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181.
Christian Piller 《The Philosophical quarterly》2000,50(199):208-226
If doing what is best sets the right ideal of rational agency, then rational agents should do what they believe to be best. As long as we leave open the question what makes an option best, all plausible theories of rationality willfit into this framework. Consequently, rational agents will always want to do the things they believes to be best. This claim is an instance of what David Lewis calls the desire-as-belief thesis, which he has tried to refute. I reject Lewis' argument by criticizing his treatment of belief-change in respect of propositions about degrees of goodness. 相似文献
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Leonard Adelman Terry A. Bresnick Matthew Christian James Gualtieri David Minionis 《决策行为杂志》1997,10(4):327-342
The results reported herein support the hypotheses that (1) situation-specific, contextual features of a task can cause people to use explanation-based reasoning (Pennington and Hastie, 1993); (2) such reasoning can cause experienced personnel, both individually and in two-person teams, to reinterpret the meaning of the same information when it is presented in two different ordered sequences; and (3) the result will be primacy or recency (or no) effects depending on whether the most recent conflicting information can be explained away or not, respectively. These results extend the belief-adjustment model proposed by Hogarth and Einhorn (1992), which does not address information reinterpretations, and always predicts recency effects for an evaluation task with a short series of conflicting information. More generally, the results demonstrate the importance of situation-specific, contextual features in understanding judgment processes. © 1997 John Wiley & Sons, Ltd. 相似文献
185.
Christian Loew 《Philosophy and phenomenological research》2019,98(1):89-106
It is natural to think of causes as difference‐makers. What exact difference causes make, however, is an open question. In this paper, I argue that the right way of understanding difference‐making is in terms of causal processes: causes make a difference to a causal process that leads to the effect. I will show that this way of understanding difference‐making nicely captures the distinction between causing an outcome and helping determine how the outcome happens and, thus, explains why causation is not transitive. Moreover, the theory handles tricky cases that are problematic for competing accounts of difference‐making. 相似文献
186.
Christian M. Golden 《The Southern journal of philosophy》2019,57(4):505-538
In this article, I distinguish two models of personal integrity. The first, wholeheartedness, regards harmonious unity of the self as psychologically healthy and volitional consistency as ethically ideal. I argue that it does so at the substantial cost of framing ambivalence and conflict as defects of character and action. To avoid these consequences, I propose an alternate ideal of humility that construes the self as multiple and precarious and celebrates experiences of loss and transformation through which learning, growth, innovation, and dynamic relationship become possible. This ideal not only sustains prospects for integrity but is more suitable than wholeheartedness for recognizing practices of contestation, such as those involving potentially destabilizing encounters with difference that is common within pluralistic societies, as vital for rich, well‐lived lives. 相似文献
187.
Christian M. Connell Jason M. Lang Bethany Zorba Kristina Stevens 《American journal of community psychology》2019,64(3-4):467-480
Youth involved in the child welfare system (CWS) are disproportionally impacted by the negative effects of exposure to trauma. While efforts to develop trauma‐informed CWSs are accelerating, little research is available about the effects of these efforts on system capacity to respond to the needs of youth exposed to trauma. No studies evaluate longer‐term effects of these efforts. In 2011, Connecticut implemented CONCEPT, a multi‐year initiative to enhance capacity of the state's CWS to provide trauma‐informed care. CONCEPT used a multi‐component approach including workforce development, deployment of trauma screening procedures, policy change, improved access to evidence‐based trauma‐focused treatments, and focused evaluation of program effects. Changes in system capacity to deliver trauma‐informed care were assessed using statewide stratified random samples of child welfare staff at three time points (Year 1: N = 223, Year 3: N = 231, Year 5: N = 188). Significant improvements across nearly all child welfare domains were observed during the first 3 years of implementation, demonstrating system‐wide improvements in capacity to provide trauma‐informed care. These gains were maintained through the final year of implementation, with continued improvements in ratings of collaboration between child welfare and behavioral health settings on trauma‐related issues observed. Responses documented familiarity with and involvement in many of the CONCEPT activities and initiatives. Staff reported greater familiarity with efforts to increase access to specific evidence‐based services (e.g., TF‐CBT) or to enhance trauma‐related policy and practice guidelines, but less familiarity with efforts to implement new practices (e.g., trauma screening) in various sectors. Staff also reflected on the contribution of these components to enhance system capacity for trauma‐informed care. 相似文献
188.
Psychonomic Bulletin & Review - A single encounter of a response together with a stimulus results in short-lived binding between the stimulus and the response. A repetition of any part of such... 相似文献
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Maureen F Dollard Christian Dormann Michelle R. Tuckey Jordi Escartín 《European Journal of Work and Organizational Psychology》2017,26(6):844-857
Bullying at work has profound effects on both the individual and organization. We aimed to determine if organizational psychosocial safety climate (PSC; a climate specific to worker psychological health) could reduce workplace bullying and associated psychological health problems (i.e., distress, emotional exhaustion, depression) if specific procedures were implemented (PSC enactment). We theorized that the PSC enactment mechanism works via psychosocial processes such as bullying mistreatment climate (anti-bullying procedures), work design (procedures reduce stress through work redesign), and conflict resolution (procedures to resolve conflict). We used two-wave national longitudinal interview data from 1,062 Australian employees (Australian Workplace Barometer project) and structural equation modelling to explore relationships over 4 years. PSC Time 1 predicted enacted PSC and reduced bullying 4 years later. PSC Time 1 was indirectly negatively related to poor psychological health Time 2 through enacted PSC and bullying. Bullying Time 1 also gave rise to procedures which in turn reduced bullying Time 2. Our findings suggest a multi-component approach to prevent or reduce bullying. Procedures (to reduce psychosocial hazards) that emerge in a high PSC context are more comprehensive than those triggered by bullying (reactive procedures), and can therefore be more effective in reducing worker mistreatment. Building PSC and a strong climate for psychological health, and enacting PSC is fundamental to bullying prevention. 相似文献