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971.
Md. Mohsin-Ul Islam 《International Journal of Human Resource Management》2013,24(2):150-171
A survey was conducted on 302 working men and women in Japanese private firms and local government organization anrl 51 non-working Japanese women to examine the attitude and consciousness towards career commitment and continuity if organizations adopt some policy formulations in more relaxed ways to accommodate, particularly, Japanese women in the workplace. Many studies have well documented that women’s passive attitude towards career commitment and continuity, as compared to that of men, is the outcome of discriminatory HRM policies and practices in the internal labour market. The ANOVA results show that the attitude on the policy relating to work–home harmonization differs significantly between men and women. As compared to working women, non-working women would have a more positive attitude to career commitment and continuity if a work-home harmonization policy wcre adopted. The ANOVA results also reveal that men and women have shown an almost similar attitude to pay structure and, thus, the integrated corporate pay structure can help in developing women’s attitude and consciousness towards career commitment and continuity, but women cannot share equally with their male counterparts as regards the policy of career development; rather, they are demanding job security, distributive justice and career counselling in the workplace. 相似文献
972.
Juan G. Cegarra-Navarro Frank Dewhurst 《International Journal of Human Resource Management》2013,24(10):1720-1735
Ambidexterity is an organization's context to achieve alignment and adaptability simultaneously within the organization learning processes. This paper examines the relationship between and significance of two key factors of organization learning (exploration and exploitation of knowledge) and two possible control factors (company size and sector) on the ambidexterity context, and their effects on the creation of customer capital. These relationships are examined through an empirical investigation of 269 Spanish SMEs from two different sectors (Optometry and Telecommunications), using structural equation modelling validated by factor analysis. The results indicate that the effects of exploration and exploitation of knowledge on customer capital are mediated through an ambidexterity context, which in this study is not affected by the size of SMEs but might be related to the sector in which they operate. 相似文献
973.
Eleanna Galanaki Dimitris Bourantas Nancy Papalexandris 《International Journal of Human Resource Management》2013,24(12):2332-2351
Employee training plays a crucial role in the success of most organizations. Due to its developmental aspect, training is closely linked to core competencies and strategic focus. However, it is also one of the most widely outsourced HR functions in most Western economies. This article attempts to illustrate and propose a decision model for the factors that shape the expected benefits and subsequently the extent of outsourcing training functions. A distinction is made among generic training (for the development of competencies) and job- or company- specific training (for example, induction training, job specialization, etc.). Two decision models are extracted with structural equation modelling. Asset specificity, market availability, in-house development of training and firm size are discussed. The factors shaping the decision to outsource, as well as the perceived benefits from outsourcing employee training, are different for each of the two types of training (generic and specific). The reasons underlying those differences are discussed. For both types of training service it is proposed that the expected quality benefits, not cost ones, induce companies to outsource training. Thus, this study attempts to offer a useful insight into the factors shaping the extent and the expected benefits from outsourcing training services. The outcomes can further assist HRM professionals (managers and providers of HRM services), as well as academics to gain a better understanding of the nature of HRM outsourcing decisions in general, and a ‘basic’ HRM outsourcing practice – training – in particular. 相似文献
974.
Joan Ramon Sanchis Palacio Domingo Ribeiro Soriano 《International Journal of Human Resource Management》2013,24(5):1219-1245
The aim of this study is to contrast the existence of a significant relation between good human resource practices and business results. The empirical analysis is applied to strategies implemented by Local Development and Employment Officers (LDEOs) with regard to the management of social integration and job placement programs within the context of Local Development in Spain for both the universalist and contingent perspectives of Human Resource Management. The novelty of this study lies in the impact local development programs are having on social integration and job placement, and, in particular, the effects of project management. 相似文献
975.
Shu-Hsien Liao Da-Chian Hu Hui-Ying Chung 《International Journal of Human Resource Management》2013,24(8):1810-1826
The tourism industry is an indicator of the degree of internationalization and modernization of a country; and hotels are a key part in the tourism industry. According to studies on foreign tourists to Taiwan, expenses for international hotels make up the major portion of the tourists' total costs. Hence, international hotels play a significant role in the industry. The population for this study is 60 international hotels approved by the Taiwan Tourism Bureau. The sample is formed by 24 of these hotels. A questionnaire survey was conducted and 303 valid replies were received. The research analyzes cause and effect relationships among leader-member relations, as well as organizational commitment and job satisfaction utilizing structural equation modeling. The results show that job satisfaction is the mediating variable between organization commitment and leader-member relations. 相似文献
976.
Stephen T.T. Teo Melanie Le Clerc Maria Carmen Galang 《International Journal of Human Resource Management》2013,24(12):2522-2538
The current study seeks to answer a number of key questions concerning the strategic management of frontline employees (e.g. individuals who do not occupy an executive, managerial or supervisory role in functions such as production, maintenance, service and clerical functions) and their contributions towards the performance of small- and medium-sized manufacturing firms in Australia. This study adopts a human capital perspective to examine the employee and organisational performance of small and medium enterprises (SMEs) in Australia. We were also interested in seeking to examine the presence of the human resource management (HRM) function of SMEs in Australia and their contribution towards employee and firm performance. Findings from the partial least square analysis identified the antecedents and consequences of a human capital enhancing (HCE) approach for the strategic HRM of frontline employees in Australia's manufacturing industry. Strategic orientations of small- and medium-sized manufacturing firms mediate the contribution of the HRM function in adopting a set of HCE HRM systems. HCE HRM system was found to have a direct and indirect impact on manufacturing performance outcomes. Frontline employees' performance was found to mediate the impact of HCE HRM system on manufacturing performance outcomes. Theoretical and practical implications are discussed in relation to the management of frontline employees in enhancing perceived employee and manufacturing performance. 相似文献
977.
Hartmut Haas 《International Journal of Human Resource Management》2013,24(15):3105-3113
Teams have become increasingly multinational in many sectors. The impact of national diversity on team performance is, however, controversial. On the one hand, multinational teams may have access to a greater variety of task-relevant expertise, which should increase the team performance. On the other hand, national diversity may complicate team collaboration and increase team conflict. Applying panel econometrics to 4284 team observations in a globalized sector, we find evidence that multinational teams perform worse than teams with less national diversity. 相似文献
978.
Abstract Social enterprises are being promoted as responsive and innovative way to deliver public services. As part of this promotion, these organizations are being required to demonstrate the social and economic value they generate. Social return on investment (SROI) is a performance measurement tool currently being encouraged to capture this impact. This paper draws on survey and interview data to analyse how SROI is used and understood in health and social care settings. It indicates that despite being accepted as an internationally recognized measurement tool for social enterprise, SROI is underused and undervalued due to practical and ideological barriers. 相似文献
979.
Greg J. Bamber Shaun Ryan Nick Wailes 《International Journal of Human Resource Management》2013,24(8):1481-1516
This paper provides statistical information on internationalization, human resources and labour market outcomes in ten important developed market economies (DMEs). Such data are useful for practitioners and academics who are interested in international HRM. The article's aim is to provide easily accessible statistical tables of selected characteristics, which can be used to draw initial comparisons between countries and to test competing accounts of the impact of globalization on national patterns of employment relations. It includes standard sources so readers can elaborate and update these data. 相似文献
980.