首页 | 本学科首页   官方微博 | 高级检索  
文章检索
  按 检索   检索词:      
出版年份:   被引次数:   他引次数: 提示:输入*表示无穷大
  收费全文   160篇
  免费   1篇
管理学   53篇
劳动科学   1篇
人口学   4篇
丛书文集   2篇
理论方法论   8篇
综合类   18篇
社会学   70篇
统计学   5篇
  2023年   5篇
  2022年   12篇
  2021年   5篇
  2020年   9篇
  2019年   12篇
  2018年   7篇
  2017年   8篇
  2016年   3篇
  2015年   1篇
  2014年   3篇
  2013年   27篇
  2012年   13篇
  2011年   7篇
  2010年   7篇
  2009年   5篇
  2008年   3篇
  2007年   4篇
  2006年   3篇
  2005年   2篇
  2004年   5篇
  2002年   3篇
  2001年   1篇
  2000年   4篇
  1998年   2篇
  1997年   2篇
  1996年   3篇
  1993年   2篇
  1991年   1篇
  1989年   1篇
  1984年   1篇
排序方式: 共有161条查询结果,搜索用时 15 毫秒
91.
近几年来,企业社会责任越来越引起人们的关注,企业社会责任作为一个重要的因素,推动着企业劳动关系建设与和谐社会建设。但是,很多企业在对外宣称履行社会责任的同时,员工的合法权益并没有得到保障,企业内部各种劳动争议案件也时有发生。文章从企业对员工责任的角度,通过实证分析试图找出对劳动关系起到关键作用的因素,提醒企业重视履行企业最基本的社会责任——企业对员工的责任,从而有利于企业劳动关系建设。  相似文献   
92.
In this study, the authors explore the beliefs and attitudes regarding what constitutes “excellent supervision” from the perspectives of frontline workers and supervisors employed by one voluntary services organization in Northern Ireland. Several themes emerged from focus group narratives, regardless of participants’ agency position, and a concept map provides an understanding of the relationships of the identified themes. This study reflects the important role of organizational context and culture in relation to staff’s ability to provide excellent supervision, as well as in sustaining organizational change efforts regardless of organizational setting. The potential of peer and/or group supervision to address improving staff support with limited resources is also suggested.  相似文献   
93.
Individuals differ in how accurately they perceive their social environment, but research and theory provide conflicting predictions on whether powerful people are more or less accurate than others. Drawing on social network theory and the situated cognition theory of power, we examine the relationship between individuals’ formal and informal power and their perceptual accuracy of social network relationships. We propose that individuals’ perceptual accuracy is related to: 1) their formal and informal power in the organization; 2) the type of relationship being perceived (positive/negative valence) and its relevance to task and goal completion; and 3) the dependence relationship with the target of perception (i.e., whether the perceiver is dependent on the perceived to get their work done). Predictions were tested using cognitive social structure data collected from a technical call center. Results showed that power was generally linked to increased perceptual accuracy, particularly for the types of relationships most relevant for task and goal completion. We further demonstrated that social network accuracy was related to employees’ outcomes, including subsequent transfer, promotion, and exit from the organization.  相似文献   
94.
Internal communication: Definition,parameters, and the future   总被引:1,自引:1,他引:0  
As an organizational function, internal communication is gaining in importance, meriting a special issue on the topic. This importance is evident in many recent efforts among practitioners in Europe and the US to seek recognition of this field as an independent domain. Scholarship on internal communication has not kept pace with these initiatives. This introduction to the special issue addresses several key issues related to this topic and presents findings from a Delphi study of the leaders of European associations on internal communication. Results of the study are fuzzy: respondents see internal communication as interdisciplinary management function integrating elements of human resources management, communication and marketing, but at the same time they see it primarily as a part of the organization's communication function that is simultaneously managerial and technical. However, they contend that internal communication is an independent research field.  相似文献   
95.
Effective internal communication is a prerequisite for organisational success. Organisations need to evaluate and improve communication especially in increasingly difficult economic pressures. Assessment instruments enable organisations to monitor communication effectiveness. This review of academic and consultancy studies found over reliance on measuring satisfaction with the communication process. The analysis found management-centric rather than employee-centric approaches to assessment. This indicates a need to develop new approaches to assessing internal communication. A conceptual model is proposed here to encourage focus on employee communication needs in terms of content as well as channel. Future approaches to assessment should draw on a wider theoretical and conceptual framework. Assessment instruments need to reflect advances in practice. They need to assess the value of internal communication to employees as well as their organisations.  相似文献   
96.
Internal communication underpins organisational effectiveness since it contributes to positive internal relationships by enabling communication between senior managers and employees. Paradoxically, internal communication can also pose a threat to organisational relationships, as poor communication can be counter-productive. The potential benefits of internal communication rely on appropriate messages reaching employees in formats useful and acceptable to them. Consequently, insight into employee preferences for mediated internal communication is required. The paper investigates employee views on the format of internal publications, contrasting acceptable attributes with elements which attract criticism. The single-case study contributes consideration of fresh data on an under-researched topic. It adopts a stakeholder approach with an employee-centric emphasis on employee preferences, in contrast to much previous research which focuses on manager perceptions of internal communication. Contributions include consideration of practical implications of the findings together with suggestions for avenues of further research.  相似文献   
97.
Given the special relationship with employees, organizations should pay great attention to internal communication during crises. Drawing from the Contingency Theory of Conflict Management and the perspective of employees as active participants in crisis communication, this study proposes a “Contingency Theory of Internal Crisis Communication”. The study identifies and operationalizes three accommodative internal communication strategies: to create a sense of security, to sustain a sense of belonging and to activate employees as allies of the organization. Furthermore, it tests four contingency factors that influence the adoption of an accommodative approach in the context of the Covid-19 health crisis. Findings show the high relevance of the risk of decreased employee engagement, and the risk of employee health and safety; and a weaker relevance of the risk of reputational damage to the organization in the eyes of employees. The relevance of the risk of economic damage is not confirmed.  相似文献   
98.
Consequences of work-family conflict on employee well-being over time   总被引:2,自引:0,他引:2  
The effects of work-family conflict on the well-being of a diverse sample of 342 non-professional employees from the greater Los Angeles area were examined. Data were collected at two points in time, and a rigorous research design was employed. The effects of self-report bias were considered by controlling for social desirability bias, and by collecting two sources of data (i.e. self-reports and co-workers reports). The results revealed that work-family conflict predicted employee well-being over and above social desirability bias. In addition, analyses were consistent when both self-reports and co-workers reports were utilized. Finally, work-family conflict was a longitudinal predictor of employee's positive well-being. Both cross-sectional and longitudinal analyses were consistent across self-reports and co-worker reports.  相似文献   
99.
How does an employee attempts (or lack thereof) to improve or change work related circumstances influence one's ability to do one's job? This longitudinal study sought to examine this question by testing the relationship between employee voice and two distinct forms of job neglect (active and passive neglect) among child welfare workers at baseline (time 1: n = 359) and six month follow-up (time 2: n = 187). Path analysis results revealed significant yet unexpected relationships between employee voice and the forms of job neglect. At time one, results showed that as employees voiced, they engaged in active neglect; yet this relationship shifted over time. In that, employees who exercised voice at time 1 were less likely to engage in active job neglect at time 2. With respect to passive neglect and voice, employees who indirectly limited their work effort at baseline were more likely to speak up at time 2. This study examines this unique finding and the role that both employee voice and job neglect play as workers attempt to manage dissatisfying work conditions or promote positive organizational change.  相似文献   
100.
The literature on employee wellbeing (EW) has largely focussed on employees' subjective experiences and has generally assumed that managers’ interpretations of EW are consistent and non-problematic. Tensions inherent in managing complex expectations, and diverse results, have not been adequately investigated, and ways in which EW practices are viewed by senior managers have not been sufficiently examined. This paper attempts to fill this gap by exploring the perceptions of senior managers with human resources (HR) responsibilities affecting EW. There is a specific focus on the tensions experienced by these senior managers and the related tactics they adopted to successfully manage them. We gathered data from focus groups made up of 20 senior managers from companies operating in the Milan County in Italy. An analysis of this data identified four predominant dimensions of EW, as well as the tensions felt by the managers and the various tactics they used to overcome them. Finally, we classified the interpretative tactics into four broad resolution strategies (i.e. flexible, integrative, separated and reciprocal thinking) that senior managers adopted to cognitively address their experience of tensions.  相似文献   
设为首页 | 免责声明 | 关于勤云 | 加入收藏

Copyright©北京勤云科技发展有限公司  京ICP备09084417号