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11.
VIRGINIA WILLIAMS Dr. JOSEPH Ciarrochi FRANK PATRICK DEANE 《Australian psychologist》2010,45(4):274-282
Police officers are at particular risk of stress when compared to people in other occupational groups. A compounding factor is that police are prone to the use of avoidant coping strategies when attempting to deal with this stress. Evidence suggests that “anti‐avoidance” strategies, of acceptance, mindfulness and emotional awareness, are more effective ways of coping, and are linked to both mental health and personal effectiveness. This study followed 60 trainee police officers from the recruit phase into the workplace to determine if these processes predicted more positive mental health and wellbeing in police recruits after 1 year of service. Mindfulness predicted depression at follow‐up, while emotion identification skill predicted general mental health. These results suggest that police officers and police organisations may benefit from interventions aimed at developing and promoting mindfulness and emotion identification. 相似文献
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Using a sample of 332 younger (ages 18–23) workforce entrants broken into subsamples, Study 1 found empirical support for 2 distinct types of job search behavior, detached and interactive. These 2 dimensions seemed to represent different levels of emotional involvement in the job search process. Significant correlates for each dimension of job search behavior were found. Using a separate sample of 117 working college students, Study 2 found that extroverted individuals favored interactive job search behaviors, whereas introverted individuals favored detached job search behaviors. The implications of these results are discussed and future areas of research are identified. 相似文献
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Remaining in a situationally aggressive relationship: The role of relationship self‐efficacy 下载免费PDF全文
LEVI R. BAKER REBECCA A. COBB JAMES K. MCNULTY NATHANIEL M. LAMBERT FRANK D. FINCHAM 《Personal Relationships》2016,23(3):591-604
Relationship self‐efficacy (RSE) is the belief that one can resolve relationship conflicts, and it may lead victims of situational violence to remain in their relationships because they expect to minimize subsequent violence. Indeed, a longitudinal study of two samples of college students demonstrated that RSE moderates the effects of victimization on relationship dissolution; intimate partner violence (IPV) victimization was positively associated with dissolution among intimates low in RSE but was unassociated with dissolution among intimates high in RSE. Interestingly, although RSE was negatively associated with dissolution among victims, it was associated with experiencing less subsequent IPV in one sample. Ultimately, whether victims' RSE is adaptive may depend on the extent to which any minimization of conflicts eliminates violence. 相似文献
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The thesis of this paper is that many proposed moderators in personnel psychology are probably illusory, having been created solely by belief in the law of small numbers. Evidence is presented that race as a moderator of test validity is one such illusory moderator. In addition, a model for validity generalization is described which, in addition to eliminating the need for criterion-related validity studies under certain circumstances, strongly calls into question the idea that situations moderate test validity, i.e., the traditional doctrine of situational specificity of test validities. Calculations are presented which show that adequate statistical power in moderator research requires much larger sample sizes than have typically been employed. This requirement is illustrated empirically using validity data for the Army Classification Battery for 35 jobs and 21,000 individuals. These analyses show that (1) even when a moderator is generally assumed to be large, large samples are required to gauge its effect reliably and (2) large sample research may show that moderators that appear plausible and important a priori are nonexistent or trivial in magnitude. The practice of pooling across numerous small sample studies to obtain statistical power equivalent to that of large sample studies is recommended. In light of the evidence that many proposed moderators may not exist, the authors hypothesize that the true structure of underlying relationships in personnel psychology is considerably simpler than personnel psychologists have generally imagined it to be. 相似文献
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FRANK L. SCHMIDT JOHN E. HUNTER ALICE N. OUTERBRIDGE MARVIN H. TRATTNER 《Personnel Psychology》1986,39(1):1-29
In this study, job performance increases resulting from improved selection validity were measured empirically rather than estimated from the standard linear regression utility equations. Selection utility analyses based on these empirical measurements were carried out for most white-collar jobs in the federal government. Results indicate that selection of a one-year cohort based on valid measures of cognitive ability, rather than on non-test procedures (mostly evaluations of education and experience), produces increases in output worth up to $600 million for each year that the new employees remain employed by the government. Newly hired federal employees remain with the government an average of approximately 13 years, resulting in a total gain in output of almost $8 billion over this period. This gain represents a 9.7% increase in output among new hires. If total output is held constant rather than increased, new hiring can be reduced by up to 20,044 per year (a 9% decrease), resulting in payroll savings of $272 million for every year the new cohort of employees remains on the job. The percentage of new hires in the bottom decile of the non-test-selected job performance distribution 相似文献
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Sequential patterns of social support interactions between satisfied (n= 33) and dissatisfied (n= 23) husbands and wives were observed as the spouses took turns confiding about personal problems. The interactions were coded with an adaptation of Benjamin's Structural Analysis of Social Behavior, which evaluates interpersonal behaviors along two dimensions of independence-interdependence and affiliation-disaffiliation. Log-linear analysis verified expected complementary sequential exchanges of behaviors that fell in the mid-ranges of independence, interdependence, affiliation, and disaffiliation, although extreme forms of independent and interdependent behavior showed unexpected functional associations with non-complementary behaviors. Dissatisfied wives displayed imbalanced levels of independent and interdependent behaviors, and both spouses showed relatively less support for each other's independent initiative. Dissatisfied spouses also had difficulty providing and accepting assistance in affiliative ways. The findings are discussed in terms of the balance of autonomy and interconnectedness in marriage, and the implications for improving supportive interactions for dissatisfied couples. 相似文献