全文获取类型
收费全文 | 16875篇 |
免费 | 810篇 |
国内免费 | 15篇 |
出版年
2021年 | 132篇 |
2020年 | 225篇 |
2019年 | 241篇 |
2018年 | 356篇 |
2017年 | 359篇 |
2016年 | 368篇 |
2015年 | 281篇 |
2014年 | 308篇 |
2013年 | 1318篇 |
2012年 | 570篇 |
2011年 | 644篇 |
2010年 | 371篇 |
2009年 | 349篇 |
2008年 | 472篇 |
2007年 | 451篇 |
2006年 | 394篇 |
2005年 | 334篇 |
2004年 | 338篇 |
2003年 | 318篇 |
2002年 | 323篇 |
2001年 | 700篇 |
2000年 | 699篇 |
1999年 | 461篇 |
1998年 | 180篇 |
1997年 | 173篇 |
1996年 | 138篇 |
1995年 | 135篇 |
1993年 | 138篇 |
1992年 | 360篇 |
1991年 | 321篇 |
1990年 | 345篇 |
1989年 | 334篇 |
1988年 | 317篇 |
1987年 | 288篇 |
1986年 | 310篇 |
1985年 | 298篇 |
1984年 | 235篇 |
1983年 | 200篇 |
1979年 | 190篇 |
1978年 | 161篇 |
1975年 | 187篇 |
1974年 | 241篇 |
1973年 | 197篇 |
1972年 | 203篇 |
1971年 | 167篇 |
1970年 | 149篇 |
1969年 | 198篇 |
1968年 | 202篇 |
1967年 | 161篇 |
1966年 | 182篇 |
排序方式: 共有10000条查询结果,搜索用时 228 毫秒
21.
Whether people compete or cooperate with each other has consequences for their own performance and that of organizations. To explain why people compete or cooperate, previous research has focused on two main factors: situational outcome structures and personality types. Here, we propose that—above and beyond these two factors—situational cues, such as the format in which people receive feedback, strongly affect whether they act competitively, cooperatively, or individualistically. Results of a laboratory experiment support our theorizing: After receiving ranking feedback, both students and experienced managers treated group situations with cooperative outcome structures as competitive and were in consequence willing to forgo guaranteed financial gains to pursue a—financially irrelevant—better rank. Conversely, in dilemma situations, feedback based on the joint group outcome led to more cooperation than ranking feedback. Our study contributes to research on competition, cooperation, interdependence theory, forced ranking, and the design of information environments. 相似文献
22.
Michael K. Tanenhaus Suzanne Donnenwerth-Nolan 《The Quarterly Journal of Experimental Psychology Section A: Human Experimental Psychology》1984,36(4):649-661
Recent studies demonstrating that multiple meanings of an ambiguous word are initially accessed even when only one reading is syntactically appropriate with the preceding context can be criticized on at least two grounds. First, many of the syntactic contexts used were not truly restrictive, and, secondly, subjects may not have had time to integrate the context before processing the ambiguous word. In the present study, subjects listened to a sentence ending in an ambiguous word and then made a lexical decision to a target related to either the appropriate or inappropriate reading. Contexts were completely restrictive, and a pause was introduced between the context and the ambiguous word. Multiple access still obtained, providing further support for the claim that lexical access is not guided by syntactic context. 相似文献
23.
24.
25.
27.
28.
29.
30.
Zafar Husain Mumin Dayan Raghuvar Dutt Pathak Markus Langer Cornelius J. König 《International Journal of Selection & Assessment》2018,26(2-4):191-195
Applicants from different cultures vary in their self-presentation behavior during job interviews. This study investigates self-presentation behavior in the United Arab Emirates (UAE), the second largest economy in the Arab world. Specifically, it examines self-presentation behavior of applicants from the UAE and compares it to the behavior of American, European, and Chinese applicants from previous studies. The randomized response technique was used to gather self-presentation prevalence data of 111 UAE applicants regarding self-presentation behavior in their last job interview. Prevalence rates were lower than those from the United States and from China but higher than those from Iceland and from Switzerland. Results indicate that though UAE culture values modesty, UAE applicants still engage in distinct self-presentation behavior. 相似文献