全文获取类型
收费全文 | 168篇 |
免费 | 8篇 |
专业分类
管理学 | 53篇 |
民族学 | 1篇 |
人口学 | 12篇 |
丛书文集 | 1篇 |
理论方法论 | 8篇 |
综合类 | 5篇 |
社会学 | 82篇 |
统计学 | 14篇 |
出版年
2023年 | 1篇 |
2021年 | 1篇 |
2020年 | 5篇 |
2019年 | 4篇 |
2018年 | 6篇 |
2017年 | 5篇 |
2016年 | 9篇 |
2015年 | 6篇 |
2014年 | 9篇 |
2013年 | 16篇 |
2012年 | 10篇 |
2011年 | 11篇 |
2010年 | 10篇 |
2009年 | 8篇 |
2008年 | 11篇 |
2007年 | 9篇 |
2006年 | 6篇 |
2005年 | 9篇 |
2004年 | 7篇 |
2003年 | 6篇 |
2002年 | 5篇 |
2001年 | 6篇 |
2000年 | 4篇 |
1999年 | 4篇 |
1997年 | 1篇 |
1996年 | 3篇 |
1994年 | 1篇 |
1991年 | 1篇 |
1985年 | 1篇 |
1975年 | 1篇 |
排序方式: 共有176条查询结果,搜索用时 0 毫秒
171.
172.
A comparative inventory of regulations, policies and practices in The Netherlands, Sweden, UK, Germany and France with regard to the prevention of work stress was carried out. In each country data were collected by means of interviews with key informants and through exploring relevant documents and literature. It was found that Sweden, The Netherlands and the UK—those countries with framework legislation in the field of health and safety—recognize stress as an important health and safety topic, whereas Germany and France do not yet recognize stress as an important policy issue. However, even in the first group of countries less attention is being paid towards psychosocial work characteristics when compared with traditional health and safety issues, such as noise, machine safety and toxic agents. There is a clear lack of well-documented (national) 'examples of good preventive practice', even in Sweden and The Netherlands. Recommendations are being formulated concerning type of legislation, guidance and information, monitoring and risk assessment, costs and benefits, examples of good practice and European networking. 相似文献
173.
174.
175.
176.
This study investigates the relationship between employees’ perceptions of psychological contract breaches and their failure to meet work-related deadlines, with a particular focus on the mediating role of the depersonalization they assign to organizational authorities and the moderating role of their religious faith. Results based on multisource data, collected among employees and their supervisors in Pakistani organizations, show that an important factor that underpins the connection between beliefs about broken organizational promises and a diminished propensity to finish work on time is that employees depersonalize organizational leaders. This mediating effect is mitigated by employees’ religious faith. For organizations, this study thus identifies a key mechanism – exhibiting indifference to the people in charge – by which employees’ frustrations about resource-depleting contract breaches may inadvertently escalate into ineffective time management, and it identifies some workers among whom this counterproductive dynamic is less likely, namely, employees who can draw from their religious faith. 相似文献