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81.
Individual differences in the personality trait Agreeableness underlie humans’ ability to interpret social cues and coordinate effectively with others. However, previous investigations of the neural basis of Agreeableness have yielded largely inconsistent results. Recent evidence has demonstrated that Agreeableness can be divided into two, correlated subdimensions. Compassion reflects tendencies toward empathy, sympathy, and concern for others, while Politeness reflects tendencies toward compliance and refraining from aggression and exploitation. The present study seeks to clarify the neural substrates of Agreeableness by examining whether structural differences in the brain show distinct associations with Compassion and Politeness. Results of a meta-analysis of fMRI studies examining empathy were used to generate hypotheses about the brain regions and networks that underlie trait Compassion. Results of a large-scale structural neuroimaging investigation (N = 275) were largely consistent with the meta-analysis: Compassion was positively correlated with gray matter volume in the bilateral anterior cingulate cortex (ACC) and anterior insula (AI). Further, these differences appear to be associated with Compassion specifically, as opposed to Politeness, suggesting that these two traits have at least partially distinct neuroanatomical substrates.  相似文献   
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东西方文明冲突与文化融合,既不是争夺话语权及同化的问题,也不是消融各自的特色,而是基于和谐在文化差异中分享与互尊。惟有正视这一点,中华文明的精神价值和思想资源才可能通过与西方经典的相互诠释来与西方文明沟通与交流,并追寻到当今世界根源性精神;进而发现一个为人类理性所能认同的共同的真理与价值标准。恰恰是通过对中西文化元典的比较研究,我们发现不同文化的冲突不可怕;它是进化的一个条件,但是你必须共同融合才能产生新的文明。  相似文献   
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初冬的武汉江城,虽稍显寒意,但到处还是绿色葱茏,一派生机。11月14日晚上,由中国道教协会和湖北省道教协会主办,香港蓬瀛仙馆、武汉长春观承办的“大道和韵,中华同乐”第九届道教音乐汇演在湖北剧院成功举办。  相似文献   
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家长参与与小学生学习自我效能的关系研究   总被引:1,自引:0,他引:1  
参阅国外家长参与的理论研究,结合访谈结果将小学生家长参与确定为情感参与、管理引导参与、行为参与和智力参与四个维度.以4-6年级的小学生为被试,两次取样测试,编制了小学生家长参与问卷,问卷具有较好的信、效度.应用自编的小学生家长参与问卷考察了521名小学生家长参与与其学习自我效能的关系.研究表明:家长参与与小学生的学习自我效能感有显著相关;母亲的智力参与、父亲的情感参与、母亲的情感参与、父亲的智力参与和行为参与对其子女学习自我效能感有预测作用.  相似文献   
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Having higher levels of mainstream cultural orientation (MCO), an important component of acculturation attitudes and behaviors, is beneficial for ethnic/racial minority students during the transitions into university. Scant research has investigated MCO at a micro daily timescale. This study examined how personality (agreeableness) functions in conjunction with interpersonal processes (inter-ethnic contact and perceived discrimination) to influence MCO as daily within-person processes.  相似文献   
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As one of the important drivers of social change in China, residential mobility has caused a dramatic change in the interpersonal environment, but it remained little known how residential mobility would influence the basis of interpersonal interaction—trust. The present research aimed to explore the effect of residential mobility on two kinds of trust, relational trust and institutional trust, by two studies. Study 1 explored the correlational relationship between regional residential mobility and two kinds of trust using data from the China General Social Survey 2010 and the Sixth National Population Census of China, and analyzed the data using hierarchical linear modeling. Study 2 switched to the individual level and investigated the causal relationship between individual residential mobility and two kinds of trust in the laboratory using the writing task for priming residential mobility and the situational selection task for trust. Study 1 found that individuals exhibited lower relational trust when they lived in a region of higher residential mobility. For institutional trust, the indicator about the permission to register household in inflow cities could significantly positively predict this. Study 2 found that the primed mindset of high (vs. low) residential mobility reduces relational trust and enhances institutional trust. In conclusion, the present research revealed that residential mobility promotes the transformation of individuals' trust mode from relational to institutional trust in social life, thus expanding the research field of residential mobility as a socioecological factor and extended the understanding of psychological transformation under the background of social change in China.  相似文献   
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Transcranial magnetic stimulation (TMS) is a safe, tolerable, and evidence-based intervention for major depressive disorder (MDD). However, even after decades of research, nearly half of the patients with MDD fail to respond to conventional TMS, with responding slowly and requiring daily attendance at the treatment site for 4–6 weeks. To intensify antidepressant efficacy and shorten treatment duration, accelerated TMS protocols, which involve multiple sessions per day over a few days, have been proposed and evaluated for safety and viability. We reviewed and summarized the current knowledge in accelerated TMS, including stimulation parameters, antidepressant efficacy, anti-suicidal efficacy, safety, and adverse effects. Limitations and suggestions for future directions are also addressed, along with a brief discussion on the application of accelerated TMS during the COVID-19 pandemic.  相似文献   
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Does the configuration of personal values in teams matter to team performance? Drawing from research on team composition and personal values, we conduct two studies in an effort to answer this question. In Study 1, we develop a shorter and more reliable instrument to measure personal values, the Variable Length Values Inventory (VLVI), which is unique in that the overall length of the scale can be varied; the instrument can be as short as 26 items or as long as 60 items, depending on the research question(s) of interest. In Study 2, we utilize the VLVI to test the impact of team members' values (i.e., benevolence and achievement values) on team performance. Results from 48 teams demonstrated that team member benevolence values and achievement values were related to team performance. Additionally, the achievement values of the team leader impacted performance above and beyond the influence of other team members' values. Study 2 contributes to our understanding of team composition by examining the personal values of team members and the team leader.  相似文献   
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