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131.
Victor Buitron MS Ryan M. Hill PhD Jeremy W. Pettit PhD 《Suicide & life-threatening behavior》2017,47(5):580-588
A conceptual model in which the associations between perceived burdensomeness and suicide ideation, and between thwarted belongingness and suicide ideation, are moderated by mindfulness was examined. Participants were 218 undergraduates (mean age = 20.81) with moderate‐to‐severe depressive symptoms. Mindfulness significantly moderated the association between perceived burdensomeness and suicide ideation; participants with thoughts of burdensomeness experienced lower levels of suicide ideation if they were high, as opposed to low, in mindfulness. Mindfulness did not significantly moderate the association between thwarted belongingness and suicide ideation. Implications for intervention and elaboration of the interpersonal psychological theory of suicide are discussed. 相似文献
132.
133.
The article reassesses some of the recent historiographic developments in studies of the Russian Revolution and the collapse of the Russian Empire. In particular, it focusses on the role of nationalist politics in late Imperial Russia, in 1917, and in early Soviet politics. It also considers the end of the Russian Empire within the context of historiographical approaches to the collapse of other European empires. Based on these considerations, the article concludes that the place of nationalist politics in the Russian Revolution can be exaggerated. 相似文献
134.
Norma L. Day-Vines;Jeremy Zhang;Fallon Cluxton-Keller;Dantavious Hicks;Connie Jones;Rufus Tony Spann;Dipika Daga;Courtney Agorsor; 《Journal of multicultural counseling and development》2024,52(3):173-188
The current study evaluated the validity of the broaching attitudes and behavior survey-clients (BABS-C), a self-report measure that examined minoritized clients’ perceptions of their counselors’ ability to discuss issues of race, ethnicity, and culture during treatment. A series of confirmatory factor analyses suggested that the BABS-C framework and its subconstructs achieved excellent model fit and stable factor structures. The measurement invariance was examined with seven covariates using multiple indicators and multiple cause methods. Implications for counseling research and practice are discussed. 相似文献
135.
Anger is a significant human emotion with far‐reaching implications for individuals and relationships. We propose a transactional model of anger that highlights its relational relevance and potentially positive function, in addition to problematic malformations. By evolutionary design, physical, self‐concept, or attachment threats all similarly trigger diffuse physiological arousal, psychologically experienced as anger‐emotion. Anger is first a signaling and motivational system. Anger is then formed to affirming, productive use or malformed to destructive ends. A functional, prosocial approach to anger organizes it for protective and corrective personal and relational adaptation. In our model, threat perception interacts with a person's view of self in relation to other to produce helpful or harmful anger. Inflated or collapsed views of self in relation to other produce distinct manifestations of destructive anger that are harmful to self, other, and relationship. Conversely, a balanced view of self in relation to other promotes constructive anger and catalyzes self, other, and relationship healing. Clinical use of the model to shape healing personal and relational contact with anger is explored. 相似文献
136.
John Edlund Jeremy D Heider Austin Lee Nichols Randy J. McCarthy Sarah E. Wood Cory R. Scherer 《The Journal of social psychology》2018,158(5):515-520
The sex difference in jealousy is an effect that has generated significant controversy in the academic literature (resulting in two meta-analyses that reached different conclusions on the presence or absence of the effect). In this study, we had a team of researchers from different theoretical perspectives use identical protocols to test whether the sex difference in jealousy would occur across many different samples (while testing whether mate value would moderate the effect). In our samples, we found the sex difference in jealousy to occur using both forced choice and continuous measures, this effect appeared in several different settings, and, we found that mate value moderated participant responses. The results are discussed in light of the controversy surrounding the presence of the effect. 相似文献
137.
Ann Galizio Charles C. J. Frye Jeremy M. Haynes Jonathan E. Friedel Brooke M. Smith Amy L. Odum 《Journal of the experimental analysis of behavior》2018,109(1):210-237
The present study examined persistence and relapse of reinforced behavioral variability in pigeons. Pigeons emitted four‐response sequences across two keys. Sequences produced food according to a lag schedule, in which a response sequence was followed by food if it differed from a certain number of previous sequences. In Experiment 1, food was delivered for sequences that satisfied a lag schedule in both components of a multiple schedule. When reinforcement was removed for one component (i.e., extinction), levels of behavioral variability decreased for only that component. In Experiment 2, food was delivered for sequences satisfying a lag schedule in one component of a multiple schedule. In the other component, food was delivered at the same rate, but without the lag variability requirement (i.e., yoked). Following extinction, levels of behavioral variability returned to baseline for both components after response‐independent food delivery (i.e., reinstatement). In Experiment 3, one group of pigeons responded on a lag variability schedule, and the other group responded on a lag repetition schedule. For both groups, levels of behavioral variability increased when alternative reinforcement was suspended (i.e., resurgence). In each experiment, we observed some evidence for extinction‐induced response variability and for variability as an operant dimension of behavior. 相似文献
138.
Despite a large and growing literature on workplace discrimination, there has been a myopic focus on the direct relationships between discrimination and a common set of outcomes. The aim of this meta‐analytic review was both to challenge and advance current understanding of workplace discrimination and its associations with outcomes by identifying the pathways through which discrimination affects outcomes, examining boundary conditions to explain when discrimination is most harmful for employees, and exploring a potential third variable explanation for discrimination–outcome relationships. Mediation tests indicated that workplace discrimination is associated with employee outcomes through both job stress and justice. Moderator analyses showed that discrimination appears to be most detrimental when it is observed rather than personally experienced, interpersonal rather than formal, and measured broadly rather than specifically. We also found that discrimination–outcome relationships differ across work and nonwork contexts and as a function of the social identity targeted by discrimination. Discrimination generally explained meaningful incremental variance in outcomes after controlling for the effects of negative affectivity, but the relationships between discrimination and health were substantially decreased. We conclude by offering a constructive critique of the empirical discrimination literature and by detailing an agenda for future research. 相似文献
139.
Jeremy Mitonga-Monga Aden-Paul Flotman Frans Cilliers 《Journal of Psychology in Africa》2016,26(4):326-333
This study examined the mediating effect of ethical leadership on the relationship between workplace ethics culture and work engagement among employees in a railway transport organisation in the Democratic Republic of the Congo (DRC). The sample consisted of permanently employed staff in a railway organisation in the DRC (n = 839; females = 32%). The employees were required to complete the Ethical Leadership Scale (ELS), the Ethical Corporate Virtue model (ECV) and the Utrecht Work Engagement Scale (UWES). Mediating regression analyses were conducted to predict work engagement from workplace ethics culture, partialling out ethical leadership. The results show that workplace ethics culture had a significantly positive effect on work engagement. The results further indicated that workplace ethics culture, through the mediation of perceived ethical leadership, had a significantly positive effect on the work engagement dimensions of vigour, dedication and absorption. The findings provide evidence that ethical leadership plays a crucial role in shaping workplace ethics culture and employees’ level of work engagement in an emerging country work setting. 相似文献
140.
This study investigated the extent to which employees’ perception of ethical leadership moderated their organisational commitment and organisational citizenship behaviour. A non-probability purposive sample (N = 839; females = 32%) of employees in a railway organisation in the Democratic Republic of Congo (DRC) participated in the study. They completed the following measures: the Organisational Commitment Scale (OCS), the Organisational Citizenship Behaviour Questionnaire (OCBQ) and the Ethical Leadership Scale (ELS). Stepwise hierarchical regression analysis was utilised to determine the influence of employees’ perceptions of the relationships between their self-reported organisational commitment and organisational citizenship behaviour. The results indicated employee perceptions of the integrity, fairness and honesty aspects of ethical leadership to explain their affective, continuance and normative aspects of organisational commitment and organisational citizenship behaviour. The results also showed that employee perceptions of high ethical leadership influenced their willingness to engage in positive organisational commitment such as psychological attachment, work continuance, normative commitment and also their organisational citizen behaviours such as altruism, conscientiousness, courtesy and civic virtue. By implication, leaders with high ethical conduct have the potential to positively stimulate the commitment of employees towards supporting the organisational values and mission. 相似文献