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11.
Michael J. Powell 《Law & social inquiry》1986,11(1):31-54
Lawyer-discipline systems underwent substantial reorganization in a majority of states during the 1970s, with responsibility for their operation moving from the bar associations in which they had been located for almost a century to agencies of the state supreme courts. While this transfer of the locus of lawyer discipline resulted in a diminution of the power of the organized bar, it encouraged the professionalization of the process. In this paper the reasons for the willingness of the bar associations in Illinois to cede control over such a central component of professional regulation are examined and their implications for the sociology of the legal profession discussed. Unable to maintain the status quo in the face of extensive criticism, the Illinois bar associations chose not to meet the high costs of upgrading the discipline process but rather to divest themselves of a function that, although at one time central to their identity and authority, had become inconvenient and damaging to their image. It is suggested that the bar associations were willing to countenance such a divestiture because their positions as collective representatives of the profession in Illinois were secure and the major parameters of lawyer discipline well established. Whereas immediate control over self-regulation processes may be necessary during the developmental phase of professionalism, it is not so important once the profession has achieved a dominant market position. 相似文献
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This article discusses and illustrates organizational changes as initiated by ownership transition. It develops and elaborates three different pathways that organizations might follow through the process of transformation from government departments to state‐owned enterprises, and then to privately‐owned companies: the incremental, radical and reductive pathways. The research reported here is based on 11 case studies of New Zealand privatized companies. The pathway approach develops and extends existing models of transitional organizational trajectories, emphasizing the importance of antecedent conditions of organizational development, current environmental patterns and the strategic choices of the government and new owners. 相似文献
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We surveyed public school educators on the workplace incivility and workplace bullying they experienced and obtained their ratings of the organizational climate of the school. We used multilevel modeling to determine the effects of individual-level and school-level predictors. Ratings of school climate were significantly related to incivility and bullying. We found inverse relationships— the better the organizational climate, the lower the incivility and bullying. Several demographic variables of educators and two school-level variables were not significant predictors. Leaders who focus on improving organizational climate may find that their efforts benefit both student achievement and relationships among educators. 相似文献
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Dayle E. Powell 《Negotiation Journal》1989,5(1):75-82
Conclusion While it is, of course, very satisfying to see measurable results from a conflict resolution initiative, the immeasurable byproducts of the symposium are no less important. All who were present will never forget the evening at dinner when a preeminent cancer surgeon diagnosed skin cancer on the face of the oldest tobacco farmer and offered to fly across country to help treat him. The doctor who had earlier almost resorted to blows when the symposium began, made a commitment to visit North Carolina and see the plight of tobacco farm families firsthand.In debriefing the symposium's design and outcomes, many of the participants expressed desires that such processes could be used more routinely. Value was seen in having meetings throughout the country to teach such skills and model the processes of alternative dispute resolution. One member of the Congress even expressed a desire that training be offered on Capitol Hill, so that all members could benefit from becoming better at resolving disputes.What the tobacco symposium participants experienced is not unique. It demonstrates the positive experiences that can occur when people in conflict are empowered to resolve their differences in ways that uplift them and result in mutual gain. Instead of focusing on each other as enemies, their creative powers were focused on common problems and redirected; they were then able to design creative solutions.
Dayle E. Powell is a Fellow and Director of Conflict Resolution Programs at the Carter Center of Emory University, One Copenhill, Atlanta, Georgia 30307. The Center, founded by former U.S. President Jimmy Carter, is a nonprofit, nonpartisan institution focusing on conflict resolution, human rights, international affairs, and health policy. 相似文献
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Robert Powell 《American journal of political science》2012,56(3):620-637
Three striking features about both interstate and civil war are (1) there are often periods of persistent fighting, (2) fighting commonly ends in negotiated settlements as well as in militarily decisive outcomes, and (3) fighting sometimes recurs. This article links these features to shifts in the distribution of power and to the fact that one of the functions of fighting is to forestall adverse shifts. The analysis centers on a simple model of state consolidation. The equilibrium displays these features: Fighting occurs when the distribution of power is shifting rapidly. The factions avoid fighting and cut deals when the distribution of power shifts slowly or is stable. Fighting resumes if the distribution of power again begins to shift rapidly. The analysis also shows that state consolidation can occur without fighting if the process is sufficiently slow. Fighting now rather than later can also reduce the total cost of fighting. 相似文献