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131.
132.
MARK VAN VUGT PAUL A. M. VAN LANGE REE M. MEERTENS 《European journal of social psychology》1996,26(3):373-395
The current paper analyses judgements regarding the decision to commute by car versus public transportation in terms of a conflict between immediate self-interest and long-term collective interest (i.e. social dilemma). Extending traditional formulations of rational choice theory, the present study revealed that preferences for public transportation (i.e. the presumed cooperative option) in a standard commuting situation were enhanced not only by the belief that public transportation provided a shorter average travel time than car (i.e. the presumed noncooperative option), but also by the belief that public transportation was at least as reliable (i.e. an equal or lower variability in travel time compared to car). Moreover, paralleling prior research on experimental social dilemmas, preferences were found to be affected by a pro-social concern—the belief regarding the impact of cars on the level of environmental pollution. Our findings indicated that any combination of two such considerations (i.e. travel time, variability, and impact of cars on pollution) was m ore effective in promoting public transportation preferences than the sum of their separate effects. Finally, we obtained evidence that commuter preferences were also shaped by individual differences in social value orientations (i.e. preferences for patterns of outcomes for self and others) in that, relative to pro-self commuters, pro-social commuters exhibited greater preference for public transportation. 相似文献
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JAN PIETER VAN OUDENHOVEN JAN TJEERD GROENEWOUD MILES HEWSTONE 《European journal of social psychology》1996,26(4):649-661
This study compared the effectiveness of three theoretically-based conditions of intergroup cooperation in bringing about generalization of ethnic outgroup attitudes from a cooperation partner to the outgroup as a whole. Twenty-seven pairs of Dutch secondary school pupils were assigned at random to work together in triads to solve two word puzzles. The triads consisted of one Turkish pupil, always a confederate, and two Dutch pupils. The three conditions varied according to whether reference was made to the ethnic background of the confederate in both an introductory conversation and in the conversation-break between puzzles (High–High salience); only in the later break (Low–High); or not at all (Low–Low). Results show no differences between conditions in attitudes towards the partner, which were quite positive. However, attitude change only generalized in the two conditions in which ethnic membership was made salient (Low–High and High–High, which did not differ). These findings are discussed in terms of different models of intergroup contact, and how contact may actually work. 相似文献
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PHILIP L. ROTH FRED S. SWITZER III CHAD H. VAN IDDEKINGE IN‐SUE OH 《Personnel Psychology》2011,64(4):899-935
Simulations and analyses based on meta‐analytic matrices are fairly common in human resource management and organizational behavior research, particularly in staffing research. Unfortunately, the meta‐analytic values estimates for validity and group differences (i.e., ρ and δ, respectively) used in such matrices often vary in the extent to which they are affected by artifacts and how accurately the values capture the underlying constructs and the appropriate population. We investigate how such concerns might influence conclusions concerning key issues such as prediction of job performance and adverse impact of selection procedures, as well as noting wider applications of these issues. We also start the process of building a better matrix upon which to base many such simulations and analyses in staffing research. Finally, we offer guidelines to help researchers/practitioners better model human resources processes, and we suggest ways that researchers in a variety of areas can better assemble meta‐analytic matrices. 相似文献
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TOSHIHIKO NAKUI PAUL B. PAULUS KAREN I. VAN DER ZEE 《Journal of applied social psychology》2011,41(10):2327-2351
The present study examined attitudes toward diversity as a moderator of outcomes of diversity in workgroups. Two studies were conducted that focused on the development of the Attitudes Toward Diverse Workgroups Scale (ADWS) and on the impact of diversity attitudes on task performance and psychological reactions in actual face‐to‐face diverse brainstorming groups. The first study supported the internal consistency and stability of the ADWS and revealed that it was related, in the predicted way, to the Big Five and general prejudice. The second study revealed that high scores on the productive and affective dimensions of the ADWS enhanced brainstorming performance (quality of ideas) in actual diverse groups and positive psychological reactions to the group experiences, respectively. 相似文献
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RICHARD D. ARVEY DAVID A. COLE JOY FISHER HAZUCHA FRANS M. HARTANTO 《Personnel Psychology》1985,38(3):493-507
Sample size requirements needed to achieve various levels of statistical power using posttest-only, gain-score, and analysis of covariance designs in evaluating training interventions have been developed. Results are presented which indicate that the power to detect true effects differs according to the type of design, the correlation between the pre- and posttest, and the size of the effect due to the training program. We show that the type of design and correlations between the pre- and posttest complexly determine the power curve. Finally, an estimate of typical sample sizes used in training evaluation design has been determined and reviewed to determine the power of the various designs to detect true effects, given this sample-size specification. Recommendations for type of design are provided based on sample size and projected correlations between pre- and posttest scores. 相似文献