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41.
We used a longitudinal design and a person-centred methodology to test the strain and learning hypotheses of the job demands–control model among Finnish employees (n = 926), who were followed-up at three time points covering a period of 2 years (2008–2010). First, we identified longitudinal subgroups in demands and control across three measurement points. Second, we examined how these subgroups differed in strain (job exhaustion) and motivation-related outcomes (vigour at work, work–family enrichment). Growth mixture modelling revealed four subgroups: “stable high strain”, “stable low strain”, “increasing control”, and “decreasing control”. The stable high- and low-strain subgroups also differed in the outcomes studied (exhaustion, work–family enrichment) as suggested by the demands–control model. The findings also suggest that job control is subject to changes over time and that these changes are likely to be associated with changes in employee outcomes. Malleability of job control should be kept in mind in job stress interventions, likewise the fact that some employees suffer from chronic job stress.  相似文献   
42.
The purpose of this analysis of data from a larger investigation was to assess effects of anthropometric factors on free throw shooting performance of 15 girls from Michigan and 18 from Puerto Rico. Subjects performed 60 free throws (10 trials x 3 ball sizes x 2 basket heights). Correlations were low, with two exceptions, .53 between shooting performance at the low basket and grip strength (as measured by hand grip dynamometer) for girls from Michigan, and .49 for hand width and performance at the low basket for girls from Michigan.  相似文献   
43.
This study investigated the factor structure and factorial group and time invariance of the 17-item and 9-item versions of the Utrecht Work Engagement Scale (UWES; Schaufeli et al. (2002b) Journal of Happiness Studies 3:71–92). Furthermore, the study explored the rank-order stability of work engagement. The data were drawn from five different studies (N = 9,404), including a three-year longitudinal study (n = 2,555), utilizing five divergent occupational samples. Confirmatory factor analysis supported the hypothesized correlated three-factor structure—vigor, dedication, absorption—of both UWES scales. However, while the structure of the UWES-17 did not remain the same across the samples and time, the structure of the UWES-9 remained relatively unchanged. Thus, the UWES-9 has good construct validity and use of the 9-item version can be recommended in future research. Moreover, as hypothesized, Structural Equation Modeling showed high rank-order stabilities for the work engagement factors (between 0.82 and 0.86). Accordingly, work engagement seems to be a highly stable indicator of occupational well-being.  相似文献   
44.
Many studies have revealed the top-down modulation (spatial attention, attentional load, etc.) on unconscious processing. However, there is little research about how category-selective attention could modulate the unconscious processing. In the present study, using functional magnetic resonance imaging (fMRI), the results showed that category-selective attention modulated unconscious face/tool processing in the middle occipital gyrus (MOG). Interestingly, MOG effects were of opposed direction for face and tool processes. During unconscious face processing, activation in MOG decreased under the face-selective attention compared with tool-selective attention. This result was in line with the predictive coding theory. During unconscious tool processing, however, activation in MOG increased under the tool-selective attention compared with face-selective attention. The different effects might be ascribed to an interaction between top-down category-selective processes and bottom-up processes in the partial awareness level as proposed by Kouider, De Gardelle, Sackur, and Dupoux (2010). Specifically, we suppose an “excessive activation” hypothesis.  相似文献   
45.
The aim of the present study was to extend the original Job Demands–Resources (JD-R) model by taking into account recovery as an important mediation mechanism between work characteristics and well-being/ill-health. Specifically, we examined whether recovery experiences—strategies promoting recovery—might have a mediating role in the JD-R model among 527 employees from a variety of different jobs. The results showed that psychological detachment fully mediated the effects of job demands on fatigue at work and mastery partially mediated the effects of job resources on work engagement. Altogether, the results suggest that recovery merits consideration as a mediating mechanism in the JD-R model.  相似文献   
46.
Our interpretation of the Greek term sarx (σ?ρξ) has great impact on how we view the anthropology and theology expressed in Paul’s letters, and in Luke/Acts. This article takes Nida and Taber’s depiction of the semantic componential structure of σ?ρξ in Luke 24:39 and in Romans 11:14 as a starting point for a discussion of the semantic structure of σ?ρξ in these texts. The hermeneutical and translational principle of mental cascades (Lakoff and Wehling) provides a way to describe the associative links that exist between concepts in any language. Often, but not always, σ?ρξ has been translated into the English term flesh.  相似文献   
47.
We hypothesize that the relationship between perceived employability (PE) and turnover intention is stronger when job resources (job control, social support from the supervisor and colleagues) are low. Results from a prospective study one year apart were similar in samples of Finnish university (N = 1314) and hospital workers (N = 308). The interaction between PE and job control related significantly to turnover intention at Time 2 in both samples, and in the hospital sample also when controlling for turnover intention at Time 1: PE related positively to turnover intention when job control was low. Furthermore, PE at Time 1 was not significantly related and job resources at Time 1 were negatively related to turnover intention at Time 2. For social support from colleagues in particular, this relationship held when controlling for Time 1 turnover intention. Thus, PE does not present a risk of turnover intention, unless job control is low.  相似文献   
48.
This study assessed longitudinal individual and crossover relationships between work‐family conflict and well‐being in the domains of work (job satisfaction) and family (parental distress) in a sample of 239 dual‐earner couples. The results revealed only longitudinal individual effects over a 1‐year period. First, high family‐to‐work conflict (WFC) at Time 1 was related to a high level of work‐to‐family conflict (WFC) 1 year later in both partners. Second, the wife's high level of FWC was related to her decreased job satisfaction 1 year later. Thus, the longitudinal effects identified supported normal causality, that is, work‐family conflict led to poor well‐being outcomes or increased perceived work‐family conflict later on. Longitudinal crossover effects from one partner to another were not observed within a 1‐year perspective.  相似文献   
49.
In the present study, behavioral and electrophysiological markers of information processing—the lateralized readiness potential, the N170, and the P300—were recorded in order to assess the functional and temporal organization of facial identity and expression processing. A two-choice go/no-go task was used in which facial expression (happy vs. angry) determined response hand and response execution depended on facial familiarity (familiar vs. unfamiliar). The duration of facial identity and expression processing was manipulated in separate experiments. Together, the present findings in measures of overt and covert response activation indicate that facial identity is analyzed in parallel with, and typically somewhat faster than, facial expression. These data support a parallel model of face perception that assumes partial output from facial identity and expression processes to motor activation processes.  相似文献   
50.
The relation of the core components of the Effort–Reward Imbalance model (ERI; Siegrist, 1996) to goal pursuit was investigated. Goal pursuit was studied through categories of goal contents – competency, progression, well-being, job change, job security, organization, finance, or no work goal – based on the personal work goals of managers (Hyvönen, Feldt, Salmela-Aro, Kinnunen, & Mäkikangas, 2009). The study focused on the contribution of the ERI components (effort, reward, effort–reward imbalance, OVC) to goal contents, as well as on the mediating and moderating effects of goal contents between the ERI components and occupational well-being (burnout, work engagement) among young Finnish managers (N = 747, age range 23–35 years). First, multinomial regressions showed that effort, reward, and effort–reward imbalance contributed to the membership of the goal categories. Secondly, hierarchical GLM (General Linear Model) indicated that the goal categories mediated the relationship between the ERI components and occupational well-being. Effort, reward, and effort–reward imbalance had an indirect effect through goal categories on burnout and work engagement, but overcommitment only on burnout. In addition, the goal categories moderated the relationship between reward and work engagement. Taken together, psychosocial work environment contributes to the contents of personal work goals, which also function as mediators, particularly between the work environment and occupational well-being.  相似文献   
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