifically at what was one of its economically most vulnerable points, the hotel industry. The paper hypothesizes that the greatest impact would be on human resources in the service-industries and on particular sub-sectors, such as employment in hotels, located in three main cities in the PRC, in Beijing, Guangzhou and Shanghai, catering to both overseas as well as domestic tourism. It tentatively concludes that the almost dramatic demand and supply ‘shocks’ may have directly affected both the demand for and the supply of labour in the sub-sector, with discernable employment consequences. 相似文献
174.
Jesús Ángel del Brío Esteban Fernández Beatriz Junquera 《International Journal of Human Resource Management》2013,24(4):491-522
The objective of this work is to conduct an empirical study that shows whether certain management and human resource factors influence the achievement of an environmental action-based competitive advantage in a company. To this end, we have taken a sample of 110 factories. Management's deep involvement and its strategic integration, as well as employee motivation and participation, have a positive impact on the achievement of an environmental action-based competitive advantage in a company. 相似文献
175.
In this study, we seek to further delineate factors that condition the relationship between slack resources and firm performance. To do so, we develop and test a model that establishes the role of venture capital (VC) and angel investors as powerful external stakeholders who positively moderate the slack–performance relationship. In addition, we provide more insight into this relationship by examining differences between these two types of private investors and by examining the role of their ownership stakes. We test our hypotheses using a sample of 1215 private firms, including VC‐backed firms, angel‐backed firms, and similar firms without such investors. We find that the presence of VC investors positively moderates the relationship between both financial and human slack resources and firm performance, while angel investors only positively moderate the effect of human resource slack. Further, VC investors are only marginally better at helping entrepreneurs to extract value from human resource slack than angel investors and they are no better when it comes to financial slack. Finally, we find that the impact of financial and human resource slack on firm performance is more positive in VC‐backed firms when investors hold high ownership stakes, an effect which is significantly stronger than when angel investors hold high ownership stakes. 相似文献
176.
Evan H. Offstein Devi R. Gnyawali Anthony T. Cobb 《Human Resource Management Review》2005,15(4):305-318
Embedded within firms are unique stores of intangible human assets that likely influence the way firms compete. We argue that the human and social capital of a firm, particularly at the upper echelon and board of director (BOD) levels, contribute to the firm's awareness of the competitive environment and its motivation and ability to undertake numerous, complex, and forceful competitive actions. We also suggest that the firm's executive compensation systems moderate the effects of these intangible human assets on firm competitive behavior. By examining how human capital, intra-firm social capital, and executive compensation influence firm competitive behavior, we advance a strategic HRM perspective of firm competitive behavior and outline several implications for future research. 相似文献
177.
污泥资源化利用标准发展趋势探讨 总被引:1,自引:0,他引:1
马娜 《世界标准化与质量管理》2006,(4):41-45
对比各种污泥处理处置方式,污泥资源化利用是有巨大发展前途的一种,是提高污泥资源化水平、促进循环经济和可持续发展、建立节约型社会的有效手段。通过对现行污泥利用标准的分析和与国外相关法规及标准的对比,结合我国污泥的产生、理化性质等特征,讨论了现行标准存在的不足,探讨了未来的发展趋势。 相似文献
178.
179.
REITs在商业地产发展中的运用 总被引:3,自引:0,他引:3
REITs是一种可以使广大中小投资者投资房地产并分享稳定收益的方式。随着我国房地产宏观调控政策作用的不断显现,房地产开发企业所面临的融资条件越来越严格。对于开发投资大,回收期长的商业地产开发来说,发展REITs具有重要意义,不仅能拓宽商业地产开发的融资渠道,还可以分散银行体系的经营风险,防范金融业风险。对国内商业地产开发中存在的问题和在商业地产中引入REITs时开发商应做的准备工作进行了讨论,同时结合美国REITs的经验提出了相关政策建议。 相似文献
180.
本文首先界定了资源、知识和能力的含义;然后分析了资源、知识和能力三者之间的关系;最后以此为基础重新界定了组织核心能力的内涵。 相似文献