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911.
The Self-Identity Inventory (SII) was developed using the Optimal Theory Applied to Identity Development (OTAID) model. A sample of 325 culturally diverse respondents completed the SII, the Tolerance Scale from the California Psychological Inventory, the Belief Systems Analysis Scale, and the Social Desirability and Infrequency Scales. Through confirmatory factor analysis, goodness-of-fit, and social desirability/item infrequency measures, SII items were analyzed, resulting in a 6-scale, 71-item inventory. Internal consistency for the scales ranged from .72 to .90. Test-retest reliability ranged from .72 to .92. Correlations with external construct validity measures supported predictions. Interscale correlations and other statistical tests primarily supported the OTAID model. Implications for therapy and future research are suggested. 相似文献
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Paul H. P. Hanel;Hamdullah Tunç;Divija Bhasin;Lukas F. Litzellachner;Gregory R. Maio; 《Journal of personality》2024,92(4):1037-1049
We investigate for the first time in a 9-day diary study whether fulfilling one’s values predicts well-being or whether well-being predicts value fulfillment over time. 相似文献
917.
Dan P. McAdams;Ananya Mayukha; 《Journal of personality》2024,92(3):666-682
We aim to identify the major ideas and trends in the study of morality within personality psychology over the past 100 years. 相似文献
918.
Amy N. Yates Jacqueline G. Cavazos Géraldine Jeckeln Ying Hu Eilidh Noyes Carina A. Hahn Alice J. O'Toole P. Jonathon Phillips 《Applied cognitive psychology》2024,38(6):e70002
Forensic facial professionals have been shown in previous studies to identify people from frontal face images more accurately than untrained participants when given 30 s per face pair. We tested whether this superiority holds in more challenging conditions. Two groups of forensic facial professionals (examiners, reviewers) and untrained participants were tested in three lab-based tasks: other-race face identification, disguised face identification, and face memory. For other-race face identification, on same-race faces, examiners were superior to controls; on different-race identification, examiners and controls performed comparably. Examiners were superior to controls for impersonation disguise, but not consistently superior for evasion disguise. Examiners' performance on the Cambridge Face Memory Test (CFMT+) was marginally better than reviewers and controls. We conclude that under laboratory-style conditions, professional examiners' identification superiority does not generalize completely to other-race and disguised faces. Future work should administer other-race and disguise face identification tests that allow forensic professionals to follow methods and procedures they typically use in casework. 相似文献
919.
David Holman;Maximiliano Escaffi-Schwarz;Cristian A. Vasquez;Julien P. Irmer;Dieter Zapf; 《Journal of Occupational & Organizational Psychology》2024,97(1):47-73
Job crafting refers to the self-initiated work behaviours employees use to change their job characteristics. According to job design theory, these crafting-induced changes in job characteristics should impact employee outcomes. Job characteristics can therefore be proposed as a key mechanism through which job crafting affects employee outcomes and we present cross-sectional meta-analytic structural equation modelling of this key mechanism (K = 58 independent samples, N = 20,347 employees). Results show significant indirect effects between task resource crafting and employee outcomes (well-being and positive job attitudes) via task resources, and significant indirect effects between social job crafting and employee outcomes (well-being and positive job attitudes) via social resources. Results also indicated that challenge and hindrance demand crafting increase job strain via increases in job demand. Overall, our findings indicate that job characteristics are an important job crafting mechanism, that employees may have difficulty in crafting job demands in ways that produce beneficial outcomes, and that future research needs to consider simultaneously the range of mechanisms through which job crafting affects outcomes. 相似文献
920.
Marina M. Doucerain;Anna Medvetskaya;Sarah Benkirane;Léa Bragoli-Barzan;Jean-Philippe Gouin; 《European journal of social psychology》2024,54(4):971-988
This work focuses on migrants’ ‘other-cultures’ intergroup contact – contact with individuals belonging to neither their heritage ingroup nor the mainstream outgroup. We test the overarching hypothesis that other-cultures contact is positively associated with mainstream acculturation, especially when contact in the mainstream group is scarce. Study 1 results show that frequent other-cultures contact is positively associated with mainstream identification among Maghrebi migrants to Quebec. This effect is stronger for participants with infrequent, versus frequent, mainstream contact. In Study 2, conducted among Russian migrants to Canada, having more other-cultures friends is positively related to mainstream acculturation only for participants with few mainstream friends. Further, the entry of other-cultures friends into migrants’ network takes place later than heritage friends but earlier than mainstream friends. The current work expands the traditional mainstream–heritage acculturation framework by moving away from binary conceptualizations of intergroup relations and considering other-cultures contact in superdiverse contexts. 相似文献