全文获取类型
收费全文 | 290篇 |
免费 | 21篇 |
专业分类
管理学 | 18篇 |
民族学 | 6篇 |
人口学 | 19篇 |
丛书文集 | 1篇 |
理论方法论 | 42篇 |
综合类 | 5篇 |
社会学 | 193篇 |
统计学 | 27篇 |
出版年
2023年 | 4篇 |
2021年 | 3篇 |
2020年 | 11篇 |
2019年 | 14篇 |
2018年 | 9篇 |
2017年 | 18篇 |
2016年 | 14篇 |
2015年 | 11篇 |
2014年 | 17篇 |
2013年 | 67篇 |
2012年 | 9篇 |
2011年 | 11篇 |
2010年 | 11篇 |
2009年 | 7篇 |
2008年 | 5篇 |
2007年 | 5篇 |
2006年 | 9篇 |
2005年 | 10篇 |
2004年 | 7篇 |
2003年 | 5篇 |
2002年 | 4篇 |
2001年 | 3篇 |
2000年 | 6篇 |
1999年 | 5篇 |
1998年 | 5篇 |
1997年 | 4篇 |
1995年 | 3篇 |
1994年 | 3篇 |
1993年 | 1篇 |
1992年 | 4篇 |
1991年 | 1篇 |
1990年 | 4篇 |
1989年 | 1篇 |
1988年 | 1篇 |
1987年 | 3篇 |
1985年 | 3篇 |
1984年 | 1篇 |
1983年 | 1篇 |
1982年 | 1篇 |
1981年 | 5篇 |
1979年 | 1篇 |
1977年 | 1篇 |
1976年 | 1篇 |
1972年 | 2篇 |
排序方式: 共有311条查询结果,搜索用时 984 毫秒
71.
Although fundraising organizations in the third sector have gone through a progressive professionalization process, it remains unclear whether this development has led to any financial benefits. This article focuses on the question of whether or not it pays off for fundraising organizations to invest in professionalization. The data for this study come from 165 organizations representing 45 percent of the Swiss fundraising market. We first propose the term “organizational fundraising capability” as a new construct for measuring the degree of professionalization and rationalization in fundraising management. We then analyze its relationship to overall net revenue from donations as well as the growth of net revenue from donations. Our analysis indicates that, in addition to organizational size measured by total revenue, revenue share from donations, and expansion strategy, fundraising capability makes an important contribution to explaining both an institution's net revenue from fundraising and the level of increase in net donations. The consequences for the development of professionalization and rationalization in fundraising are discussed. 相似文献
72.
Mónica Guzmán-González Lusmenia Garrido Carlos Calderón Paula Contreras Diana Rivera 《Journal of divorce & remarriage》2017,58(2):96-109
The aim of this study was to determine the psychometric properties of a short version of the Fisher Divorce Adjustment Scale (FDAS–SF; Fisher, 1978) in the Chilean context. Participants were 260 individuals who were divorced or separated. The FDAS–SF included 22 of the original 100 items, and its factorial structure was evaluated using exploratory and confirmatory factor analysis. Instead of the 6 original subscales proposed by its author, the structure that showed the best fit to the data was composed of 5 subscales: self-worth, disentanglement from the ex-partner, anger, grief, and social trust. The social self-worth subscale was excluded. Reliability analyses revealed good internal consistency of the subscales and adequate convergent validity with depression, anxiety, stress, and life satisfaction. Given the psychometric properties of this short version, it can be concluded that the FDAS–SF can be used in the Chilean context to evaluate the adjustment to divorce and separation. 相似文献
73.
Diana Hunt 《Development policy review : the journal of the Overseas Development Institute》2004,22(2):173-191
Empirical studies of land rights privatisation have tended to underemphasise the unintended impacts of land rights reform relative to establishing whether the predicted impacts have occurred. This article, in reviewing some of the unintended consequences of the 1998 Uganda Land Act, draws attention to ways in which intended impacts may be undercut by lack of both consultation and foresight in anticipating responses to new legal provisions and by lack of adequate resourcing of the reform process. It also recognises that unintended outcomes may sometimes reflect appropriate adaptations of legal provisions at the local level, and briefly considers what light the Ugandan experience can throw on recent proposals for Normalisation of informal property rights in the Third World. 相似文献
74.
Diana Rajendran Eddy S. Ng Greg Sears Nailah Ayub 《International migration (Geneva, Switzerland)》2020,58(2):30-51
Australia has been aggressively pursuing skilled migrants to sustain its population and foster economic growth. However, many skilled migrants experience a downward career move upon migration to Australia. Based on a survey of recent skilled migrants, this study investigates how individual (age, years of settlement, qualifications), national/societal (citizenship and settlement), and organization-level (climate of inclusion) factors influence their career success. Overall, we found that: (1) age at migration matters more than length of settlement in predicting skilled migrant career success; (2) citizenship uptake and living in a neighbourhood with a greater number of families from the same country of origin facilitate post-migration career success; and (3) perceptions of one's social/informal networks in the workplace – a dimension of perceived organizational climate of inclusion – also have a positive impact on migrant career outcomes. 相似文献
75.
Diana Rowan Dennis D. Long Darrin Johnson 《Journal of gay & lesbian social services》2013,25(2):178-196
Members of the house/ball subculture, a segment of the population of young men and transgendered people of color who have sex with men in the United States, are examined in relationship to self-identity and presentation. To enhance cultural awareness and understanding for helping professionals, historical backdrop, categories of identity, theoretical applications, and insight concerning the social network and fluidity of self within the house/ball community are described and examined. Case illustrations demonstrate the importance of cultural competence concerning this marginalized population, especially when considering HIV prevention and care, health disparities, violence, and poverty. 相似文献
76.
In this study, an experimental design embedded in a nationalsurvey is used to examine the impact of social trust on participationin e-commerce. To what extent does generalized trust in peopleinfluence economic behavior, particularly in newly establishedrealms such as the Internet? Although some previous work hasposited a role for social trust in encouraging both e-commerceand economic development more generally, evidence has been basedon cross-sectional associations and, primarily, at the aggregatelevel of entire countries. While these relationships have beensuggestive, studies have yet to confirm a causal role for socialtrust in influencing e-commerce. Would increasing levels ofsocial trust actually encourage greater e-commerce participation?This study combines the representativeness of a national surveywith the internal validity of an experimental design to answerthis question. 相似文献
77.
ABSTRACTAlmost all mindfulness-based interventions (MBIs) are delivered in group format. Given the benefits of group work for children/youth, the authors wondered how researchers studying MBIs discussed and analyzed the group-work component of the MBI. The authors conducted a scoping study with the aims of analyzing relevant research regardless of design to explore the range of research activity, to summarize findings, and to identify gaps in knowledge. Our research questions asked, (1) How is group work described and discussed in the research literature that explores MBIs with children and youth? (2) When group work is discussed, what factors are the focus of discussion? and (3) Is group work considered an important aspect in the delivery of MBIs? Ultimately, the authors identified 94 articles that met their inclusion criteria. The researchers that discussed group work identified rationales for the group delivery, benefits of group work, the need for a cohesive and safe environment for learning, the relevant role of the group facilitator, cultural implications, and challenges associated with group delivery. Engagement of youth in an MBI and the importance of the group process were identified as main issues. The authors concluded that all of the factors contributing to change as a result of having participated in an MBI need to be better understood, and that group work should be given more attention in the delivery and study of MBIs. Thus, the facilitation of an MBI can be better understood as can the mechanisms of change. 相似文献
78.
79.
The Differential Effects of Transformational Leadership on Multiple Identifications at Work: A Meta‐analytic Model
下载免费PDF全文
![点击此处可从《英国管理杂志》网站下载免费的PDF全文](/ch/ext_images/free.gif)
Employees’ identifications are a valuable asset for modern organizations, and identification research has stressed the necessity to distinguish identifications according to their focus (i.e. organizational, team, or leader identification). Interestingly, transformational leadership (TFL) has been proposed to unfold its effects by transforming followers’ identifications and could thus be a powerful way to actively manage identification. However, it remains unclear whether TFL affects identifications with different foci similarly or whether it predominantly influences a specific focus. To resolve this puzzle, the authors conducted a meta‐analysis (k = 73; N = 20,543) and found that TFL (and each TFL sub‐dimension) is more strongly associated with leader identification than with organizational identification or team identification. By presenting a comprehensive model of TFL's effects on identifications, we show that leader identification mediates the relationships between TFL and collective identifications (i.e. organizational identification or team identification), illustrating that relational identification plays a crucial role in subsequently shaping collective identifications. Implications for research and practice are discussed. 相似文献
80.
The purpose of this study was to examine career success perceived by professionals in the fashion industry. Two sets of open‐ ended interviews were conducted with 33 fashion industry professionals. The interviews were analyzed for success themes using a grounded approach methodology. External definitions of success mentioned were salary, promotions, sales, being seen as an expert, and having influence. Internal rewards included being innovative, maintaining integrity, and work satisfaction. Attributes identified as important for career success were motivation, flexibility, a positive attitude, networking ability, enjoying work, a mentor, self‐promotion, multitasking, following instinct, dressing well, and doing research. 相似文献