全文获取类型
收费全文 | 346篇 |
免费 | 45篇 |
专业分类
安全科学 | 142篇 |
废物处理 | 1篇 |
环保管理 | 154篇 |
综合类 | 13篇 |
基础理论 | 26篇 |
环境理论 | 16篇 |
污染及防治 | 8篇 |
评价与监测 | 3篇 |
社会与环境 | 16篇 |
灾害及防治 | 12篇 |
出版年
2024年 | 1篇 |
2023年 | 8篇 |
2022年 | 3篇 |
2021年 | 10篇 |
2020年 | 15篇 |
2019年 | 28篇 |
2018年 | 31篇 |
2017年 | 41篇 |
2016年 | 42篇 |
2015年 | 17篇 |
2014年 | 24篇 |
2013年 | 78篇 |
2012年 | 18篇 |
2011年 | 10篇 |
2010年 | 5篇 |
2009年 | 11篇 |
2008年 | 13篇 |
2007年 | 6篇 |
2006年 | 5篇 |
2005年 | 4篇 |
2004年 | 5篇 |
2002年 | 4篇 |
2001年 | 2篇 |
2000年 | 2篇 |
1999年 | 2篇 |
1997年 | 1篇 |
1990年 | 1篇 |
1988年 | 2篇 |
1978年 | 2篇 |
排序方式: 共有391条查询结果,搜索用时 140 毫秒
181.
Allison S. Catalano Kent Redford Richard Margoluis Andrew T. Knight 《Conservation biology》2018,32(3):584-596
Failure carries undeniable stigma and is difficult to confront for individuals, teams, and organizations. Disciplines such as commercial and military aviation, medicine, and business have long histories of grappling with it, beginning with the recognition that failure is inevitable in every human endeavor. Although conservation may arguably be more complex, conservation professionals can draw on the research and experience of these other disciplines to institutionalize activities and attitudes that foster learning from failure, whether they are minor setbacks or major disasters. Understanding the role of individual cognitive biases, team psychological safety, and organizational willingness to support critical self‐examination all contribute to creating a cultural shift in conservation to one that is open to the learning opportunity that failure provides. This new approach to managing failure is a necessary next step in the evolution of conservation effectiveness. 相似文献
182.
183.
为探求企业安全生产组织行为长效机制的形成,基于企业“经济人”的假设,通过建立认知不完全条件下企业安全生产组织行为的基本效用模型,分别在有效贯彻执行安全生产法规和严格遵循沿袭企业内在安全文化的条件下,分析了企业安全生产组织行为效用模型的变化.结果表明,强制性地贯彻和执行安全法规,能够有限内化企业安全生产组织行为的持续;强化企业的安全智识素质和责任素质,能够激发和促进企业安全生产组织行为的持续形成,并沉淀为企业内在的安全文化;但只有外在有效强制规控安全法规、内在内导强化企业安全文化共同作用下,企业安全生产组织行为的长效机制才能得到持续确立. 相似文献
184.
PHILIP A. LORING 《Conservation biology》2013,27(1):55-63
Many believe commercial fisheries in Alaska (U.S.A.) are sustainability success stories, but ongoing socioeconomic problems across the state raise questions about how this sustainability is being defined and evaluated. Problems such as food insecurity and the disenfranchisement of Alaska Natives from fishing rights are well documented, yet these concerns are obscured by marketing campaigns that convey images of flourishing fishing communities and initiatives to certify Alaska's fisheries as responsibly managed. Fisheries management mandates and approaches built on such metrics and technologies as maximum sustainable yield and systems of tradable quotas actually serve to constrain, circumscribe, and marginalize some Alaskans’ opportunities for effecting change in how the benefits of these fisheries are allocated. Beneath the narrative of sustainability, these management technologies perpetuate a cognitive ecological model of sustainability that is oriented to single‐species outcomes, that casts people as parasites, and thus assumes the necessity of trade‐offs between biological and social goals. Alternative cognitive models are available that draw metaphors from different ecological concepts such as keystone species and mutualisms. Such models, when used to inform management approaches, may improve societal outcomes in Alaska and elsewhere by promoting food security and sustainability through diversified natural resource harvest strategies that are more flexible and responsive to environmental variability and change. Perspectivas Alternativas sobre la Sustentabilidad de las Pesquerías Comerciales en Alaska 相似文献
185.
This research examined the antecedents of organizational citizenship behavior helping norms in teams, specifically with regard to how members' personality, values, beliefs, and helping behavior predict the emergence of helping norms in newly formed project teams. We drew from theory on emergent phenomena and team composition research to propose and test a compilation model of how helping norms are influenced by having at least one member with particularly low (minimum) or high (maximum) levels of attributes that may influence helping‐norm development (i.e., conscientiousness, agreeableness, other‐oriented values, personal helping beliefs). We further examined the extent to which members' helping behaviors, as rated by peers, predicted helping norms and whether these behaviors mediated the relationship between individual attributes and helping norms. The results of a longitudinal study of 47 student project teams revealed that teams' minimums on agreeableness, other‐oriented values, and personal helping beliefs had direct relationships with helping‐norm emergence, and the effects of agreeableness were mediated through mean helping behavior. By contrast, teams' maximums on these attributes showed no relationships with helping norms, and only a team maximum on agreeableness was associated with teams' mean helping behavior. Copyright © 2011 John Wiley & Sons, Ltd. 相似文献
186.
航空人为差错事故/事件分析(ECAR)模型研究 总被引:2,自引:0,他引:2
为深入研究航空人为差错事故/事件的影响因素,以人为差错相关理论为基础,对比分析几种典型的人为差错分析模型;通过借鉴ECCAIRS分析框架,并在基元事件分析(EEAM)逻辑和CCAR396部的分类方法基础上,构建航空人为差错事故/事件分析(ECAR)模型,它从事件层、描述层、原因层和组织因素与改进建议层,分析航空事故和不安全事件的人为差错。此外,还将组织因素概念引入该模型。 相似文献
187.
组织及环境因素对员工不安全行为影响的SEM研究 总被引:1,自引:0,他引:1
梁振东 《中国安全科学学报》2012,(11):16-22
为分析组织及环境因素对员工不安全行为意向和不安全行为的影响,收集7个煤矿的735名一线作业人员有效调查问卷,采用因子分析方法(FAM)和结构方程模型(SEM),构建组织与环境因素对不安全行为意向及其行为的SEM。结果表明:不安全行为意向与安全装备、安全理念、危险源管理、工作压力、违章处罚、安全管理行为显著相关;不安全行为与危险源管理、工作压力、管理承诺、物态环境、违章惩罚显著相关;不安全行为与安全理念、安全装备、安全管理行为关系不显著;不安全行为意向与管理承诺、物态环境关系不显著。 相似文献
188.
为改善我国企业安全生产管理状况,解决企业中存在的重生产轻安全,安全责任划分不明确,员工参与安全事务程度不高等问题,从企业管理组织结构入手,基于国内典型煤矿企业安全管理组织结构模式和当前国际企业采用的分散与集中相结合的管理组织结构模式,结合现代企业安全管理理论和管理学组织设计理论,设计了"圆锥型"安全管理组织结构模式。结果表明,"圆锥型"安全管理组织结构模式能够解决目前我国企业安全生产管理中存在的问题,提高了安全管理水平。 相似文献
189.
Robert Eisenberger Mindy Krischer Shoss Gökhan Karagonlar M. Gloria Gonzalez‐Morales Robert E. Wickham Louis C. Buffardi 《组织行为杂志》2014,35(5):635-656
We present three studies providing an increased understanding of the interdependence between perceived organizational support (POS) and leader–member exchange (LMX). Using employees from a social service agency and new hires from a variety of organizations, we report evidence for a relational chain leading from supervisors' perceptions of support by the organization (supervisor POS) to the formation of high‐quality LMX relationships with their subordinates (first link), who interpret high‐quality LMX as support from the organization (subordinate POS, second link) and, ultimately, repay the organization with increased dedication and effort (examined here in terms of reduced withdrawal behavior). The relationship between supervisor POS and LMX with subordinates was strongly moderated by supervisor fear of exploitation in exchange relationships (reciprocation wariness), holding only for supervisors with low reciprocation wariness. Consistent with the view that employees perceive the organization as partly responsible for treatment received from supervisors, LMX was found to be more strongly related to POS when employees highly identified their supervisors with the organization (supervisor's organizational embodiment), and this interaction extended to reduced withdrawal behavior. Copyright © 2013 John Wiley & Sons, Ltd. 相似文献
190.
Organizational neuroscience continues to flourish in organizational behavior and management studies as indicated by the growing number of publications. However, with a few exceptions, substantive critiques of organizational neuroscience are conspicuous by their absence. In this point–counterpoint article, we aim to redress this imbalance. We do so by asking two significant yet neglected questions: (i) how strong is the science behind this domain, and (ii) why are we doing this type of research (the so what? question)? Our analysis shows that the science behind organizational neuroscience is far less rigorous than currently advocated (due to low statistical power of some neuroimaging studies plus an inability to locate mental phenomena precisely in the brain). In terms of the so what? question, we encourage researchers to move away from general statements and become more specific about the phenomena they research. We contend that the practical implications of this research, as well as inferences of the link to behavioral changes, are currently overstated. We also underscore the importance for these studies to become contextually sensitive in order for the researchers to capture important events in the workplace. Finally, we offer some suggestions for future research. Copyright © 2014 John Wiley & Sons, Ltd. 相似文献