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11.
冯广艳 《河北能源职业技术学院学报》2008,8(3):49-50
从年龄、性别、学历、专业、资历等五方面分析了构成因素,针对当前行政办公室人员构成在这五个方面存在的不健康倾向,提出了科学构成的纠正意见。 相似文献
12.
知识型员工和组织心理契约的缔结过程是双方对于自己承诺责任履行的博弈过程。在一次博弈情形下,双方追求的是短期的利益而非长期的合作,难以形成稳定的心理契约关系。在重复博弈下,知识型员工和组织双方追求的是长期合作利益和双方利益的均衡,从而促成双方共同的策略选择必然是高度履行自己的责任,即子博弈完美纳什均衡结果的形成,也即积极的心理契约的形成。 相似文献
13.
技术进步是促进林业全要素生产率增长的重要动力,聚焦林业技术进步偏向、要素配置与全要素生产率之间关系,为充分发挥林业技术进步的带动力提供量化支持,助力我国林业经济高质量发展。采用2005-2021年我国31个省(自治区、直辖市)面板数据,分别构建全样本及四大区域的超越对数生产函数进行实证分析。结果发现:技术进步偏向、要素配置状态是我国林业全要素生产率增长的重要引擎;林业全要素生产率增长存在地区差异,各区域全要素生产率增长率均有所下降,但下降程度不同;技术进步偏向并不总是促进林业全要素生产率增长,四大区域的林业技术进步在多数年份偏向于资本与林地;部分地区的林业全要素投入与要素效率状态未完全相适应,要素配置有待改善;技术进步、技术效率变化存在区域差异。在此基础上,从促进区域间交流合作、调整生产技术进步方向、改善要素配置、提高科技创新能力等方面提出促进我国林业全要素生产率增长的建议。 相似文献
14.
在指出基本合同网的缺点和不足的同时,给出了一个任务熟人集的概念,提出了一种改进传统合同网协商策略的方法。 相似文献
15.
零售业新店筹备员工培训进程设计 总被引:1,自引:0,他引:1
赵琪 《山东商业职业技术学院学报》2007,7(3):12-15
在零售企业飞速扩张阶段,新店筹备期的员工培训进程成为零售企业重点考虑的内容之一。在总结新店筹备员工培训特点和方法的基础上,分别对两家著名零售企业该时期的员工培训进程进行了分析。 相似文献
16.
Adeyinka Tella Olamide Abigail Ibinaiye 《International Information and Library Review》2020,52(1):32-49
AbstractThis study examined staff motivation, satisfaction, and job performance among the librarians and library staff in six selected university libraries in Nigeria. The target population for the study includes the professionals and nonprofessional library staff. A total enumeration sampling technique was used to select 180 respondents, which represent the sample for the study. Data was collected using a self-designed questionnaire titled “Staff Motivation, Satisfaction and Job Performance Questionnaire” (SMSJPQ). Six research questions were developed and answered by the study. The results indicate that librarian and library staff are highly motivated with regular pay while the least motivational factor is frequent interaction with their friends. Library staff are primarily satisfied with their jobs when they are in constant link with their friends. Professional library staff significantly experience better work motivation than their nonprofessional counterparts. Significant correlation exists between staff motivation and job performance and between job satisfaction and job performance. In addition, the two factors (motivation and satisfaction) exert significant contribution to the determinant of librarians and library staff job performance. Based on the findings, the study recommended improvement in the level of motivation of nonprofessionals so that the significant difference with the professional counterpart would not be so much pronounced. 相似文献
17.
崔铁明 《唐山师范学院学报》2011,33(3):134-135
注重人文关怀和心理疏导,用正确方式处理人际关系,并着眼于促进人的全面发展体现了思想政治工作必须坚持的以人为本、与时俱进创新原则,注重人文关怀和心理疏导已成为做好当前乃至今后一个时期思想政治工作的主要内容。 相似文献
18.
ABSTRACT Questions such as ‘what is value in the student experience?’ and ‘how do we measure or assess value in higher education?’ remain an under-researched area. However, in the context of marketisation and competitive forces in higher education, there is a need to unpack what is value in the student experience. In this article, a conceptualisation of value that can be applied in higher education (known as value-in-use) is introduced and applied to a specific and increasingly important aspect of the student experience – student–staff partnerships. Qualitative survey data (n?=?97) and interviews (n?=?35) from ten cases of various manifestations of student–staff partnerships in the Australasian context is presented and assessed in relation to value. The findings highlight that student–staff partnerships may enhance value in the student experience and that value-in-use may be an appropriate lens through which to continue to explore how value is created and measured in the student experience. 相似文献
19.
Eddie Woodward 《Public Library Quarterly》2016,35(2):85-89
All too often, applicants for low level paraprofessional positions in libraries are passed over or rejected, not because they are not qualified, but because they have professional experience or advanced degrees. The rationale behind these decisions is that the overqualified staff member in a low level position will continue to look for a better position more aligned with their skills, experience, and education; and when they find another job they will leave and their positions will have to be filled again. This essay argues that this reasoning is flawed and, regardless of the perceived inconvenience, library managers and administrators should want the best and the brightest working in all levels of their library. 相似文献
20.