全文获取类型
收费全文 | 175篇 |
免费 | 4篇 |
出版年
2015年 | 2篇 |
2014年 | 2篇 |
2013年 | 3篇 |
2012年 | 2篇 |
2011年 | 3篇 |
2010年 | 4篇 |
2008年 | 3篇 |
2006年 | 5篇 |
2003年 | 2篇 |
2001年 | 2篇 |
1999年 | 1篇 |
1998年 | 2篇 |
1996年 | 1篇 |
1995年 | 1篇 |
1992年 | 1篇 |
1991年 | 2篇 |
1990年 | 4篇 |
1988年 | 3篇 |
1987年 | 1篇 |
1986年 | 3篇 |
1983年 | 1篇 |
1982年 | 5篇 |
1981年 | 4篇 |
1980年 | 1篇 |
1979年 | 3篇 |
1978年 | 1篇 |
1975年 | 1篇 |
1973年 | 2篇 |
1972年 | 1篇 |
1971年 | 1篇 |
1969年 | 3篇 |
1968年 | 1篇 |
1967年 | 2篇 |
1966年 | 1篇 |
1959年 | 5篇 |
1958年 | 12篇 |
1957年 | 13篇 |
1956年 | 10篇 |
1955年 | 7篇 |
1954年 | 6篇 |
1953年 | 8篇 |
1952年 | 6篇 |
1951年 | 12篇 |
1950年 | 3篇 |
1949年 | 6篇 |
1948年 | 7篇 |
1947年 | 1篇 |
1944年 | 1篇 |
1938年 | 1篇 |
1934年 | 1篇 |
排序方式: 共有179条查询结果,搜索用时 31 毫秒
81.
82.
83.
84.
85.
86.
ANNE BROWN 《The Journal of analytical psychology》1988,33(3):277-297
87.
88.
89.
STRUCTURED INTERVIEWING: RAISING THE PSYCHOMETRIC PROPERTIES OF THE EMPLOYMENT INTERVIEW 总被引:5,自引:0,他引:5
A highly structured employment interviewing technique is proposed, which includes the following steps: (1) develop questions based on a job analysis, (2) ask the same questions of each candidate, (3) anchor the rating scales for scoring answers with examples and illustrations, (4) have an interview panel record and rate answers, (5) consistently administer the process to all candidates, and (6) give special attention to job relatedness, fairness, and documentation in accordance with testing guidelines. Examination of psychometric properties for hiring entry-level production employees ( n = 149) reveals high interrater reliability ( r = .88) and predictive validity (uncorrected r = .34, corrected r = .56), as well as evidence for test fairness and utility. The levels of these properties are comparable to those of a comparison battery of typical employment tests, and correlations with the tests suggest that the interview has a strong cognitive aptitude component. Potential explanations for the effectiveness of this structured interviewing technique are discussed. 相似文献
90.
BARBARA ELLEN PEARSON DONNA BROWN EVANS WILLIAM O. MEHNERT ALPHEUS SANFORD 《Journal of Employment Counseling》1981,18(4):176-182
This study examines aspects of job interview behavior that influence employer preference for a female applicant for a managerial position in the human service field. The authors used an analogue methodology simulating videotaped job interview vignettes to present a female applicant exhibiting varying leadership and personality styles, ranging from a “warm” cooperative style to a “cold” task-oriented style. Employers in the human services field rated their preference for the simulated applicants. There were significant differences in preference for the various types of applicants; the most preferred were those who combined warmth with goal-oriented leadership skills. 相似文献