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This study examined the influence of social identity and the intimacy of relationships on uncertainty reduction processes in interethnic relationships. Data from two samples (Hispanics in the Midwest and Caucasians in the Southwest) were used to test hypotheses derived from social identity theory (e.g., Tajfel & Turner, 1979) and theories of relationship development (e.g., Altman & Taylor, 1973). Results for both samples revealed that social identity has a significant positive effect on uncertainty reduction processes. This effect, however, was moderated by prototypicality; that is, it occurred in relationships where the partner was viewed as “typical,” but not in relationships where the partner was viewed as “atypical.” When controlling for the partner's ethnicity in the Caucasian analysis, social identity had a significant effect on communication with black partners, but not with Mexican-American partners. This finding was explained by status characteristic theory (e.g., Berger & Zelditch, 1985). The intimacy of interethnic relationship also accounted for a significant portion of the variance. The effect for intimacy was manifested in relationships where the partner was viewed as typical, as well as when the partner was viewed as atypical. The results are consistent with social identity theory and recent work linking it with uncertainty reduction theory, as well as with theories of relationship development. 相似文献
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The purpose of this study is to investigate potential outcomes for unions involved in joint union-management QWL efforts. Subjects (rank-and-file union members) from three different QWL efforts within one organization were identified and measured at two points in time to determine what impact a joint QWL effort would have on their perceptions of the union. Results indicate that after QWL involvement, participants perceive a higher level of union influence in job areas where unions have not traditionally been involved (i.e., implementing technological changes, helping improve service to customers). In traditional job areas (i.e., scheduling shift changes and vacations) an interaction between the perception of QWL success and union influence was noted. The findings also indicated a desire by the "silent majority" of union members to become involved in QWL efforts. Finally, the present research suggests that after QWL involvement, a majority of the rank-and-file members who perceived QWL as successful gave equal credit for the success to both union and management. The rank-and-file members who perceived QWL as unsuccessful tended to blame management for the lack of success. Implications of these findings and the need for more research in this area are discussed. 相似文献
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ROBERT D. COSTIGAN RICHARD C. INSINGA J. JASON BERMAN GRAZYNA KRANAS VLADIMIR A. KURESHOV 《Journal of applied social psychology》2012,42(5):1123-1142
In this study, employees' affect‐based trust of their supervisor was used as the main predictor of turnover intention. It is hypothesized that affect‐based trust has a curvilinear U‐shaped relationship with turnover intention. The sample consisted of U.S., Polish, Russian, and Turkish participants, all with work experience. Regression results indicated that only the responses of the Russian sample supported the hypothesis, suggesting that Russian participants with either weak or strong affect‐based trust of the supervisor had higher intentions to the leave the organization. The Turkish, Polish, and U.S. results showed a negative linear relationship between affect‐based trust and turnover intention. 相似文献
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