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THE INTERNATIONAL ASSIGNEE: THE RELATIVE IMPORTANCE OF FACTORS PERCEIVED TO CONTRIBUTE TO SUCCESS 总被引:3,自引:0,他引:3
The present study sought to empirically identify what factors are important for international assignee perceived success along with their relative importance. Subjects were 338 international assignees from diverse countries (nationality) and organizations, assigned to diverse countries, and performing diverse jobs. Five factors were identified and in a descending order of importance, these were Family Situation, Flexibility/Adaptability, Job Knowledge and Motivation, Relational Skills, and Extra-Cultural Openness. Although importance ratings were not influenced by job type (managerial/nonmanagerial status), they were influenced by organizational type. In general, the pattern of importance ratings for service organization international assignees was different from those of international assignees from other organizational types. Furthermore, service organization international assignees ascribed more importance to relational and psycho-social factors. The perceived relative importance of psycho-social factors reported by the study's participants tends to suggest that more attention should be paid to these factors in the selection and training of international assignees. 相似文献
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Although much professional and managerial hiring involves experienced workers, previous recruitment research has focused almost exclusively on new college graduates. To remedy this imbalance, 251 staffing professionals were surveyed concerning experienced-versus-college hiring practices in their organizations. Results suggest that a majority of positions requiring a college degree are filled with experienced workers. Experienced hires are evaluated more highly than new graduates on most characteristics (understanding business, knowledge of competition, realistic expectations, technical skills, interpersonal skills, writing skills, work ethic, likelihood of success, personal ethics), although new graduates are evaluated more highly on open-mindedness and willingness and ability to learn new things. Higher proportions of experienced hiring are associated with organizational growth, short-term staffing strategies, older workforces, and less dynamic business environments. Perceived success of experienced hiring is associated with greater use of effective recruitment sources, older workforces, and more competitive salary offers. 相似文献
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The new Uniform Guidelines on Employee Selection Procedures are considered in a context of university employment decisions. The use of student evaluations as valid criteria for faculty personnel decisions such as hiring, retention, tenure, promotion, or salary increases is examined. Standards of validity contained in the Guidelines are probably not being met with regard to most student rating forms currently used. Recommendations are made regarding use of student and administrators' ratings as criteria for personnel decisions. The need for studies on contaminating sources of variance in ratings is emphasized. 相似文献
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Most of the research concerned with the illusory correlation is modeled after the seminal work of D. L. Hamilton and R. K. Gifford (1976). However, S. A. Haslam and C. McGarty (1994) have voiced concerns over the dependent measures used within this paradigm. Therefore, in this study, the authors tested a new dependent variable that has high face validity. This measure was modeled after the work of J. R. McGahan and R. Wight (1989) and consisted of a set of propositional statements representing either the illusory correlation, the contingency opposite the illusory correlation, or the noncontingency. A second purpose of this study was to validate other studies that have used dependent measures modeled after the work of J. R. McGahan and R. Wight (1989). Demonstrating that this measure can be used to detect a well-documented phenomenon (i.e., the illusory correlation) would strengthen the results and conclusions from other studies. To this end, results from 2 experiments indicate that this measure does provide a valid alternative to those measures that are commonly used in illusory correlation studies. The results thereby give credence to other studies that have used similar dependent measures. 相似文献
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In a complete between-subjects design, 576 respondents judged covariations of problems framed around height, weight, and body fat. A verbal measure was used, consisting of propositional statements representing relationships between two of the variables, as well as two types of response options: true or false, and a 7-point, bipolar, Likert-type scale. Consistent with previous findings, weight and body fat were unambiguously judged as if positively correlated; there were indications of a perceived negative correlation of height and body fat; and there was no evidence that participants regarded height and weight as positively correlated. Furthermore, there was no reliable evidence in support of framing effects. However, there were indications of influence for conditional format. These findings are discussed relative to previous and ongoing research efforts, and it is concluded that it may be inappropriate to regard variations in conditional format as parallel items. Measures involving all possible variations are considered fundamentally unbiased and consistent with I. Ajzen's (1988) principle of aggregation. 相似文献
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ANALYSIS OF WORK GROUP PRODUCTIVITY IN AN APPLIED SETTING: APPLICATION OF A TIME SERIES PANEL DESIGN
JOHN E. SAWYER WILLIAM R. LATHAM ROBERT D. PRITCHARD WINSTON R. BENNETT JR. 《Personnel Psychology》1999,52(4):927-967
We provide a demonstration of a time series panel analysis applied under typical field research conditions characterized by (a) a small number of groups (b) all of which experience an intervention (thus there is no traditional control group), and (c) perform noncomparable tasks. The time series techniques allow a direct test of Naylor, Pritchard, and Ilgen's (1980) theory of behavior in organizations applied to work group productivity in a large-scale study of work groups conducted by Pritchard and colleagues (1989). The responses of 5 work groups to priority scores for 37 indicators of productivity over 23 months were used to predict month-by-month changes in productivity for each of the 37 group products. The results show that group productivity improvements can be explained by feedback including priority scores derived from nonlinear contingency functions of the productivity indicators. Furthermore, groups differed in their response to priority feedback. Goal setting positively affected productivity gain consistently across work groups, after the effects of priority feedback and the interaction of work groups with priority feedback were accounted for. Implications for group performance strategies and appropriate applications of the time series panel analysis are discussed. 相似文献
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PERSONALITY AND COGNITIVE ABILITY AS PREDICTORS OF JOB SEARCH AMONG EMPLOYED MANAGERS 总被引:3,自引:0,他引:3
JOHN W. BOUDREAU WENDY R. BOSWELL TIMOTHY A JUDGE ROBERT D. BRETZ JR. 《Personnel Psychology》2001,54(1):25-50
Research on employee job search and separation traditionally focuses on situationally specific variables. Such variables may change with particular employment situations (e.g., job tenure, salary, perceived organizational success), they may be differentially relevant to work situations over time (e.g., education), or may reflect individual reactions to particular work situations (e.g., job satisfaction). More enduring individual characteristics, particularly personality and cognitive ability, may affect job search in consistent ways across different situations, but to date we have little empirical research on those effects. The present study extends traditional job search investigations by incorporating these two enduring individual characteristics–personality and cognitive ability. The value of these two enduring individual characteristics, in predicting job search, is then tested on a sample of U.S. executives. Cognitive ability as well as the personality dimensions of Agreeableness, Neuroticism, and Openness to Experience related positively to job search. These effects remained even in the presence of an array of situational factors previously shown to affect search. The relationship between Extroversion and job search became significant and positive in the presence of situational factors, particularly job satisfaction. Implications for future research and practice are discussed. 相似文献