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211.
Colin Blättler Vincent Ferrari André Didierjean Evelyne Marmèche 《Visual cognition》2013,21(8):988-1001
The tendency of participants to “remember” the stopping point of an event as being farther along in the direction of motion has been a topic of study for about 30 years. The purpose of the present experiment was to test the influence of two factors on motion extrapolation: (1) The involvement of participants in the action, and (2) their expertise in the domain of automobile driving. Participants viewed real driving scenes from the driver's point of view. They were divided into four groups depending upon their involvement in the action (more or less active) and their driving experience (inexperienced or experienced). In order to get half of the participants involved in the driving situation, they had to use a steering wheel to follow the contour of the road. The results showed that both of these factors increased motion extrapolation. The discussion deals with how the interrelationships between real road scenes, expertise, and action-related knowledge affect motion extrapolation. 相似文献
212.
Lena Låstad Erik Berntson Katharina Näswall Magnus Sverke 《European Journal of Work and Organizational Psychology》2013,22(5):680-692
Over the last few decades, increased flexibility and lack of stability in employment has made job insecurity a work stressor that affects more and more employees. Since worrying about potential job loss (quantitative job insecurity) or possible loss of valued job features (qualitative job insecurity) constitutes a subjective perception, it has been claimed that personality factors may be decisive for job insecurity perceptions. Furthermore, the perception of a stressor, in this case job insecurity, could be argued to be dependent on appraisals of available coping resources. This study investigates whether core self-evaluations predict job insecurity perceptions, and whether coping mediates this relationship, in a two-wave data set from a Swedish sample of white-collar workers (N = 425). The results show that core self-evaluations had a negative total effect on both qualitative and quantitative job insecurity. Core self-evaluations were positively related to problem-focused coping but not to emotion-focused coping. However, there was no mediating effect of coping style on the association between core self-evaluations and job insecurity. 相似文献
213.
Simone Grebner Norbert Semmer Luca Lo Faso Stephan Gut Wolfgang Kälin Achim Elfering 《European Journal of Work and Organizational Psychology》2013,22(4):341-365
A comparison of 234 call centre agents with 572 workers in traditional jobs with long lasting training revealed lower job control and task complexity/variety and higher uncertainty among call agents. However, time pressure, concentration demands, and work interruptions were lower in call agents. Within the call agent sample, controlling for negative affectivity and other working conditions, job control predicted intention to quit, and job complexity/variety predicted job satisfaction and affective commitment. Social stressors and task-related stressors predicted uniquely indicators of well-being and job-related attitudes. Furthermore, data confirm the role of emotional dissonance as a stressor in its own right, as it explained variance in irritated reactions and psychosomatic complaints beyond other working conditions. Results indicate that strong division of labour may be a rather general phenomenon in call centres. Therefore, working conditions of call agents require a redesign by means of job enrichment or—better—organization development. Moreover, measures of social stressors and emotional dissonance should be integrated routinely into stress-related job analyses in service jobs. 相似文献
214.
Abstract Yukl, G.A. (1989). Leadership in organizations (2nd ed.), Prentice Hall International Editions. ISBN 0-1352-7169-X. £20.95. 相似文献
215.
Brita Bjørkelo Ståle Einarsen Morten Birkeland Nielsen Stig Berge Matthiesen 《European Journal of Work and Organizational Psychology》2013,22(2):206-238
This study investigates the characteristics of whistleblowers, the prevalence and nature of whistleblowing, and the occurrence of retaliation after whistleblowing using a randomly selected and representative sample of Norwegian employees. The results showed that 12 per cent self-reported as whistleblowers according to an operational definition. Being a leader, or a union or personnel safety representative was significantly related to whistleblowing. The most frequently reported wrongdoing was harassment conducted by a single colleague. Wrongdoer(s) received mixed responses, from no reaction to reprimand. Even though most whistleblowers were not sanctioned, they reported less job satisfaction and more workplace bullying than did nonwhistleblowers. Only a few were rewarded. For the most part, wrongdoing was stopped or reduced. However, whistleblowing was only partially effective, because whistleblowers reported lack of feedback about the result of their report. Results also showed that the status of the wrongdoer was related to the reaction he or she received afterwards, as were the type of wrongdoing and the effect on the wrongdoing, and the type of wrongdoing and the effect on the wrongdoer(s). Potential explanations for the results, such as the type of sample and power distance, are discussed. Practical implications of the study are also addressed, such as the importance of providing feedback to whistleblowers. 相似文献
216.
Saija Mauno Nele De Cuyper Asko Tolvanen Ulla Kinnunen Anne Mäkikangas 《European Journal of Work and Organizational Psychology》2013,22(3):381-393
This study examined the relationship between job insecurity and turnover intention by applying occupational well-being (exhaustion, vigour) as a mediator. The study was inspired by two theories: the conservation of resources and emotional contagion theories. We investigated the relationships at the individual and work department levels by utilizing Multi-Level Structural Equation Modeling (ML-SEM) with the aim of clarifying whether the mediating mechanism was similar at both levels. In addition, we examined the relationships across the levels (cross-level interactions). Self-report data for the study were obtained from Finnish University staff (N = 2137 individual respondents from 78 work departments). The analyses resulted in three main findings. First, job insecurity, turnover intention, and occupational well-being were found, to some extent (2–6%), to be shared experiences within work departments. Second, we found that low occupational well-being (high exhaustion, low vigour) partly mediated the relationship between job insecurity and turnover intention at both levels of analysis. Third, the results on cross-level interactions revealed that the lower the level of well-being at the work department level, the stronger the negative effect of job insecurity on well-being at the individual level. Thus, if poor well-being characterizes the work department, this may strengthen the negative relationship between job insecurity and well-being at the individual level. 相似文献
217.
Jon Anders Lone Roald A. Bjørklund Kaja B. Østerud Line A. Anderssen Thomas Hoff Cato A. Bjørkli 《European Journal of Work and Organizational Psychology》2013,22(3):469-482
The aim of the present study is to examine to what extent general and situation-specific work environment instruments capture the salient work characteristics in a knowledge-intensive context. We conducted qualitative open-ended interviews with 30 employees (24 men and six women) from a Norwegian university department. The information from the interviews was content-analysed and coded on the scales of five work environment instruments; two general instruments (the General Nordic Questionnaire for Psychological and Social Factors at Work [QPSNordic] and the Job Diagnostic Survey [JDS]) and three situation-specific instruments (Assessing the climate for creativity [KEYS], Situational Outlook Questionnaire [SOQ], and the Organizational Climate Measure [OCM]). The results showed that situation-specific work environment instruments covered significantly more statements about the work environment than the general instruments. More statements could be categorized on the organization and individual levels, compared to group and leadership levels. The situation-specific instruments covered more statements than general instruments at the organization level. These statements were mainly related to the organizational context, social and relational characteristics, and encouragement of creativity and organizational impediments to creativity. The findings support the value of situation-specific instruments for assessing the work environment in knowledge-intensive organizations. 相似文献
218.
Erik Berntson Katharina Näswall Magnus Sverke 《European Journal of Work and Organizational Psychology》2013,22(4):413-425
The construct of employability has been conceptually related to self-efficacy in different ways. Employability has sometimes been regarded as an equivalent to self-efficacy, or as a distinct but related phenomenon. Since the relationship between the two phenomena has not been subjected to empirical scrutiny, the aim of the present study is to analyze whether self-efficacy and employability are two distinct but related constructs, and if they are, to investigate the direction of their relationship. The data (N = 1730) were collected through a two-wave longitudinal survey with one year between each data collection (2005 and 2006). The results of confirmatory factor analysis showed that the measures of employability and self-efficacy were distinct from one another, within and over measurement points, indicating that these are related but separate constructs. The results of latent variable cross-lagged analysis showed that employability predicted subsequent self-efficacy, even after controlling for age, gender, educational level, and regional differences. Thus, employability is not an expression of efficacy beliefs, but rather, the strengthening of employability perceptions may have beneficial effects on more general efficacy beliefs. 相似文献
219.
Objective: The concept of shared agency is used in examining the collaboration between the service user and the professionals. The study aims to find out what kind of experiences on shared agency mental health service users have. Method: The study was based on interviews of 19 service users. The data set was formed of those parts of the interviews that dealt with shared aims, being heard, collaboration and joint planning and decision-making. Typical methods of inductive content analysis were applied. Results: Three domains of shared agency were found: emotional, communicative and supportive ones. The emotional domain included elements of becoming heard and building confidence. In the communicative one, the main features were mutual information sharing, finding words to describe the chaos and reconstructing harmony. The supportive domain included encouragement and giving support. Experiences on non-shared agency were also found. Conclusion: Many experiences on shared agency were found. Joint planning and working with life goals were, however, seldom reported. This result, together with experiences of non-shared agency, sets a challenge for mental health services. 相似文献
220.
Linda B. Hassing Brent J. Small Eva von Strauss Laura Fratiglioni Lars Bäckman 《Neuropsychology, development, and cognition. Section B, Aging, neuropsychology and cognition》2013,20(1):11-20
We examined cross-sectional differences and longitudinal changes in episodic memory performance related to impending death among a group of very old people, aged 90–101 years. Participants were assessed at 3 measurement points across a 6-year interval. Three groups were identified: those who survived the entire follow-up period (n =40), those who died before the first follow-up (n =44), and those who died after the first follow-up (n =14). Participants completed a battery of episodic memory tasks consisting of face recognition, word recognition, word recall, and object recall with selective reminding. Those who survived performed better than those who were going to die in object recall at baseline. A Cox regression analysis, controlling age, revealed that object recall performance was significantly related to subsequent mortality status. Longitudinal analyses demonstrated significant 3-year decline for both face recognition and object recall, but no evidence of differential decline as a function of mortality group. Thus, longitudinal changes in memory preceding death were not as pronounced as the corresponding cross-sectional differences in this very old sample. In general, the results suggest that mortality-related memory deficits are present in extreme old age, although these deficits are relatively small and task-specific. 相似文献