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151.
The present study examined college student mock jurors' judgments of legal insanity, outcome severity, and death-penalty decisions in a filicide case. The sex and race of perpetrator (Black or White) and method of killing (shooting or smothering) were varied in a between-subjects design. A 3-way interaction was found for outcome severity, supporting Jones & Davis' (1965) attributional principle of stronger dispositional attributions for unexpected behaviors. As predicted, White women were judged more severely when they used a gun compared to when they smothered, whereas White men were judged more severely when they smothered compared to when they used a gun. The most severe judgments were made for Black male perpetrators who used a gun. Results are discussed in terms of sex and racial stereotypes. 相似文献
152.
Traditional leader–member exchange (LMX) research typically measures quality of exchange from the subordinate's or member's perspective—LMX(m). In this research, we propose a new construct, LMX(l), which reflects a supervisor's or leader's perception of the value delivered by his or her subordinate in the exchange relationship. Together, LMX(m) and LMX(l) are expected to provide a more complete picture of dyadic exchange quality. Our results indicate relatively modest convergence between the 2 perspectives on LMX. Both LMX(m) and LMX(l) were found to relate to specific currencies of exchange provided by each dyad partner, and agreement between the 2 was negatively associated with the frequency of supervisor–employee conflict. Implications for LMX theory and future research are discussed. 相似文献
153.
Hong YY Coleman J Chan G Wong RY Chiu CY Hansen IG Lee SL Tong YY Fu HY 《Personality & social psychology bulletin》2004,30(8):1035-1047
This research sought to integrate the implicit theory approach and the social identity approach to understanding biases in intergroup judgment. The authors hypothesized that a belief in fixed human character would be associated with negative bias and prejudice against a maligned group regardless of the perceiver's social identity. By contrast, a belief in malleable human character would allow the perceiver's social identity to guide intergroup perception, such that a common ingroup identity that includes the maligned group would be associated with less negative bias and prejudice against the maligned group than would an exclusive identity. To test these hypotheses, a correlational study was conducted in the context of the Hong Kong 1997 political transition to examine Hong Kong Chinese's perceptions of Chinese Mainlanders, and an experimental study was conducted in the United States to examine Asian Americans' perception of African Americans. Results from both studies supported the authors' predictions. 相似文献
154.
Fox MD Allee MR Taylor GJ 《The American journal of bioethics : AJOB》2004,4(4):15-6; discussion W35-7
155.
Constantine MG Gloria AM Ladany N 《Cultural diversity & ethnic minority psychology》2002,8(4):334-345
This study examined the extent to which 3 self-report multicultural scales were measuring the predominant 3-factor conceptualization of multicultural counseling competence as consisting of multicultural attitudes/beliefs, knowledge, and skills. Results of a confirmatory factor analysis revealed that the 3-factor model was not fully supported. An exploratory factor analysis identified a 2-factor structure (i.e., self-perceived multicultural counseling skills and multicultural counseling attitudes/beliefs) underlying these instruments. Implications of the findings for clinical practice, training, and research are discussed. 相似文献
156.
With the advent of the newest technologies, it is necessary for engineering to incorporate the integration of social responsibility
and technical integrity. A possible approach to accomplishing this integration is by expanding the culture of the engineering
profession so that it is more congruent with the complex nature of the technologies that are now being developed. Furthermore,
in order to achieve this expansion, a shift in thinking is required from a linear or reductionist paradigm (atomistic, deterministic
and dualistic) to a nonlinear paradigm (holistic, chaotic and subjective). Three aspects of such a nonlinear paradigm (holism,
transparency and responsiveness) enable an engineer to shift from “applying ethics” to “being ethical”. This culture change
can be a basis for developing new curricula to satisfy the ABET-2000 requirements as well as for the practice of engineering
in the 21st Century.
David Norris, Ph.D., specializes in organizational and institutional culture change.
Gloria Hauser-Kastenberg, J.D., teaches at UC Berkeley and is also an attorney. 相似文献
157.
158.
This study investigated the influence of self-beliefs, social support, and comfort in the university environment on the academic nonpersistence decisions of 83 American Indian undergraduates. The self-belief construct comprised self-esteem and 2 dimensions of college-related self-efficacy. The social support cluster consisted of 3 variables: family support, friend support, and perception of being mentored. The 3rd cluster, comfort in the university environment, was measured by perceptions of university environment, cultural congruity, and college stress. Although each of the 3 constructs significantly accounted for academic nonpersistence decisions, social support was the strongest predictor, followed by comfort in the university environment, and then self-beliefs. Students who perceived being mentored were more likely to report decreased nonpersistence decisions. Similarly, students who had more positive perceptions of the university environment were more likely to make fewer nonpersistence decisions. Finally, higher self-esteem and greater college-related self-efficacy were associated with decreased nonpersistence decisions. Research-informed practice implications for increasing the academic persistence of American Indian students include fostering mentoring relationships and providing interventions to increase social support, self-esteem, and self-efficacy. 相似文献
159.
Annalisa Esposito Mateu Servera Gloria Garcia-Banda Ennio Del Giudice 《Journal of child and family studies》2016,25(4):1208-1217
Despite difficulties measuring parenting styles, many studies have demonstrated a significant relationship between disruptive children and certain parenting practices. One of the most frequently used scales to measure parenting styles is the Alabama Parenting Questionnaire (APQ). This scale was originally defined based on theoretical dimensions and using samples from the USA. Therefore, both factor analysis studies and its adaptation to other countries have been proposed to improve and widen its use. The aim of this study was to adapt the APQ to the Italian population. A community sample of 258 mothers and children (94 %) and 192 fathers (70 %) from 274 families with children from 10- to 14-years-old who agreed to participate and met the inclusion criteria completed the APQ. Principal components and exploratory factor analyses resulted in a unique 19-item version of the APQ for mothers, fathers, and children. This unified version has resulted in two factor categories: positive (12 items) and negative parenting (7 items). The internal consistency and goodness of fit of the model were satisfactory. Moderate and significant convergent validity were found for mothers and fathers but not for children. In fact, we found differences in validity rates among the participants. Children perceived less positive and more negative parenting than did fathers and mothers, and mothers believed that they provided more positive parenting than did other parents. In conclusion, the APQ Italian version of the parents and children global report forms are considered a suitable measure for positive and negative parenting styles with acceptable validity and reliability indices. 相似文献
160.
This study explores the effects of a participative technique, quality circles (QCs), on several employee attitudes and performance.
The sample included 36 studies with 42 independent samples. Mean effect sizes were small for employee attitudes and moderate
for job performance suggesting QCs affected job performance to a greater degree than employee attitudes. For organizations
involved in quality management these results seem to suggest that quality interventions have a stronger impact on job performance
than on employee attitudes. The study conclusions provide a positive outlook on the effects of total quality management interventions
on productivity. 相似文献