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111.
Journal of Behavioral Education - 相似文献
112.
The process of work adjustment, as derived from the Theory of Work Adjustment, is presented in a systems-type model. The model integrates the original propositions of the theory with the more recent work on personality-style dimensions. The mechanisms of adjustment to work are discussed to emphasize the dynamic nature of the complete work-adjustment process. The constructs of Work Behavior and Organizational Behavior are introduced as intervening variables in the adjustment process. It is also shown that the forecasting of work adjustment requires the addition of the constructs of Abilities and Ability Requirements. 相似文献
113.
Alexander P.W Shubsachs James B Rounds RenéV Dawis Lloyd H Lofquist 《Journal of Vocational Behavior》1978,13(1):54-62
The factor structure of 109 Occupational Reinforcer Patterns approximating the distribution of the employed labor force of the United States was investigated. These work-reinforcer systems, as perceived by almost 6000 raters, were found to be represented best by a three-factor solution. The factors were identified as a Self Reinforcement factor, an Environmental/Organizational reinforcement factor, and a Reinforcement via-Altruism factor. The factors were found to correspond to, respectively, the Achievement-Autonomy, Safety-Comfort, and Al-truism need factors of the Minnesota Importance Questionnaire. For these two measures utilized in the assessment of individual-environment correspondence, commensurate measurement—as required by person-environment fit theories—is possible. 相似文献
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The study's purpose was to determine whether a distinction can be made between individuals adopting an external locus of control as a defense and those adopting the orientation because it reflects their life experience. It was hypothesized that the two groups differ in the amount of personal responsibility they accept for task outcomes. Internals and externals were identified and then further designated as high or low in action taking. Among externals, a high action-taking score implied defensiveness. Subjects randomly received either success or failure feedback on a presumed task of interpersonal sensitivity. Defensive externals varied their causal attributions as a function of outcome, whereas nondefensive externals did not (p < .05). The distinction between defensive and nondefensive external control was thus supported. 相似文献
117.
The reliability of the Matching Familiar Figures Test with impulsive learning disabled boys was investigated. 20 children were tested in two sessions separated by a 2-mo. period. Significant correlations for response time and errors scores indicated a high level of stability over time. Educational implications were discussed. 相似文献
118.
Kathleen J. Marshall Ph.D. John W. Lloyd Ph.D. Daniel P. Hallahan Ph.D. 《Journal of Behavioral Education》1993,3(4):445-459
We examined the effects of teaching children to monitor and record their attending behavior accurately. On the basis of their low levels of attention to task and agreement with an observer about their attending, we selected four students from a class of 11, all of whom were practicing self-recording. The classroom teacher trained the students to make their judgments about their attention to task correspond with hers. The accuracy training, which was applied according to a multiple baseline (across subjects) design, produced salutary increases in levels of attention to task. But changes in accuracy of the students' self-recording were small and unstable. Although the procedures used in this study produced high levels of reactivity, they do not support the position that accuracy in self-monitoring is required for reactivity. 相似文献
119.
We discuss topics related to a theoretical analysis of self-management, including theories of self-management, self-reinforcement and self-management, antecedent stimuli for self-management, teaching of self-management behaviors, and applications of self-management. Our analysis indicates that self-management's roots in behavioral explanations of phenomena are solid, but that there are important issues yet to be examined in developing a thorough understanding of self-management. We argue that self-management behaviors almost certainly must be examined in relation to the contexts in which they occur and the consequences that they produce. 相似文献
120.
The heights of female and male corporate employees in management and nonmanagement positions were evaluated in two studies in order to determine if there were height differences between the two groups, and if there were any gender × job status (management or nonmanagement) interactions with respect to height. Two studies were conducted having 201 and 200 subjects respectively. Both studies used a two-factor (gender × job status) factorial design and both studies showed that managerial (high status) employees were significantly (p.006) taller than those occupying nonmanagement positions, regardless of gender. Possible reasons for the overall phenomenon of taller individuals occupying higher status positions are discussed.The authors wish to thank Susan L. Bertone, Sharon McClelland, and Earl Munch for their assistance with this research project. Part of the information contained in this article was presented at the 1989 annual convention of the Eastern Communication Association in Ocean City, Maryland. 相似文献