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We describe a unique application of a synthetic validation technique to a selection system development project in a large organization. Job analysis data were collected from 4,725 job incumbents and 619 supervisors, and were used to identify 11 job families and 27 job components. We developed 12 tests to predict performance on these job components and conducted a concurrent validation study to collect test and job component data for 1,926 incumbents. We created a test composite for each job component and then chose a test battery for each job family based on its relevant job components. Synthetic validity coefficients were computed for each test battery and compared to traditional validity coefficients that were computed within job families with large sample sizes. The synthetic validity coefficient was very close to the within-family validity coefficient for most job families and was within the bounds of sampling error for all job families. Validities tended to be highest when predictors were weighted according to the number of job components to which they were relevant and job component criterion measures were unit weighted. 相似文献
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BENJAMIN LE TIMOTHY J. LOVING GARY W. LEWANDOWSKI JR EMILY G. FEINBERG KATHERINE C. JOHNSON REMY FIORENTINO JENNIFER ING 《Personal Relationships》2008,15(4):511-532
In this study, a prototype analysis of romantic missing was conducted. College‐age participants in the United States generated features of missing a partner (Study 1) and rated their centrality (Study 2). In a reaction time task, participants made category judgments for central features more quickly than for noncentral features (Study 3). In recognition and recall tasks, central features were more salient in participants’ memory, and participants evaluated individuals experiencing central features in vignettes as missing their partners more (Study 4). A prototype‐based measure of missing administered to individuals in long‐distance relationships (Study 5) correlated with commitment and attachment dimensions but only weakly with loneliness. Finally, level of missing differed based on whether individuals were in a geographically distant (vs. proximal) relationships (Study 6). 相似文献
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GARY ROSENKRANTZ 《Philosophy and phenomenological research》2005,70(1):209-224
A typical human person has privileged epistemic access to its identity over time in virtue of having a first-person point of view. In explaining this phenomenon in terms of an intimate relation of self-attribution or the like, I infer that a typical human person has direct consciousness of itself through inner awareness or personal memory. Direct consciousness of oneself is consciousness of oneself, but not by consciousness of something else . Yet, a perduring human person, Sp , i.e., a human person with temporal parts, is identical with the complete series of its temporal parts. I argue that because Sp is diverse from any incomplete series of its Sp cannot be conscious of all of its temporal parts through inner awareness or personal memory, Sp cannot have direct consciousness of itself. I conclude that a human person endures , i.e., wholly exists at each of the times it exists. 相似文献
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RENÉ M DAILEY ABIGAIL PFIESTER BORAE JIN GARY BECK GRETCHEN CLARK 《Personal Relationships》2009,16(1):23-47
This article explores the understudied yet prevalent phenomenon of on‐again/off‐again (on‐off) dating relationships. Study 1 (N= 445 U.S. college students) showed that almost two thirds of participants had experienced an on‐off relationship. Analyses of open‐ended responses about relationship experiences showed on‐off partners were less likely to report positives (e.g., love and understanding from partners) and more likely to report negatives (e.g., communication problems, uncertainty) than partners who had not broken up and renewed. Study 2 (N= 236), employing quantitative measures, substantiated these findings and further showed a greater number of renewals was associated with greater negatives and fewer positives. Results highlight the need for further investigation regarding on‐off relationships, and theories potentially useful in explaining these relationships are discussed. 相似文献
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This study employed a pretest-posttest control group design in a field setting with 38 supervisors and managers to test the effect of a theory-based mastery practice design for interpersonal skills training. The mastery practice protocol was drawn from recent research in cognitive and educational psychology on complex skill acquisition. Dependent measures included knowledge retention, behavioral skill demonstration, and far transfer to the workplace based on a multirater 360-degree survey instrument. In addition, qualitative data were collected using a semistructured interview process. Comparison of the mastery practice design to conventional behavior modeling workshop practice indicated improvements in retention and behavioral demonstration measures but failed to document any effect on transfer. Implications for future research and practice are discussed. 相似文献
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