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排序方式: 共有397条查询结果,搜索用时 15 毫秒
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We examined the validity of three leadership approaches in an organization in India. We used a multi-theory and multi-method design to competitively test transformational leadership theory, the nurturant–task leadership model, and a local organization-specific leadership model. Transformation leadership theory is one of the most widely studied and accepted theories in Western countries and is viewed as a universalistic leadership approach. The nurturant–task leadership model was developed in India and viewed as a culture-specific leadership approach. We also developed a local leadership model, called RDO, a pseudonym for the organization, and viewed it as an organization-specific leadership approach, using a qualitative analysis of interview data. The overall results of our qualitative–quantitative work provide strong support for the RDO leadership model, some support for a nurturant–task leadership model, and minimal support for transformational leadership theory. These results suggest that research designs that include a multi-theory, multi-methods approach in a single culture have the potential to increase our understanding of leadership processes. 相似文献
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This paper provides some simple methods of interpreting the coefficients in multinomial logit and ordered logit models. These methods are summarized in Propositions concerning the magnitudes, signs, and patterns of partial derivatives of the outcome probabilities with respect to the exogenousvariables. The paper also provides an empirical example illustrating the use of these Propositions. 相似文献
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This study examined contemporary frontline workforce issues related to residential care for elders in rural China. Residential facilities in rural China are in transition from exclusively providing shelter to childless elders to providing long-term care for frail elders. These facilities are also under pressure to improve the quality of services that they provide. The study is based on in-depth interviews with administrators and field observations of facilities. The study focused on the following issues related to the workforce: recruitment and retention, training, work environment, workforce organization, regulations, compensation, and career ladders. The implications of resident characteristics for demands on the work force were examined. The study found that lack of skilled personnel is one of the major reasons that the overwhelming majority of facilities deny admission to frail and demented elders. Improving workers’ skill is critical if these facilities are to meet the increasing demand for institutional long-term care needs. 相似文献
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Objective. This article examines the effects of residential mobility on social connections that are likely to affect children's well‐being. Methods. We use data from a survey of participants in a housing experiment in Los Angeles, California to examine whether families that moved from public housing projects to other neighborhoods suffered short‐term losses of social capital. Results. Results indicate that residential mobility is associated with a reduced likelihood of parents talking with the parents of their children's friends. However, the effects of residential mobility on social capital are sensitive to adjustments for poverty levels in destination neighborhoods and factors that influence the probability of moving. Conclusions. Our results suggest that at least some of the negative effects of moving shown in previous studies may be due to negative selection. That is, families that move may be less successful at developing social ties than families that do not move. This finding suggests that future research on residential mobility needs to pay closer attention to factors that influence why and where families move. 相似文献
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Phillip W. Braddy Janaki Gooty John W. Fleenor Francis J. Yammarino 《The Leadership Quarterly》2014,25(2):373-390
Based on extensive research that views leadership as a multi-faceted phenomenon, we examined how the relationships between task-oriented and relationship-oriented leader behaviors and career derailment potential vary by observer perspective. We present findings using three different analytical techniques: random coefficient modeling (RCM), relative weight analysis (RWA), and polynomial regression (PR). RCM findings suggest that self-, direct report, peer, and supervisor ratings of leader behaviors differ and are associated with career derailment potential. RWA results indicate that self-ratings matter the least, whereas peer ratings of leader behaviors typically matter the most in predicting career derailment potential. PR analyses indicate that career derailment potential is lowest when self-ratings are lower than other ratings of leader behaviors and/or when self–other ratings converge on higher, rather than lower, ratings of leader behaviors. Implications for leadership and self–other agreement research and professional practice are discussed. 相似文献
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