全文获取类型
收费全文 | 22101篇 |
免费 | 1096篇 |
国内免费 | 17篇 |
出版年
2021年 | 199篇 |
2020年 | 333篇 |
2019年 | 403篇 |
2018年 | 554篇 |
2017年 | 568篇 |
2016年 | 564篇 |
2015年 | 453篇 |
2014年 | 483篇 |
2013年 | 1879篇 |
2012年 | 845篇 |
2011年 | 950篇 |
2010年 | 565篇 |
2009年 | 545篇 |
2008年 | 722篇 |
2007年 | 700篇 |
2006年 | 599篇 |
2005年 | 517篇 |
2004年 | 506篇 |
2003年 | 487篇 |
2002年 | 471篇 |
2001年 | 772篇 |
2000年 | 752篇 |
1999年 | 510篇 |
1998年 | 245篇 |
1997年 | 231篇 |
1996年 | 201篇 |
1995年 | 179篇 |
1994年 | 175篇 |
1993年 | 179篇 |
1992年 | 400篇 |
1991年 | 361篇 |
1990年 | 387篇 |
1989年 | 357篇 |
1988年 | 343篇 |
1987年 | 315篇 |
1986年 | 333篇 |
1985年 | 336篇 |
1984年 | 270篇 |
1983年 | 215篇 |
1979年 | 224篇 |
1978年 | 192篇 |
1975年 | 216篇 |
1974年 | 261篇 |
1973年 | 221篇 |
1972年 | 222篇 |
1971年 | 186篇 |
1969年 | 204篇 |
1968年 | 206篇 |
1967年 | 168篇 |
1966年 | 186篇 |
排序方式: 共有10000条查询结果,搜索用时 15 毫秒
31.
32.
33.
34.
35.
Judith Volmer Cornelia Niessen Daniel Spurk Alexandra Linz Andrea E. Abele 《Psychologie appliquee》2011,60(4):522-545
While previous research has mainly emphasised the importance of leader–member exchange (LMX) to job satisfaction, there is a lack of research on reciprocal relationships between job satisfaction and LMX. In this study, we not only suggest that good LMX increases job satisfaction, but that job satisfaction can also enhance high‐quality supervisor–employee relationships. A full cross‐lagged panel analysis was used to test reciprocal relationships between LMX and job satisfaction. Employees (N= 279) of a large information technology company filled out questionnaires at two times, with a time lag of 3 months. In line with our predictions, findings revealed a positive relationship between LMX and job satisfaction both at Time 1 and Time 2. Moreover, LMX at Time 1 predicted the increase of job satisfaction at Time 2, and job satisfaction at Time 1 predicted the increase of LMX at Time 2. The results demonstrate the need to consider reciprocal relationships between job satisfaction and LMX when explaining employees' workplace outcomes. Our findings are discussed in terms of positive psychology theory. 相似文献
37.
38.
39.
40.
Zafar Husain Mumin Dayan Raghuvar Dutt Pathak Markus Langer Cornelius J. König 《International Journal of Selection & Assessment》2018,26(2-4):191-195
Applicants from different cultures vary in their self-presentation behavior during job interviews. This study investigates self-presentation behavior in the United Arab Emirates (UAE), the second largest economy in the Arab world. Specifically, it examines self-presentation behavior of applicants from the UAE and compares it to the behavior of American, European, and Chinese applicants from previous studies. The randomized response technique was used to gather self-presentation prevalence data of 111 UAE applicants regarding self-presentation behavior in their last job interview. Prevalence rates were lower than those from the United States and from China but higher than those from Iceland and from Switzerland. Results indicate that though UAE culture values modesty, UAE applicants still engage in distinct self-presentation behavior. 相似文献