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341.
William Bowen 《Environmental management》2002,29(1):3-15
This article presents a review of major empirical research on environmental justice. Forty-two empirical research studies
spanning three decades were evaluated and categorized on the basis of how well they meet reasonable scientific standards.
Twelve of those studies are described and critiqued in detail, and an overview of trends in the literature is presented. The
author concludes that the empirical foundations of environmental justice are so underdeveloped that little can be said with
scientific authority regarding the existence of geographical patterns of disproportionate distributions and their health effects
on minority, low-income, and other disadvantaged communities. If environmental managers and policy-makers do not recognize
the high levels of empirical uncertainty surrounding the issue, they are apt to attribute an empirically unwarranted level
of concreteness to the empirical research findings, thus leading to poorly conceptualized and therefore potentially harmful
policy and management decisions. 相似文献
342.
Peyman Piranveyseh Katerine Osatuke Iraj Mohammadfam Abbas Moghimbeigi Ahmad Soltanzadeh 《International journal of occupational safety and ergonomics》2016,22(2):267-273
The purpose of this study was to investigate the relationship between organizational and personal (individual) factors with the prevalence of musculoskeletal disorders (MSDs) in office workers of the Iranian Gas Transmission Company. The participants rated two questionnaires – the standardized Nordic Musculoskeletal Questionnaire to measure the prevalence of MSDs, and the Veterans Healthcare Administration All Employee Survey questionnaire (2004 version) – to measure psychosocial, organizational and individual aspects of job satisfaction and workplace climate. The highest prevalence of MSDs was found in the lower back (49.7%) and neck (49.0%) regions. Results of the logistic regression models showed that some psychosocial and organizational factors and also some individual factors were associated with prevalence of MSDs (p < 0.05).These ?ndings illustrate the need to consider all elements of the work system as a whole in future studies and in organizational planning. 相似文献
343.
A process model of employee engagement: The learning climate and its relationship with extra‐role performance behaviors 下载免费PDF全文
Employee engagement has recently been introduced as a concept advantageous to organizations. However, little is known about the value of employee engagement in explaining work performance behaviors compared with similar concepts. The learning climate, defined as the organization's beneficial activities in helping employees create, acquire, and transfer knowledge, has also been proposed as an antecedent of employee engagement. Using data from a sample of 625 employees and their supervisors in various occupations and organizations throughout Israel, we investigated employee engagement as a key mechanism for explaining the relationship between perceptions of the organization's learning climate and employees' proactivity, knowledge sharing, creativity, and adaptivity. We also tested whether employee engagement explained the relationship more thoroughly than similar concepts such as job satisfaction and job involvement. Multilevel regression analyses supported our hypotheses that employee engagement mediates the relationship between the perceived learning climate and these extra‐role behaviors. Moreover, engagement provides a more thorough explanation than job satisfaction or job involvement for these relationships. The implications for organizational theory, research, and practice are discussed. Copyright © 2015 John Wiley & Sons, Ltd. 相似文献
344.
The research on perceived overqualification has mainly examined its negative consequences. Defined, employees who feel overqualified have surplus talent and thus can be excellent workers if managed properly; yet, empirical evidence in this domain is lacking. Building on person–environment fit theory, this research explored whether, when, and how employees who feel overqualified can engage in creative performance. The results of a multi‐source field study (N = 113 employees and 19 supervisors) supported theoretical predictions. Perceived overqualification was related positively to supervisor‐rated creative performance when these workers felt supported and appreciated and successfully negotiated developmental idiosyncratic deals. Opportunities to mentor others had an impact on the relationship between perceived overqualification and supervisor‐rated creativity, although the simple slopes were non‐significant. This study is novel in that it unpacked actionable steps that organizations can utilize to motivate this large segment of workforce to use their surplus qualifications constructively by, for example, engaging in creative performance. Copyright © 2015 John Wiley & Sons, Ltd. 相似文献
345.
100 years running: The need to understand why employee physical activity benefits organizations 下载免费PDF全文
Charles Calderwood Allison S. Gabriel Christopher C. Rosen Lauren S. Simon Joel Koopman 《组织行为杂志》2016,37(7):1104-1109
Employee physical activity initiatives are commonplace, but management scholarship has not kept pace with theoretical and empirical work to validate such initiatives. In this Incubator, we clarify the employee physical activity construct, present mechanisms linking physical activity to organizationally valued outcomes, and consider the dark side of employee physical activity initiatives. Copyright © 2015 John Wiley & Sons, Ltd. 相似文献
346.
Can self‐sacrificial leadership promote subordinate taking charge? The mediating role of organizational identification and the moderating role of risk aversion 下载免费PDF全文
The extant literature on the relationship between self‐sacrificial leadership and subordinate behavioral outcomes has primarily focused on the influence of this leadership on subordinate affiliative behaviors. Our research proposed a theoretical model explaining why and when self‐sacrificial leadership might promote taking charge, an exemplar of challenging behaviors. We tested this model across two studies conducted in China. In addition, we also examined the differences in the boundary conditions for self‐sacrificial leadership to influence taking charge and affiliative behaviors (cooperation in Study 1 and helping in Study 2 ). Our results revealed that (i) self‐sacrificial leadership was positively related to subordinate taking charge, with organizational identification acting as a mediator for this relationship, and (ii) risk aversion moderated both the self‐sacrificial leadership–subordinate taking charge relationship and the mediating effect of organizational identification, such that the relationship and its mediating mechanism were weaker for subordinates high rather than low in risk aversion. These moderating effects, however, could not generalize to cooperation and helping. Finally, the theoretical and practical implications of our results and directions for future research were discussed. Copyright © 2015 John Wiley & Sons, Ltd. 相似文献
347.
We examined whether job engagement mediated the effects of organizational justice dimensions on work behaviors and attitudes. Considering distributive and procedural justice from a motivational perspective, we proposed that job engagement would mediate these two dimensions' relations with the work outcomes of task performance, organizational citizenship behavior, and job satisfaction. We also expected this mediation effect would be magnified when senior management trust (SMT) was high. Our results showed that the simple mediation model was supported only for distributive justice. Alternatively, the indirect effect of procedural justice on work outcomes through job engagement was significant only when SMT was high. Implications of our findings and areas for future research are discussed. Copyright © 2016 John Wiley & Sons, Ltd. 相似文献
348.
Lee Na Puah Wei Ying Chong 《International journal of occupational safety and ergonomics》2016,22(3):333-339
Although knowledge is cumulating, very little is known about the effects of various sources of support on safety and health compliance. This study goes beyond previous research by investigating the relationships among perceived support from organizations, supervisors and co-workers, and employees’ safety and health compliance behaviour at chemical and petroleum process plants. The results of this study show that the support from organizations, supervisors and co-workers was significantly related to employees’ safety and health compliance. Also, the findings reveal that perceived supervisor support has the strongest influence in ensuring employees’ safety and health compliance behaviour. 相似文献
349.
Biodiversity offsetting is an increasingly applied tool aiming to compensate for environmental damage caused by exploitation projects. Critics, however, raise concerns over the purported effectiveness of offsetting and question the ethical underpinnings and implications of offsetting. These ethical dimensions have largely been overlooked in research, which may lead to offsetting systems that fail to respect the values intended to be safeguarded. To address these dimensions, 5 ethical objections in the scientific literature were identified: offsetting violates nature's intrinsic value; losses of nature cannot be compensated for by human interventions; too little is known to make adequate trades; offsetting impedes virtuous dispositions toward nature; and offsetting has negative justice implications. We examined these objections and arguments against them based on the ethical concepts of intrinsic and instrumental values, anthropocentrism, nonanthropocentrism, and deontological, consequentialist, and virtue-ethical paradigms. Both nonanthropocentric and anthropocentric concerns were expressed in deontological, consequential, and virtue-ethical framings. Objections mostly had a deontological or virtue-ethical basis, whereas counterarguments were based on consequential reasoning, but common ground in practice is often conceivable. Based on our findings, we formulated 10 recommendations for policy makers and 5 questions for practitioners to consider. We propose, for example, that policy makers clarify aims, legislate on no-go areas, and govern the use of multipliers. We suggest that practitioners consider, for instance, how to improve case-specific knowledge and promote learning and stakeholder engagement. We hope these recommendations and questions will encourage further discussion of the ethics of biodiversity offsets and ultimately strengthen the respect for biodiversity and human-welfare values at stake in offsetting projects. 相似文献
350.
Kwame N. Owusu-Daaku 《Local Environment》2018,23(9):934-951
This paper introduces the terminology of (mal)adaptation opportunism – a situation in which projects undertaken in the name of climate change adaptation (CCA) are overrun by interests other than the stated or intended objectives of the CCA project. A goal of CCA projects is to reduce poverty and promote social justice. The case of the threat of displacement of the community of Kewunor by the Trasacco Estate Development Company (TEDC), after the construction of the Ada Sea Defense System (AdSDS) of Ghana as a CCA, is illustrative of this concept of (mal)adaptation opportunism. Through a narrative presentation of eight different accounts concerning this issue, I demonstrate how (mal)adaptation opportunism arises and is often motivated by economic interests. This case illustrates how economic interests can take over not only CCA projects but also their maladaptive effects. 相似文献