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61.
Occupational stress. Spice of life or kiss of death? 总被引:1,自引:0,他引:1
L Levi 《The American psychologist》1990,45(10):1142-1145
Work-related psychosocial stressors originate in social structures and processes, affect the human organism through psychological processes, and influence health through four types of closely interrelated mechanisms--emotional, cognitive, behavioral, and physiological. The health outcome is modified by situational (e.g., social support) and individual factors (e.g., personality, coping repertoire). The work-environment-stress-health system is a dynamic one with many feedback loops. There is little but increasing direct evidence of a causal relationship between work-related psychosocial stressors and the incidence and prevalence of occupational morbidity and mortality. But, a substantial body of indirect evidence strongly suggests that such associations exist and emphasizes the need to better understand their role. Accordingly, research and health action should aim at being systems-oriented, interdisciplinary, intersectorial, health- (and not only disease-) oriented, and participative. 相似文献
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Levi Geir Eidhamar 《Islam & Christian-Muslim Relations》2014,25(2):245-266
The article presents a spectrum of views within Muslim discourse on questions such as: “Is non-hetero predilection congenital and as such created by God?,” “Are non-hetero feelings/actions sinful as such?,” “Should the authorities in Muslim states punish homosexual acts?,” “Should lesbian and gay Muslims marry partners of the opposite gender?” The stances presented are based on texts by Yusuf al-Qaradawi, Heba Gamal Kotb, Abdelwahab Bouhdiba, Amreen Jamal and Scott Siraj al-Haqq Kugle. Stances presented by various Muslim internet sites are also considered. The review is grouped into a four-way typology: strongly traditional; moderately traditional; moderately progressive; and strongly progressive. The second part of the article reflects on how non-hetero Muslims cope theoretically and practically with their religious and sexual identity. The various stances and practices are grouped into six types based on the correlation/tension between “right” (divinely revealed) and “good” (in a human sense): (i) rejecting all kinds of non-hetero identities, feelings and practices; (ii) accepting feelings and identity, but rejecting practice; (iii) unsuccessful efforts to reject practice; (iv) accepting one's identity and practice due to interpretations of the Qur'an and theological reflection; (v) accepting non-hetero practices without regard to religious rules pertaining to this issue; (vi) accepting non-hetero identity and practices combined with (secretly) rejecting Islam due to the question of homosexuality. 相似文献
64.
Abstract Beck, Samuel J. Rorschach's Test III. Advance in Interpretation. New York: Grune &; Stratton, 1952. Reviewed by Mortimer M. Meyer Brower, Daniel and Abt, Lawrence Progress in Clinical Psychology. Volume I. New York: Grune &; Stratton, 1952. Reviewed by Ohmer Milton Buhler, C., Smitter, F., and Richardson, S. Childhood Problems and the Teacher. New York: Henry Holt and Co., 1952. Pp. 372, $3.75. Reviewed by Lois Barclay Murphy Jolles, Isaac. A Catalogue for the Qualitative Interpretation of the H-T-P. Beverly Hills: Western Psychological Services, 1952, 97 pp. Reviewed by Wilson H. Guertin Kinget, Marian G., The Drawing-Completion Test. New York: Grune and Stratton, Inc., 1952. Reviewed by Fred Brown Meili, Richard. Lehrbuch der Psychologischen Diagnostik. Bern: Verlag Hans Huber, 1951, 372 pp. Reviewed by Walther Joel Szondi, L. Experimental Diagnostics of Drives (Translated by Gertrude Aull). New York: Grune and Stratton, 1952, 220 pp. Reviewed by Henry P. David 相似文献
65.
The effect of performance trend on performance ratings occurs through observer attributions,but depends on performance variability
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Cort W. Rudolph Michael B. Harari Levi R.G. Nieminen 《Journal of applied social psychology》2015,45(10):541-560
Research regarding the influence of dynamic performance characteristics on performance ratings suggests that raters are remarkably susceptible to observed trends in performance over time, such that systematic trends or patterns in performance can have an undue influence on how performance is evaluated. However, research in this domain has not fully explained how dynamic performance characteristics influence performance judgments. Drawing on attribution theory, we introduce a model whereby the impact of dynamic performance characteristics on subsequent performance judgments occurs through attributions for performance. Then, in three experimental studies, we show that dynamic performance characteristics influence attributions for performance, which in turn affect performance ratings. 相似文献
66.
Levi R. G. Nieminen Cort W. Rudolph Boris B. Baltes Christine M. Casper Kevin T. Wynne Lyndsay C. Kirby 《Journal of applied social psychology》2013,43(3):527-543
Few studies have examined how various biases operate in combination to influence performance judgments. Along these lines, the current study used experimental methods to test four competing models of the combined influence of ratee's bodyweight and past performance information on performance judgments. Results were consistent with an additive model, such that ratee's bodyweight and information about ratee's past performance combined independently to affect performance judgments. Consistent with a double disadvantage effect, the least favorable performance judgments were made for an overweight ratee with poor previous performance. Finally, mixed evidence was obtained for the interaction of ratee's bodyweight and perceptions of ratee's physical attractiveness, such that high‐perceived attractiveness buffered against the otherwise negative performance ratings associated with overweight status. 相似文献
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This study examines the reactions of African Americans and Whites to affirmative action programs (AAPs) applied to 4 human resource activities: hiring, promotion, training, and layoffs. The results of a scenario-based experimental study conducted on a large sample (N > 800) of advanced undergraduate and MBA business school participants generally supported the hypothesis that human resource activity elicited systematic differences in reaction to AAPs between African Americans and Whites. The authors also replicated previous research on the effect of AAP strength and prior discrimination by the organization on reactions to AAPs. Results indicated that AAP strength levels moderated racial differences in reaction to AAPs, while the moderating role of prior discrimination by the organization was not supported. Implications for future research are discussed. 相似文献
70.
Don S. Levi 《Philosophical Investigations》2008,31(4):340-358
This paper is about the mode of being of names. The paper begins by explaining why the joke is on commentators who see Lewis Carroll's White Knight as applying the use/mention distinction. Then it argues that the real problem with the distinction is that the idea that names are used to mention what they name depends on mistakenly conceiving of language as existing autonomously; and that philosophers have this conception because they fail to appreciate what they are doing when they philosophise about language. This failure also explains why philosophers mistakenly think of any manifestation of a name as a (physical) token. 相似文献