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61.
徐奇渊  杨盼盼 《金融研究》2016,429(3):31-41
基于状态空间模型的时变参数回归,本文的研究发现:全球金融危机以来,东亚经济体的货币制度正趋向于钉住各自的货币篮子,然而对于篮子中锚货币的选择是否存在趋同则仍不确定。此外,美元在货币篮子中仍起决定性作用,人民币地位仅有小幅提升。与传统观点相反,作为驻锚货币,美元的影响力下降恰恰主要发生在金融危机之前。而在2008年金融危机之后,美元和欧元在东亚的地位反而得到了增强,同时人民币和日元受到削弱。但与日元不同,遭受短暂冲击后,人民币的权重很快回复,此后人民币的锚货币地位保持了上升趋势。  相似文献   
62.
加强和谐社区建设,关键在于培养一支结构合理、素质优良的社区工作者队伍。目前,我国和谐社区建设取得了一定成效,但也存在队伍稳定性不强、职业归属感缺失等问题。增强社区工作者的职业归属,应从促进社区工作者向职业化、专业化发展,加大政府扶持力度,强化社区工作者服务意识等,推进社区工作者队伍建设。  相似文献   
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This study examines the role of career growth opportunities in explaining turnover intentions of junior auditors in public accounting firms via a survey of them. Prior studies in applied psychology and organisational behaviour argue that employees and their organisations have a social exchange relationship in which employees and organisations provide reciprocal benefits to each other. Extending this research, this paper proposes that career growth opportunities represent a critical benefit to lower level employees in accounting firms. When these employees believe that their firm provides this benefit, they reciprocate with stronger commitment to the firm which, in turn, leads to lower turnover intentions. This study also seeks to identify the causes or antecedents of employee beliefs about career growth opportunities. Two antecedents are proposed: the effectiveness of the firm's training programmes; and, the organisational prestige of the firm. Results of path analysis suggest that both training effectiveness and organisational prestige enhance employee beliefs about the career growth opportunities offered by the public accounting firms, which, in turn lead to higher commitment and lower turnover intentions.  相似文献   
65.
Many researchers, especially during the early stage of their career, focus on a narrow topic so as to achieve economies of scale in their research activities. The research path that I have followed during the last ten years or so is, to a significant extent, guided by intellectual curiosity and has led to several distinct streams of research. My own experience shows that this alternative research path can be more intellectually stimulating. It is a worthwhile long-term investment that researchers may like to consider.  相似文献   
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The institutionalization of management development and the money spent on it is in sharp contrast to the importance attached to what we know about how managers learn and whether it helps them to get promotion, given the specific organizational context in which they work. We therefore examined career success as a complex positive or negative function of the individual's learning strategy and the organization's structure. One hundred and twenty-seven managers from three government-related organizations completed a questionnaire. A deep learning strategy, characterized by a focus on meaning and relations, fosters career success, especially in a lowly specialized context. In contrast, a surface learning strategy, characterized by a focus on instructions and facts, hampers career success, especially in a highly integrated context. The findings strongly suggest that management development programmes need to be made to measure, taking into account both how the manager learns and how the organization is structured.  相似文献   
68.
蔡庆丰  刘锦 《金融评论》2012,(3):66-76,125
业绩锦标机制下,不同的市场状态会影响基金经理的风险调整行为。薪酬激励与职业忧虑会使得基金经理在风险调整时做出不同的选择。本文以2006年至2010年间的开放式基金作为研究样本,利用基金中报与年报所公布的投资组合明细,分析基金业绩排名对于基金经理风险选择行为的影响,研究发现:牛市状态下薪酬激励占据了主导地位,促使基金经理在上半年业绩排名较低的情况下在下半年增加投资组合的风险以谋取最大化薪酬;职业忧虑则会使业绩排名产生的影响在熊市下正好相反。此外,研究还发现,市场年中收益越高即市场的表现"越牛",排名较低的基金经理相对于排名较高基金经理提升其投资组合风险的表现也越明显。  相似文献   
69.
生涯性职业指导又称为职业生涯规划。它不仅满足了高职学生就业需求,同时提升了高职高专院校就业工作水平。高职高专院校应该依据不同年级和不同层次对学生进行生涯性职业指导,以改变生涯性职业指导的现状。  相似文献   
70.
Organizational changes have created a need for adaptable pre-trained workers and for employees to have more “protean” career paths and be involved in self-directed ongoing development [Hall & Mirvis, 1995. The new career contract: Developing the whole person at midlife and beyond. Journal of Vocational Behavior, 47(3), 269–289]. To help understand the processes involved in this development, a model of continuous employee development is proposed. This model integrates prior work from career development, training, and education literatures and builds on it by proposing factors that affect the occurrence of future development. Research supporting the model is reviewed and specific testable propositions derived from the variables in the model are given. Recommendations for scale usage in testing the model are also provided. Finally, the novel contributions of the model are highlighted, the practical implications of the model for organizations are outlined, and the role of the education system in these processes is discussed.  相似文献   
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