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1.
George Lan Maureen Gowing Fritz Rieger Sharon McMahon Norman King 《Business ethics (Oxford, England)》2010,19(2):183-198
This study uses the Schwartz Values Questionnaire and version 2 of the Defining Issues Test to investigate the values, value types (clusters of related values) and level of moral reasoning of a sample of 108 MBA students in a Canadian university. There are no statistically significant differences in the levels of moral reasoning attributed to gender. Male and female MBA students rank ‘family security’ and ‘healthy’ as their two most important values. For males, hedonism, achievement and self‐direction are the three most important value types, while for females they are benevolence, hedonism and security, respectively. There are statistically significant gender differences for the value types hedonism, achievement, stimulation and power. Overall, however, there are more similarities than differences between the male and the female students. Regression analysis indicates a statistically significant positive association between the postconventional level of moral reasoning as measured by P‐scores and the value‐type universalism. The findings provide further evidence that value types affect the postconventional level of moral reasoning. 相似文献
2.
In 1991, Jones developed an issue-contingent model of ethical decision making in which moral intensity is posited to affect the four stages of Rest’s 1986 model (awareness, judgment, intention, and behavior). Jones claimed that
moral intensity, which is “the extent of issue-related moral imperative in a situation” (p. 372), consists of six characteristics:
magnitude of consequences (MC), social consensus (SC), probability of effect (PE), temporal immediacy (TI), proximity (PX),
and concentration of effect (CE). This article reports the findings of two studies that analyzed the factor structure of moral
intensity, operationalized by a 12-item Perceived Moral Intensity Scale (PMIS) adapted from the work of Singhapakdi et al.
[1996, Journal of Business Research, 36, 245–255] and Frey [2000, Journal of Business Ethics, 26, 181–195]. The two items that were purported to measure CE were dropped due to their inability to effectively tap into
the characteristic proposed by Jones. Factor analyses of the remaining 10 items supported a 3-factor structure, with the MC,
PE, and TI items loading on the first factor, the PX items loading on the second factor, and the SC items loading on the third
factor. These factors were labeled: Probable Magnitude of Consequences, Proximity, and Social Consensus. The authors conclude that moral intensity consists of three characteristics, rather than the six posited by Jones. 相似文献
3.
4.
Following an extensive review of the moral intensity literature, this article reports the findings of two studies (one between-subjects,
the other within-subject) that examined the effect of manipulated and perceived moral intensity on ethical judgment. In the
between-subjects study participants judged actions taken in manipulated high moral intensity scenarios to be more unethical
than the same actions taken in manipulated low moral intensity scenarios. Findings were mixed for the effect of perceived
moral intensity. Both probable magnitude of consequences (a factor consisting of magnitude of consequences, probability of
effect, and temporal immediacy) and social consensus had a significant effect; proximity did not. In the within-subject study
manipulated moral intensity had a significant effect on ethical judgment, but perceived moral intensity did not. Regression
of ethical judgment on age, gender, major, and the three perceived moral intensity factors was significant between-subjects,
but not within-subject. Ethical judgment was found to be a more robust predictor of intention than perceived moral intensity
using a within-subject design.
Joan M. McMahon is an Assistant Professor of Management in the Luter School of Business at Christopher Newport University,
teaching courses in Organizational Behavior, Leadership, and Human Resources. She has a B.A. in Speech from the State University
of New York, College at Oneonta; an M. Ed. in Early Childhood Education from James Madison University; and an M.S. and Ph.D.
in Industrial/Organizational Psychology from Virginia Polytechnic Institute and State University.
Robert J. Harvey is an Associate Professor of Psychology at Virginia Polytechnic Institute and State University. He has a
B.A. in Psychology and an M.A. in Experimental Psychology from the University of Missouri at Kansas City, and a Ph.D. in Industrial/Organizational
Psychology from Ohio State University. Dr. Harvey has authored a number of articles in the Journal of Applied Psychology, the Journal of Personality Assessment, Personnel Psychology, and others. He is the author of the chapter on job analysis in the Handbook of Industrial and Organizational Psychology. 相似文献
5.
The factor structure of the Multidimensional Ethics Scale (MES; Reidenbach and Robin: 1988, Journal of Business Ethics
7, 871–879; 1990, Journal of Business Ethics
9, 639–653) was examined for the 8-item short form (N = 328) and the original 30-item pool (N = 260). The objectives of the study were: to verify the dimensionality of the MES; to increase the amount of true cross-scenario
variance through the use of 18 scenarios varying in moral intensity (Jones: 1991, Academy of Management Review
16, 366–395); and, to examine the items for measurement precision using item-response theory (IRT) methods. Results of confirmatory
and exploratory factor analysis failed to conclusively support the hypothesized 3- (short form) or 5-factor (long form) structure;
both instruments were instead dominated by a general factor. Item response theory analyses using Samejima’s (1969, Psychometrika Monograph Supplement
34, (4, Pt. 2)) graded response model revealed that many items in the 30-item pool performed very well, and suggested that a
different collection of items be used to form a short-form version of the MES. Our proposed 10-item instrument includes more
discriminating items than the 8-item version, and has the added advantage of including two items from each of the five ethical
philosophies represented in the original 30-item pool.
Joan M. McMahon is an Assistant Professor of Management in the School of Business at Christopher Newport University, teaching
courses in Organizational Behavior, Leadership, and Human Resources. She has a B.A. in Speech from the State University of
New York, College at Oneonta; an M.Ed. In Early Childhood Education from James Madison University; and an M.S. and Ph.D. in
Industrial/Organizational Psychology from Virginia Polytechnic Institute and State University.
Robert J. Harvey is an Associate Professor of Psychology at Virginia Polytechnic Institute and State University. He has a
B.A. in Psychology and an M.A. in Experimental Psychology from the University of Missouri at Kansas City, and a Ph.D. in Industrial/Organizational
Psychology from Ohio State University. Dr. Harvey has authored a number of articles in the Journal of Applied Psychology,
the Journal of Personality Assessment, Personnel Psychology, and others. He is the author of the chapter on job analysis in the Handbook of Industrial and Organizational Psychology. 相似文献
6.
中国的快速崛起是美国在21世纪必须面对的最严峻的挑战之一。按照目前的经济增长速度,中国经济可能到本世纪中就能赶上美国。这样可能会导致全 相似文献
7.
8.
This paper estimates a permanent income model of consumption with a constrained moving average error process. Our results do not support the permanent income theory. 相似文献
9.
This paper illustrates the black-white disparity in health benefit coverage and the socioeconomic variables-unemployment, income, and education. The health benefit disparity is strongly related to the disparity in underlying socioeconomic variables. Moreover, the time-series examination reveals that the change in white workers' health insurance coverage is largely determined by its year-to-year persistence and the labor market tightness (or the business cycle), while that of black workers is largely determined by the change in their earnings with a slight persistence. The effect of the change in annual earnings seems to dominate the effect of the labor market condition (unemployment rate) and other variables. Finally, although marginally significant, an increase in the attainment of higher education (college) has a positive effect on the black-white health benefit disparity. 相似文献
10.
ABSTRACTThis article conducts groundwork for a discussion of Marx’s influence through examining the boundaries of the specifically Marxian school of economics. This Marxian school extends well beyond the bounds of the self-identified Marxian school. Marx’s influence, Marxian themes and effectively Marxian theory can be found in several important heterodox traditions of economics, though this is often unacknowledged. A consideration of the proper boundaries of the Marxian school of economics is essential for a full understanding of Marx’s legacy and could contribute to the emergence of a more unified heterodoxy in economics. 相似文献