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In the 20 years since frameworks of employment interview structure have been developed, a considerable body of empirical research has accumulated. We summarize and critically examine this literature by focusing on the 8 main topics that have been the focus of attention: (a) the definition of structure; (b) reducing bias through structure; (c) impression management in structured interviews; (d) measuring personality via structured interviews; (e) comparing situational versus past‐behavior questions; (f) developing rating scales; (g) probing, follow‐up, prompting, and elaboration on questions; and (h) reactions to structure. For each topic, we review and critique research and identify promising directions for future research. When possible, we augment the traditional narrative review with meta‐analytic review and content analysis. We concluded that much is known about structured interviews, but there are still many unanswered questions. We provide 12 propositions and 19 research questions to stimulate further research on this important topic.  相似文献   
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In the present research, we conducted two studies designed to examine the joint influence of avoidance temperament and avoidance‐based achievement goals on the experience of flow on a creativity task. In both a laboratory study (N = 101; Mage = 22.61, SDage = 4.03; 74.3% female) and a naturalistic study (N = 102; Mage = 16.23, SDage = 1.13; 48% female), participants high in avoidance temperament were shown to experience greater flow when performance‐avoidance goals were induced; no differences were found in any of the other three achievement goal conditions from the 2 × 2 achievement goal framework. These findings reveal a short‐term benefit for a disposition‐goal match grounded in avoidance motivation, and point to the need for more research on both avoidance‐based matches and the short‐term versus long‐term implications of such matches.  相似文献   
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Although there has been a steady growth in research and use of self‐report measures of personality in the last 20 years, faking in personality testing remains as a major concern. Blatant extreme responding (BER), which includes endorsing desirable extreme responses (i.e., 1 and 5 s), has recently been identified as a potential faking detection technique. In a large‐scale (N = 358,033), high‐stakes selection context, we investigate the construct validity of BER, the extent to which BER relates to general mental ability, and the extent to which BER differs across jobs, gender, and ethnic groups. We find that BER reflects applicant faking by showing that BER relates to a more established measure of faking, an unlikely virtue (UV) scale, and that applicants score higher than incumbents on BER. BER is (slightly) positively related to general mental ability whereas UV is negatively related to it. Applicants for managerial positions score slightly higher on BER than applicants for nonmanagerial positions. In addition, there was no gender or racial differences on BER. The implications of these findings for detecting faking in personnel selection are delineated.  相似文献   
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A recent survey was conducted on stimulation of mothers and babies during pregnancy and the neonatal period. The survey was responded to by 82 neonatology staff members from Neonatal Intensive Care Units (NICUs) at hospitals in the United States. Some forms of stimulation were extremely common including (1) skin-to-skin following birth in the delivery room (83% of hospitals); (2) containment (swaddling and surrounded by blanket rolls) in the NICU (86%); (3) music in the NICU (72%); (4) rocking in the NICU (85%); (5) kangaroo care (98%); (6) non-nutritive sucking during tubefeedings in the NICU (96%); and (7) breastfeeding in the NICU (100%). Other forms of stimulation occurred less frequently including (1) pregnancy massage (19%); (2) labor massage (30%); (3) the Doula (assistant who comforts during labor and delivery) (30%); (4) waterbeds in the NICU (23%); and (5) preterm infant massage in the NICU (38%).  相似文献   
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Repeated administration of cognitive tests improves test performance, making it difficult for researchers to gauge the true extent of age-related cognitive decline. The authors examined this issue using data from the Rush Religious Orders Study and linear mixed-effects models. At annual intervals for up to 8 years, more than 800 older Catholic clergy members completed the same set of 19 cognitive tests from which previously established composite measures of cognitive domains were derived. Retest effects on some measures were substantial and continued to accumulate even after 8 annual test readministrations, but effects on other measures were minimal. Across cognitive measures, retest effects were not related to age, sex, or education. Individual differences in retest effects were substantial but not consistent across cognitive measures. The results suggest that retest-based improvement in cognitive test performance can be substantial and persistent.  相似文献   
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Novice skiers’ learning and performance is often hampered by the anxiety of falling. We investigated if the use of Bigfoot (i.e., short skis) for the first 4 of 10 days of a skiing course reduces anxiety. We surveyed state anxiety at the beginning and on the ninth day of the skiing course. Compared to a control group, which completed the course on normal skis, the Bigfoot group showed significantly reduced state anxiety on the ninth day, even though they had been performing on normal skis for the last 5 days.  相似文献   
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The continuum of broaching behavior is a conceptual framework explicating how counselors broach or have explicit discussions about racial, ethnic, and cultural factors with their clients during treatment ( Day‐Vines et al., 2007 ). Counselors can assume 5 particular broaching orientations: avoidant, isolating, continuing/incongruent, integrated/congruent, and infusing. The authors operationalized the continuum of broaching behavior using the Broaching Attitudes and Behavior Scale and found support for a 4‐factor model of broaching behavior. El espectro de comportamiento de abordamiento es un marco conceptual que explica cómo los consejeros abordan o tienen discusiones específicas sobre factores raciales, étnicos y culturales con sus clientes durante el tratamiento ( Day‐Vines et al., 2007 ). Los consejeros pueden asumir 5 orientaciones de abordamiento particulares: evasiva, aislante, continua/incongruente, integrada/congruente e infundida. Los autores operativizaron el espectro de comportamiento de abordamiento usando la Escala de Actitudes de Abordamiento y Comportamiento y hallaron respaldo para un modelo del comportamiento de abordamiento de 4 factores.  相似文献   
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