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We compared negative and positive ads in the context of a fictitious election. Participants read a strong or weak message supporting one candidate (positive ad) or derogating the opposition candidate (negative ad). The strong positive message had a greater impact on attitudes toward the candidates than the weak positive message, but message strength had no significant effect for negative messages, suggesting that positive messages are centrally processed, and negative messages serve mainly as peripheral cues. Accordingly, a strong positive message was more effective than a weak positive message, but a weak positive message was less effective than a weak negative message. We conclude that negative political ads are advisable only when candidates cannot provide strong arguments to support their candidacy. 相似文献
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IBRAHIM ISMAIL ANDY MARTENS MARK J. LANDAU JEFF GREENBERG DAVID R. WEISE 《Journal of applied social psychology》2012,42(3):735-750
The naturalistic fallacy is the erroneous belief that what is natural is morally acceptable. Two studies assessed whether people commit the naturalistic fallacy by testing whether genetic explanations for killing and male promiscuity, as compared to experiential explanations (i.e., learning/“nurture” explanations) increase acceptance of these behaviors. In Study 1, participants who read a genetic explanation for why people kill bugs viewed bug killing as more morally acceptable than participants who read an experiential explanation, although they did not reliably kill more bugs. In Study 2, men who read a genetic explanation for why men are more promiscuous than women reported decreased interest in long‐term romantic commitment compared with men who read experiential explanations and women who read either explanation. 相似文献
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TEAMS' FEMALE REPRESENTATION AND PERCEIVED POTENCY AS INPUTS TO TEAM OUTCOMES IN A PREDOMINANTLY MALE FIELD SETTING 总被引:1,自引:0,他引:1
ROBERT R. HIRSCHFELD MARK H. JORDAN HUBERT S. FEILD WILLIAM F. GILES ACHILLES A. ARMENAKIS 《Personnel Psychology》2005,58(4):893-924
We developed a team-level temporal model and tested it with data from 92 newly formed teams in a naturalistic military setting where females were a distinct minority in all teams. Contrary to what is posited by theory on customary perceptions of females' capabilities and gender-role congruence, a higher female proportion within teams did not adversely influence teams' early perceived potency, later social cohesion, or observers' assessments of teamwork. Consistent with theory regarding gender and abilities, however, a higher female proportion within teams contributed to better team problem solving but led to slightly worse team results on physically demanding tasks. In addition, teams' early perceived potency contributed positively to early task proficiency and later social cohesion. Furthermore, teams' social cohesion contributed positively to externally observed teamwork while controlling for task proficiency. We discuss implications of these findings for theory and practice. 相似文献
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With increasing recognition of the health and psychosocial challenges in developing countries, more research in these countries is essential. Research collaborations between wealthier and less wealthy countries are, however, complex. A partnership model has been proposed which emphasizes the importance of mutually respectful and beneficial relationships in international research. Using an example of a mother‐infant intervention project in South Africa we describe the elements of an equitable partnership model of research. An issue which has been overlooked, however, is the reality of power differentials within the poorer countries themselves. We show that there are many intersecting levels of relationships within intercountry research, and suggest that power dynamics within countries deserves equal attention as international issues. Based on our experiences, we present some tentative guidelines for international research which builds long‐term capacity and recognizes the importance of multiple levels of analysis and interaction. 相似文献
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The question of whether U.S. employment discrimination laws apply to international employers is complex and involves multiple sources of legal authority including U.S. statutes, international treaties, and the laws of non-American host countries. This article provides detailed and simplifying guidance to assist employers in working through that complexity. Based on an examination of 98 federal courts cases, this article identifies and explains 8 general guidelines for determining when U.S. laws apply to international employers (e.g., U.S. employees working abroad or "foreign" employees working in the United States). These guidelines are incorporated into an organizing framework or "decision tree" that leads employers through the various decisions that must be made to determine whether U.S. discrimination laws apply in a wide range of international employment situations. Guidance for industrial and organizational (I-O) psychologists who advise international employers is provided and summarized in terms of general recommendations and conclusions. 相似文献