全文获取类型
收费全文 | 148篇 |
免费 | 4篇 |
专业分类
152篇 |
出版年
2015年 | 3篇 |
2012年 | 2篇 |
2011年 | 3篇 |
2010年 | 5篇 |
2009年 | 4篇 |
2008年 | 6篇 |
2006年 | 4篇 |
2005年 | 3篇 |
2002年 | 1篇 |
2000年 | 1篇 |
1999年 | 2篇 |
1998年 | 1篇 |
1997年 | 1篇 |
1996年 | 6篇 |
1995年 | 4篇 |
1994年 | 2篇 |
1993年 | 3篇 |
1992年 | 5篇 |
1991年 | 4篇 |
1990年 | 1篇 |
1989年 | 5篇 |
1988年 | 1篇 |
1987年 | 1篇 |
1986年 | 2篇 |
1985年 | 5篇 |
1984年 | 6篇 |
1983年 | 3篇 |
1982年 | 6篇 |
1981年 | 3篇 |
1980年 | 2篇 |
1978年 | 1篇 |
1977年 | 2篇 |
1976年 | 1篇 |
1974年 | 2篇 |
1973年 | 3篇 |
1971年 | 1篇 |
1970年 | 2篇 |
1968年 | 1篇 |
1959年 | 4篇 |
1958年 | 4篇 |
1957年 | 5篇 |
1956年 | 3篇 |
1955年 | 4篇 |
1954年 | 1篇 |
1953年 | 2篇 |
1952年 | 4篇 |
1951年 | 3篇 |
1950年 | 3篇 |
1949年 | 6篇 |
1948年 | 2篇 |
排序方式: 共有152条查询结果,搜索用时 0 毫秒
51.
RELATIONSHIP OF PERSONALITY TRAITS AND COUNTERPRODUCTIVE WORK BEHAVIORS: THE MEDIATING EFFECTS OF JOB SATISFACTION 总被引:4,自引:0,他引:4
This study used path analysis to test a model that posits that relevant personality traits will have both direct relationships with counterproductive work behaviors (CPBs) and indirect relationships to CPBs through the mediating effects of job satisfaction. Based on a sample ( n = 141) of customer service employees, results generally supported the hypothesized model for both boss- and self-rated CPBs. Agreeableness had a direct relationship with interpersonal counterproductive work behaviors (CPB-I); Conscientiousness had a direct relationship with organizational counterproductive work behaviors (CPB-O); and, job satisfaction had a direct relationship to both CPB-I and CPB-O. In addition, job satisfaction partially mediated the relationship between Agreeableness and both CPB-O and CPB-I. Overall, results show that personality traits differentially predict CPBs and that employees' attitudes about their jobs explain, in part, these personality–behavior associations. 相似文献
52.
SRI International, formerly Stanford Research Institute, has been evaluating the impact of employment counseling in the mid 1970s in response to national shifts in organizational emphasis and funding. 相似文献
53.
54.
55.
56.
57.
This study investigated (a) whether performance improvement following upward feedback is related to self-other rating discrepancies, (b) how self-ratings change after feedback, and (c) whether agreement among raters influences performance improvement. Self-ratings and subordinate ratings were collected from 1,888 managers at 2 points in time 1 year apart. Using polynomial regression equations, we determined that managers who overrated themselves relative to how others rated them tended to improve their performance from 1 year to the next, and underraters tended to decline. This is consistent with what would be predicted by self-consistency theory (Korman, 1976). Self-ratings tended to decrease for overraters and increase for underraters, but this effect was not constant throughout the range of self-ratings. Agreement among subordinate raters was negatively related to performance improvement, but this is likely a reflection of differential regression to the mean. 相似文献
58.
THE VALIDITY OF A MEASURE OF JOB COMPATIBILITY IN THE PREDICTION OF JOB PERFORMANCE AND TURNOVER OF MOTION PICTURE THEATER PERSONNEL 总被引:3,自引:0,他引:3
PETER VILLANOVA H. JOHN BERNARDIN DENNIS L. JOHNSON SUE A. DAHMUS 《Personnel Psychology》1994,47(1):73-90
The predictive validity of a measure of job compatibility was studied for theater personnel. Scores on a forced-choice instrument, developed from the Job Compatibility Questionnaire (JCQ), predicted employee performance (r = .22, p< .05), turnover (r = -.35, p< .01), and scores on a "value composite" (reflecting a combination of job performance and employee retention criteria) as defined by the research sponsor (P = .41, p< .01). Furthermore, job compatibility scores explained a statistically significant increment in turnover and value composite score variance when analyzed concomitantly with verbal and numerical ability test scores. Finally, job compatibility scores were shown to be nonredundant with hiring decisions based on an application review, reference check, and interview, whereas the cognitive ability test scores shared considerable redundancy with hiring decisions based on the current selection system. 相似文献
59.
This study investigated whether the leader's locus of control moderated the relationship between perceived leader influence behaviors and certain subordinate outcome variables. The results showed that locus of control did significantly moderate the effect of supervisor influence on productivity and subordinate satisfaction with supervision. The difference in satisfaction with supervision was more extreme at high levels of subordinate perceived supervisor influence on productivity. Implications for supervisor training are discussed. 相似文献
60.