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11.
AN EMPIRICAL INVESTIGATION OF THE PREDICTORS OF EXECUTIVE CAREER SUCCESS 总被引:12,自引:0,他引:12
TIMOTHY A. JUDGE DANIEL M. CABLE JOHN W. BOUDREAU ROBERT D. BRETZ JR. 《Personnel Psychology》1995,48(3):485-519
This study examined the degree to which demographic, human capital, motivational, organizational, and industrylregion variables predicted executive career success. Career success was assumed to comprise objective (pay, ascendancy) and subjective (job satisfaction, career satisfaction) elements. Results obtained from a sample of 1,388 U.S. executives suggested that demographic, human capital, motivational, and organizational variables explained significant variance in objective career success and in career satisfaction. Particularly interesting were findings that educational level, quality, prestige, and degree type all predicted financial success. In contrast, only the motivational and organizational variables explained significant amounts of variance in job satisfaction. These findings suggest that the variables that lead to objective career success often are quite different from those that lead to subjectively defined success. 相似文献
12.
JOB SEARCH BEHAVIOR OF EMPLOYED MANAGERS 总被引:3,自引:0,他引:3
Job search typically has been thought of as an antecedent to voluntary turnover or job choice. This study extends existing literature by proposing a model of the job search process and examining the search behavior of 1,388 employed managers. Managers were surveyed about their job search and voluntary turnover activities. Survey data were matched with job, organizational, and personal information contained in the data base of a large executive search firm. Results suggest that job satisfaction, compensation, and perceptions of organizational success were negatively related to job search, while desire for more work-family balance and ambition exhibited positive relations with search. Perceptions of greener pastures did not have much effect on job search among this group. Results also indicated that although some job search activity does facilitate turnover, a considerable amount of search does not lead to turnover. Thus, it appears that search serves many purposes. 相似文献
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This study demonstrated the use of quantitative content validity procedures in the development of a job-related behavioral rating scale criterion for entry-level psychiatric aides. Work behavior items were developed by staff from 6 state psychiatric hospitals, placed in a content validity questionnaire using the Lawshe format, and given to a representative sample of 38 aides and supervisors. Seventy-eight of 83 items were found to be significantly job-relevant using the computation procedures of both Lawshe and Aiken. After the significant items were grouped into 4 categories with high interjudge agreement and placed in a rating scale format, ratings were obtained on 72 psychiatric aides from 4 hospitals. Items in the 4 categories were found to be internally consistent using coefficient alpha. Significant but low concurrent validities were established for 2 verbal ability selection tests using the rating criterion. The validities found were interpreted to be especially significant when the factors of low selection ratio, restriction in range, and limited rater training were considered. 相似文献
15.
Certain reliable findings from research on directed forgetting seem difficult to accommodate in terms of the theoretical processes, such as selective rehearsal or storage differentiation, that have been put forward to account for directed-forgetting phenomena. Some kind of "missing mechanism" appears to be involved. In order to circumvent the methodological constraints that have limited the conclusions investigators could draw from past experiments, a new paradigm is introduced herein that includes a mixture of intentional and incidental learning. With this paradigm, a midlist instruction to forget the first half of a list was found to reduce later recall of the items learned incidentally as well as those learned intentionally. This result suggests that a cue to forget can lead to a disruption of retrieval processes as well as to the alteration of encoding processes postulated in prior theories. The results also provide a link between intentional forgetting and the literature on posthypnotic amnesia, in which disrupted retrieval has been implicated. With each of these procedures, the information that can be remembered is typically recalled out of order and often with limited recollection for when the information had been presented. It therefore was concluded here that retrieval inhibition plays a significant role in nonhypnotic as well as in hypnotic instances of directed forgetting. The usefulness of retrieval inhibition as a mechanism for memory updating was also discussed. 相似文献
16.
PAUL M. KURECKA JAMES M. AUSTIN JR. WANDA JOHNSON JORGE L. MENDOZA 《Personnel Psychology》1982,35(4):805-812
The effect of coaching on Leaderless Group Discussion Performance was examined. Thirty-six female undergraduate subjects participated in six-person assigned role leaderless group discussions. Trained observers evaluated performances in each discussion, which included two 5s from each of three coaching conditions. Ss in full coaching condition received extensive coaching on proper group discussion performance. 5s in the errant coaching condition received improper, but believable, coaching. 5s in the naive, or control, condition received no coaching. Results showed that 5s in the full coaching conditions were rated significantly higher than 5s in the errant or naive conditions. The results were discussed in the light of previous research. 相似文献
17.
RELATIVE CONTRIBUTIONS OF VERBAL, ARTICULATIVE, AND NONVERBAL COMMUNICATION TO EMPLOYMENT DECISIONS IN THE JOB INTERVIEW SETTING 总被引:1,自引:0,他引:1
JAMES G. HOLLANDSWORTH JR RICHARD KAZELSKIS JOANNE STEVENS MARY EDITH DRESSEL 《Personnel Psychology》1979,32(2):359-367
Recruiter ratings of 338 on-campus interviews were used in a discriminant analysis procedure to determine the relative importance of the verbal, articulative, and nonverbal dimensions of communication during the job interview. Correlation of seven variables with the discriminant function indicated that appropriateness of content, fluency of speech, and composure were of greatest importance in contributing to a favorable employment decision. These findings were contrary to the recent literature which has emphasized the importance of nonverbal behavior. Implications for job-interview skills training are discussed, and suggestions for a comprehensive workshop model are presented. 相似文献
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Abela JR Hankin BL Sheshko DM Fishman MB Stolow D 《Journal of abnormal child psychology》2012,40(2):277-287
The current study tested the stress-reactivity extension of response styles theory of depression (Nolen-Hoeksema Journal of
Abnormal Psychology 100:569–582, 1991) in a sample of high-risk children and early adolescents from a vulnerability-stress perspective using a multi-wave longitudinal
design. In addition, we examined whether obtained results varied as a function of either age or sex. During an initial assessment,
56 high-risk children (offspring of depressed parents; ages 7–14) completed measures assessing rumination and depressive symptoms.
Children were subsequently given a handheld personal computer which signalled them to complete measures assessing depressive
symptoms and negative events at six randomly selected times over an 8-week follow-up interval. In line with hypotheses, higher
levels of rumination were associated with prospective elevations in depressive symptoms following the occurrence of negative
events. Sex, but not age, moderated this association. Rumination was more strongly associated with elevations in depressive
symptoms following the occurrence of negative events in girls than in boys. 相似文献
20.