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51.
我国政府雇员制实施现状及其思考 总被引:6,自引:0,他引:6
陈金英 《华东理工大学学报(社会科学版)》2005,20(3):98-101
吉林、珠海、深圳等地实施的政府雇员制模式为我国的公务员制度改革提供了一个可行的方案。有关政府雇员制的争论主要集中于雇员是否占有行政编制、行使行政权、雇员高薪是否冲击现有政府财政体系、实行政府雇员制的目标等几个问题。结合当前各地政府雇员制试行的现状和西方国家政府雇员制推行中的经验,我国的政府雇员制在试点过程中要处理好通过雇员制引入竞争机制、实现“政府瘦身”与保持公务员系统的稳定性之间的关系。 相似文献
52.
《Public Relations Review》2022,48(5):102253
To fill the research gap and expand the body of knowledge on leadership communication and internal communication, the current study investigates the effect of leader motivating language on psychological safety, job meaningfulness, and psychological availability, and employee advocacy in the United States and India. Through a web survey of 441 participants from the U.S and 354 participants from India, the study confirmed that leader motivating language is positively related with psychological safety, job meaningfulness, psychological availability, and employee advocacy in the United States and India. The study also looked at the relationship that psychological safety, work meaningfulness, and psychological availability have with employee advocacy, a concept that has been described as an indicator of public relations effectiveness and the ultimate test of a relationship between an organization and its employees. 相似文献
53.
We adopt a relational approach to examine the effects of social relations and formal structure on who speaks up to whom about problems at work. Data were collected in a two-wave employee survey in three Dutch preschools. Using exponential random graph modeling, we found significant positive effects of formal structure (recipient's hierarchical level; team co-membership) and good relations between speaker and recipient on the likelihood of voice in a dyad. Speaker's hierarchical level had positive effects, significant in Wave 1. Speaker's degree centrality significantly reduced the likelihood of voice, whereas recipient's degree centrality had no effect. 相似文献
54.
《European Management Journal》2017,35(4):563-573
The aim of this study is to understand the effects of different capacity management strategies on the well-being of employees in long-term healthcare organizations. Such strategies may produce psychological effects in terms of job satisfaction and well-being among employees, namely frontline employees, thus affecting service quality. We collected 2158 observations from 42 nursing homes in Italy. Our results show that all capacity management strategies addressed in this study can influence the perceived degree of fatigue or of job hazard, and some of them can influence both. Moreover, a better perception of job hazard and fatigue leads to a higher degree of reported well-being from employees, although with the former, it is only through the mediation of job satisfaction. We conclude our paper by discussing theoretical contributions and policy implications. 相似文献
55.
In a multilevel model for complex survey data, the weight‐inflated estimators of variance components can be biased. We propose a resampling method to correct this bias. The performance of the bias corrected estimators is studied through simulations using populations generated from a simple random effects model. The simulations show that, without lowering the precision, the proposed procedure can reduce the bias of the estimators, especially for designs that are both informative and have small cluster sizes. Application of these resampling procedures to data from an artificial workplace survey provides further evidence for the empirical value of this method. The Canadian Journal of Statistics 40: 150–171; 2012 © 2012 Statistical Society of Canada 相似文献
56.
In spite of a sizeable body of research linking employee loyalty to organizational performance, the causal link between employee loyalty and employee wages has rarely been examined. We use the UK’s 2011 Work and Employment Relations Survey (WERS) employee-firm matched data to estimate ordinary least squares (OLS), instrumental variables (IV) models and treatment effects models. Our results show that employee loyalty is negatively associated with wages. 相似文献
57.
《Public Relations Review》2022,48(1):102137
The current study examines how an ethical organizational culture relates with employee advocacy behaviors through the mediating role of transparent communication and perceived relationship investment. Through a quantitative survey with 350 employees who work for a variety of organizations, the study’s results indicated that an ethical organizational culture plays a critical role in nurturing transparent communication and perceived relationship investment, which in turn, cultivate employee advocacy behaviors. Additionally, the impact of transparent communication on employee advocacy is partially mediated by perceived relationship investment. Relevant theoretical and practical implications are discussed. 相似文献
58.
戚明钧 《西安电子科技大学学报(社会科学版)》2012,(4):14-18
本文从分析组织变革对员工绩效产生的影响入手,具体探讨了组织变革的四个方面即组织结构变革、组织文化变革、组织技术变革、组织人员变革对员工绩效的影响,并得出以下结论:有计划并且得到员工支持的组织变革会对员工绩效产生积极影响;代表员工共同价值观和利益观的组织文化变革会推动员工绩效发展;替代式技术变革会对员工的任务绩效产生直接影响。 相似文献
59.
Many employees affirm that supervisors affect employee well-being, and research has demonstrated associations between supervisor behaviour and employee psychological well-being. However, what hasn't been clear is the extent to which the association with supervisor behaviour compares with that of other variables known to affect well-being. This exploratory study addresses that issue. Our hypothesis was that supervisor behaviour can contribute to the prediction of psychiatric disturbance beyond the contribution of other influential variables. We created a new, questionnaire-based instrument to measure supervisor behaviour. We tested our hypothesis using stepwise regression with a convenience sample of 167 men and women working in a variety of organizations, occupations, and industries in the USA. Results supported our hypothesis: supervisor behaviour made a statistically significant contribution to the prediction of psychiatric disturbance beyond a step-one variate comprised of age, health practices, support from other people at work, support from home, stressful life events, and stressful work events. This provides additional evidence that supervisor behaviour can affect employee well-being and suggests that those seeking to create healthier workplaces should not neglect supervision. We believe that there is now ample justification for those concerned with psychosocial working conditions to consider supervisor behaviour as a potentially influential variable.
Furthermore, we believe that we have presented a new instrument for assessing supervisor behaviour that has the potential to be of value in future studies. 相似文献
Furthermore, we believe that we have presented a new instrument for assessing supervisor behaviour that has the potential to be of value in future studies. 相似文献
60.
George S. Tellado 《Evaluation and program planning》1984,7(2):179-188
This study recounts the implementation and evaluation of a problem-solving skills training program for adolescents. Sixty-six students from the seventh, eighth, and ninth grades of a local junior high school were identified by guidance counselors as needing problem-solving training—48 male and 18 female students between the ages of 11 and 16. The hypothesis that students included in the training sessions would demonstrate better problem-solving skills, a more internal locus of control, and a higher level of self-esteem than control group students was tested via a pretest-posttest Control Group Design. The results of a stepwise discriminant analysis of the data supported the hypothesis. An analysis of grade level differences indicated that the program had less effect on the seventh-grade training group. Implications for program modification and the limitations of the evaluation findings are discussed. 相似文献