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1.
We integrate insights from family business and organizational ecology into the entrepreneurship field by constructing a theoretical framework that explains how the regional context impacts family and non-family start-ups in differing ways. Regional count data models based on a rich longitudinal dataset reveal that while economic factors such as population size and growth in regions are primarily associated with the number of non-family start-ups, factors related to regional embeddedness, such as pre-existing small family businesses as well as favorable community attitudes toward small businesses, are more strongly associated with the number of family start-ups. Our research provides support for the notion that ‘the regional context’ is an important yet under-theorized area for research on venture creation and family business. 相似文献
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Many virtual project teams perform better when leadership is shared (rather than centralized with the formal team leader); however, team leaders are often neither prepared to identify shared leadership potential nor to actually share leadership responsibility. Based on a study of 96 globally dispersed software development teams we show that team leaders tend to underestimate the team members’ capacity to lead themselves. As a consequence, these leaders monopolize decision‐making authority and provide insufficient levels of autonomy for team members to tackle their tasks. Preventing the team members from unfolding their true potential, these leaders unconsciously jeopardize virtual team performance. Paradoxically, it is thus team leaders themselves hindering leadership effectiveness in virtual teams. 相似文献
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Companies increasingly make use of geographically dispersed teams to capture knowledge residing at different locations. In this context, shared leadership is considered a key enabler of team performance. Taking a functional perspective on shared leadership, we thus investigate the relationship between shared leadership behaviors and team performance in dispersed teams. Furthermore, we analyze how socio‐demographic factors that are characteristic for dispersed teams (i.e., high female‐to‐male ratio, high mean age, and high levels of national diversity) affect shared leadership behaviors. Based on data from 96 dispersed teams, we show that shared leadership behavior fosters team performance. Further, we find the socio‐demographic characteristics typical for dispersed teams to foster shared leadership. Theoretical and managerial implications for human resource management are discussed. © 2012 Wiley Periodicals, Inc. 相似文献
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Interpersonal trust refers to the willingness to make oneself vulnerable to the actions of another party. Trust is generally acknowledged as fostering knowledge exchange and thus contributing to new product development (NPD) team effectiveness. However, the conditions under which NPD teams come to rely more heavily on trust to facilitate effectiveness remain unclear. With burgeoning global collaboration on new product development, we analyze how the characteristics of global NPD teams, i.e., geographic dispersion, computer‐mediated communication (e.g., e‐mail, video‐conferencing), team membership flexibility, and national diversity moderate the trust–effectiveness relationship. Our results show that trust is more important under the condition of geographic dispersion, computer‐mediated communication, and national diversity. By specifying when trust influences NPD team effectiveness in globally dispersed teams, we discuss the theoretical implications and provide recommendations for management. 相似文献
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Experimental evidence in the fields of linguistics and psychology supports the hypothesis that gendered language, such as omitting the female genus, is attended by a perception bias and may thereby foster the cognitive exclusion of women. Economic approaches have furthermore encountered a correlation between the gender intensity of language and individual behaviour. The full extent of the bias and its related undesirable social consequences, for instance on occupational gender segregation or gender pay gaps, remain unknown. This paper points out research gaps, methodological challenges and the significance of gendered language in economics. 相似文献
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Ruth McPhail Ron Fisher Michael Harvey Miriam Moeller 《Human Resource Development Quarterly》2012,23(2):259-276
This article explores the evolution of international staffing in an increasingly globalized and hypercompetitive marketplace. As the issue of staff retention becomes critical in global organizations, it is important to understand the types of managers that may be on or assigned to overseas assignments. The purpose of this article is to present a conceptual model of types of expatriates and explore key decision making points along their potential evolution into global staff. This model emerges from several bodies of literature. 相似文献
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Miriam Marra 《Review of Quantitative Finance and Accounting》2017,49(3):811-853
In this paper I show that the co-movements between bid-ask spreads of equities and credit default swaps vary over time and increase over crisis periods. The co-movements are strongly related to systematic risk factors and to the theoretical debt-to-equity hedge ratio. I document that hedging and asymmetric information, besides higher funding costs and market volatility risk, are driving factors of the commonality and are significantly priced in CDS bid-ask spreads. 相似文献
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Christian Fieseler Christian P. Hoffmann Miriam Meckel 《Marketing Review St. Gallen》2010,27(5):22-26
Das Soziale Internet (Web 2.0) macht jeden potenziell zum Kommunikator — die Agenda-Setting-Funktion verlagert sich von den Massenmedien zu den Teilnehmern Sozialer Netze. Damit sehen sich Unternehmen einer zunehmend vielf?ltigen, selbstbewussten und kritischen ?ffentlichkeit gegenüber. Um Nachhaltigkeit glaubhaft zu kommunizieren, sollten Unternehmen sich daher als dialogbereiter Gespr?chspartner in Sozialen Netzen etablieren. Der vorliegende Beitrag leitet aus aktuellen Beispielen vier Spielregeln für die CSR-Kommunikation im Web 2.0 ab. 相似文献