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71.
Measurement invariance,factor analysis and factorial invariance 总被引:31,自引:0,他引:31
William Meredith 《Psychometrika》1993,58(4):525-543
Several concepts are introduced and defined: measurement invariance, structural bias, weak measurement invariance, strong factorial invariance, and strict factorial invariance. It is shown that factorial invariance has implications for (weak) measurement invariance. Definitions of fairness in employment/admissions testing and salary equity are provided and it is argued that strict factorial invariance is required for fairness/equity to exist. Implications for item and test bias are developed and it is argued that item or test bias probably depends on the existence of latent variables that are irrelevant to the primary goal of test constructers.Presidential address delivered at the Annual Meeting of the Psychometric Society in Berkeley, California, June 18–20, 1993. 相似文献
72.
Anne Meredith 《British Journal of Guidance & Counselling》1993,21(1):95-105
A case-study is used to show how an eclectic approach towards counselling can be helpful in the integration of a child with special educational needs into a mainstream secondary school. The value of a problem-solving model which focuses on personal agency and self-help skills is demonstrated. In particular, the effectiveness of goal setting, feedback and modelling to change perceptions, increase self-responsibility and change behaviour is emphasised. Limitations of the school context, particularly the attitudes of some staff, on the effectiveness of the approach are outlined. It is concluded that comprehensive counselling, whilst taking the needs of the majority as a starting point, is equally a means of enabling those with 'special' needs to achieve true integration. 相似文献
73.
Pfeifer JH Rubble DN Bachman MA Alvarez JM Cameron JA Fuligni AJ 《Developmental psychology》2007,43(2):496-507
Ethnic and American identity, as well as positivity and negativity toward multiple social groups, were assessed in 392 children attending 2nd or 4th grade in various New York City neighborhoods. Children from 5 ethnic groups were recruited, including White and Black Americans, as well as recent immigrants from China, the Dominican Republic, and the former Soviet Union. For ethnic minority children, greater positivity bias (evaluating one's ingroup more positively than outgroups) was predicted by immigrant status and ethnic identity, whereas negativity bias (evaluating outgroups more negatively than one's ingroup) was associated with increased age, immigrant status, and (among 4th graders only) ethnic identity. In addition, a more central American identity was associated with less intergroup bias among ethnic minority children. 相似文献
74.
Meredith M. Hughes Jared A. Linck Anita R. Bowles Joel T. Koeth Michael F. Bunting 《Behavior research methods》2014,46(3):702-721
In the task-switching paradigm, the latency switch-cost score—the difference in mean reaction time between switch and nonswitch trials—is the traditional measure of task-switching ability. However, this score does not reflect accuracy, where switch costs may also emerge. In two experiments that varied in response deadlines (unlimited vs. limited time), we evaluated the measurement properties of two traditional switch-cost scoring methods (the latency switch-cost score and the accuracy switch-cost score) and three alternatives (a rate residual score, a bin score, and an inverse efficiency score). Scores from the rate residual, bin score, and inverse efficiency methods had comparable reliability for latency switch-cost scores without response deadlines but were more reliable than latency switch-cost scores when higher error rates were induced with a response deadline. All three alternative scoring methods appropriately accounted for differences in accuracy switch costs when higher error rates were induced, whereas pure latency switch-cost scores did not. Critically, only the rate residual and bin score methods were more valid indicators of task-switching ability; they demonstrated stronger relationships with performance on an independent measure of executive functioning (the antisaccade analogue task), and they allowed the detection of larger effect sizes when examining within-task congruency effects. All of the three alternative scoring methods provide researchers with a better measure of task-switching ability than do traditional scoring methods, because they each simultaneously account for latency and accuracy costs. Overall, the three alternative scoring methods were all superior to the traditional latency switch-cost scoring method, but the strongest methods were the rate residual and bin score methods. 相似文献
75.
76.
Elan Barenholtz David J. Lewkowicz Meredith Davidson Lauren Mavica 《Psychonomic bulletin & review》2014,21(5):1346-1352
Learning about objects often requires making arbitrary associations among multisensory properties, such as the taste and appearance of a food or the face and voice of a person. However, the multisensory properties of individual objects usually are statistically constrained, such that some properties are more likely to co-occur than others, on the basis of their category. For example, male faces are more likely to co-occur with characteristically male voices than with female voices. Here, we report evidence that these natural multisensory statistics play a critical role in the learning of novel, arbitrary associative pairs. In Experiment 1, we found that learning of pairs consisting of human voices and gender-congruent faces was superior to learning of pairs consisting of human voices and gender-incongruent faces or of pairs consisting of human voices and pictures of inanimate objects (plants and rocks). In Experiment 2, we found that this “categorical congruency” advantage extended to nonhuman stimuli, as well—namely, to pairs of class-congruent animal pictures and vocalizations (e.g., dogs and barks) versus class-incongruent pairs (e.g., dogs and bird chirps). These findings suggest that associating multisensory properties that are statistically consistent with the various objects that we encounter in our daily lives is a privileged form of learning. 相似文献
77.
78.
Chris M. Coombe P. Paul Chandanabhumma Prachi Bhardwaj Barbara L. Brush Ella Greene-Moton Megan Jensen Laurie Lachance S.Y. Daniel Lee Melanie Meisenheimer Meredith Minkler Michael Muhammad Angela G. Reyes Zachary Rowe Eliza Wilson-Powers Barbara A. Israel 《American journal of community psychology》2020,66(3-4):427-438
79.
David P. Costanza Nikki Blacksmith Meredith R. Coats Jamie B. Severt Arwen H. DeCostanza 《Journal of business and psychology》2016,31(3):361-381
Purpose
Organizational culture is a critical resource for organizations to adapt to dynamic environments and to survive in the long term. Unfortunately, a lack of clarity exists in the conceptualization of adaptive cultures and little empirical research investigates its impact on survival. Therefore, the purpose of the present study was twofold: (1) to identify, define, and develop a measure of adaptive organizational culture and (2) to demonstrate the effect of adaptive culture on organizational survival.Design/Methodology/Approach
An adaptive culture rating scale was developed based on a review of the existing literature. Ninety-five organizations founded prior to 1940 were rated on nine characteristics of adaptive culture. Ratings were used to predict likelihood to survive using a Cox regression with proportional hazards survival analysis.Findings
Exploratory factor analysis revealed two broad factors of adaptive culture, values toward change and action-orientation. Findings indicate organizations with adaptive cultures were more likely to survive.Implications
The present effort provided evidence that culture can serve as an adaptive mechanism with effects spanning decades. Leaders should focus on establishing adaptive cultural norms and values in order to increase chances of surviving.Originality/Value
This is one of the first historiometric studies to develop and utilize a measure of adaptive culture. Further, this study looked at the impact of adaptive culture on long-term organizational outcomes using survival analysis, a statistical technique not often employed in the organizational literature.80.
Kelley J. Robinson Selina Mayer Ashley Batts Allen Meredith Terry Ashley Chilton Mark R. Leary 《Self and identity》2016,15(5):505-524
Although self-compassion is associated with positive emotions, resilience, and well-being, some people resist recommendations to treat themselves with kindness and compassion. This study investigated how people’s personal values and evaluations of self-compassionate behaviors relate to their level of self-compassion. After completing measures of trait self-compassion and values, participants rated how they would view themselves after behaving in a self-compassionate and self-critical way. Overall, participants associated self-compassion with positive attributes that connote emotional well-being, yet only those who were low in trait self-compassion associated self-compassionate responding with negative attributes that involve low motivation, self-indulgence, low conscientiousness, and poor performance. Participants’ endorsement of basic values was not meaningfully related to their evaluations of self-compassionate vs. self-critical behaviors or to self-compassion scores. We propose that self-compassion might operate as an instrumental value insofar as those high vs. low in self-compassion differ in their beliefs about whether self-compassion affects performance-related outcomes positively or negatively. 相似文献