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11.
JOB SEARCH BEHAVIOR OF EMPLOYED MANAGERS 总被引:3,自引:0,他引:3
Job search typically has been thought of as an antecedent to voluntary turnover or job choice. This study extends existing literature by proposing a model of the job search process and examining the search behavior of 1,388 employed managers. Managers were surveyed about their job search and voluntary turnover activities. Survey data were matched with job, organizational, and personal information contained in the data base of a large executive search firm. Results suggest that job satisfaction, compensation, and perceptions of organizational success were negatively related to job search, while desire for more work-family balance and ambition exhibited positive relations with search. Perceptions of greener pastures did not have much effect on job search among this group. Results also indicated that although some job search activity does facilitate turnover, a considerable amount of search does not lead to turnover. Thus, it appears that search serves many purposes. 相似文献
12.
A Formal Characterisation of Institutionalised Power 总被引:6,自引:0,他引:6
13.
ANDREW J. I. JONES 《Scandinavian journal of psychology》1980,21(1):225-229
This article takes up methodological issues of the kind raised by Jan Smedslund in earlier issues of this journal, concerning the status of psychological enquiry as a discipline. Arguments are presented which aim to show that Smedslund has failed to establish the thesis that all generally valid theoretical statements in psychology are explications of conceptual relationships embedded in ordinary language, i.e., analytic statements. Some specific examples of what Smedslund takes to be "ordinary language theorems" are examined. Doubts are expressed concerning the validity of the proof procedure Smedslund employs in the "demonstration" of a number of his alleged theorems. Finally, it is argued that the results produced by the situation-bound and culture-bound empirical research of the psychologist need not be viewed as "arbitrary" in Smedslund's sense of that term. 相似文献
14.
This study demonstrated the use of quantitative content validity procedures in the development of a job-related behavioral rating scale criterion for entry-level psychiatric aides. Work behavior items were developed by staff from 6 state psychiatric hospitals, placed in a content validity questionnaire using the Lawshe format, and given to a representative sample of 38 aides and supervisors. Seventy-eight of 83 items were found to be significantly job-relevant using the computation procedures of both Lawshe and Aiken. After the significant items were grouped into 4 categories with high interjudge agreement and placed in a rating scale format, ratings were obtained on 72 psychiatric aides from 4 hospitals. Items in the 4 categories were found to be internally consistent using coefficient alpha. Significant but low concurrent validities were established for 2 verbal ability selection tests using the rating criterion. The validities found were interpreted to be especially significant when the factors of low selection ratio, restriction in range, and limited rater training were considered. 相似文献
15.
PAUL M. KURECKA JAMES M. AUSTIN JR. WANDA JOHNSON JORGE L. MENDOZA 《Personnel Psychology》1982,35(4):805-812
The effect of coaching on Leaderless Group Discussion Performance was examined. Thirty-six female undergraduate subjects participated in six-person assigned role leaderless group discussions. Trained observers evaluated performances in each discussion, which included two 5s from each of three coaching conditions. Ss in full coaching condition received extensive coaching on proper group discussion performance. 5s in the errant coaching condition received improper, but believable, coaching. 5s in the naive, or control, condition received no coaching. Results showed that 5s in the full coaching conditions were rated significantly higher than 5s in the errant or naive conditions. The results were discussed in the light of previous research. 相似文献
16.
RELATIVE CONTRIBUTIONS OF VERBAL, ARTICULATIVE, AND NONVERBAL COMMUNICATION TO EMPLOYMENT DECISIONS IN THE JOB INTERVIEW SETTING 总被引:1,自引:0,他引:1
JAMES G. HOLLANDSWORTH JR RICHARD KAZELSKIS JOANNE STEVENS MARY EDITH DRESSEL 《Personnel Psychology》1979,32(2):359-367
Recruiter ratings of 338 on-campus interviews were used in a discriminant analysis procedure to determine the relative importance of the verbal, articulative, and nonverbal dimensions of communication during the job interview. Correlation of seven variables with the discriminant function indicated that appropriateness of content, fluency of speech, and composure were of greatest importance in contributing to a favorable employment decision. These findings were contrary to the recent literature which has emphasized the importance of nonverbal behavior. Implications for job-interview skills training are discussed, and suggestions for a comprehensive workshop model are presented. 相似文献
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