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11.
行为金融学家认为,有限理性的投资都是起作用的,而非传统金融理论中的非理性投资者最终将被赶出市场,理性投资者最终决定价格。投资者在作出投资决策时通常是在有限理性的条件下,一方面利用直觉、系统分析以及启发式判断等方法来进行决策,另一方面仍受决策者情绪的影响。通常情绪存在个体差异,因而很多经济和决策模型无法包含情绪变量,但这并不能成为忽视情绪变量在决策中重要作用的理由。选取换手率作为代表有限理性的解释变量,采取实证分析的方式验证"有限理性对股价波动具有显著影响"这一论点。 相似文献
12.
运用矩阵分析法分析货车周转时间的影响因素,运用灰色关联分析法对各因素间的主次关系作了定量研究,从中得出结论:与货车周转时间关联最紧密的因素是停时、中时;客观因素全周距增幅较大,这是导致近2年来货车周转时间较历史最好水平延长的主要原因;货物列车旅行速度呈缓步提高趋势,中时、停时呈缩短趋势,在一定程度上抑制了周时的上升速度,这是以后提高车辆周转速度的主要途径. 相似文献
13.
借鉴了国内外的一些研究成果。从概念、组成等角度分析了员工流动成本。提出了狭义和广义的员工流动成本计算公式,最后就降低员工流动成本提出了若干措施。 相似文献
14.
胡仁忠 《武汉冶金管理干部学院学报》2003,13(4):19-21
MBO作为企业产权关系重组的一种重要方式,在国外取得了广泛成功;ESOP能在很大程度上提高企业职工的积极性,强化自我约束机制,也是发达国家普遍采用的一种产权关系形式。但无论是MBO还是ESOP,在我国的实施都面临着现实的障碍与困难。只有将它们有机结合起来,才能形成一种符合我国国情的、能够增强企业运行效率的新型企业产权关系。 相似文献
16.
LinkedIn, with over 1.5 million Groups, has become a popular place for business employees to create private groups to exchange information and communicate. Recent research on social networking sites (SNSs) has widely explored the phenomenon and its positive effects on firms. However, social networking's negative effects on information security were not adequately addressed. Supported by the credibility, persuasion and motivation theories, we conducted 1) a field experiment, demonstrating how sensitive organizational data can be exploited, followed by 2) a qualitative study of employees engaged in SNSs activities; and 3) interviews with Chief Information Security Officers (CISOs). Our research has resulted in four main findings: 1) employees are easily deceived and susceptible to victimization on SNSs where contextual elements provide psychological triggers to attackers; 2) organizations lack mechanisms to control SNS online security threats, 3) companies need to strengthen their information security policies related to SNSs, where stronger employee identification and authentication is needed, and 4) SNSs have become important security holes where, with the use of social engineering techniques, malicious attacks are easily facilitated. 相似文献
17.
This work deals with the employee rostering problem at the airport. Such problems, related to the time varying demand of the transport services, use many (e.g., about a hundred) diverse shifts to cover the workforce demand during the day. Together with the strict constraints, given by the collective agreement, the problem becomes difficult to solve. Algorithms commonly used for solving the usual employee rostering problems produce poor quality rosters, which are unusable in practice. This paper suggests a three stage approach allowing one to solve the employee rostering problems where a huge set of different shifts is used to satisfy the coverage requirements. The solution is based on the problem transformation to a simpler problem, thereupon, an evolutionary algorithm is used to determine a rough position of the shifts in the roster. Afterwards, the maximal weighted matching in the bipartite graph is applied as the inverse transformation of the problem and the final roster is obtained by the optimization based on a Tabu Search algorithm. This multistage approach is compared to other approaches. Furthermore, an evaluation methodology was proposed in order to make a complex and fair comparison. Its objective is to verify the contribution of the particular stages used in the different approaches applied on the different personnel scheduling problems. 相似文献
18.
Heponiemi Tarja; Kouvonen Anne; V?nsk? Jukka; Halila Hannu; Sinervo Timo; Kivim?ki Mika; Elovainio Marko 《Canadian Metallurgical Quarterly》2009,14(4):365
The present study examined whether job control moderated the association between stress indicators (distress and sleeping problems) and intentions to change profession among 2,650 Finnish physicians. Ordinal logistic regression analysis was applied. The authors found that high levels of distress and sleeping problems were associated with higher levels of intentions to change profession, whereas high job control was associated with lower levels of intentions to change profession even after adjusting for the effects of gender, age, and employment sector. In addition, high job control was able to mitigate the positive association that distress and sleeping problems had with intentions to change profession. Our findings highlight the importance of offering more job control to physicians to prevent unnecessary physician turnover. (PsycINFO Database Record (c) 2010 APA, all rights reserved) 相似文献
19.
Ani Birgit Raiden Andrew R. J. Dainty Richard H. Neale 《Construction Management & Economics》2013,31(11):1133-1143
In recent years the literature on employee resourcing has consistently advocated the importance of adopting a holistic, strategic approach to employee deployment decision making rather than adopting a reactive needs‐based approach. This is particularly problematic in construction where the multi‐project environment leads to constantly changing resource requirements and to changing demands over a project's life cycle. This can lead to inappropriate decisions, which fail to meet the longer‐term needs of both construction organizations and their employees. A structured and comprehensive understanding of the current project team deployment practices within large construction organizations was developed. Project deployment practices were examined within seven case study contracting firms. The emergent themes that shaped the decision‐making processes were grouped into five broad clusters comprising human resource planning, performance/career management, team deployment, employee involvement and training and development. The research confirms that a reactive and ad hoc approach to the function prevails within the firms investigated. This suggests a weak relationship between the deployment process and human resource planning, team deployment, performance management, employee involvement and training and development activities. It is suggested that strategic HR–business partnering could engender more transparent and productive relationships in this crucial area. 相似文献
20.
建筑工人职业流动率较高,建筑工人频繁的职业流动不利于建筑产品供给效率的提高。本文基于资源保存理论和情感事件理论,构建了建设项目组织情境下辱虐管理影响建筑工人流动意愿的被调节的中介效应模型。研究结果发现,辱虐管理显著正向影响建筑工人的流动意愿,情绪耗竭部分中介辱虐管理和建筑工人流动意愿之间的关系,建筑工人传统性反向调节辱虐管理和建筑工人流动意愿之间的关系以及情绪耗竭的中介效应。建筑工人传统性越高,辱虐管理和建筑工人流动意愿之间的正向联系就越弱,情绪耗竭的中介效应也越弱。 相似文献