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We identify sources of biases in personality-based job analysis (PBJA) ratings and offer a Web-based frame-of-reference (FOR) training program to mitigate these biases. Given the use of job analysis data for the development of staffing, performance management, and many other human resource management systems, using biased PBJA ratings is likely to lead to a workforce that is increasingly homogenous in terms of personality but not necessarily a workforce with improved levels of performance. We conducted a field experiment (i.e., full random assignment) using 2 independent samples of employees in a city government and found evidence in support of the presence of biases as well as the effectiveness of the proposed solution. Specifically, FOR training was successful at decreasing the average correlation between job incumbents' self-reported personality and PBJA ratings from .27 to .07 (administrative support assistants) and from .30 to .09 (supervisors). Also, FOR training was successful at decreasing mean PBJA ratings by d = .44 (administrative support assistants) and by d = .68 (supervisors). We offer the entire set of Web-based FOR training materials for use in future research and applications. 相似文献
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ERIC D. WIDMER 《Personal Relationships》1999,6(4):487-503
With the permanence of strong emotional bonds between adults and their siblings and parents, with the rise of divorce, with the extension of remarriage, and with the development of pseudo-kinship ties, complex family groupings have emerged. Orientational family members (Kuhn, 1964) are likely to be perceived as being included in relatively large and unbounded family contexts. To deal with the complexity of those contexts, one needs to develop an approach that makes it possible to analyze many relationships in a single model. Such an approach is presented in this article, which considers family contexts as cognitive networks (Marsden, 1990). To illustrate how statistical and graphical network methods can be applied empirically to those contexts, perceived relationships among orientational family members of 25 female students were analyzed in relation to balance theory (Heider, 1958). 相似文献
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Social discrimination in a personnel‐selection context was studied using an in‐basket exercise. West German participants had to select personnel from an applicant pool that included West German applicants (in‐group members) and East German applicants (out‐group members). As predicted, we found a main effect for an authority's instruction to discriminate against out‐group members. This main effect was, as predicted, qualified by an Instruction Right‐Wing Authoritarianism (RWA) interaction effect. Only high scorers on RWA discriminated against out‐group members when instructed to do so. 相似文献
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Mental Causation: Unnaturalized but not Unnatural 总被引:2,自引:0,他引:2
ERIC MARCUS 《Philosophy and phenomenological research》2001,63(1):57-83
The central problem for a realist about mental causation is to show that mental causation is compatible with the causal completeness of physical systems. This problem has seemed intractable in large part because of a widely held view that any sort of systematic overdetermination of events by their causes is unacceptable. I account for the popularity of this view, but argue that we ought to reject it. In doing so. I show how we thereby undermine the idea that mental causes must be naturalizable in order to be legitimate. Thus I argue that a non-naturalist conception of mental causation is compatible with a plausible kind of physicalism. 相似文献
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Performance evaluation research indicates that variance in ratings may be attributable to systematic sources beyond the actual performance of the ratee. However, the majority of prior work compares ratings across sources and uses ratings from a single rating event. Using confirmatory factor analysis and multivariate latent growth modeling (MLGM), we specifically examine peer ratings from 740 participants on 5 performance dimensions across 3 distinct performance situations for systematic sources of variance beyond ratee performance. Results demonstrate that both ratee performance and the performance context have systematic effects, with contextual effects varying by how "strong" or "weak" the situation is for a given performance dimension. Furthermore, MLGM results suggest that the influence of performance dynamism is only meaningfully interpreted when contextual effects are modeled. 相似文献
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We compared negative and positive ads in the context of a fictitious election. Participants read a strong or weak message supporting one candidate (positive ad) or derogating the opposition candidate (negative ad). The strong positive message had a greater impact on attitudes toward the candidates than the weak positive message, but message strength had no significant effect for negative messages, suggesting that positive messages are centrally processed, and negative messages serve mainly as peripheral cues. Accordingly, a strong positive message was more effective than a weak positive message, but a weak positive message was less effective than a weak negative message. We conclude that negative political ads are advisable only when candidates cannot provide strong arguments to support their candidacy. 相似文献
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FROM PAPER TO PIXELS: MOVING PERSONNEL SURVEYS TO THE WEB 总被引:4,自引:0,他引:4
LORI FOSTER THOMPSON ERIC A. SURFACE DON L. MARTIN MICHAEL G. SANDERS 《Personnel Psychology》2003,56(1):197-227
Practitioners are not adequately prepared to handle concerns related to the acceptability of the online survey medium from the worker's viewpoint because the literature has only begun to address this issue. This study assessed reactions to Web-based questionnaires while moving an organization's climate survey online. Initial questions, posed via a paper-and-pencil instrument, gathered opinions concerning online surveys ( n = 437). A Web-based climate survey was then created and piloted (n = 98). Afterwards, die finalized instrument was administered ( n = 403), and a follow-up questionnaire was disseminated ( n = 175) to further gauge workers' reactions. Despite some initial anonymity concerns, most personnel were amenable to online surveying, and the Web-based medium did not appear to discourage participation from any subgroup (based on gender, race, military versus civilian classification, and workgroup size comparisons). This article, which is intended for practitioners considering the transition to Web-based surveys as well as those interested in evaluating and improving current Web-based survey processes, outlines issues regarding online survey implementation, offers a tool for evaluating survey software, and concludes with lessons learned and avenues for future research/practice. 相似文献