全文获取类型
收费全文 | 124篇 |
免费 | 5篇 |
出版年
2018年 | 1篇 |
2017年 | 2篇 |
2016年 | 1篇 |
2015年 | 2篇 |
2013年 | 5篇 |
2012年 | 2篇 |
2011年 | 4篇 |
2010年 | 7篇 |
2009年 | 6篇 |
2008年 | 3篇 |
2007年 | 6篇 |
2006年 | 3篇 |
2005年 | 3篇 |
2004年 | 2篇 |
2003年 | 3篇 |
2002年 | 2篇 |
2001年 | 1篇 |
2000年 | 1篇 |
1999年 | 3篇 |
1998年 | 7篇 |
1997年 | 3篇 |
1996年 | 3篇 |
1995年 | 1篇 |
1994年 | 2篇 |
1993年 | 1篇 |
1992年 | 1篇 |
1991年 | 1篇 |
1990年 | 4篇 |
1989年 | 2篇 |
1987年 | 4篇 |
1986年 | 5篇 |
1985年 | 3篇 |
1984年 | 2篇 |
1983年 | 4篇 |
1982年 | 2篇 |
1981年 | 4篇 |
1980年 | 2篇 |
1979年 | 4篇 |
1978年 | 2篇 |
1977年 | 2篇 |
1976年 | 3篇 |
1974年 | 1篇 |
1973年 | 1篇 |
1972年 | 1篇 |
1971年 | 1篇 |
1970年 | 1篇 |
1957年 | 1篇 |
1954年 | 1篇 |
1953年 | 2篇 |
1952年 | 1篇 |
排序方式: 共有129条查询结果,搜索用时 15 毫秒
61.
62.
AUDREY A. GLENN JEFFREY W. POLLARD JANE A. DENOVCHEK ALEXANDER F. SMITH 《Journal of counseling and development : JCD》1986,65(3):163-165
Concern for students with eating disorders and concern for the environment served as the catalyst for the development of a procedure for responding to eating disorders. The procedure, which relies heavily on residence hall staff, is presented here, with emphasis on training, prevention, and issues in implementation. 相似文献
63.
To study the changing nature of work, researchers need measures of work that are valid and comprehensive. One potentially useful measure of work is the Multimethod Job Design Questionnaire (MJDQ; Campion, 1988), which was developed to assess 4 general approaches to work design (i.e., motivational, mechanistic, biological, perceptual-motor). Although the MJDQ holds promise as a general measure of work, little information is available regarding its psychometric properties. This study examines the MJDQ, using alternative hierarchical factor structures to represent work at varying levels of abstraction. Little support was found for the 4-factor structure corresponding to the work design approaches underling the MJDQ or for various hierarchical factor structures that simultaneously depicted general and specific aspects of work. However, a 10-factor first-order model received good support and may provide a useful basis for scoring and interpreting the MJDQ in future research. 相似文献
64.
PROBLEMS WITH THE USE OF PROFILE SIMILARITY INDICES IN THE STUDY OF CONGRUENCE IN ORGANIZATIONAL RESEARCH 总被引:7,自引:0,他引:7
JEFFREY R. EDWARDS 《Personnel Psychology》1993,46(3):641-665
Profile similarity indices (PSIs) have become widely used in studies of congruence (i.e., fit, matching, similarity, agreement) in organizational research. PSIs combine two sets of measures, or profiles, from corresponding entities (e.g., the person and organization, supervisor and subordinate, organization and environment) into a single score intended to represent their overall congruence. Unfortunately, PSIs are conceptually ambiguous, discard information essential to testing congruence hypotheses, conceal the source of the difference between entities, and impose a highly restrictive set of constraints on the coefficients relating the measures comprising the PSI to the outcome. This article shows how polynomial regression analysis may be used to avoid problems with PSIs while capturing the underlying relationships PSIs are intended to represent. Limitations and extensions to the procedure are discussed. 相似文献
65.
PROJECT A VALIDITY RESULTS: THE RELATIONSHIP BETWEEN PREDICTOR AND CRITERION DOMAINS 总被引:3,自引:0,他引:3
JEFFREY J. MCHENRY LEAETTA M. HOUGH JODY L. TOQUAM MARY ANN HANSON STEVEN ASHWORTH 《Personnel Psychology》1990,43(2):335-354
A predictor battery of cognitive ability, perceptual-psychomotor ability, temperament/personality, interest, and job outcome preference measures was administered to enlisted soldiers in nine Army jobs. These measures were summarized in terms of 24 composite scores. The relationships between the predictor composite scores and five components of job performance were analyzed. Scores from the cognitive and perceptual-psychomotor ability tests provided the best prediction of job-specific and general task proficiency, while the temperament/personality composites were the best predictors of giving extra effort, supporting peers, and exhibiting personal discipline. Composite scores derived from the interest inventory were correlated more highly with task proficiency than with demonstrating effort and peer support. In particular, vocational interests were among the best predictors of task proficiency in combat jobs. The results suggest that the Army can improve the prediction of job performance by adding non-cognitive predictors to its present battery of predictor tests. 相似文献
66.
The initial examination of validity generalization in the Army Selection and Classification Project used data from a concurrent validation sample of 4,039 job incumbents drawn from a representative sample of nine jobs. The available data consisted of 24 predictor scores and five job performance factor scores on each individual. The major objectives were to determine (a) the degree of validity generalization across the major components of performance, with the job held constant, and (b) the degree of validity generalization across jobs within each major performance factor. After reducing the predictor set by eliminating variables that added no information, a modified confirmatory analysis was used to test the hypotheses that one equation would fit the data from all performance components and that one equation would fit the data from all jobs, given a particular performance component. The major findings were that different predictor equations were needed for each of the five criterion factors. For generalization across jobs, within each criterion factor, one equation fit the data for four of the five performance components. Different prediction equations were required for the component that reflects proficiency on the technical tasks specific to each job. 相似文献
67.
Excerpts from a couple therapy case are cited to illustrate the practical significance of a multi-level framework in understanding couple interactions. The clinical implications of the metacommunicational framework, as a metaphor for examining and understanding relational processes, are discussed. Also, the pragmatics of following “process” at a variety of levels when working with punctuational differences, developing therapy strategies and goals, and measuring the progress of couple therapy are discussed. 相似文献
68.
69.
70.
AN EXPLORATORY INVESTIGATION INTO THEORETICAL MECHANISMS UNDERLYING REALISTIC JOB PREVIEWS 总被引:1,自引:0,他引:1
PETER W. HOM RODGER W. GRIFFETH LESLIE E. PALICH JEFFREY S. BRACKER 《Personnel Psychology》1998,51(2):421-451
This research explored complex theories about why realistic job previews (RJPs) deter turnover. After designing an RJP booklet about nursing work, we delivered this RJP to 82 newly hired nurses during orientation, while presenting a traditional recruitment brochure to 76 other nurses. Nurses also completed surveys on two occasions, assessing processes commonly thought to translate RJP influence: met expectations; commitment; perceived employer caring; coping efficacy; and value orientation. The RJP lowered voluntary quits: 8.5% of nurses given previews quit versus 17.8% of control nurses (p ≤ .10). Using structural equation methodology (SEM), we compared two integrative formulations portraying different structural networks among mechanisms behind RJP influence. Observed data appeared more consistent with an interdependent than independent mediating process model. In particular, these data suggest that met expectations have direct and indirect effects through other mediators (e.g., organizational concern and coping) on turnover precursors–namely, job satisfaction and organizational commitment. 相似文献