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Theoretical formulations concerning the relationship of nonverbal behavior to the social penetration processes, i.e., the development of interpersonal relations (Altman & Taylor, 1973) were examined via acted, videotaped conversations in which subjects role played good friends (GF) or casual acquaintances (CA) discussing intimate (I) or nonintimate (NI) topics. The methodological approach adopted for this study was unique in three ways. First, patterns of nonverbal behavior rather than single behaviors were the primary units of analysis. Second, data were collected during dynamic, ongoing conversations rather than from static poses or photographs. Finally, the use of a repeated measures design permitted evaluation of the importance of individual differences. Pattern analyses generally confirmed predictions: the GF by NI cell was characterized by nonverbal behavior patterns indicative of relaxation, while tense behavior patterns occurred in the CA by I cell. 相似文献
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BERYL HESKETH GEORGE SHOUKSMITH JYE KANG 《Journal of counseling and development : JCD》1987,66(4):175-179
The authors describe positive and negative aspects of employment and unemployment in a balance sheet framework. They also discuss the value of the balance sheet approach in understanding individual differences in reactions to unemployment. 相似文献
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GEORGE SCHEDLER 《Heythrop Journal》1979,20(1):25-43
Social justice (which includes retributive and distributive justice) is most clearly satisfied by a system of Divine rewards and punishments: an omnipotent, omniscient, perfectly just Being could determine in each case how much effort was made and effect the appropriate distribution of rewards and punishments. A correct understanding of social justice naturally leads us to suppose that there is an afterlife, a God, a free choice — though it is logically possible at least that social justice could be satisfied in some future (very advanced) human society. There will still be those who have their doubts about the correctness of any view according to which justice cannot be attained by fallible creatures who have an incomplete knowledge of one another's behaviour. But, surely, these doubts are not sufficient to discredit my view. There is no a priori reason for rejecting such a view. There is nothing about our use of the term ‘justice’ and its cognates which implies that such a view is mistaken. (Otherwise the statement “There is no justice in this world’ would be meaningless.) To the contrary, there are widely held religious views, Christian as well as non-Christian, which take this view quite seriously. If there is no a priori reason for rejecting this view, then there must be some independent reason for rejecting it. In other words, we need some independent reasons for believing that social justice can be attained by fallible creatures with limited knowledge. The mere fact that we might feel uncomfortable with my theory is not reason enough to reject it. Finally, those who do experience this discomfort might ask themselves whether such discomfort stems from their moral experience or whether they are simply intent on finding justice in imperfect human institutions. 相似文献
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GEORGE S. HOWARD 《Counseling and values》1993,37(3):116-128
A conceptual confusion might lie at the heart of the free will-determinism controversy. Reconceptualizing the issue by positing two independent bipolar dimensions (determinism versus nondeterminism and self-determination versus nonagentic mechanism), instead of the single free will versus determinism dimension, seems to create the conceptual space for belief in both free will and determinism. A number of recent agentic theories of human action, and a growing body of research with humans, suggest the joint action of agentic self-determination and nonagentic causation in the genesis of human behavior. Implications for counselors are offered. 相似文献
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PREDICTING THE SALARY SATISFACTION OF EXEMPT EMPLOYEES 总被引:3,自引:0,他引:3
GEORGE F. DREHER 《Personnel Psychology》1981,34(3):579-589
This study examined the degree to which salary satisfaction can be predicted using company-maintained information commonly available to salary administrators. Predictors included years of continuous service, educational level, annual performance rating, an estimate of career potential, monthly salary, a measure of the most recent salary increase, and employee gender. A variety of hypotheses derived from Lawler's (1971) model of pay satisfaction also were tested, focusing on the relative contribution of perceived performance, perceived job demands, certain non-monetary outcomes, and external and internal pay equity. The research utilized a sample of managerial, professional, and technical employees from a large national oil company. The results suggest that without the inclusion of a variety of employee perceptions, only a small proportion of pay satisfaction can be accounted for, with salary and sex representing the primary objective predictors. Perceived performance, perceptions regarding supervision, advancement opportunity, and the company's benefit package, and both external and internal pay equity, were related to pay satisfaction in the direction predicted by Lawler's model. The implications of not being able to estimate pay system perceptions using company-maintained sources of information are discussed along with the results supporting certain key components of Lawler's model of pay satisfaction. 相似文献