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61.
A FIELD EXPERIMENT TESTING SUPERVISORY ROLE CLARIFICATION 总被引:1,自引:0,他引:1
JOHN SCHAUBROECK DANIEL C. GANSTER WESLEY E. SIME DAVID DITMAN 《Personnel Psychology》1993,46(1):1-25
An intervention designed to clarify individual roles was tested experimentally on the business service division of a major university. Following a pre-test which identified role stress as a significant problem in the organization, top managers clarified their respective departmental roles in meeting organizational objectives. This was followed by a post-test (Time 2) survey of workers'stressors and symptoms. Supervisors were then trained in the method of clarifying subordinate roles using a dyadic exchange process. Workers were randomly assigned to either participate in a thorough role clarification discussion with their supervisors or join a wait-list control group. Based on a follow-up (Time 3) questionnaire, the intervention appeared to reduce role ambiguity and supervisor dissatisfaction. There were no effects on other aspects of subjective strain, physical symptoms, or time lost due to illness. Role conflict decreased in both the experimental and control groups. We discuss the implications of these findings for systemic efforts to reduce employee stress. 相似文献
62.
As we move into the next decade, greater student demands for counseling services, increased severity of presenting problems, and long waiting lists are becoming a reality at university and college counseling centers. These trends, coupled with limited financial resources, suggest that new models of case management and treatment are needed to maintain quality services. This article describes the development of a time-limited and managed-care treatment policy at the University Counseling Center at Colorado State University. It is offered as one agency's attempt to become more proactive in defining its responsibilities and limits regarding emerging challenges and changes on college campuses. 相似文献
63.
DANIEL ABRAHAMS 《美学与艺术评论杂志》2020,78(4):491-500
This article advances a novel way of understanding humor and stand-up comedy. I propose that the relationship between the comedian and her audience is understood by way of trust, where the comedian requires the trust of her audience for her humor to succeed. The comedian may hold (or fail to hold) the trust of the audience in two domains. She may be trusted as to the form of the humor, such as whether she is joking. She may also be trusted as to the content of the joke. This approach has two distinct virtues. The first is that it makes sense of partial successes. These are cases where the humor neither completely succeeds nor fails because the audience does not fully trust the comedian. The second is that it explains intuitions about ethically dubious humor and why certain classes of humor, especially those dealing in racialized and gendered identities, are more readily (but not necessarily) accepted from humorists of those identities. 相似文献
64.
Two Conceptions of the Physical 总被引:6,自引:0,他引:6
DANIEL STOLJAR 《Philosophy and phenomenological research》2001,62(2):253-281
The debate over physicalism in philosophy of mind can be seen as concerning an inconsistent tetrad of theses: (1) if physicalism is true, a priori physicalism is true; (2) a priori physicalism is false; (3) if physicalism is false, epiphenomenalism is true; (4) epiphenomenalism is false. This paper argues that one may resolve the debate by distinguishing two conceptions of the physical: on the theory-based conception , it is plausible that (2) is true and (3) is false; on the object-based conception , it is plausible that (3) is true and (2) is false. the paper also defends and explores the version of physicalism that results from this strategy. 相似文献
65.
THE EFFECTS OF EMPLOYEE SATISFACTION, ORGANIZATIONAL CITIZENSHIP BEHAVIOR, AND TURNOVER ON ORGANIZATIONAL EFFECTIVENESS: A UNIT-LEVEL, LONGITUDINAL STUDY 总被引:12,自引:0,他引:12
DANIEL J. KOYS 《Personnel Psychology》2001,54(1):101-114
This study addresses the issue of whether positive employee attitudes and behaviors influence business outcomes or whether positive business outcomes influence positive employee attitudes and behaviors. We hypothesize that employee satisfaction, organizational citizenship behavior, and employee turnover influence profitability and customer satisfaction. Data were gathered from the units of a regional restaurant chain via employee surveys, manager surveys, customer surveys, and organizational records. Cross-lagged regression analyses show that employee attitudes and behaviors at Time 1 are related to organizational effectiveness at Time 2. Additional cross-lagged regression analyses show no significant relationship between organizational effectiveness at Time 1 and the employee attitudes and behaviors at Time 2. These results add to the evidence that HR outcomes influence business outcomes, rather than the other way around. 相似文献
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WILLIAM F. COX Jr. NANCY J. HAMELOTH DANIEL P. TALBOT 《Journal of Research on Christian Education》2013,22(2):181-210
A reasonable expectation of textbooks used in Christian schools is that they should regularly incorporate biblical content. It is also reasonable to expect the biblical content to be integrated—not segregated—to influence matters such as worldview, biblical relevance, character, and integrative skills. This expectation was tested via a representative sampling of 15 texts across a span of elementary, middle, and high school grades and representative content areas from eight Christian schools in the eastern Virginia region. Important findings include: close to half the texts used in the schools were from non-Christian publishers; textbooks from Christian publishers were predominantly from only two companies; the adequacy of textbook worldview scores is not in alignment with research showing major student deficiency in Christian worldviews; and approximately half of the scores for Christian textbooks were below the minimally acceptable level. 相似文献
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EVA JONAS SIMONE KAUFFELD DANIEL SULLIVAN IMMO FRITSCHE 《Journal of applied social psychology》2011,41(12):2858-2882
Terror management research has examined many institutions and beliefs, which provide people with a sense of psychological security against death awareness. However, one important area has yet to receive attention: the workplace. For many employees, corporate culture is not only connected to earning a salary, but also to a sense of security and even personal transcendence. We present evidence that pro‐company judgments can serve as psychological defenses under existential threat. In Study 1, following mortality salience, employees gave a more favorable evaluation of the company‐praising essay and a more negative evaluation of the critical one. In Study 2, employees and students at a German university were more likely to endorse aspects of organizational culture under mortality salience. 相似文献