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2.
Gillian Finchilescu 《Journal of applied social psychology》1988,18(14):1207-1221
Previous research on the effect of intergroup contact has highlighted the necessity for the contact to be of equal-status within a supportive environment. The South African apartheid system, with its active discouragement of such contact, presents an interesting context in which the effect of inter-racial contact may be examined. One hundred and thirteen nurses from four private hospitals took part in the study. Two of the hospitals had racially integrated training programs, and two trained one race group alone. A number of questionnaires were administered to the nurses in individual interviews. The responses indicated that nurses from the contact hospitals viewed the integration of nursing significantly more positively than did the nurses from the noncontact hospitals. However, trait evaluations of the nurses own and corresponding race group on the dimensions, personality and work ability suggested that negative intergroup attribution had not been eliminated by the contact. 相似文献
3.
Dr. Alastair J. Flint Sandra E. Black Irene Campbell-Taylor Gillian F. Gailey Carey Levinton 《Journal of psycholinguistic research》1992,21(5):383-399
In its early stages, Parkinson's disease (P.D.) may be difficult to distinguish from major depression (M.D.) leading to inappropriate management. Both illnesses are characterized by psychomotor retardation. The neurovegetative symptoms used to diagnose M.D. are not specific and in P.D. may be due to the physical illness itself. Currently, differentiation of the two disorders relies on subjective clinical observation. Improved diagnostic accuracy based on more objective data is needed. To this end, this study used computerized acoustic analysis to contrast speech patterns in P.D. and M.D. The sample consisted of 30 P.D. patients without depression or dementia, 30 patients with uncomplicated M.D., and 31 normal controls, each 60 years of age or over. Of the acoustic variables studied, M.D. patients had significantly reduced rates of speech compared with P.D. patients. The data suggest that this temporal measure of speech may be useful in the differentiation of P.D. and M.D. 相似文献
4.
Jane Pilcher Sara Delamont Gillian Powell Teresa Rees 《British Journal of Guidance & Counselling》1989,17(1):59-67
The views that women and girls hold about themselves contribute to the segregation of women in the labour market. Women's Training Roadshows are an example of initiatives aimed at 'cultural interruption', in that they attempt to challenge occupational stereotypes. This paper evaluates the Cardiff Women's Roadshow from the schoolgirls' perspective and discusses the implications of the findings for careers guidance at school level. 相似文献
5.
Robert N. Hughes 《Current Psychology》1989,8(2):144-150
With a minimal intratrial interval, male golden hamsters spontaneously alternated significantly less often in a T-maze than
females. Since there was no sex difference in choice latencies, the alternation difference could not be accounted for by longer
intertrial intervals experienced by males. Instead, the difference was ascribed to faster rates of habituation to novelty
in females because they showed greater between-sessions declines in open-field ambulation than males. From an analysis of
rearing scores it was concluded that attempts to escape from the apparatus may have been the principal motivating influence
in both the T-maze and open field. 相似文献
6.
Two individuals with severe mental retardation, employed by a janitorial supply company, were taught to use self-instruction in combination with multiple exemplar training to solve work-related problems. Use of the combined strategy resulted in generalization of the effects of independent variables, as well as generalization to nontrained problems. Use of the strategy is discussed in terms of promoting independent performance among supported employees. 相似文献
7.
Jeffery S. Schippmann Garry L. Hughes Erich P. Prien 《Journal of business and psychology》1987,1(4):353-366
This article addresses the defensibility of the assessment center based on a content oriented validation strategy. One reason for the confusion in this area is the fact that there are no agreed upon methods for constructing the assessment procedures. Therefore, the purpose of this article is to describe how structured multi-domain job analysis information can be used to develop an assessment center which is well grounded with regard to content validity. 相似文献
8.
9.
Howard C. Hughes 《Attention, perception & psychophysics》1984,36(2):177-184
It is well established that human observers respond more quickly to visual targets that appear in expected locations than they do to ones in unexpected locations. These variations in simple reaction time have been attributed to a covert alignment of an attentional mechanism to the expected target location. The present experiments investigated the influence of strength of signal and strength of subject’s positional expectancy on the magnitude of this attentional effect. In the first experiment, target luminance was varied over a range of three log units, and it was found that the effects of luminance were essentially additive with the effect of the positional expectancy (i.e., the attention effect). The second experiment found that the magnitude of visual attention interacts with the information value of the precue used to create the spatial expectancy, although, once again, luminance had additive effects. The resuls are interpreted as indicating that, rather than influencing early visual processing, the act of attending to a spatial location operates fairly late in the detection process. 相似文献
10.
Though scholars have explored the impact of familial work experience (FWE) posthire, research has yet to determine the role of such experience during the selection process. Drawing from Attribution Theory and research on nepotism and family business dynamics, we suggest that the presence of FWE on an applicant's selection materials will lead to reduced perceptions of qualifications and hireability. Through two online experiments (N1 = 170, N2 = 251), we found mixed support for this proposition. In our first study focused on cover letters, we found that applicants who reported FWE were not appraised differently than those who did not. In our second study focused on letters of recommendation, however, we found that applicants who reported FWE were perceived as less qualified and less hireable. Moreover, we found that the level of job (i.e., service vs. managerial) moderates these relations, such that managerial applicants with FWE on their letter of recommendation were perceived as less hireable than those who did not. Implications for research and practice are discussed, and future research directions are offered. 相似文献