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141.
142.
Jane Parker Janet Sayers Amanda Young-Hauser Shirley Barnett Patricia Loga Selu Paea 《Gender, Work and Organization》2022,29(1):110-130
Since its bi-cultural foundation with Te Tiriti o Waitangi (the Treaty of Waitangi, signed in 1840 by Māori, the indigenous Polynesian people of Aotearoa New Zealand (NZ), chiefs and representatives of the British Crown), cultural identities have expanded through immigration. While Aotearoa NZ's government seeks to encourage workplace diversity in public service agencies, developments are being disrupted by Covid-19. Using a typology of equality approaches, this study appraises the “ambition” of equity progress in Aotearoa NZ public service agencies based on content analysis of interviews with sector experts, agency staff and managers. In terms of equity discourses, workplace inequities emerge as more pronounced for Māori and Pasifika (the indigenous peoples of the Pacific), indicating that more “ambitious” equality initiatives, including those which aim for intersectional inclusion, are needed. The study thereby contributes a more nuanced understanding of equity approaches that could meaningfully inform workplace initiatives designed to recognize, value and empower gender diversity. Its relevance for Aotearoa NZ, which has one of the most diverse working-age populations in the world, is likely to resonate in other countries where workforce diversity is yet to translate into equitable engagement in and experiences of work organizations by all. 相似文献
143.
Population ecologists suggest that inertialpressures make it difficult for organizations to adapttheir strategies and structures in response toenvironmental changes. One way in which organizations may attempt to overcome these inertial tendenciesis by selecting executive successors with differentcareer specializations than their predecessors, whichmay enable them to better cope with changingenvironmental contingencies. The present study examined therelationship between the previous CEO s careerspecialization, the corporate strategy in place at thetime of the succession event, and the careerspecialization of the new CEO from 1981-1990. The resultssuggest that organizations often chose successors withdifferent career specializations than theirpredecessors, and that previous corporate strategy wasa relatively poor predictor of successors specializations.These results differ from earlier research findingsconcerning executive succession between 1957-1981.Possible reasons for these differences are discussed, and the implications for future research are considered. 相似文献
144.
This paper discusses the part-time professional career option, a career alternative thought to promote work-family integration, and asks whether this alternative would increase responsiveness to fluctuations in the demand for professionals. For illustrative purposes, we focus on the current oversupply of physicians in the United States, and discuss: (a) existing strategies to reduce this supply; (b) how current full-time schedules restrict professionals' ability to successfully combine work and family; and (c) the potential consequences of promoting part-time careers for the professional community and for families. Este papel describe la opcion de la carrera profesional tiempo medio, una carrera alternativa que se supone provee la integracion de trabajo y familia y hace la pregunta si esta alternativa aumentaria respuestas a altas y bajas en la demanda de profesionales. Para ilustrar, enfocamos en la actual sobre fuente de medicos en los Estados Unidos y discutimos: (a) estrategias existentes para reducir esta fuente; (b) como horarios de tiempo completo existentes resrictan a profesionales que equivale a la abilidad de positivamente combinar el trabajo y la familia; y (c) las consecuencias potenciales de promover carreras a tiempo medio para la comunidad profesional y sus familiares. 相似文献
145.
Drawing on past research and prominent theoretical orientations, this research note suggests new approaches to intergenerational dynamics. For 316 grandparent‐grandchild pairs, we found that the transition of grandchildren to higher education, controlling for other transitions, improves the quality of the grandparent‐grandchild relationship. For grandparent mentoring, however, we see evidence of a generational stake, with grandparents overestimating their mentoring role, compared to grandchildren, during this transition. This generational stake reflects the importance of grandparent education, with increased mentoring for the college‐going grandchildren of college‐educated grandparents. These findings indicate that the intergenerational literature can be significantly advanced by taking a long‐term perspective, incorporating multiple points of view, and examining contextual variation. Moreover, greater understanding of these intergenerational ties will benefit research on families and individual development. 相似文献
146.
147.
Bureaucratic Reform and Issues of Political Responsiveness 总被引:1,自引:0,他引:1
148.
Vicki Barnett 《Journal of Labor Research》2003,24(1):55-72
Conclusion Exhausted by almost eight months of striking, the CEP members urged their union officers to take a radical proposal to the
Herald: forget the seniority clause, which the company had maintained was the main stumbling block. Many union members believed
that the Herald and Conrad Black didn’t care about seniority and had picked it as an issue in full confidence that it was
the one item no union would drop. But since nothing else was working, despite evidence the Herald was suffering severe circulation
and corporate-image losses, it was time to call the employer’s bluff. The company seemed to be taken by surprice at the CEP’s
abandoning of the cherished principle when union and compeny representatives met in front of an official of the Alberta government.
But within a few days, Gaynor was saying publicly there were other issues in the way, not just seniority. Despite the innovative
use of electronic communications during the strike, there was no hope of obtaining a settlement if the Herald wasn’t forced to negotiate with the union. The provincial government, however, failed to enforce provisions of its weak labor
laws that required “bargaining in good faith.” 相似文献
149.
Arnold Barnett 《Risk analysis》2004,24(4):909-916
150.
Abstract This research explores violent and property crime rates in nonmetropolitan counties. It is argued that crime rates are lower in these counties because of higher levels of social integration. We test the hypothesis that predictors of crime from social disorganization theory exert different effects on violent and property crimes at different levels of population change in nonmetropolitan counties. We use a spatial lag regression model to predict the 1989–1991 average violent and property crime rates for these counties, taken from the Uniform Crime Reports (UCR). The results show that a factor‐analyzed index of resource disadvantage (poverty rate, income inequality, unemployment, percent female‐headed households) has different effects on both violent and property crime at different levels of population change in nonmetropolitan counties. Contrary to expectations, we find that resource disadvantage exerts a greater positive effect on both violent and property crimes in nonmetropolitan counties that lost population between 1980 and 1990. Implications for theory and research are discussed. 相似文献