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961.
People with HIV infection are subjected to prejudice, discrimination and hostility related to the stigmatization of AIDS. To manage the stigma of their disease, they mount complex coping strategies. This paper reports results from a qualitative study that examined gay/bisexual men's experiences of living with HIV infection. Unstructured interviews from a diverse sample of 139 men were analyzed to examine how men coped with AIDS-related stigma. We discerned a variety of stigma management strategies that could be arranged along a continuum from reactive to proactive based on the extent to which they implicitly accepted or challenged the social norms and values that underlie the stigmatization of HIV/AIDS. Reactive strategies to cope with stigma involve defensive attempts to avoid or mitigate the impact of stigma, but imply acceptance of the underlying social norms and values that construct the stigma. Examples of reactive strategies include hiding one's HIV status, presenting one's illness as a less stigmatizing one (e.g., cancer), or distancing one's self from more damaging aspects of AIDS-stigma (e.g., attributing infection to blood transfusion). Proactive strategies challenge the validity of the stigma and imply disavowal and resistance of the social norms and values that underlie the stigma. Examples of proactive strategies include engaging in public educational efforts that address misperceptions about HIV transmission and social activism to change the social and political conditions that affect PWA/HIV. 相似文献
962.
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
963.
Absenteeism, turnover and disability, and relationships between them have been studied among city bus drivers in the Netherlands. The theoretical framework for the study was a cumulative process model of work and health. Absenteeism among these drivers was two to three times as high as the national average, while the risk of disablement was more than twice as high as the risk for male Dutch civil servants in general. Bus drivers who had to leave their job for medical reasons did so at a younger age than other groups of civil servants. The main conditions leading to disablement related to the back, tendons and joints (35%), mental disorders (35%) and cardiovascular diseases (12%). It was shown that long-term absenteeism is a strong precursor of future disability. The research suggests a work-related process of progressive deterioration of health and well-being over a reasonably long period of time. Driving city buses seems to be an occupation with high risks for health and well-being. 相似文献
964.
A set S of vertices of a graph G is a total outer-connected dominating set if every vertex in V(G) is adjacent to some vertex in S and the subgraph induced by V?S is connected. The total outer-connected domination number γ toc (G) is the minimum size of such a set. We give some properties and bounds for γ toc in general graphs and in trees. For graphs of order n, diameter 2 and minimum degree at least 3, we show that $\gamma_{toc}(G)\le \frac{2n-2}{3}$ and we determine the extremal graphs. 相似文献
965.
966.
AStA Advances in Statistical Analysis - We comment the paper by Jahn et al. (On the role of data, statistics and decisions in a pandemic, 2022). 相似文献
967.
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
968.
We investigate the relation between customer satisfaction, customer servicing costs, and customer value in a financial services firm. We find that customer satisfaction is positively associated with future customer servicing costs, as well as with customer value. The relation between customer satisfaction and customer value appears non-linear; higher customer satisfaction appears to have a higher return for the most profitable customer segments. Our findings indicate that customer satisfaction is a value driver; however, customer satisfaction is not cost-free and managers have to consider the costs, as well as the benefits, of increasing customer satisfaction. 相似文献
969.
A solution for two-person bargaining problems 总被引:1,自引:0,他引:1
H. Salonen 《Social Choice and Welfare》1985,2(2):139-146
Everyday bargaining problems are often solved by tossing a coin. A solution for two-person bargaining problems is axiomatized, which is a Pareto-optimal generalization of this coin tossing method. The super-additive solution of Perles and Maschler is also shown to be a generalization of this method. Various properties of our solution are studied, including continuity and risk sensitivity, and compared with properties of other solutions discussed in the literature.This study was financed by the Yrjö Jahnsson Foundation, which is gratefully acknowledged. I like to thank an anonymous referee for useful comments. 相似文献
970.
DENNIS H. SULLIVAN 《Economic inquiry》1985,23(2):309-320
In a standard model of household allocation of time and income, church attendance and church contributions are determined simultaneously. There are life-cycle aspects to both attendance and contributions, as Azzi and Ehrenberg (1975) and Ehrenberg (1977) have argued, and contributions behavior is affected by tax treatment and by a potential free-rider problem as well. This paper motivates an econometric specification which recognizes these features and estimates the parameters with a data set of over 2000 Protestant church members. 相似文献