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851.
A recent study of the Five Facet Mindfulness Questionnaire reported high levels of differential item functioning (DIF) for 18 of its 39 items in meditating and nonmeditating samples that were not demographically matched. In particular, meditators were more likely to endorse positively worded items whereas nonmeditators were more likely to deny negatively worded (reverse-scored) items. The present study replicated these analyses in demographically matched samples of meditators and nonmeditators (n = 115 each) and found that evidence for DIF was minimal. There was little or no evidence for differential relationships between positively and negatively worded items for meditators and nonmeditators. Findings suggest that DIF based on items' scoring direction is not problematic when the Five Facet Mindfulness Questionnaire is used to compare demographically similar meditators and nonmeditators. 相似文献
852.
853.
This study examines the effects of physical attractiveness and aggression on popularity among high school students. Previous
work has found positive relationships between aggression and popularity and physical attractiveness and popularity. The current
study goes beyond this work by examining the interactive effects of physical attractiveness and aggression on popularity.
Controlling for race and gender, the results indicate that attractive students are seen as more physically and relationally
aggressive than those who are less attractive. We also found that those who are both physically attractive and aggressive
are perceived to be more popular than those without such characteristics. However, the same interaction showed the opposite
effect when predicting sociometric popularity instead of perceived popularity. These results contribute to the understanding
of the differences between those who are well-liked (sociometric popularity) and those who are socially visible (perceived
popularity), and the unique predictors of these two dimensions of status in the peer group. 相似文献
854.
855.
Use of unmanned aerial vehicles (UAVs) is an increasingly important element of military missions. However, controlling UAVs
may impose high stress and workload on the operator. This study evaluated the use of the RoboFlag simulated environment as
a means for profiling multiple dimensions of stress and workload response to a task requiring control of multiple vehicles
(robots). It tested the effects of two workload manipulations, environmental uncertainty (i.e., UAV’s visual view area) and
maneuverability, in 64 participants. The findings confirmed that the task produced substantial workload and elevated distress.
Dissociations between the stress and performance effects of the manipulations confirmed the utility of a multivariate approach
to assessment. Contrary to expectations, distress and some aspects of workload were highest in the low-uncertainty condition,
suggesting that overload of information may be an issue for UAV interface designers. The strengths and limitations of RoboFlag
as a methodology for investigating stress and workload responses are discussed. 相似文献
856.
857.
A fear survey schedule (FSS-II) was administered to 1814 undergraduates at the University of Illinois. Females reported significantly more fear than males. Factor analyses indicated that FSS-II taps the following major fear areas: Live Organisms, Death and Illness, Social Interaction, and Social Evaluation. Problems associated with the use of FSS-II total scores for subject selection purposes and with the unsupplemented use of verbal report fear measures were discussed. 相似文献
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860.
A meta-analytic review of occupational commitment: relations with person- and work-related variables 总被引:16,自引:0,他引:16
Relations between occupational commitment (OC) and several person- and work-related variables were examined meta-analytically (76 samples; across analyses, Ns ranged 746-15,774). Major findings are as follows. First, OC was positively related to job-focused constructs such as job involvement and satisfaction, suggesting that attitudes toward the job itself may be a central concern in committing to one's occupation. Second, consistent with previous work, OC and organizational commitment were positively related. This relation was found to be moderated by the compatibility of the profession and the employing organization. Third, OC was positively related to job performance and had an indirect effect on organizational turnover intention through occupational turnover intention. This latter effect suggests that understanding of organizational turnover can be enhanced by incorporating occupation-related variables into turnover models. 相似文献