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61.
Gerald S. Blum Marcia L. Porter 《Quarterly journal of experimental psychology (2006)》1972,24(4):431-438
This investigation continues the exploration of a largely neglected topic in the field of attention, levels of mental concentration, by ascertaining under optimal conditions the capacity for shifting quickly from one level to another. Previous research in our laboratory had applied a set of five post-hypnotically cued levels of concentration or “cognitive arousal”, covering a very wide range, to a variety of perceptual and cognitive tasks. In the present study two highly trained undergraduate hypnotic subjects, one male and one female, were given progressively shorter time durations in which to respond to the post-hypnotic cues before viewing tachisto-scopically flashed consonants under cue influence. The results indicate a striking capacity to shift degrees of cognitive arousal very rapidly to one extreme or the other, on the order of 100 ms or less. 相似文献
62.
Daniel Sinick 《Journal of counseling and development : JCD》1972,50(8):695-697
Publishers interested in having their materials reviewed here are requested to send two copies to Dr. Daniel Sinick, George Washington University, Washington, D.C. 20006. Items reviewed in this column are not available from APGA. 相似文献
63.
64.
Daniel Sinick 《Journal of counseling and development : JCD》1970,49(1):80-82
Publishers interested in having their materials reviewed here are requested to send two copies to Dr. Daniel Sinick, George Washington University, Washington, D.C. 20006. Items reviewed in this column are not available from APGA. 相似文献
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68.
Geula Lowenberg Benjamin H. Lowenberg Daniel P. Dowhower 《Journal of business and psychology》1990,4(3):343-356
The present research investigates the relationships between demographic characteristics and employees' perceptions of appropriate pay-differentials (APD's). In order to investigate this relationship, we examined organizations in two different countries with different social philosophies. The dependent variable (APD's) is defined as what is felt and/or perceived by the individual to be the appropriate pay-differentials among positions with different responsibilities and at different organizational levels. Two different subject groups were used: 137 salaried employees from an automotive engineering company in the U.S.A., and 107 salaried employees from an engineering company in Sweden. Questionnaires constructed in English and Swedish included: (1) questions about individual demographics; (2) job factors; and (3) perception of appropriate pay-differentials using eight organizational charts. Results indicated that the influence of social philosophy, as expressed by organizational socialization processes, was limited in scope. Individual differences associated with employees' perceptions of appropriate pay-differentials should be taken into account when determining pay and compensation policies. These considerations may encourage employee participation in decision making and lead to better organizational outcomes.deceased. 相似文献
69.
Kenneth Silverman Ogden R. Lindsley Kathy L. Porter 《Current psychology (New Brunswick, N.J.)》1990,9(4):373-384
This experiment compared the extent to which students learned facts included in computer-based-training frames that required
an overt response to those that did not. Frames included two types of facts: Some facts had one word missing which had to
be supplied by the student (active facts). Other facts had no missing words and required no overt response (passive facts).
Each student completed four 14-fact modules in random order. Two of the modules contained frames with all active facts. Each
frame in the other two modules contained one active and six passive facts. Paper pretests and posttests showed that students
learned twice as many facts when all facts in the module were active than when only one in seven were active. The modules
that included passive facts required one-fifth the time to complete than those with only active facts. Students learned more
facts per minute of training in one of the two modules that included passive facts than in the two modules with only active
facts. 相似文献
70.
STATED WILLINGNESS TO PAY FOR PUBLIC GOODS: 总被引:3,自引:0,他引:3
Abstract— In the contingent valuation method for the valuation of public goods, survey respondents are asked to indicate the amount they are willing to pay (WTP) for the provision of a good. We contrast economic and psychological analyses of WTP and describe a study in which respondents indicated their WTP to prevent or to remedy threats to public health or to the environment, attributed either to human or to natural causes. WTP was significantly higher when the cause of a harm was human, though the effect was not large. The means of WTP for 16 issues were highly correlated with the means of other measures of attitude, including a simple rating of the importance of the threat. The responses are better described as expressions of attitudes than as indications of economic value, contrary to the assumptions of the contingent valuation method. 相似文献