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51.
Two experiments addressed the question of whether news reports depicting base‐rate data indicative of increasing population size over time would assuage the apprehension and victimization risk associated with another news story depicting frequency increases in a threatening phenomenon during the same time period. Men exposed to the population data manifested lower levels of apprehension and victimization risk than men not exposed to such data, but women showed no reduction in either apprehension and victimization risk than men not exposed to such data, but women showed no reduction in either apprehension or victimization risk after exposure to population data. This interaction was replicated in both experiments. Experiment 2 demonstrated that the same interaction can be produced using base‐rate data other than that depicting population increases over time and that the effects of the base‐rate stories are not merely a product of distraction from the threatening story. Differences in apprehension levels, information processing styles, mathematical problems solving skill, and sex role response sets were considered as alternative explanations for the interaction. 相似文献
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HAROLD I. BROWN 《Metaphilosophy》2006,37(5):646-651
Abstract: This paper is a response to Siegel 2004 . I take Siegel's remarks as a basis for clarifying, defending, and further developing my account of the role of judgment in a theory of rationality. 相似文献
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THE EFFECT OF VERBAL SELF-GUIDANCE TRAINING ON COLLECTIVE EFFICACY AND TEAM PERFORMANCE 总被引:4,自引:0,他引:4
TRAVORC. BROWN 《Personnel Psychology》2003,56(4):935-964
Although organizations frequently use teams, few studies have systematically examined training methods designed to improve collective efficacy and team performance. As such, the primary purpose of this study was to examine the effectiveness of verbal self-guidance (VSG) training, adapted from Meichenbaum (1975,1977), on collective efficacy and team performance. Using a quasi-experimental design, undergraduate students ( n = 184) were assigned to 42 teams. These 42 teams were assigned to 2 training conditions (verbal self-guidance/comparison). Results revealed that verbal self-guidance had a main effect on collective efficacy and performance. Collective efficacy was found to mediate the VSG training-performance relationship; it also correlated significantly with both team performance and the use of verbal guidance skills. 相似文献
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ROBERT W. BROWN 《Journal of Employment Counseling》1982,19(3):124-130
This study of verbal interventions of counselors during group counseling with predelinquent urban youth revealed that of the 12 counseling skills rated, 3 accounted for 2/3 of the verbal interventions used by the counselors. 相似文献
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LOWERING FLOORS AND RAISING CEILINGS: A LONGITUDINAL ASSESSMENT OF THE EFFECTS OF AN EARNINGS-AT-RISK PLAN ON PAY SATISFACTION 总被引:1,自引:0,他引:1
The attitudes of 101 bank employees were measured before and after the implementation of an earnings-at-risk (EAR) incentive pay plan which reduced base pay and increased employee risk and uncertainty with respect to total pay. Pay outcome satisfaction and pay process satisfaction both declined significantly over time, but the decrease in pay outcome satisfaction was the greater of the two. An examination of pay satisfaction antecedents at both points in time revealed relatively stable across-time relationships and provided information about some of the reasons for the changes. Perceived reward-to-effort ratio, which declined significantly over time, influenced both dimensions of pay satisfaction at both points in time. Perceived understanding of the pay system, which also declined over time, had a somewhat greater influence on pay process satisfaction than on pay outcome satisfaction, particularly at Time 2. In contrast to actual pay levels, changes in incentive and base pay amounts added more explained variance to the pay outcome satisfaction regression model. The study points out the potential for negative employee reactions to EAR incentive plans, and indicates that managers must ensure that employees understand these systems and feel that EAR plans will reward them equitably for their efforts. 相似文献
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