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1.
背景 全科医生数量和质量是人力资源管理的两个重要维度,其中,医生数量的新增、保持和流失,是全科人力动态规划、管理和评价的重要考量,也是全科住院医师规范化培训(简称全科住培)的绩效指标。探讨全科住培学员的就业状况及影响因素,可以为今后住培政策和激励机制的制定提供参考,但目前针对非订单定向全科住培学员的相关研究较为缺乏。 目的 了解河南省非订单定向全科住培学员的就业状况,分析学员结业后未从事全科医学相关工作的原因,从而为完善培训管理和人力资源激励机制提供参考。 方法 于2021年8月,采用分层随机整群抽样法,在河南省选取2014—2017年入培且已结业的非订单定向全科住培学员326例进行问卷调查。问卷由课题组自行设计,主要内容为学员的基本信息、全科住培情况、目前工作情况及结业后从事与未从事全科医学相关工作的原因。问卷通过"问卷星"平台发放,由学员自行填写。 结果 共发放问卷326份,回收有效问卷271份(83.1%)。结业后,从事全科医学相关工作者77例(28.4%),从事非全科医学相关工作者194例(71.6%)。多因素Logistic回归分析结果显示,年龄、文化程度、生源类型、全科住培基地所在区域是学员结业后是否从事全科医学相关工作的影响因素(P<0.05)。与结业后未从事全科医学相关工作的学员相比,结业后从事全科医学相关工作学员注册为全科医学专业的比例更高〔70.1%(54/77)比32.0%(62/194),P<0.05〕,在乡镇卫生院/社区卫生服务中心执业的比例更高〔49.4%(38/77)比6.2%(12/194),P<0.05)〕。194例未从事全科医学相关工作的学员中,从事内科学工作者78例(40.2%),从事急诊及危重症医学工作者33例(17.0%),从事外科学工作者17例(8.8%)。不选择从事全科医学相关工作的前3位原因分别为:单位安排〔34.5%(67/194)〕,所在单位没有全科医学科〔29.9%(58/194)〕,薪酬低〔26.8%(52/194)〕。 结论 非订单定向全科住培学员选择从事全科医学相关工作的比例较低,年龄、文化程度、生源类型及基地所在区域是影响因素。建议加大全科医学理念宣传,加快综合医院全科医学科建设,提高全科医生薪酬待遇,以此增加全科医生的职业吸引力。 相似文献
2.
《Journal of pediatric surgery》2023,58(6):1133-1138
PurposeThis study describes the job market from the perspective of recent pediatric surgery graduates.MethodsAn anonymous survey was circulated to the 137 pediatric surgeons who graduated from fellowships 2019–2021.ResultsThe survey response rate was 49%. The majority of respondents were women (52%), Caucasian (72%), and had a median student debt burden of $225,000. Considering job opportunities, respondents strongly emphasized camaraderie (93%), mentorship (93%), case mix (85%), geography (67%), faculty reputation (62%), spousal employment (57%), compensation (51%), and call frequency (45%). 30% were satisfied with the employment opportunities available, and 21% felt strongly prepared to negotiate for their first job. All respondents were able to secure a job. Most jobs were university-based (70%) or hospital employed (18%) positions where surgeons covered median of two hospitals. 49% wanted protected research time, and 12% of respondents were able to secure substantial, protected research time. The median compensation for university-based jobs was $12,583 below the median AAMC benchmark for assistant professors for the corresponding year of graduation.ConclusionThese data highlight the ongoing need for assessment of the pediatric surgery workforce and for professional societies and training programs to further assist graduating fellows in preparing to negotiate their first job.Type of studySurveyLevel of EvidenceLevel V. 相似文献
3.
《ALTER. European Journal of Disability research, Journal europeen de recherche sur le handicap》2019,13(4):294-307
This article explores the creation of a new social welfare system for physically disabled veterans and civilians of the Great War in Belgium during the early interwar period. Through an analysis of debates among ministers and legislators, doctor's opinions and the member's periodicals of the two largest national associations for war-wounded veterans and civilians it examines how these actors shaped a new set of benefits that caused significant socio-economic inequalities inside and between both groups of victims and in relation to physically disabled citizens without war injuries. Consequently, this article reveals how the welfare system characterised a reimagining of war compensation, the physically disabled worker and disability equality in Belgium. 相似文献
4.
通过调查安徽医科大学信息管理与信息系统专业在校高年级学生对专业建设的满意度和往届毕业生的就业情况,以及他们对专业建设的意见和建议,找出医学高校信息管理专业教育与社会需求之间的差距,探讨专业建设的新方向。 相似文献
5.
【目的】 透视和归纳开放获取(Open Access,OA)期刊的撤稿原因与趋势,为提高OA期刊的科研诚信管理质量和效果提供建议。【方法】 基于撤稿观察数据库(Retraction Watch Database),结合JCR中历年OA期刊名单,筛选2000年以来OA期刊撤稿记录,从整体趋势、原因共现、研究领域、所涉国别、发表期刊等视角对撤稿原因进行深入剖析。【结果】 当前OA期刊撤稿数量呈快速增长趋势;期刊和出版商关注的撤稿原因与科研机构存在差异,撤稿原因间共现情况各异;数据与结果相关问题是各领域OA期刊撤稿涉及的主要原因;同行评议问题在发展中国家较为突出,发达国家OA论文的数据和图像问题相对显著;较低影响因子期刊的撤稿原因比较高影响因子期刊更易于识别。【结论】 数据驱动的研究范式让管理实践应更重视数据和图像的准确性与可靠性,且应多元化监管主体、完善监管体系,优化期刊审稿流程与技术手段以更好地实现外部监管,同时辅以教育宣传以使科研诚信内化于行。 相似文献
6.
《Gaceta sanitaria / S.E.S.P.A.S》2020,34(4):403-410
ObjectiveTo identify in the international scientific literature the obstacles and potential promoters for the advancement of women academics and researchers in biomedical sciences during their professional careers.MethodPubMed, Scopus, CinahlPlus, Cochrane Database of Systematic Reviews, PsycInfo and Sociological Abstracts were systematically searched for articles published in English and Spanish between January 2006 and December 2016 on the phenomenon of the glass ceiling in women academics and researchers in biomedical sciences. The screening was carried out by independent reviewers.ResultsA total of 2254 studies were found, of which 23 were included in the review. The obstacles identified for the promotion of women academics and/or researchers in biomedical sciences are: gender bias in the evaluation of research results, individualism and lack of collaboration, women's lack of influence, the existence of gender inequalities in access to employment. The perception of sexism and discrimination in the work environment, and the difficulties in reconciling work and family life. The promoting elements are: examples of women in leadership positions, mentoring, facilitating conciliation, transparency in recruitment, participation in decision-making, gender assessment of research, awareness of gender inequalities in institutions, promoting collaboration, and pay equity.ConclusionsBy enhancing the elements favouring the promotion of academic women in biomedical sciences would help to reduce the glass ceiling in the career paths of women academics and health science researchers by increasing their participation, leadership and representation. A change of organizational and institutional values is required to achieve this. 相似文献
7.
目的:了解急诊护士离职原因,为医院管理者降低在职护士离职率提供依据.方法:采用质性研究的现象学方法,对12名急诊离职护士进行半结构访谈,对访谈结果整理分析.结果:通过录音、分析、对照、确认提炼主题,急诊护士离职原因主要为工作环境、工作性质特殊及不成熟的管理系统、社会家庭支持、组织承诺低、对急诊护士胜任能力要求高等.结论:护理管理者应为急诊护士创造和谐的工作环境,提供情感支持,减少离职率. 相似文献
8.
《ALTER. European Journal of Disability research, Journal europeen de recherche sur le handicap》2015,9(2):116-129
The employment status of groups with different disabilities was analysed as were potentially important moderating factors (work ability, structural and individual factors). A secondary analysis was performed on 4359 respondents with disabilities from Statistics Sweden's Labour Market Investigation. The respondents were divided into six disability groups (communicative-hearing, communicative-speech-reading, communicative-vision, psychological disability, medical disability, physical disability). Logistic regression analyses showed that the probability of being employed was highest among respondents with hearing disabilities and respondents with psychological disabilities were least likely to be employed. Being a woman (very young or old) with only primary education and with partially or very impaired work ability, reduced employment opportunities. Higher education did not increase employment opportunities for respondents with impaired work ability. In summary, the type of disability is essential for employment opportunities, and differences between disability groups cannot be explained by differences in other variables. The moderating factors studied were found to be of equal importance in all groups. 相似文献
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