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161.
Two studies investigated the psychometric properties of a self-report measure of commonly recognized forms of aggression (FOA) that could be used to efficiently gather aggression data in large samples. EFA and CFA in Study 1 suggested that a five-factor model (Physical, Property, Verbal, Relational, and Passive-Rational) best represented the data across high school and college students. However, factor analyses in Study 2 using an ethnically diverse university sample revealed a four-factor solution (combining Physical and Property items). As a confirmation of the construct validity of FOA, physical and property aggression were lower, and verbal and passive-rational aggression were higher in college versus high school students. Gender differences were observed across FOA subscales, except relational aggression. FOA subscales correlated as expected with other anger and personality scales. Overall, the data revealed adequate psychometric properties for the FOA and suggest that current category distinctions (e.g., direct-indirect) may not adequately account for different forms of aggression. Researchers may want to reevaluate these categories. 相似文献
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Three studies examined the development of category-based induction using an induction then recognition (ITR) procedure in which participants make category-based predictions about study items and are then given a surprise recognition test that requires discrimination between old and new category members. Exposure duration for study items was either self-paced (Experiment 1) or fixed for 5-year-olds and adults (Experiments 2a-b). Adults always showed a decrement in recognition performance following induction. Children showed the same decrement when exposure duration was equated across age groups. These results show that both young children and adults spontaneously access category-level information during induction. When study exposure time is self-paced, however, children may process additional, noncategorical aspects of study stimuli. (PsycINFO Database Record (c) 2008 APA, all rights reserved). 相似文献
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Beth D. Kennard Sunita M. Stewart Rebecca Olvera Roger E. Bawdon Ann O hAilin Charles P. Lewis Naomi J. Winick 《Journal of clinical psychology in medical settings》2004,11(1):31-39
Published nonadherence rates in the adolescent oncology population range from 33 to 60% though little is known about the psychological factors that contribute to adherence and the relationship between outcome and nonadherence. Our study was designed to investigate psychological and family factors related to adherence and the relationship between adherence and survival in this population. We evaluated 44 (27 males, 17 females) patients with cancer (13–17 years) who were at least 6-months postdiagnosis. Adherence with trimethoprim/sulfamethoxazole (TMP/SMX) was determined at one point in time, using serum assay. Twelve of the patients (27%) had no detectable TMP/SMX. Patients without detectable drug had higher levels of depression, lower self-esteem, and higher levels of parent–child incongruence. Survival rates, 6 years after the initiation of the study, were lower in the group of participants categorized as nonadherent. These findings, if confirmed, have implications for the management of nonadherence and mood in this population. 相似文献
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This paper offers an explanation of how collaboration leads to abstract and flexible problem solving. We asked the individual and paired subjects to indicate 3/4 of 2/3 of the area of a square sheet of paper and found that (1) they primarily folded or partitioned the paper rather than algorithmically calculating the answer, (2) they strongly tendened to backtrack and confirm their proto‐plans on externalized traces such as creases on the paper, and (3) only the paired subjects shifted to the mathematical strategy in their second trials. Based on these results, we propose that two factors, individuals' activeness in choosing and confirming the initial strategies and the frequent role exchange between task‐doing and monitoring in collaborative situations, interact in collaboration to generate various solutions differing in the degree of abstraction, which are then reflected upon by the participants to lead them to abstraction. 相似文献
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Ayelet Erez Ed Sleebos Mario Mikulincer Marinus H. Van Ijzendoorn Naomi Ellemers Pieter M. Kroonenberg 《European journal of social psychology》2009,39(5):734-746
The current study examines attachment‐style differences in responses to inductions of group respect and disrespect. Participants completed a scale assessing attachment anxiety and avoidance, performed group tasks, and received high, average, or low respect feedback from group members. Then we assessed commitment to this group, actual effort expenditure on behalf of the group, and money donation to the group. For participants scoring relatively high on attachment anxiety, high group respect heightened group commitment and effort expenditure on behalf of the group, whereas group disrespect led to lower group commitment but to more money donation to the group and higher effort expenditure. Participants who scored relatively low on attachment anxiety were not significantly affected by group respect or disrespect. The implications of attachment theory for group dynamics were discussed. Copyright © 2008 John Wiley & Sons, Ltd. 相似文献
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Wiebren S. Jansen Charlotte Kröger Jojanneke Van der Toorn Naomi Ellemers 《Journal of applied social psychology》2021,51(7):746-759
Many organizations have diversity statements in place in which they publicly declare their appreciation of and commitment to workforce diversity. These statements can either contain moral motives (e.g., “diversity reduces social inequalities”), business motives (e.g., “diversity enhances innovation”), or a combination of moral and business motives. In a desk study involving 182 Dutch organizations, we found that (a) private sector organizations more often than public sector organizations communicate business motives, (b) that public and private sector organizations are equally likely to communicate moral motives, and (c) that public sector organizations more frequently than private sector organizations communicate a combination of moral and business motives. Next, we used an experimental design to examine the causal influence of communicating different diversity motives on organizations' employment image (i.e., perceptions of organizational morality, competence, and attractiveness) among prospective employees (n = 393). Here, we used a scenario in which a healthcare organization was portrayed as either a public or a private sector organization and communicated either only moral motives, only business motives or a combination of moral and business motives for diversity. We found that for a public sector organization communicating moral instead of business motives for valuing diversity induced a more favorable employment image. For a private sector organization, there were no differences in employment image depending on the motive communicated. Together, these two studies shed new light on the role of diversity motives in establishing a positive employment image. 相似文献