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Kathleen Cannings 《Employee Responsibilities and Rights Journal》1992,5(3):261-272
The purpose of this article is to use Albert Hirschman's Exit, Voice, and Loyalty framework to analyze the extent to which corporate employees are merely attached to the firm rather than committed. A model of managerial loyalty is developed where loyalty is defined as the percentage pay increase that an employee would require to leave the current firm for alternative employment. Independent variables in the model include barriers to exit and voice. This model was tested on three data sets from North American airlines. This model received empirical support during a stable environment but was not strongly supported during a more turbulent environment. Implications of the results are discussed. 相似文献
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文章对影响风险投资项目退出时机选择的微观因素和风险投资项目退出方式及其必要条件进行了深入分析,文章认为,风险投资项目退出的时机与方式选择具有动态性和一体性特点,遵循风险资本增值最大化的一般性原则,选择适宜的退出时机与方式对风险投资项目实现投资收益或锁定投资损失有着重要的意义。 相似文献
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David M. Saunders 《Employee Responsibilities and Rights Journal》1992,5(3):187-190
This article introduces this special issue of theEmployee Responsibilities and Rights Journal on recent work exploring Albert O. Hirschman's Exit, Voice, and Loyalty model of dissatisfaction. This special issue provides a forum for researchers and theorists with various perspectives on the model to present their ideas in one place. There are six original articles in this issue, and one discussion piece. While these articles do not resolve the controversies surrounding the Exit, Voice, and Loyalty model, they do provide a clear picture of the current status of research and theory on dissatisfaction in organizations from this perspective. 相似文献
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本文分析了国有经济介入到战略性竞争行业中的原因。运用主成分分析方法,对战略性竞争行业国有经济的竞争力进行了实证分析,得出战略性竞争行业国有经济的竞争力得分、排名及竞争力走势,并对战略性竞争行业中国有经济的调整方式及发展趋势进行了探讨。 相似文献
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建立健全保持党员先进性长效机制的思考 总被引:1,自引:0,他引:1
谢国华 《湖北财经高等专科学校学报》2005,17(6):3-5
建立健全党员长期受教育,永葆先进性的长效机制,是巩固和扩大先进性教育成果的重要途径。建立健全长效机制,必须始终围绕党员的思想、工作和生活实际,以改革创新的精神,对工作中现有机制进行不断完善,确保长效机制本身的长效性和先进性。 相似文献
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ABSTRACTOur study presents empirical evidence about the role of ownership structure for firm exit probability by explicitly differentiating between distinct exit routes (bankruptcy and forced liquidation, voluntary liquidation, mergers and acquisitions – M&A, and removal from the court register). Based on the population of Slovenian firms in the 2006–2012 period and using multinomial probit, our findings support the predictions of agency theory. Ownership concentration, share of the largest owner, and the difference in shares between two largest owners all decrease the likelihood of exit for all studied exit routes but M&A. The magnitude of their impact is largest for exits, in which owners play a decisive role, i.e. voluntary liquidation and removal. The link between the number of primary owners and exit likelihood is U-shaped with the lowest exit probability for firms with around two owners. 相似文献
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公司越来越意识到虚拟团队不仅可以提高公司的灵活性和对市场变化的响应速度,而且还能够降低成本。当组织计划建立虚拟团队时首先应当确定的团队任务及相关决策,其中的重点是使命描述、人员选拔以及任务设计。 相似文献