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Discrimination learning was investigated in patients with moderate to severe Alzheimer-type dementia (AD), comparing their performance with age-matched controls. Four AD patients were trained to criterion on identity matching and then shifted to the same task with novel stimuli. The AD patients showed no savings in learning to match novel stimuli, whereas a comparative group of four control subjects rapidly learned the novel matching discrimination, maintaining criterion performance on the transfer test. A second group of four patients was initially trained on oddity, taking a similar number of trials to reach criterion as the matching group. When these patients were subsequently shifted to the matching task with novel stimuli, they performed substantially worse than the first group of patients who had learned the matching task in the first stage. The lack of positive transfer in the shift between matching to matching suggests that the AD patients solved the identity-matching task on the basis of stimulus-response associations rather than a rule. The presence of negative transfer after shifting from oddity to matching may be explained by a pre-disposition to respond to a novel stimulus that is carried over into the matching task, but this warrants further investigation, as indicated in the discussion.  相似文献   
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Introduction: Research on medical students has shown they are at a higher risk for burnout and that this burnout may become more prevalent as they advance in medical school. The literature, thus far, has not explored the construct of ,emotional empathy and whether this can impact burnout in medical students. Objective: To understand the relationship between empathy (Empathic Concern [EC] and Personal Distress [PD]) and burnout in medical students. Method: Five successive classes of medical students enrolled at a new medical school were given the Maslach Burnout Inventory and Davis’ Interpersonal Reactivity Index over the course of three successive years (n = 353). Two dimensions of empathy were evaluated to determine if they have an impact on three dimensions of burnout (Emotional Exhaustion/EE, Depersonalization/DP, Personal Accomplishment/PA). Results: data was analyzed using a linear mixed model for each of the three components of burnout based on gender, age, year in medical school, and two types of empathy: EC, and PD. Conclusion: It was discovered that students with high levels of EC had statistically lower scores of burnout over time while students with high levels of PD empathy showed statistically higher scores of burnout over three years. Implications for these findings are discussed.  相似文献   
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Background: Anxiety and depression have been linked to repetitive negative self-regulation styles in the form of worry and rumination respectively. Following predictions of the metacognitive model [Wells, A., & Matthews, G. (1994). Attention and emotion: A clinical perspective. Hove: Erlbaum], the current study compared the effect on recovery from stress of three strategies: worry, rumination, and distraction using a stress exposure paradigm. It was predicted that worry and/or rumination would be associated with delayed recovery on physiological and/or self-report indices when compared to distraction.

Method: Fifty-four participants were randomly assigned to one of the self-regulation conditions and then completed a modified version of the Trier Social Stress Test [TSST; Kirschbaum, C., Pirke, K. M., & Hellhammer, D. H. (1993). The “TSST” – A tool for investigating psychobiological stress responses in a laboratory setting. Neuropsychobiology, 28, 76–81. doi:10.1159/000119004]. Skin conductance and negative affect (NA) measurements were obtained at six different time points.

Results: Skin conductance indicated a prolonged recovery in the rumination condition when compared with the distraction condition. Individuals in the worry condition reported an immediate-delayed recovery from stress marked by higher NA scores in comparison to the distraction condition.

Conclusions: These findings may provide important insights into the effects of different forms of repetitive negative thinking on physiological and psychological recovery from stress. The different response patterns observed are discussed within the context of the metacognitive model.  相似文献   

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Comparing datasets, that is, sets of numbers in context, is a critical skill in higher order cognition. Although much is known about how people compare single numbers, little is known about how number sets are represented and compared. We investigated how subjects compared datasets that varied in their statistical properties, including ratio of means, coefficient of variation, and number of observations, by measuring eye fixations, accuracy, and confidence when assessing differences between number sets. Results indicated that participants implicitly create and compare approximate summary values that include information about mean and variance, with no evidence of explicit calculation. Accuracy and confidence increased, while the number of fixations decreased as sets became more distinct (i.e., as mean ratios increase and variance decreases), demonstrating that the statistical properties of datasets were highly related to comparisons. The discussion includes a model proposing how reasoners summarize and compare datasets within the architecture for approximate number representation.  相似文献   
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Purpose

This study tested competing predictions about the impact of nepotistic hiring on perceptions of nepotism beneficiaries, focusing specifically on the performance attributions made about nepotism hires. Of particular interest is how the qualifications of the family member compared to other applicants impacts perceptions of the nepotism hire.

Methodology

Two experimental studies, using scenarios that simulated the hiring process, were conducted. Participants reviewed materials describing the hiring process for a manager and then completed a questionnaire assessing their perceptions of the person hired.

Findings

Results showed that successful performance of nepotism beneficiaries was attributed more to political skills and relationships with upper management and less to ability and effort than was the case for non-beneficiaries and that they were perceived as less competent and as having fewer characteristics of successful managers. These negative perceptions occurred regardless of the family member’s qualifications.

Implications

This study contributes to our understanding of nepotistic hiring practices. More negative performance attributions and perceptions of competence for nepotism beneficiaries may hinder their effectiveness on the job. Knowledge gained from this study may help businesses who want to hire family members of current employees to manage this process more effectively.

Originality/Value

This is one of the first studies to examine the consequences of nepotistic hiring for nepotism beneficiaries and the first study to examine how nepotistic hiring effects the performance attributions made about nepotism beneficiaries. It is also the only study to empirically examine how the qualifications of the nepotism beneficiary influence others’ reactions to them.
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