全文获取类型
收费全文 | 1292篇 |
免费 | 45篇 |
专业分类
管理学 | 380篇 |
劳动科学 | 1篇 |
民族学 | 6篇 |
人才学 | 1篇 |
人口学 | 17篇 |
丛书文集 | 76篇 |
理论方法论 | 58篇 |
综合类 | 397篇 |
社会学 | 292篇 |
统计学 | 109篇 |
出版年
2023年 | 9篇 |
2022年 | 13篇 |
2021年 | 33篇 |
2020年 | 48篇 |
2019年 | 37篇 |
2018年 | 18篇 |
2017年 | 42篇 |
2016年 | 34篇 |
2015年 | 37篇 |
2014年 | 49篇 |
2013年 | 156篇 |
2012年 | 94篇 |
2011年 | 101篇 |
2010年 | 73篇 |
2009年 | 80篇 |
2008年 | 70篇 |
2007年 | 69篇 |
2006年 | 76篇 |
2005年 | 57篇 |
2004年 | 54篇 |
2003年 | 41篇 |
2002年 | 31篇 |
2001年 | 23篇 |
2000年 | 22篇 |
1999年 | 12篇 |
1998年 | 4篇 |
1997年 | 4篇 |
1996年 | 3篇 |
1995年 | 7篇 |
1994年 | 2篇 |
1993年 | 3篇 |
1992年 | 3篇 |
1991年 | 5篇 |
1989年 | 3篇 |
1985年 | 5篇 |
1984年 | 5篇 |
1983年 | 1篇 |
1982年 | 4篇 |
1981年 | 2篇 |
1979年 | 1篇 |
1978年 | 6篇 |
排序方式: 共有1337条查询结果,搜索用时 15 毫秒
1.
An-Chih Wang Chou-Yu Tsai Shelley D. Dionne Francis J. Yammarino Seth M. Spain Hsiao-Chi Ling Min-Ping Huang Li-Fang Chou Bor-Shiuan Cheng 《The Leadership Quarterly》2018,29(6):686-697
We propose a new typology of paternalistic leadership styles based on how leaders demonstrate authoritarianism and benevolence, the two essential components of this type of leadership. Benevolence-dominant paternalistic leadership refers to leaders' sole dependence on the use of benevolence without their strong assertion of authority, whereas authoritarianism-dominant paternalistic leadership is based mainly on authoritarianism itself; classical paternalistic leadership, which best fits early observations of paternalistic leaders, refers to the salient combination of both leadership components. We used two distinct samples and methods to test this typology and the association with subordinate performance. Across the two studies, a field investigation with Taiwanese military supervisor-subordinate dyads and a hypothetical scenario experiment with U.S. working adults, we found a positive relationship between classical paternalistic leadership and subordinate performance as strong as that between benevolence-dominant paternalistic leadership and performance. Our findings echo the phenomenon that paternalistic leaders tend to combine benevolence with authoritarianism to affect subordinate performance. 相似文献
2.
《Long Range Planning》2019,52(5):101825
Research on problemistic search has assumed negative attainment discrepancy to be the trigger of both local and distant search. Extending this research, we present and compare two additional triggers: (1) relative attainment discrepancy, which reflects how much a firm's attainment discrepancy deviates from its past negative attainment discrepancies; and (2) persistent attainment discrepancy, which reflects how often the firm experiences below-aspirations performance. Our triggers for distant search model a behavioral explanation for the timing and relatedness of acquisitions. We find support for baseline arguments of problemistic search whereby firms increase both industry- and skill-related acquisitions when they perform below aspirations. When they persistently perform below aspirations, however, this likelihood is reduced and firms engage in acquisitions that are more unrelated, thereby providing support for the notion of expanding search boundaries from local to distant search. Of the two triggers of distant search proposed, relative attainment discrepancy does not induce firms to expand search boundaries. Our results indicate that persistent attainment discrepancy is a key construct to consider when studying the expansion of search boundaries. 相似文献
3.
The Coalition for a Healthier Community (CHC) initiative was implemented to improve the health and well-being of women and girls. Underpinning CHC is a gender-based focus that uses a network of community partners working collaboratively to generate relevant behavior change and improved health outcomes. Ten programs are trying to determine whether gender-focused system approaches are cost-effective ways to address health disparities in women and girls. Programs implemented through coalitions made up of academic institutions, public health departments, community-based organizations, and local, regional, and national organizations, are addressing health issues such as domestic violence, cardiovascular disease prevention, physical activity, and healthy eating. Although these programs are ongoing, they have made significant progress. Key factors contributing to their early success include a comprehensive needs assessment, robust coalitions, the diversity of populations targeted, programs based on findings of the needs assessments, evaluations taking into consideration the effect of gender, and strong academic–community partnerships. A noteworthy impact of these programs has been their ability to shape and impact public, social, and health policies at the state and local levels. However, there have been challenges associated with the implementation of such a complex program. Lessons learned are discussed in this paper. 相似文献
4.
Kathleen M. Baird Amornrat S. Saito Jennifer Eustace Debra K. Creedy 《Women and birth : journal of the Australian College of Midwives》2018,31(4):285-291
Background
Asking women about experiences of domestic violence in the perinatal period is accepted best practice. However, midwives and nurses may be reluctant to engage with, or effectively respond to disclosures of domestic violence due a lack of knowledge and skills.Aim
To evaluate the impact of training on knowledge and preparedness of midwives and nurses to conduct routine enquiry about domestic violence with women during the perinatal period.Method
A pre-post intervention design was used. Midwives and nurses (n = 154) attended a full day workshop. Of these, 149 completed pre-post workshop measures of knowledge and preparedness. Additional questions at post-training explored participants’ perceptions of organisational barriers to routine enquiry, as well as anticipated impact of training on their practice. Training occurred between July 2015 and October 2016.Findings
Using the Wilcoxon signed-rank test, all post intervention scores were significantly higher than pre intervention scores. Knowledge scores increased from a pre-training mean of 21.5–25.6 (Z = ?9.56, p < 0.001) and level of preparedness increased from 40.8 to 53.2 (Z = ?10.12, p < 0.001). Most participants (93%) reported improved preparedness to undertake routine enquiry after training. Only a quarter (24.9%) felt their workplace allowed adequate time to respond to disclosures of DV.Conclusions
Brief training can improve knowledge, preparedness, and confidence of midwives and nurses to conduct routine enquiry and support women during the perinatal period. Training can assist midwives and nurses to recognise signs of DV, ask women about what would be helpful to them, and address perceived organisational barriers to routine enquiry. Practice guidelines and clear referral pathways following DV disclosure need to be implemented to support gains made through training. 相似文献5.
Nairobi ME Network African Evaluation Association Secretariat Rseau Nigrian de Suivi et Evaluation Cape Verde Evaluation Network Rseau Malagache de Suivi et Evaluation Comoros Evaluation Network Eritrean Evaluation Network Malawi ME Network Rseau National de Chercheurs et Evaluateurs de Burundi Rwanda Evaluation Network UNICEF Eastern Southern Africa Region ME Network 《Evaluation and program planning》2002,25(4)
A review of the US ‘program evaluation standards’ (PES), undertaken in a series of workshops and meetings of networks of evaluators in Africa, resulted in modifications to those standards. The result was presented to a plenary session of the Inaugural Conference of the African Evaluation Association in September 1999, attended by over 300 evaluators from 35 countries. The AfrEA Conference decided that a systematic effort should be made to produce a list of African evaluation guidelines, similar to the PES, and that this checklist should be reviewed by national evaluation associations and networks in Africa and field tested in several countries. Ten national and regional networks and associations suggested modifications to the text and endorsed the final version of the guidelines. 相似文献
6.
论大学英语课堂评估方式及其对教学的反拨作用 总被引:4,自引:0,他引:4
周心红 《浙江师范大学学报(社会科学版)》2004,29(5):112-116
适时、适量、适度的大学英语课堂评估能有效地促进大学英语教学.大学英语课堂评估的形式可分为测试性与非测试性两类,非测试性方式有课堂观察、学习档案、日志等,在当前比较注重学生英语运用能力的教学中,非测试手段尤为重要.在测试性方式中,随堂测试、诊断测试、成绩测试等都可选用.如果进行得恰当,课堂评估对教学会产生多方面的积极反拨作用. 相似文献
7.
Hahn [Hahn, J. (1998). On the role of the propensity score in efficient semiparametric estimation of average treatment effects. Econometrica 66:315-331] derived the semiparametric efficiency bounds for estimating the average treatment effect (ATE) and the average treatment effect on the treated (ATET). The variance of ATET depends on whether the propensity score is known or unknown. Hahn attributes this to “dimension reduction.” In this paper, an alternative explanation is given: Knowledge of the propensity score improves upon the estimation of the distribution of the confounding variables. 相似文献
8.
新课程下的教育评价:趋势与走向 总被引:3,自引:0,他引:3
朱欣欣 《浙江师范大学学报(社会科学版)》2006,31(6):69-72
论文结合国内外正在进行的评价实践,提出了新课程背景下教育评价新的发展趋势和走向:在评价主体上呈现出主客体之间渗透的互动过程;在评价目标上强调鉴别性与导向性并重;在评价方法上注重质性与量化之间融合的多元化走向;在评价途径上突出目标性和过程性的结合。 相似文献
9.
Higher education outcomes, graduate employment and university performance indicators 总被引:1,自引:0,他引:1
Massimiliano Bratti Abigail McKnight Robin Naylor Jeremy Smith 《Journal of the Royal Statistical Society. Series A, (Statistics in Society)》2004,167(3):475-496
Summary. Official employment-related performance indicators in UK higher education are based on the population of students responding to the 'First destination supplement' (FDS). This generates potentially biased performance indicators as this population of students is not necessarily representative of the full population of leavers from each institution. University leavers who do not obtain qualifications and those who do not respond to the FDS are not included within the official analysis. We compare an employment-related performance indicator based on those students who responded to the FDS with alternative approaches which address the potential non-random nature of this subgroup of university leavers. 相似文献
10.
基于层次分析法的职务绩效定量分析 总被引:1,自引:0,他引:1
针对企业绩效评价中存在的问题,引用管理决策的层次分析法,从系统论的角度,对企业职务绩效指标进行整体分析和比较,更为科学地确定了绩效体系中各指标的权重。 相似文献