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581.
Proactive employees are self-starting and driven. Thus, they typically exhibit high levels of work engagement. While work engagement reflects the degree to which employees are attentive and absorbed when performing their work tasks, it does not guarantee effective job performance unless their actions are strategic. We draw on Grant and Ashford’s (2008) proactivity framework to develop a drive and direction contingency model that expands our understanding of how and when proactive personality predicts job performance via work engagement. We argue that employee’s drive (represented by the positive relation of proactive personality with work engagement) predicts job performance only when the employee also has high (vs. low) empathy with their intended targets, such as customers. Empathy with intended targets allows employees to understand and feel their targets’ concerns and feelings, thus providing a direction that guides their work engagement to address their targets’ interests and predict job performance. Results from a multiple-source (employees, supervisors, and organizational records) lagged (T1–T2) field study and a lab experiment support our model. We discuss the implications, limitations, and future directions of our findings. 相似文献
582.
Irene M. J. Orbons Gina Rossi Roel Verheul Mirjam J. A. Schoutrop Jan L. L. Derksen Daniel L. Segal 《Journal of personality assessment》2019,101(3):274-283
The goal of this study was to evaluate the continuity across the Section II personality disorders (PDs) and the proposed Section III model of PDs in the Diagnostic and Statistical Manual of Mental Disorders (5th ed. [DSM–5]; American Psychiatric Association, 2013a). More specifically, we analyzed association between the DSM–5 Section III pathological trait facets and Section II PDs among 110 Dutch adults (M age = 35.8 years, range = 19–60 years) receiving mental health care. We administered the Structured Clinical Interview for DSM–IV Axis II Disorders to all participants. Participants also completed the self-report Personality Inventory for DSM–5 (PID–5) as a measure of pathological trait facets. The distributions underlying the dependent variable were modeled as criterion counts, using negative binomial regression. The results provided some support for the validity of the PID–5 and the DSM–5 Section III Alternative Model, although analyses did not show a perfect match. Both at the trait level and the domain level, analyses showed mixed evidence of significant relationships between the PID–5 trait facets and domains with the traditional DSM–IV PDs. 相似文献
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584.
Irene Pierce Stiver PhD Wendy Rosen PhD LICSW Janet Surrey PhD Jean Baker Miller MD 《Women & Therapy》2013,36(2-4):7-29
SUMMARY Creative moments in therapy are those occasions when something new and growth-fostering occurs. This article offers three illustrations and a discussion of these characteristics. It is based on a panel discussion held at the Stone Center-Harvard Medical School/Cambridge Hospital “Learning from Women Conference” in April, 2000. 相似文献
585.
Irene McMullin 《International Journal of Philosophical Studies》2020,28(2):239-253
ABSTRACT In this piece I respond to questions and criticisms raised by commentators on my recent book, Existential Flourishing: A Phenomenology of the Virtues (Cambridge University Press, 2019). I argue for an irreducible normative plurality governing our struggle to lead good human lives, and address questions about how to decide what to do in the face of such plurality. 相似文献
586.
Irene H. Harwood Ph.D. 《Group》1992,16(4):220-232
587.
Irene S. Switankowsky 《Heythrop Journal》2010,51(3):538-539
588.
Differences in ratings of initial expectancy of success, perceived scholastic ability, and causal attributions were assessed for male and female high school students for a simulated academic test. Subjects were also differentiated on their achievement level (i.e., under- and overachievement) and the traditionality of their career aspirations. As predicted, higher expectancies were found for high performance achievers and nontraditional females. Males generally made more attributions to lack of effort for failure, as did low performance achievers. Females and high performance achievers attributed success more to effort. Hypotheses concerning differential usage of luck and ability attributions were not supported. Although there was an overall trend for females to be more external, traditionality also mediated causal attributions for females. 相似文献
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590.