首页 | 本学科首页   官方微博 | 高级检索  
文章检索
  按 检索   检索词:      
出版年份:   被引次数:   他引次数: 提示:输入*表示无穷大
  收费全文   110篇
  免费   0篇
  110篇
  2024年   1篇
  2018年   1篇
  2017年   1篇
  2016年   2篇
  2014年   2篇
  2013年   19篇
  2012年   4篇
  2011年   2篇
  2010年   2篇
  2009年   7篇
  2008年   3篇
  2007年   1篇
  2006年   3篇
  2005年   2篇
  2004年   1篇
  2003年   1篇
  2002年   3篇
  2001年   1篇
  2000年   1篇
  1999年   2篇
  1997年   4篇
  1996年   1篇
  1995年   3篇
  1994年   1篇
  1991年   2篇
  1989年   2篇
  1987年   1篇
  1986年   2篇
  1985年   1篇
  1984年   1篇
  1983年   2篇
  1982年   2篇
  1981年   1篇
  1980年   4篇
  1979年   2篇
  1975年   3篇
  1973年   1篇
  1972年   1篇
  1969年   2篇
  1968年   2篇
  1967年   1篇
  1966年   1篇
  1962年   3篇
  1961年   1篇
  1959年   1篇
  1957年   1篇
  1956年   1篇
  1954年   1篇
  1951年   1篇
  1948年   2篇
排序方式: 共有110条查询结果,搜索用时 0 毫秒
41.
  总被引:3,自引:0,他引:3  
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   
42.
    
In this essay, I assess Marilyn McCord Adams's important and provocative incarnation-centered approach to the problem of evil. In particular, I examine the central theological components of her approach: her novel but also problematic conceptions of creation, sin, redemption, grace, and eschatological consummation. My further goal is to use my critical analysis of Adams's approach in order to begin to articulate and defend an alternative incarnation-centered approach, based on a more classically orthodox conception of divine defeat of evil, which is both immune to the criticisms I raise against Adams's approach and possesses a higher degree of explanatory power.  相似文献   
43.
    
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   
44.
  总被引:1,自引:0,他引:1  
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   
45.
  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   
46.
Measures of rate of change and of rate of rate of change are developed for application to physiological and psychological data. Examples are given of the use of these measures with heart-rate data for comparisons within and between subjects. It is shown that the measures provide information over and above that offered by means and variances, and that the measures appropriately reflect the impact of external variables.  相似文献   
47.
48.
49.
50.
设为首页 | 免责声明 | 关于勤云 | 加入收藏

Copyright©北京勤云科技发展有限公司  京ICP备09084417号