全文获取类型
收费全文 | 218篇 |
免费 | 5篇 |
专业分类
223篇 |
出版年
2017年 | 2篇 |
2016年 | 2篇 |
2013年 | 4篇 |
2009年 | 5篇 |
2008年 | 6篇 |
2004年 | 2篇 |
2002年 | 2篇 |
1999年 | 3篇 |
1997年 | 6篇 |
1996年 | 5篇 |
1995年 | 3篇 |
1994年 | 6篇 |
1993年 | 6篇 |
1992年 | 4篇 |
1990年 | 7篇 |
1989年 | 7篇 |
1988年 | 8篇 |
1987年 | 11篇 |
1986年 | 7篇 |
1985年 | 6篇 |
1984年 | 5篇 |
1983年 | 4篇 |
1982年 | 11篇 |
1981年 | 3篇 |
1980年 | 7篇 |
1979年 | 4篇 |
1978年 | 3篇 |
1977年 | 3篇 |
1976年 | 5篇 |
1975年 | 6篇 |
1974年 | 3篇 |
1973年 | 5篇 |
1972年 | 4篇 |
1970年 | 6篇 |
1969年 | 4篇 |
1968年 | 8篇 |
1967年 | 5篇 |
1964年 | 2篇 |
1961年 | 1篇 |
1960年 | 1篇 |
1957年 | 2篇 |
1956年 | 2篇 |
1955年 | 2篇 |
1954年 | 1篇 |
1953年 | 5篇 |
1952年 | 1篇 |
1951年 | 2篇 |
1945年 | 1篇 |
1939年 | 1篇 |
1938年 | 1篇 |
排序方式: 共有223条查询结果,搜索用时 15 毫秒
81.
This study examined antecedents to involuntary turnover due to a reduction in force. The authors used structural equation modeling and logit regression analysis with a sample of 194 salespeople to test an exploratory process model of involuntary turnover. Results showed that general mental ability and conscientiousness were indirectly correlated with involuntary turnover through job performance, whereas the relationship of tenure, gender, job involvement, sales volume, and supervisory ratings of job performance to turnover was direct. The results demonstrate that involuntary turnover decisions are significantly related to performance; however, other variables also influenced these decisions. Implications and future research needs are discussed. 相似文献
82.
This paper discusses the roles of validity, cut score choice, and adverse impact on selection system utility using data from two concurrent validation studies. We contrast an assessment center and published aptitude test on several metrics, including validity, testing costs, adverse impact, and utility. The assessment center produced slightly lower validity than the aptitude test while costing roughly 10 times as much per candidate. In spite of these advantages for the aptitude test, the assessment center produced so much less adverse impact its operational utility would be higher given cut scores likely to be chosen in this organization. Potential concerns with applying net utility models to this type of situation are discussed in comparison to gross utility models. 相似文献
83.
AN EXAMINATION OF LEADERSHIP AND EMPLOYEE CREATIVITY: THE RELEVANCE OF TRAITS AND RELATIONSHIPS 总被引:24,自引:0,他引:24
Creativity is becoming a topic of ever-increasing interest to organizational managers. Thus, there is a need for a greater understanding of the dynamics between the personal and contextual factors responsible for creative performance in work settings. In particular, there is a need to identify the role of leadership for creativity. Until now, creativity studies have examined leadership and employee characteristics from a single-domain perspective. Data from 191 R&D employees of a large chemical company were used to test a multidomain, interactionist creativity model of employee characteristics, leader characteristics, and Leader-Member Exchange (LMX). Results suggest that employee intrinsic motivation and cognitive style, LMX, the interactions between employee intrinsic motivation and leader intrinsic motivation, and between LMX and employee cognitive style relate to employee creative performance as measured by supervisor ratings, invention disclosure forms, or research reports. Implications for practicing managers and research on leadership and creativity are discussed. 相似文献
84.
This article describes a training program to increase supervisory skills in manpower agencies. Supervisors taking part in this program were employed by a state manpower agency in Maryland and trainers were university faculty in rehabilitation counselor education. Reading material and structured assignments combining cognitive and affective material were given, but there was much freedom within the program for participant feedback. Some of these suggestions were used to revise the program as it progressed. Affective activities employed included relaxation, guided fantasy, role playing, and microcounseling. Participants' reactions ranged from satisfaction with the useful skills provided to resentment at the selection method for the training and the time involved, which made further progress impossible. The majority of the participants suggested recommendations for further training of this nature. 相似文献
85.
GEORGE E. SEREDNESKY LORINE CAHILL CHARLES I. ENGELHART 《Journal of Employment Counseling》1974,11(1):10-12
Seventy-three male vocational trainees, aged 16 to 22 years, were assigned to one of two groups. The 36 trainees in Group 1 were assigned to a particular vocational course consistent with their GATB profiles and received 3 or more counseling sessions. The 37 trainees in Group 2 received neither prescreening nor counseling sessions but were assigned to their courses because of personal interest and in order to fill vacancies. A phi coefficient of .69, significant at the .01 level, between the combination preparation procedures (prescreening and counseling) and graduation from vocational course was obtained. Further analysis suggests that the combination of counseling and prescreening may reduce dropout rate to a greater extent than prescreening alone. 相似文献
86.
87.
88.
GEORGE S. HOWARD 《Counseling and values》1988,32(2):93-103
Science has traditionally eschewed telic explanations as scientific accounts of human behavior. Given a telic nature of humans, psychology and related fields must learn how to incorporate teleology into their accounts. The article presents an initial step in that direction. 相似文献
89.
90.
The multiple constituency approach is proposed as a meaningful framework for analyzing the activities of the personnel department. A basic hypothesis on the differences in constituency preferences was empirically tested in 150 organizational units of three large organizations. Four constituencies were found to desire significantly different activities from the department. Minor contextual effects on the pattern of differences were also observed across the three organizations. Future research agendas and implications for practice based on the multiple constituency approach are discussed. 相似文献