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GEORGE S. HOWARD 《Journal of counseling and development : JCD》1985,63(9):554-555
Specific reactions to the Heppner and Anderson, Keeney and Morris, and Gelso articles are offered. Also, some general thoughts on counseling research are provided. 相似文献
146.
BENEFIT COVERAGE AND EMPLOYEE COST: CRITICAL FACTORS IN EXPLAINING COMPENSATION SATISFACTION 总被引:5,自引:0,他引:5
This research examined the joint effects of benefit coverage and the costs borne by employees on multiple dimensions of compensation satisfaction. Information regarding pay and benefit practices was collected by interviewing personnel specialists and reviewing policy and procedure documents in eight organizations. At a later time, satisfaction data were collected from employees via mail surveys. The results indicated that satisfaction with benefits increased with improved coverage and decreased with higher employee costs. Employees were particularly sensitive to variation in the cost of health insurance. Also, for respondents possessing accurate information about actual coverage levels, the relationship between coverage and satisfaction was more pronounced. For the organizations studied here, salaries and benefits were being administered using compensatory allocation rules. Salary levels were negatively correlated with the levels of benefit coverage, and the various components of the compensation systems covaried in complex ways. The methodological implications associated with this research are emphasized and suggest that the interpretability of much of the past research devoted to employee benefits has been compromised. 相似文献
147.
This study investigated the differing effect upon creativity of traditional and modern education in the Sudan. The salient characteristics of the two types are presented, with a brief discussion of their likely effects. Four creativity tests, suitably modified for local conditions, were administered to 264 male and female students, with an age range of 15–20 years. The results indicated that the group receiving modern education performed significantly better than the traditionally educated group on two of the four creativity tests, but with equal performance on one test. The traditionally educated group performed significantly better on the fourth test. The discussion suggests there are a number of factors, both sociocultural and methodological, which may account for these findings. 相似文献
148.
THE PERCEPTIONS AND USAGE OF STATISTICAL POWER IN APPLIED PSYCHOLOGY AND MANAGEMENT RESEARCH 总被引:1,自引:1,他引:0
We first assess the current level of statistical power across articles in seven leading journals that represent a broad sample of applied psychology and management research. We next survey the authors of these articles to examine their perceptions and usage of statistical power analysis. Finally, we examine the perceptions and usage of power analysis in a survey of authors of regression-based research appearing in leading journals. Findings from the assessment of power and surveys of researchers indicate that power analyses are not typically conducted, researchers perceive little need for statistical power, and power in published research is low. We conclude by discussing implications of low power for the field and recommending avenues for improving researchers' awareness and usage of statistical power. 相似文献
149.
GEORGE C. THORNTON 《Personnel Psychology》1968,21(4):441-455
There has been increased use of self-appraisal programs for evaluating the performance of executive personnel. Because objective measures of performance are rarely available or adequate for this level of personnel, ratings are often relied upon. The purpose of this study was to investigate the relationship between supervisory-perceptions and incumbent self-perceptions of the performance of executive personnel. The rationale for this study was that the relationship between supervisory-ratings and self-ratings has important implications for the usefulness of self-appraisal programs. If self-evaluations are to be effective in enlisting a person's cooperation and participation, it seems essential that his perceptions agree with those of his superior. This study was designed to identify those areas of executive performance where there might be significant amounts of disagreement. Knowledge of these problem areas would then be useful in conducting self-appraisal programs. Supervisory-ratings and self-ratings on 27 performance variables were obtained for the top executives of a large manufacturing corporation. A measure of promotability was used as the criterion and analysis of variance and correlation analyses were carried out to attain the objectives. The major conclusions of the study were: (1) Executives tended to rate themselves higher than they were rated by their supervisors, (2) Disagreement in the relationship of the two sets of ratings was found in several areas, (3) Executives who tended to overrate themselves were found to be the ones who were considered least promotable on the basis of a criterion measure of success in the organization. 相似文献
150.
GEORGE E. SCHENK PATRICK P. MURPHY RICHARD L. SHELTON 《Journal of counseling and development : JCD》1980,58(8):516-520
For a variety of reasons, computerized career information systems have not made any significant impact on college or university campuses. This article attempts to describe an economically feasible approach to designing computerized systems. The actual design and development of such a system on the campus of Virginia Tech University is outlined. We include a discussion of development rationale, cost, program offerings, and potential applications. 相似文献