全文获取类型
收费全文 | 268篇 |
免费 | 5篇 |
出版年
2015年 | 3篇 |
2013年 | 5篇 |
2012年 | 3篇 |
2011年 | 5篇 |
2010年 | 6篇 |
2009年 | 7篇 |
2008年 | 6篇 |
2007年 | 3篇 |
2006年 | 5篇 |
2005年 | 4篇 |
2004年 | 3篇 |
2000年 | 2篇 |
1999年 | 3篇 |
1998年 | 3篇 |
1997年 | 6篇 |
1996年 | 9篇 |
1995年 | 6篇 |
1994年 | 4篇 |
1993年 | 5篇 |
1992年 | 12篇 |
1991年 | 9篇 |
1990年 | 3篇 |
1989年 | 7篇 |
1988年 | 5篇 |
1987年 | 8篇 |
1986年 | 11篇 |
1985年 | 8篇 |
1984年 | 11篇 |
1983年 | 10篇 |
1982年 | 9篇 |
1981年 | 10篇 |
1980年 | 4篇 |
1979年 | 2篇 |
1977年 | 3篇 |
1976年 | 4篇 |
1974年 | 4篇 |
1973年 | 4篇 |
1971年 | 2篇 |
1970年 | 4篇 |
1959年 | 4篇 |
1958年 | 4篇 |
1957年 | 7篇 |
1956年 | 3篇 |
1955年 | 4篇 |
1953年 | 2篇 |
1952年 | 4篇 |
1951年 | 3篇 |
1950年 | 3篇 |
1949年 | 6篇 |
1948年 | 2篇 |
排序方式: 共有273条查询结果,搜索用时 15 毫秒
81.
This study investigated whether the leader's locus of control moderated the relationship between perceived leader influence behaviors and certain subordinate outcome variables. The results showed that locus of control did significantly moderate the effect of supervisor influence on productivity and subordinate satisfaction with supervision. The difference in satisfaction with supervision was more extreme at high levels of subordinate perceived supervisor influence on productivity. Implications for supervisor training are discussed. 相似文献
82.
83.
Self‐assessment research has continued to search for those factors that increase self‐other rating agreement. The current field study investigated the feedback‐seeking strategies (i. e., monitoring and inquiry) used by 125 employees to obtain performance information, as well as the relationship between feedback‐seeking strategy use and self‐supervisor performance‐rating agreement. Results indicate that the frequency of monitoring reported by employees significantly moderated the relationship between self and supervisor ratings of performance. Individuals who reported higher levels of feedback seeking through monitoring were more likely to have self‐assessments that were congruent with their supervisors' ratings of performance. 相似文献
84.
85.
86.
87.
88.
89.
90.
PAUL E. SPECTOR TAMMY D. ALLEN STEVEN A. Y. POELMANS LAURENT M. LAPIERRE CARY L. COOPER MICHAEL O'DRISCOLL JUAN I. SANCHEZ NUREYA ABARCA MATILDA ALEXANDROVA BARBARA BEHAM PAULA BROUGH PABLO FERREIRO GUILLERMO FRAILE CHANG-QIN LU LUO LU IVONNE MORENO-VELÁZQUEZ MILAN PAGON HOREA PITARIU VOLODYMYR SALAMATOV SATORU SHIMA ALEJANDRA SUAREZ SIMONI OI LING SIU MARIA WIDERSZAL-BAZYL 《Personnel Psychology》2007,60(4):805-835
A study of work interference with family (WIF) among managers is described, contrasting four clusters of countries, one of which is individualistic (Anglo) and three of which are collectivistic (Asia, East Europe, and Latin America). Country cluster (Anglo vs. each of the others) moderated the relation of work demands with strain-based WIF, with the Anglo country cluster having the strongest relationships. Country cluster moderated some of the relationships of strain-based WIF with both job satisfaction and turnover intentions, with Anglos showing the strongest relationships. Cluster differences in domestic help were ruled out as the possible explanation for these moderator results. 相似文献