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1.
State institutions and trade unions put pressure on the British financial services sector to reform its gendered practices and reduce its gender pay gap following both the recession and the Equality and Human Rights Commission (EHRC) Inquiry (2009). This article considers the effect of these pressures by comparing the gender pay gap pre‐, during‐ and post‐recession periods. Using Labour Force Survey data, the article finds a marginal pay gap reduction in the post‐recession period, a reduction that was greater in financial services than in the rest of the economy. However, the financial services pay gap remained resilient and substantially higher at the top of the earnings distribution. Union membership and collective bargaining were shown to reduce the pay gap including for women members with children. In contrast, countervailing factors, including ethnicity and post‐recession longer working hours, contributed to the pay gap. The study reveals the limitations of voluntary interventions against a resilient gendered culture. 相似文献
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Alma McCarthy Jeanette N. Cleveland Sam Hunter Colette Darcy Geraldine Grady 《International Journal of Human Resource Management》2013,24(6):1257-1276
This article examines how employee perceptions of supervisory and organizational support for work–life balance, in addition to the number of work–life balance programmes available, predict a number of work–life balance outcomes including role conflict, job satisfaction, family satisfaction and turnover intentions in a sample of large private and public sector organizations in Ireland. The attitudes of HR managers towards work–life balance programmes are also explored. To account for the nested structure of the data, analyses were conducted using hierarchical linear modelling. We found that perceptions of work–life supportiveness as measured at the HR manager and immediate supervisor levels affect employee uptake of work–life programmes, employee work–life balance outcomes and turnover intentions. 相似文献
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Jing-jian Xiao Geraldine I. Olson 《Family and consumer sciences research journal / American Association of Family and Consumer Sciences》1993,22(1):92-109
This study examines the validity of the mental-accounting concept. Three hierarchical mental accounts are conceptually identified, representing a continuum from most basic (ACCT1) to least basic (ACCT3) needs, and empirically formed. Families are hypothesized to have different marginal propensities to consume from different mental accounts, and two related hypotheses are developed. Using data from 1983 and 1986 Surveys of Consumer Finances, estimates of stock adjustment models indicate that all families at low-, middle-, and high-income level adjusted their savings from real stocks to desirable stocks fastest in ACCT3 and slowest in ACCT1. In the middle-income sample, results showed that savings in ACCT1 at the end of the previous period had the largest negative influence on changes in ACCT2 and ACCT3, and savings in ACCT3 had the least influence on changes in the other two accounts, over one period of time. These findings supported the hypotheses derived from the mental-accounting assumption. 相似文献
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The article investigates the nature of the increasing involvement of women in the decision-making structures of the fifth largest UK union through a study of senior women union officials. It is argued that senior union women, operating within a feminist paradigm, balance both transformational and status quo objectives in working towards union survival and renewal. 相似文献
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Geraldine OBrien John E. Thompson 《International Journal of Training and Development》1999,3(4):250-268
A study of Irish HRD professionals shows an excessive focus on the individual with an emphasis on instruction and facilitation. A study of four European countries shows their HRD professionals to be more organisationally focussed. The lack of consideration by the Irish HRD professionals of organisational competencies such as cost benefit analysis and industry understanding will inhibit their move from a transactional to strategic role. A modification to the ASTD model of a role in strategic HRD is suggested in addition to other uses of the Irish results. 相似文献
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This paper addresses the under-explored relationship between women's structures and union democracy and argues that women's structural progress is mediated by an enduring gendered oligarchy and an associated struggle to access power resources. It provides, first, an analysis over time of women's structures in UK unions, and second, a case-study analysis of the Manufacturing, Science and Finance (MSF) trade union. The analysis over time demonstrates women's progress in achieving positional power, but conceals the complexity of the way different resources are used to constrain and enable women trade unionists. 相似文献
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