全文获取类型
收费全文 | 691篇 |
免费 | 25篇 |
专业分类
管理学 | 92篇 |
民族学 | 14篇 |
人才学 | 1篇 |
人口学 | 47篇 |
丛书文集 | 9篇 |
教育普及 | 1篇 |
理论方法论 | 98篇 |
综合类 | 5篇 |
社会学 | 397篇 |
统计学 | 52篇 |
出版年
2024年 | 2篇 |
2023年 | 8篇 |
2022年 | 3篇 |
2021年 | 4篇 |
2020年 | 21篇 |
2019年 | 30篇 |
2018年 | 19篇 |
2017年 | 30篇 |
2016年 | 27篇 |
2015年 | 22篇 |
2014年 | 27篇 |
2013年 | 113篇 |
2012年 | 30篇 |
2011年 | 37篇 |
2010年 | 24篇 |
2009年 | 24篇 |
2008年 | 31篇 |
2007年 | 28篇 |
2006年 | 20篇 |
2005年 | 19篇 |
2004年 | 28篇 |
2003年 | 14篇 |
2002年 | 18篇 |
2001年 | 21篇 |
2000年 | 9篇 |
1999年 | 7篇 |
1998年 | 5篇 |
1997年 | 12篇 |
1996年 | 6篇 |
1995年 | 2篇 |
1994年 | 7篇 |
1992年 | 2篇 |
1991年 | 2篇 |
1990年 | 3篇 |
1989年 | 2篇 |
1988年 | 3篇 |
1987年 | 3篇 |
1986年 | 2篇 |
1985年 | 2篇 |
1984年 | 6篇 |
1981年 | 6篇 |
1980年 | 7篇 |
1979年 | 3篇 |
1978年 | 5篇 |
1977年 | 5篇 |
1975年 | 4篇 |
1973年 | 2篇 |
1972年 | 2篇 |
1966年 | 1篇 |
1965年 | 1篇 |
排序方式: 共有716条查询结果,搜索用时 15 毫秒
81.
Eleanor Pepi Downey Robert L. Jackson Maria E. Puig Rich Furman 《Social Work Education》2013,32(4):401-410
This article discusses the use of contemporary film in social work education, including the theoretical rationale for the inclusion of film from the perspective of narrative and adult learning theory as well as the application of the case method to the use of film. The student viewpoint and perspective is provided through the results of an exploratory research study with 109 Baccalaureate social work students who completed a survey questionnaire following a classroom activity involving a contemporary film. Analysis of the quantitative data and qualitative comments indicates that students believe that film is a beneficial adjunct to textbook and lecture content. 相似文献
82.
We examine whether institutionalized practices and beliefs regarding breadwinning roles are associated with the choice of more or less equal money management strategies in marriage. Using cross‐national data from 21 country contexts in the International Social Survey Programme and multilevel modeling, we find that in contexts of shared breadwinning, there is a greater likelihood of shared management of money, controlling for the relative income contribution of each spouse. We also find some evidence that the effect of spouses’ relative income contributions diminishes in contexts of shared breadwinning. Our analysis comparing women’s and men’s money management is consistent with previous research indicating that women’s management may be more work than power. 相似文献
83.
Clearly, the necessary changes in the law and culture will not come easily or quickly. But, transcending all forms of these
labor market segments is a set of concerns that arguably should spur a search for common ground between labor and management.
The proliferation of automated technologies, together with the continuing impact of foreign competition with cheap labor markets,
has led some to predict that, over the next quarter century, we will witness the elimination of the blue-collar, mass assembly-line
worker from the production process.14
Moreover, the theory that those losing jobs in the manufacturing sector will be generally absorbed into the service sector
is losing currency as it is becoming clear that service jobs are, themselves, not invulnerable either to offshore outsourcing
(e.g., telephone operators, data processors) or to automated technology (e.g., bank tellers, office secretaries).
Nor is it realistic to expect the new “knowledge sector” to absorb more than a fraction of the unemployed and underemployed
casualties of this transformation. As a result, the widening gap between the haves and have nots will only continue to grow.
As the trend accelerates, certain possibilities for a labor-management accommodation emerge. For one thing, although corporations
may be enjoying short-term gains from present wage stagnation, downsizing, outsourcing, and casting off of permanent employees,
the longer term effects include a work force with considerably diminished consumer purchasing power. In some industries, corporations
are already acknowledging the adverse effects of this trend.
Furthermore, as employers are contributing into pension funds on behalf of fewer and fewer “employees,” the forced savings
pool that has for many years constituted a primary financing source of capital investments in our economy, will gradually
be depleted.15
At the same time as employers are coming face to face with the disadvantages of the union-free environment they have so long
sought, employers are also rediscovering the contributions to productivity, quality, and efficiency that can be gained from
a truly empowered work force with an independent voice in the workplace. All of this should lead an enlightened management
to place less currency on resisting unionization and other legitimate forms of independent employee representation, and to
join labor in advocating strong labor standards and effective labor law for all four of the labor market segments that exist
today and will exist tomorrow.
The authors wish to convey their deep appreciation for the invaluable contributions to this paper made by David Silberman
of Bredhoff & Kaiser and Craig Becker, Associate General Counsel, Service Employees International Union. Another version of
this paper was published in Labor Lawyer. 相似文献
84.
Yimo Shen Todd Jackson Cody Ding Denghua Yuan Lei Zhao Yunlai Dou Qinglin Zhang 《European Management Journal》2014
Perceived organizational support (POS) is viewed as an important explanatory framework for understanding the relationship between employees and the workplace, and is regarded by some researchers as central in understanding job-related attitudes and behaviors of employees. However, less research has taken into account the role of organizational identification, which reflects how individuals define the self with respect to their organization, as a potential influence on such relationships. Drawing on a cross-organizational sample of 238 subordinate-supervisor dyads from the People’s Republic of China, we examined whether organizational identification mediates the effect of perceived organizational support (POS) on work outcomes including turnover intentions, work performance, and organizational citizenship behavior (OCB). Results from the current study showed that organizational identification fully mediates the relation of POS to OCB-directed to individuals, and partially mediates relations between POS and other work outcomes (turnover intention, work performance, OCB-directed to organization). Implications for management theory and practice are discussed. 相似文献
85.
The goal of most work teams is high performance. Prior studies suggest that performance within work groups is influenced by that group’s social network topology. Research has generally revealed to date that group cohesion (i.e., network density) is positively related to team performance under certain conditions. However, more recent research has indicated that this is not the full story. Recent research suggests that an inverse curvilinear relationship exists between social network measures (of which group cohesion is one) and team performance. In response to the need for understanding this relationship more fully, and leveraging the promising new insights that can be garnered with the use of social network analysis (SNA), this study employs SNA as a tool to explore the structural cohesiveness of teams of travel agents. This research extends our understanding of the relationship between intragroup social network relations and team performance by confirming an inverse curvilinear relationship exists between group cohesion and team performance. This paper leverages email communication to determine the social networks of each team, and then examines such in light of team performance. In total, an analysis of more than 7 million emails was undertaken. This study was conducted with work teams within a service organization. Each team in the study carries out the same tasks, i.e., identical task contingency, yet represents a distinct unit of analysis. The study confirms that social network topology is a valuable predictor of team performance and confirms that, like so many other social network measures, group cohesion and team performance share an inverse ‘U’ shaped relationship, not strictly a positive one as previously posited. 相似文献
86.
Engagement must be appreciated as an integral ongoing aspect of therapy. It can provide therapists with a wealth of information about the structure and functioning of the family. Engagement/counter-engagement, assessment and interventions are essential, interdependent processes which occur throughout treatment. Ways of enhancing the engagement process are discussed. 相似文献
87.
Sociological Forum - 相似文献
88.
89.
W.U. Jackson 《Long Range Planning》1984,17(3):24-31
The author outlines the complexity of trying to measure performance in local government and poses the questions: performance review by whom?—elected members, professional officers, outside bodies and management consultants: for whom?—ratepayers, recipients of services, central government: and for what purpose?—to cut costs, to cut services, to improve efficiency. He then outlines the various techniques used to measure and assess performance in local government. 相似文献
90.
Judah Rosenblatt D.L. Jackson W.P. Dole W.L. Thompson 《Journal of statistical planning and inference》1983,8(3):281-300
In this paper the accuracy of the normal approximation to the Poisson is treated from the viewpoint of direct approximation of Poisson variables by normal ones. The conclusions that are derived on the accuracy of this approximation lead (among others) to very useful results on confidence limits for the mean of a linear combination of independent Poisson variables; these latter are employed in precise determination of the composition of a mixture of radioactive isotopes by means of a scintillation counter. 相似文献