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161.
GENDER DIFFERENCES IN NEGOTIATION OUTCOME: A META-ANALYSIS 总被引:3,自引:0,他引:3
Studies reporting the objective settlements obtained by men and women in negotiations were reviewed. Differences in outcomes were expected due to differences in perceptions, behaviors, and contextual factors between men and women. In the sample of studies, men negotiated significantly better outcomes than women. Opponent sex, relative power of the negotiator, integrative potential of the task, mode of communication and year of the study were tested as moderators of the effect. Although the overall difference in outcomes between men and women was small, none of these hypothesized moderators or several exploratory moderators reversed or eliminated this effect. The organizational significance of the findings is discussed in terms of the glass ceiling, a gender-based earnings differential and women in negotiation positions. Directions for future research in the laboratory and the field are suggested. 相似文献
162.
This study summarizes and compares the findings of 5 studies completed between 1984 and 1994 that dealt with the factors that cause stress for 4 groups of helping professionals: regular classroom teachers, special education teachers, nurses in a tertiary care hospital, and social workers in child welfare. Time and its effective management proved to be the most significant stressor category for all groups. Possible explanations for the persistence of time management concerns in these helping professions, and possible implications for employment counselors, both as helpers and information providers to those who seek to enter such professions, are proposed. 相似文献
163.
心理治疗在精神分裂症中的应用曾經历曲折的过程。自从1933年胰島素昏迷、卞地查痙攣、电痙攣等一系列所謂“休克疗法”相继問世并大大提高精神分裂症的疗效以后,各国学者对精神分裂症的研究曾重点轉移到神經、內分泌、代謝障碍等方面的病理生理和生化問題上,并且获得了丰碩的成果,因而对心理治疗的兴趣就显著地減退了。然而目前神經、高級神經活动生理或生化机制并不能圓滿地解释病人所呈現的各种特殊的心理現象,所以心理动力学的問題随着神經生理和生化方面研究的深入发展,又引起人們的注 相似文献
164.
试论家庭治疗的理论基础 总被引:8,自引:2,他引:6
按照历史发展的顺序,从精神分析、系统论与控制论、依附理论以及建构主义这四个方面对家庭治疗的理论基础进行了论述,并对这四种理论取向对家庭治疗的贡献以及依附理论与家庭治疗的异同进行了探讨. 相似文献
165.
PERSONALITY DIMENSIONS EXPLAINING RELATIONSHIPS BETWEEN INTEGRITY TESTS AND COUNTERPRODUCTIVE BEHAVIOR: BIG FIVE,OR ONE IN ADDITION? 总被引:1,自引:0,他引:1
Although the criterion-related validity of integrity tests is well established, there has not been enough research examining which personality constructs contribute to their criterion-related validity. Moreover, evidence of how well findings on integrity tests in North America generalize to non-English speaking countries is virtually absent. This research addressed these issues with data obtained from employees and students in Canada and Germany (total N = 853). Specifically, we tested the hypotheses that (a) Honesty–Humility, as specified in the HEXACO model of personality, is relatively more important than the Big 5 dimensions of personality in accounting for the criterion-related validity of overt integrity tests, whereas (b) the Big 5 are relatively more important in explaining the validity of personality-based integrity tests. These predictions were tested using 2 criteria (counterproductive work behavior and counterproductive academic behavior) as well as 2 overt and 2 personality-based integrity tests. We found evidence of the expected differences between types of integrity tests largely regardless of culture of the sample, specific test, criterion, or population under research, pointing to some degree of generalizability of findings in integrity testing research. Implications include theoretical refinements in research on integrity testing and encouragement of practical applications beyond North America. 相似文献
166.
Sexual harassment (SH) has been identified as one of the most damaging and ubiquitous barriers to career success and satisfaction for women. This study meta-analyzed data from 41 studies, with a total sample size of nearly 70,000 respondents, to examine several negative consequences of workplace SH as well as how situational factors may play a role in facilitating these occurrences. SH experiences are associated with negative outcomes such as decreased job satisfaction, lower organizational commitment, withdrawing from work, ill physical and mental health, and even symptoms of post-traumatic stress disorder. In addition, organizational climate for SH figured prominently in facilitating these occurrences. 相似文献
167.
应激是有机体在受到真实或者潜在的威胁刺激时所表现出来的全身性非特异性反应, 伴随着紧张和焦虑的心理体验, 交感神经系统的兴奋, 糖皮质激素分泌的增多以及脑干−边缘系统−前额叶神经环路的改变。应激对个体在风险决策行为中的风险寻求和风险回避倾向, 社会决策行为中的利己和利他倾向都会产生重要影响。策略使用异常、习惯化和自动化反应增强、反馈学习过程以及奖惩敏感性的改变是应激影响决策行为的认知基础; 应激激素的分泌, 及杏仁核、前额叶等在决策过程发挥重要作用的脑区活动的改变则为应激作用于决策行为的神经基础。未来研究应重点关注:应激的个体差异与应激对决策影响效应多样性的关系; 综合多种指标对应激进行测量; 考察应激的时序效应; 揭示个体的最佳应激水平; 加强对慢性应激影响决策以及应激对决策影响效应可逆性的研究; 揭示应激影响决策的神经机制。 相似文献
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