首页 | 本学科首页   官方微博 | 高级检索  
文章检索
  按 检索   检索词:      
出版年份:   被引次数:   他引次数: 提示:输入*表示无穷大
  收费全文   1113篇
  免费   43篇
  2023年   9篇
  2021年   12篇
  2020年   26篇
  2019年   35篇
  2018年   54篇
  2017年   40篇
  2016年   46篇
  2015年   31篇
  2014年   42篇
  2013年   149篇
  2012年   62篇
  2011年   71篇
  2010年   42篇
  2009年   39篇
  2008年   42篇
  2007年   75篇
  2006年   41篇
  2005年   32篇
  2004年   28篇
  2003年   33篇
  2002年   23篇
  2001年   17篇
  2000年   15篇
  1999年   6篇
  1998年   14篇
  1996年   5篇
  1995年   7篇
  1994年   5篇
  1992年   12篇
  1991年   6篇
  1989年   5篇
  1988年   5篇
  1987年   10篇
  1986年   4篇
  1985年   11篇
  1984年   5篇
  1983年   4篇
  1982年   6篇
  1981年   5篇
  1980年   11篇
  1979年   4篇
  1978年   4篇
  1977年   5篇
  1976年   8篇
  1974年   3篇
  1973年   9篇
  1971年   3篇
  1969年   4篇
  1968年   3篇
  1966年   4篇
排序方式: 共有1156条查询结果,搜索用时 312 毫秒
141.
Institutional religious involvement wanes during young adulthood, but evidence suggests life‐course factors such as family formation bring people back to religion. Using the National Longitudinal Study of Adolescent to Adult Health (Waves 1, 3, and 4), we examine how often young adults who were involved in institutional religion as adolescents return—measured by religious service attendance and religious affiliation—after leaving in emerging adulthood, and how this return is patterned by family formation. The majority of young adults who leave do not return to regular religious service attendance, regardless of their family formation. But single parents, married parents, and childless married individuals are more likely, and childless cohabiting couples less likely, to return to religious communities than those who are both single and childless. Only married parents are more likely than childless singles to reaffiliate, though there is marginal evidence that childless married adults may also be more likely. Thus, the institutions of religion and family are still linked, even though overall levels of religious return are not as high as expected.  相似文献   
142.
143.
This study examines the impact of maternal depression on reductions in children’s behavior problems severity following implementation of the Brief Behavioral Intervention—a brief, manualized parent management training treatment. The parents of 87 children aged 2–6 years of age received parent management training at a metropolitan hospital. Parents of participants completed measures of externalizing behavior and maternal depression. The association between pre-post treatment change in externalizing behavior and maternal depression was examined using an autoregressive cross-lagged model. Results showed that self-reported maternal depressive symptoms at pre-treatment negatively influenced the overall magnitude of reduction of reported externalizing behaviors in children following treatment. Results indicate that aspects of family functioning not specifically targeted by parent management training, such as maternal depression, significantly affect treatment outcomes. Clinicians providing parent management training may benefit from assessing for maternal depression and modifying treatment as indicated.  相似文献   
144.
Using Conger’s family stress model as a theoretical framework, a series of mediated associations among economic hardship, perceived economic pressure, parental depression, marital conflict, psychologically controlling parenting, and children’s reticent behaviors in Romanian families were studied. The sample consisted of 121 Romanian mothers and fathers of 4–5-year-old children. Children’s kindergarten teachers living in urban and rural locations evaluated child reticence. Findings generally support the family stress model. Structural equation modeling showed that after controlling for living in a rural location, economic pressure was indirectly linked with marital conflict through depression. Depression was indirectly related to psychological control through marital conflict, and marital conflict was indirectly linked to child reticence through psychological control. Directions for future research and recommendations for interventions and public policy are described.  相似文献   
145.
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   
146.
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   
147.
148.
149.
The effectiveness of an intervention programme, initially designed to enhance the self-concept and motivation of gifted underachieving girls, was evaluated for students identified as having a low self-concept and social relationship difficulties. Twenty male and female secondary-school students were randomly assigned to either a treatment or a control group. The programme, called ABLE (Attribution, Behaviour, Life skills Education), incorporates problem-solving, conflict resolution, and a multidimensional framework to investigate adolescents' self-concept formation. The adolescents in the study made significant improvements in the areas of general self-concept, physical appearance self-concept, and total self-concept. Teaching conflict-resolution and problem-solving skills had a beneficial influence on self-concept. The results are discussed in terms of the relevance of the programme and its application to school and counselling interventions.  相似文献   
150.
Guided by an intersectional feminism framework, we used three-wave, dyadic survey data from a nationally representative sample of 1625 U.S. different-gender newlywed couples to test three research questions. First, as balanced power is considered a key concept for relational well-being in feminism, we examined developmental trajectories in husbands' and wives' perception of power (im)balance. Second, considering money as a major influence on power and aggression, we examined how financial behaviors relate to power (im)balance and in turn relational aggression—a type of intimate partner violence that is controlling and manipulative in nature. Third, informed by the intersectionality between gender and socioeconomic status (SES), we examined gender differences and SES disparities in the associations among financial behaviors, developmental trajectories of perception of power (im)balance, and relational aggression. Our findings demonstrate that newlywed different-gender couples are experiencing power struggles, where two partners diminish each other's influence over time. We also found that healthy financial behaviors are associated with balanced power and, in turn, less relational aggression (especially for wives and in lower-SES households). Taken collectively, we continue calling for efforts to facilitate money management skills and promote balanced marital power.  相似文献   
设为首页 | 免责声明 | 关于勤云 | 加入收藏

Copyright©北京勤云科技发展有限公司  京ICP备09084417号