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31.
PERSONALITY AND COGNITIVE ABILITY AS PREDICTORS OF JOB SEARCH AMONG EMPLOYED MANAGERS 总被引:3,自引:0,他引:3
JOHN W. BOUDREAU WENDY R. BOSWELL TIMOTHY A JUDGE ROBERT D. BRETZ JR. 《Personnel Psychology》2001,54(1):25-50
Research on employee job search and separation traditionally focuses on situationally specific variables. Such variables may change with particular employment situations (e.g., job tenure, salary, perceived organizational success), they may be differentially relevant to work situations over time (e.g., education), or may reflect individual reactions to particular work situations (e.g., job satisfaction). More enduring individual characteristics, particularly personality and cognitive ability, may affect job search in consistent ways across different situations, but to date we have little empirical research on those effects. The present study extends traditional job search investigations by incorporating these two enduring individual characteristics–personality and cognitive ability. The value of these two enduring individual characteristics, in predicting job search, is then tested on a sample of U.S. executives. Cognitive ability as well as the personality dimensions of Agreeableness, Neuroticism, and Openness to Experience related positively to job search. These effects remained even in the presence of an array of situational factors previously shown to affect search. The relationship between Extroversion and job search became significant and positive in the presence of situational factors, particularly job satisfaction. Implications for future research and practice are discussed. 相似文献
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We revisit a long‐held assumption in human resource management, organizational behavior, and industrial and organizational psychology that individual performance follows a Gaussian (normal) distribution. We conducted 5 studies involving 198 samples including 633,263 researchers, entertainers, politicians, and amateur and professional athletes. Results are remarkably consistent across industries, types of jobs, types of performance measures, and time frames and indicate that individual performance is not normally distributed—instead, it follows a Paretian (power law) distribution. Assuming normality of individual performance can lead to misspecified theories and misleading practices. Thus, our results have implications for all theories and applications that directly or indirectly address the performance of individual workers including performance measurement and management, utility analysis in preemployment testing and training and development, personnel selection, leadership, and the prediction of performance, among others. 相似文献
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Caroline E. Bailey Caitlin Smith Stanley J. Huey JR. Dawn D. McDaniel Kalina Babeva 《Journal of aggression, maltreatment & trauma》2013,22(2):199-214
This study examines the case of GH, an 18-year-old Latino male participating in an employment-based delinquency intervention for gang-affiliated youth. Although postintervention measures revealed that GH showed gains on key outcomes (i.e., delinquency, employment), he experienced sporadic treatment setbacks (e.g., work absenteeism, fighting) that disrupted his progress. A comprehensive psychological assessment suggested that his aggressive, illegal behavior and difficulty maintaining employment could have been influenced by previously undiagnosed posttraumatic stress disorder (PTSD). Excerpts from counseling sessions illustrated how reactive aggression, hypervigilance, sleep disruptions, and emotional numbing could have interfered with treatment gains and ultimately contributed to GH's re-arrest. Implications for early, accurate identification of PTSD in delinquency interventions for gang youth are discussed. 相似文献
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EDWARD P. LEMAY JR. MARGARITE A. BECHIS JESSAMINE MARTIN ANGELA M. NEAL CHRISTINE COYNE 《Personal Relationships》2013,20(4):669-689
Two studies provided evidence that people hide their negative evaluations of their romantic partner's physical attractiveness. This pattern was found using self‐reports of concealment (Study 1) and a behavioral observation measure (Study 2). Participants who engaged in this deception also exhibited elevated speech disfluencies, which is a deception cue. Moderators of concealment were examined. Concealment was especially pronounced for participants high in care for the partner's welfare (Studies 1 and 2), low in commitment (Studies 1 and 2), and high in attractiveness ideals (Study 2). Results suggest that people use deception to regulate their romantic partner's feelings, but that long‐term orientation or desire to maintain closeness may curtail use of this strategy. 相似文献
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Measures of rate of change and of rate of rate of change are developed for application to physiological and psychological data. Examples are given of the use of these measures with heart-rate data for comparisons within and between subjects. It is shown that the measures provide information over and above that offered by means and variances, and that the measures appropriately reflect the impact of external variables. 相似文献
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The purpose of this research is to test the importance of temporal trends within absenteeism data for males and females. The data support previous findings of higher absenteeism rates for women when compared to men. The data also indicate the importance of temporal trends as suggested by Dansereau, Alutto, and Markham (1978). Conclusions are drawn concerning the use of absence rates as dependent variables. 相似文献