全文获取类型
收费全文 | 418篇 |
免费 | 18篇 |
专业分类
436篇 |
出版年
2022年 | 5篇 |
2021年 | 3篇 |
2020年 | 6篇 |
2019年 | 6篇 |
2018年 | 16篇 |
2017年 | 10篇 |
2016年 | 10篇 |
2015年 | 7篇 |
2014年 | 10篇 |
2013年 | 65篇 |
2012年 | 15篇 |
2011年 | 11篇 |
2010年 | 11篇 |
2009年 | 5篇 |
2008年 | 10篇 |
2007年 | 10篇 |
2006年 | 14篇 |
2005年 | 10篇 |
2004年 | 10篇 |
2003年 | 16篇 |
2002年 | 12篇 |
2001年 | 10篇 |
2000年 | 7篇 |
1999年 | 6篇 |
1998年 | 5篇 |
1997年 | 3篇 |
1996年 | 4篇 |
1995年 | 3篇 |
1994年 | 3篇 |
1993年 | 3篇 |
1992年 | 5篇 |
1991年 | 7篇 |
1989年 | 6篇 |
1988年 | 6篇 |
1987年 | 5篇 |
1986年 | 6篇 |
1985年 | 4篇 |
1984年 | 5篇 |
1983年 | 7篇 |
1982年 | 8篇 |
1981年 | 7篇 |
1980年 | 10篇 |
1979年 | 5篇 |
1978年 | 6篇 |
1977年 | 8篇 |
1976年 | 6篇 |
1974年 | 3篇 |
1968年 | 4篇 |
1967年 | 3篇 |
1955年 | 3篇 |
排序方式: 共有436条查询结果,搜索用时 15 毫秒
51.
We posited that the form of the joint effects of motivation and ability in traditional performance models are interactive because motivation triggers the use of energy resources required to deploy ability at work. Moreover, we posited that achievement might best represent motivation compared to five other facets of Conscientiousness or global Conscientiousness. In two samples of customer service representatives, achievement interacted with general mental ability (GMA) in predicting task performance, whereas global Conscientiousness and the other five facets did not. This suggests that researchers examining the motivational aspects of Conscientiousness might uncover a more consistent pattern of results for task performance if they focus on the achievement facet. Furthermore, managers might see the highest levels of task performance in certain contexts when hiring individuals based on both achievement and GMA. 相似文献
52.
Hunter Mabon 《人类行为》2013,26(2-3):289-304
The purpose of this study is threefold: (a) to examine the extent to which two personality measures appear to function in an Industrial Organizational context, but in a different language and culture; (b) to study their construct and concurrent validity; and (c) to relate these findings to utility analyses. These three tasks were done to determine the extent to which personality measurements can provide a positive financial outcome to organizations in a selection situation. Swedish versions of 2 well-known U.S. tests, Service First, a customer service measure, and the Hogan Personality Inventory (HPI; Hogan & Hogan, 1992), a Big Five personality measure, were administered to several hundred employees, job applicants, and students in a range of organizations. Despite considerable differences in culture (especially attitudes to service, education, and life goals), the Swedish norms and factor structures for the 2 tests were remarkably similar to those of the United States, confirming that tests of this type can be used in different environments. When compared with each other and with the Myers-Briggs Type Inventory (Consulting Psychologists Press, 1991, 1995), the results also confirmed that their construct validity had survived the transformation to anew culture and language. Two concurrent criterion validity studies showed that the correlation between test results and different kinds of criterion data were highly significant, suggesting that the tests can be used to forecast work performance. Additional information was obtained from the 2 companies concerning salaries and performance variation and these were used to perform a utility analysis to show the substantial financial benefit of using personality testing for selection as well as in a downsizing context. 相似文献
53.
54.
55.
Bronwyn A. Hunter Leonard A. Jason Christopher B. Keys 《American journal of community psychology》2013,51(1-2):91-102
Empowerment is an interdisciplinary construct heavily grounded in the theories of community psychology. Although empowerment has a strong theoretical foundation, few context-specific quantitative measures have been designed to evaluate empowerment for specific populations. The present study explored the factor structure of a modified empowerment scale with a cross-sectional sample of 296 women in recovery from substance use who lived in recovery homes located throughout the United States. Results from an exploratory factor analysis identified three factors of psychological empowerment which were closely related to previous conceptualizations of psychological empowerment: self-perception, resource knowledge and participation. Further analyses demonstrated a hierarchical relationship among the three factors, with resource knowledge predicting participation when controlling for self-perception. Finally, a correlational analysis demonstrated the initial construct validity of each factor, as each factor of empowerment was significantly and positively related to self-esteem. Implications for the application of psychological empowerment theory and research are discussed. 相似文献
56.
Stephanie M. Woo Kimberly A. Hepner Elizabeth A. Gilbert Karen Chan Osilla Sarah B. Hunter Ricardo F. Muñoz Katherine E. Watkins 《Cognitive and behavioral practice》2013,20(2):232-244
One barrier to widespread public access to empirically supported treatments (ESTs) is the limited availability and high cost of professionals trained to deliver them. Our earlier work from 2 clinical trials demonstrated that front-line addiction counselors could be trained to deliver a manualized, group-based cognitive behavioral therapy (GCBT) for depression, a prototypic example of an EST, with a high level of adherence and competence. This follow-up article provides specific recommendations for the selection and initial training of counselors, and for the structure and process of their ongoing clinical supervision. We highlight unique challenges in working with counselors unaccustomed to traditional clinical supervision. The recommendations are based on comprehensive feedback derived from clinician notes taken throughout the clinical trials, a focus group with counselors conducted 1 year following implementation, and interviews with key organization executives and administrators. 相似文献
57.
S.G. Fisher T.A. Hunter W.D.K. MacRosson 《European Journal of Work and Organizational Psychology》2013,22(2):121-144
The Belbin team role preferences of the members of 55 teams were assessed by three independent methods: (1) Cattell's 16PF (Form 5) personality questionnaire, (2) video observation of a business simulation exercise and subsequent analysis with a Belbin behavioural checklist, and (3) Saville and Holdsworth's Occupational Personality Questionnaire. The 338 participants were drawn in approximately equal measure from managerial and non-managerial levels from equal numbers of manufacturing and public service organizations. A multitrait-multimethod correlation matrix derived from the data collected from the participants was employed to evaluate the convergent and discriminant validities of the Belbin team roles. Application of the Campbell and Fiske criteria to the matrix did not produce clear support for discriminant validity. Application of a correlated uniqueness model in a confirmatory factor analysis showed the Belbin team role model to be overparameterized and to lack both convergent and discriminant validity. Further modelling revealed that the Belbin team roles fit easily into a “Big Five” five-factor personality framework. 相似文献
58.
59.
60.