全文获取类型
收费全文 | 148篇 |
免费 | 1篇 |
专业分类
管理学 | 20篇 |
人口学 | 13篇 |
理论方法论 | 11篇 |
社会学 | 75篇 |
统计学 | 30篇 |
出版年
2024年 | 1篇 |
2022年 | 1篇 |
2020年 | 2篇 |
2019年 | 4篇 |
2018年 | 5篇 |
2017年 | 3篇 |
2016年 | 2篇 |
2015年 | 3篇 |
2014年 | 2篇 |
2013年 | 23篇 |
2012年 | 6篇 |
2010年 | 3篇 |
2009年 | 4篇 |
2008年 | 4篇 |
2007年 | 3篇 |
2006年 | 4篇 |
2005年 | 2篇 |
2004年 | 7篇 |
2003年 | 4篇 |
2002年 | 4篇 |
2001年 | 6篇 |
2000年 | 3篇 |
1999年 | 5篇 |
1998年 | 4篇 |
1997年 | 4篇 |
1996年 | 9篇 |
1995年 | 3篇 |
1994年 | 1篇 |
1993年 | 6篇 |
1992年 | 3篇 |
1991年 | 3篇 |
1989年 | 1篇 |
1986年 | 2篇 |
1985年 | 3篇 |
1984年 | 1篇 |
1983年 | 2篇 |
1982年 | 1篇 |
1977年 | 1篇 |
1975年 | 2篇 |
1972年 | 1篇 |
1970年 | 1篇 |
排序方式: 共有149条查询结果,搜索用时 13 毫秒
91.
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
92.
93.
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
94.
There has been a separate and distinctive evolution of football related violence in Argentina. Fighting between rival gangs of fans in Argentina developed independently and considerably in advance of the modern phenomenon of football hooliganism in Britain. This case is argued using Argentine sources not previously translated into English. The distinctive features of Argentine football violence are described and the main differences in relation to England are outlined. Of paramount importance are the explicit political links of Argentine football clubs. Organised football preceeded democratic politics in Argentina which resulted in the new political parties utilising the football infrastructure of neighbourhood-based clubs. The death rate associated with Argentine football is significantly higher than in England, and the role of the police is more negative in Argentina. In the conclusion a framework is proposed for the comparative and historical analysis of football related violence. 相似文献
95.
Gordana Derado Kanti Mardia Vic Patrangenaru Hilary Thompson 《Journal of applied statistics》2004,31(10):1241-1248
We examine the use of Confocal Laser Tomographic images for detecting glaucoma. From the clinical aspect, the optic nerve head's (ONH) area contains all the relevant information on glaucoma. The shape of ONH is approximately a skewed cup. We summarize its shape by three biological landmarks on the neural-rim and the fourth landmark as the point of the maximum depth, which is approximately the point where the optic nerve enters this eye cup. These four landmarks are extracted from the images related to some Rhesus monkeys before and after inducing glaucoma. Previous analysis on Bookstein shape coordinates of these four landmarks revealed only marginally significant findings. From clinical experience, it is believed that the ratio depth to diameter of the eye cup provides a useful measure of the shape change. We consider the bootstrap distribution of this normalized 'depth' (G) and give evidence that it provides an appropriate measure of the shape change. This measure G is labelled as the glaucoma index. Further experiments are in progress to validate its use for glaucoma in humans. 相似文献
96.
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
97.
Arnold Barnett 《Risk analysis》2004,24(4):909-916
98.
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
99.
Working for a Better Life: Longitudinal Evidence on the Predictors of Employment Among Recently Arrived Refugee Migrant Men Living in Australia 下载免费PDF全文
Ignacio Correa‐Velez Adrian G. Barnett Sandra Gifford 《International migration (Geneva, Switzerland)》2015,53(2):321-337
Although a number of studies have investigated the predictors of employment among refugee migrants, there is a dearth of evidence from longitudinal data. This study investigated the cross‐sectional and longitudinal predictors of employment among 233 adult refugee men living in South‐East Queensland, Australia. Participants were interviewed four times at six‐month intervals between 2008 and 2010. Using a conceptual model developed from the literature, Generalized Estimating Equations were used to model the predictors of employment. Over time, the employment rate increased from 44 per cent to 56 per cent. Region of birth, length of time in Australia, seeking employment through job service providers and informal networks, and owning a car were significant predictors of employment. Contrary to previous research, English language proficiency was not a significant predictor when other variables were controlled for. Recognition of overseas skills and qualifications decreased the chances of finding employment. The policy and programme implications are discussed.
Policy Implications
- Recognition of refugee migrants' overseas‐gained skills and qualifications does not guarantee them securing employment.
- Recognition of overseas skills and qualifications should be accompanied by educating employers, especially those outside the traditional migrant employment ‘niches’, about the resources and capabilities of refugee migrants, and the value of their qualifications.
- Fostering programmes that target the needs of job seekers from refugee backgrounds could enhance their employment outcomes.
- Supporting refugee migrants getting their drivers' licence and establishing favourable loan programmes that enable refugee migrants to buy a car can have a positive impact on their workforce participation.
100.
Karen C. Gareis Rosalind Chait Barnett Karen A. Ertel Lisa F. Berkman 《Journal of marriage and the family》2009,71(3):696-707
We used data from the Midlife Development in the United States (MIDUS I) (N = 2,031) to compare three models of how work‐family conflict and enrichment might operate to predict well‐being (mental health, life satisfaction, affect balance, partner relationship quality). We found no support for a relative‐difference model in which the conflict‐enrichment balance predicted outcomes. In the work‐to‐family direction, the additive model fit best: Both work‐to‐family conflict and work‐to‐family enrichment were independently linked to outcomes. In the family‐to‐work direction, the interactive model fit best: Family‐to‐work enrichment buffered the negative outcomes ordinarily linked to family‐to‐work conflict. Enrichment is key because with the additive model, it contributed incremental explanatory power, and with the buffering model, it conditioned conflict‐outcome relationships. Work‐to‐family conflict and family‐to‐work enrichment appeared particularly salient for well‐being. 相似文献