全文获取类型
收费全文 | 661篇 |
免费 | 8篇 |
专业分类
669篇 |
出版年
2015年 | 5篇 |
2014年 | 6篇 |
2013年 | 10篇 |
2012年 | 10篇 |
2011年 | 13篇 |
2010年 | 12篇 |
2009年 | 26篇 |
2008年 | 16篇 |
2007年 | 15篇 |
2006年 | 12篇 |
2005年 | 11篇 |
2004年 | 6篇 |
2003年 | 11篇 |
2002年 | 7篇 |
2001年 | 8篇 |
2000年 | 12篇 |
1999年 | 6篇 |
1998年 | 7篇 |
1997年 | 13篇 |
1996年 | 8篇 |
1995年 | 10篇 |
1994年 | 16篇 |
1993年 | 8篇 |
1992年 | 14篇 |
1991年 | 23篇 |
1990年 | 16篇 |
1989年 | 19篇 |
1988年 | 16篇 |
1987年 | 15篇 |
1986年 | 20篇 |
1985年 | 24篇 |
1984年 | 19篇 |
1983年 | 19篇 |
1982年 | 17篇 |
1981年 | 13篇 |
1980年 | 15篇 |
1979年 | 16篇 |
1978年 | 7篇 |
1977年 | 20篇 |
1976年 | 12篇 |
1975年 | 13篇 |
1974年 | 16篇 |
1973年 | 10篇 |
1972年 | 11篇 |
1971年 | 10篇 |
1970年 | 10篇 |
1969年 | 8篇 |
1968年 | 7篇 |
1962年 | 4篇 |
1959年 | 4篇 |
排序方式: 共有669条查询结果,搜索用时 15 毫秒
181.
Work values were examined as an antecedent of recruiters' judgments of applicant fit with the organization. Data were collected on the work values of recruiters, their organizations, and job applicants in actual job interviews conducted through the placement center of a large university. Following the interviews, recruiters evaluated applicants' general employability and organization-specific fit. Approximately 4 months following the interviews, data on whether the applicants were invited for a second interview were also obtained. Work value congruence between the applicant and the recruiter was found to be related to judgments of general employability and organization-specific fit. Congruence between the applicant and the organization (as perceived by the recruiter) was not related to judgments of employability and organization-specific fit. Recruiter ratings of employability were related to the decision to invite the applicant for a second interview. Work value congruence was not related to second interview decisions. It is concluded that if work values and judgments of applicant fit influence the personnel selection process, they are more likely to do so at later stages when job offer decisions are made. Work values and judgments of applicant fit seem to have minimal impact on decisions to retain the applicant for additional consideration in early stages of the selection process. 相似文献
182.
Several potential problems are noted with the recent proposal of Arvey and Mossholder (1977) to use analysis of variance technique to determine similarities and differences among jobs. Cluster analytic techniques are suggested as an adjunct to other procedures. 相似文献
183.
184.
A hypothesis of consistency in cognitive information processing of perceptions of psychological influence (perceived influence of decisions made by a supervisor) was proposed and tested. The hypothesis stated that if (a) having influence was of sufficient importance to a subordinate to effect selective attention to supervisor behaviors that reflected opportunities for influence, then (b) the subordinate would employ perceptions of influence in behavioral decisions (performance) and affective reactions (anxiety, satisfaction). The hypothesis received support in a study of 363 Navy enlisted aircraft maintenance personnel, where selective attentiveness to opportunities for influence was determined by assessing the fit between personal characteristics of a subordinate (e.g., achievement motivation) and the degree of overload in the work environment. Results suggested that relations between perceptions of influence and attitudes/performance should be expected only for those individuals who are attentive to opportunities for influence in the early stages of cognitive processing. Implications of these results for future scientific and professional endeavors are discussed. 相似文献
185.
BLACK-WHITE DIFFERENCES IN WORK ENVIRONMENT PERCEPTIONS AND JOB SATISFACTION AND ITS CORRELATES 总被引:1,自引:0,他引:1
Numerous studies have reported racial differences in intelligence, abilities, motivation, job satisfaction, and so forth. Relatively few of these studies, however, limited their comparisons to blacks and whites experiencing similar work conditions. The present effort compared black ( n = 166) and white ( n = 1,451) sailors assigned to the same shipboard divisions in order to investigate possible differences in perceived work conditions, satisfaction, need strength, and relationships among these variables. Also explored were two hypothesized sources of race-related satisfaction differences–differences in perceived work conditions and differences in need strength. The results tended to support the need strength hypothesis although satisfaction differences were fewer than expected. 相似文献
186.
Behavioral Expectation Scales (BES) research has concentrated upon psychometric properties, while evidence for potential operational advantages has been largely anecdotal. This empirical study explored the operational value of BES as a technique for identifying divergent rater-ratee perceptions of ratee behavior frequency and for facilitating subsequent ratee behavior change. Results indicated that ratees perceived desired behaviors as occurring more often and undesired behaviors occurring less often than did raters. Behavior change was demonstrated both after development and after implementation of BES. Such operational advantages of BES are argued as a crucial factor in the choice of an organization's performance appraisal format. 相似文献
187.
COMPARABILITY OF INCUMBENT AND APPLICANT SAMPLES FOR THE DEVELOPMENT OF BIODATA KEYS: THE INFLUENCE OF SOCIAL DESIRABILITY 总被引:3,自引:0,他引:3
An index of Socially Desirable Responding (SDR) was developed to measure the extent of impression management exhibited in applicant and incumbent samples when responding to a biodata form. The sample consisted of 2,262 incumbent sales representatives and 2,726 applicants for sales positions. Greater applicant versus incumbent SDR was observed, but differences varied across a priori item content areas. Impression management was minimal in item categories such as Previous Work Experience and Economic Motivation, but it was more prevalent in categories such as Work Style and Preferences and Self-Evaluations of Prior Sales Success. Using a smaller sample of 810 incumbents and 555 applicants, largely equated for experience, an item-keyed biodata inventory was developed for selection. When regression procedures were used to develop final keys, no comparable items existed across the keys from the two samples. SDR was more highly related to the applicant key than to the incumbent key. Results for option-keyed instruments developed and validated on the same samples were compared with the results associated with the item-keyed instruments, and the conclusions were similar. Implications for the development of biodata forms for selection are discussed. 相似文献
188.
WILLIAM ICKES ANN BUYSSE HAO PHAM KERRI RIVERS JAMES R. ERICKSON MELANIE HANCOCK JOLI KELLEHER PAUL R. GESN 《Personal Relationships》2000,7(2):219-234
Two studies were conducted to explore the reasons why replicable individual‐difference correlates of empathic accuracy have proved so difficult to find. In Study 1, we examined sources of variance in empathic accuracy data using the Social Relations Model (Kenny, 1988, 1994; Kenny & Albright, 1987; Malloy & Kenny, 1986). The results revealed substantial perceiver variance only in the type of research design in which a relatively large set of individual perceivers inferred the thoughts and feelings of the same set of target persons. In Study 2, we found evidence that even in this apparently optimal type of research design, the significant individual‐difference correlates of empathic accuracy were fewer and subject to more unexpected qualifications than the results of Davis and Kraus's (1997) meta‐analysis would suggest. So far, the “best candidate” predictor of empathic accuracy appears to be verbal intelligence, but it remains to be seen whether it and two other recently proposed predictors of interpersonal accuracy will survive the test of replicability. 相似文献
189.
Rather than treating conservative Protestantism as a homogenous phenomenon, recent literature has underlined the importance of disaggregating this group to illuminate important attitudinal and behavioral differences between conservative Protestants. However, the methods used to empirically operationalize conservative Protestantism have not always been able to capture variations within the groupings. Based on analysis of the 2004 Northern Ireland Life and Times Survey , we argue that religious self-identification is a more useful way of analyzing conservative Protestant subgroups than denomination or religious belief. We show that many of these identifications are overlapping, rather than stand-alone, religious group identifications. Moreover, the identification category of born-again has seldom been included in surveys. We find having a born-again identification to be a better predictor than the more frequently asked fundamentalist and evangelical categories of the religious and social beliefs that are seen as indicative of conservative Protestantism. 相似文献
190.
POSITIVE PSYCHOLOGICAL CAPITAL: MEASUREMENT AND RELATIONSHIP WITH PERFORMANCE AND SATISFACTION 总被引:12,自引:0,他引:12
FRED LUTHANS BRUCE J. AVOLIO JAMES B. AVEY STEVEN M. NORMAN 《Personnel Psychology》2007,60(3):541-572
Two studies were conducted to analyze how hope, resilience, optimism, and efficacy individually and as a composite higher-order factor predicted work performance and satisfaction. Results from Study 1 provided psychometric support for a new survey measure designed to assess each of these 4 facets, as well as a composite factor. Study 2 results indicated a significant positive relationship regarding the composite of these 4 facets with performance and satisfaction. Results from Study 2 also indicated that the composite factor may be a better predictor of performance and satisfaction than the 4 individual facets. Limitations and practical implications conclude the article. 相似文献