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Susan D. Healy John R. Krebs 《The Quarterly Journal of Experimental Psychology Section B: Comparative and Physiological Psychology》1992,45(1):33-47
The ability of two species of tits to remember the location and/or features of an object was tested in a delayed-matching-to-sample procedure. Three values of retention interval between presentation of the sample stimulus and the choice--30 sec, 5 min, and 15 min--were used. Both species performed at above-chance level at all retention intervals, and there was no significant decline in accuracy with increasing interval. A pool of 100 stimulus objects was used, but the results of control trials indicated that the birds responded primarily to location rather than stimulus features of the object itseif. Although the food-storing marsh tit tended to perform at a higher level than the non-storing great tit, the only significant difference between the species was in the first 50 trials of the first treatment, when the birds were acquiring the task. The results are discussed in relation to the hypothesized special memory capacity of food-storing birds. 相似文献
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John M. Pearce Helen Kaye Louis Collins 《The Quarterly Journal of Experimental Psychology Section B: Comparative and Physiological Psychology》1985,37(4):379-396
Three experiments, each using a single group of pigeons, are reported. In Experiment 1 subjects were initially trained with two stimuli, one of which was always followed by food, the other being reinforced according to a 50% partial reinforcement schedule. Subsequently a serial procedure was adopted in which an additional stimulus, C, was consistently followed by the partially reinforced CS. A second additional stimulus, A, was followed on half of its occurrences by the continuously reinforced CS, its remaining presentations being followed by nothing. The rate of autoshaped keypecking was substantially greater during A than during C. In the remaining experiments subjects received first-order conditioning with a single stimulus that was either partially (Experiment 2) or continuously (Experiment 3) reinforced. The stimuli A and C were then again introduced for serial autoshaping. Stimulus A was occasionally paired with the CS and occasionally followed by nothing, whereas stimulus C was always followed by the CS. As in Experiment 1, the rate of responding during A was greater than during C. It is proposed that one influence on the rate of autoshaped keypecking during a CS is the accuracy with which the immediate consequences of that CS are predicted. 相似文献
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The three reliability and two construct validity studies presented here represent the first psychometric research on the commercially successful and popular Hartman Color Code Personality Profile. The reliability studies found high reliability after 3 and 6 weeks. The construct validity studies substantiated that the Color Code assesses some personality traits. The magnitude of the error variance suggests caution, however, in using the Color Code classifications at the individual level. 相似文献
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Shen‐yi Liao 《Pacific Philosophical Quarterly》2013,94(3):269-289
Narrative representations can change our moral actions and thoughts, for better or for worse. In this article, I develop a theory of fictions' capacity for moral education and moral corruption that is fully sensitive to the diversity of fictions. Specifically, I argue that the way a fiction influences our moral actions and thoughts importantly depends on its genre. This theory promises new insights into practical ethical debates over pornography and media violence. 相似文献
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John Y. H. Bai Sarah Cowie Anne C. Macaskill Douglas Elliffe Christopher A. Podlesnik 《Journal of the experimental analysis of behavior》2020,113(2):363-389
It is widely assumed that reinforcers are biologically relevant stimuli, or stimuli that have been associated with biologically relevant stimuli. However, brief, arbitrary stimuli have also been reported to have reinforcement-like effects, despite being unrelated to biologically relevant stimuli like food. The present study explored the potential reinforcement-like effects of brief stimuli across 5 experiments. In Experiments 1 through 4, pigeon subjects responded for food reinforcement and brief stimulus presentations in a 2-component multiple schedule. Neither baseline response rates nor resistance to change during disruption tests were systematically greater in a component with versus without brief stimulus presentations. Increasing the rate and duration of brief stimulus presentations in Experiment 4 did not reveal reinforcement-like effects when compared directly with food. In Experiment 5, pigeons chose between independent terminal links in a concurrent-chains procedure. Across conditions, varying the location, duration, and rate of brief stimulus presentations in the terminal links had no systematic effects on preference. In contrast, varying rates of food reinforcers resulted in large and reliable shifts in preference. Therefore, the present study found no systematic evidence that brief stimuli unrelated to food reliably increase response rates, resistance to change, or preference. These data demonstrate the value of systematic replication, and a behavioral momentum approach to assessing potential reinforcement-like effects. 相似文献
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The American Journal of Psychoanalysis - 相似文献
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The résumé is the most commonly used selection tool for organisations. Past studies have demonstrated that recruiter hiring recommendations can be predicted based on the content of applicant résumés. However, the mechanisms underlying the links between résumé contents and hiring recommendations remain unclear. The present study extends previous research by examining the mediating roles of recruiters' multi‐faceted fit perceptions in a field setting. Data were collected from 216 organisational recruiters who participated in campus recruitment at seven universities in Taiwan. The results showed that applicant work experience and educational background increased recruiter hiring recommendations through recruiter perceived person–job (P–J) fit. In addition, applicant work experience predicted recruiter perceived person–organisation (P–O) fit, which in turn enhanced recruiter hiring recommendations. 相似文献