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61.
MEAN RACIAL-ETHNIC DIFFERENCES IN EMPLOYEE SALES PERFORMANCE: THE MODERATING ROLE OF DIVERSITY CLIMATE 总被引:1,自引:0,他引:1
Using data from a sample of 6,130 workers employed in 743 stores of a large, U.S. retail organization, this study assessed whether diversity climate moderated mean racial-ethnic differences in employee sales performance. Findings indicated Whites exhibited significantly higher sales performance than Hispanics but not Blacks, as moderated by diversity climate. As hypothesized, racial-ethnic disparities disfavoring Blacks and Hispanics were largest in stores with less supportive diversity climates and smallest in stores with highly pro-diversity climates. Financial analysis of these interactions revealed sizable increments in sales per hour in response to effective diversity management, with strong organizational bottom-line implications. Limitations of the study and future research needs are noted. 相似文献
62.
UNEQUAL ATTENDANCE: THE RELATIONSHIPS BETWEEN RACE, ORGANIZATIONAL DIVERSITY CUES, AND ABSENTEEISM 总被引:1,自引:0,他引:1
DEREK R. AVERY PATRICK F. McKAY DAVID C. WILSON SCOTT TONIDANDEL 《Personnel Psychology》2007,60(4):875-902
Although prior evidence has demonstrated racial differences in employee absenteeism, no existing research explains this phenomenon. The present study examined the roles of 2 diversity cues related to workplace support—perceived organizational value of diversity and supervisor–subordinate racial/ethnic similarity—in explicating this demographic difference among 659 Black, White, and Hispanic employees of U.S. companies. Blacks reported significantly more absences than their White counterparts, but this difference was significantly more pronounced when employees believed their organizations placed little value on diversity. Moreover, in a form of expectancy violation, the Black–White difference was significant only when employees had racially similar supervisors (and thus would expect their companies to value diversity) and perceived that the organization placed little value on diversity. 相似文献
63.
MARK O. WILHELM PATRICK M. ROONEY EUGENE R. TEMPEL 《Journal for the scientific study of religion》2007,46(2):217-232
We present two patterns over time in religious giving, secular giving, and religious service attendance. The first pattern describes the prewar cohort (born 1924–1938) as they aged between middle adulthood (ages 35–49) and their senior years (ages 62–76). The second pattern compares the baby boom cohort (born 1951–1965) in middle adulthood to the middle adulthood of the prewar cohort. We present patterns for all families as well as separately for Catholic and Protestant families using data from three sources. The prewar cohort increased their religious giving and attendance as they aged, but—compared to the prewar cohort in middle adulthood—baby boomers give less than expected to religion and attend less. Baby boomer giving is noticeably less than expected and attendance noticeably lower among Catholic boomers, but less so among Protestant boomers. We argue that together these patterns are evidence that changes in religious giving reflect changes in religious involvement. 相似文献
64.
JOSEPH J. SHIELDS KIRK M. BROOME PETER J. DELANY BENNETT W. FLETCHER PATRICK M. FLYNN 《Journal for the scientific study of religion》2007,46(3):355-371
The relationship between personal religiousness and substance abuse treatment outcomes has emerged as an important issue in the public health arena. Using the “moral community” perspective, a conceptual framework developed by Stark, Kent, and Doyle (1982) to analyze the contextual effects of religion, we explore the degree to which religion influences two drug treatment outcome measures—critical retention and commitment to treatment. The data are derived from the Drug Abuse Treatment Outcome Studies (DATOS), a national study of 10,010 clients enrolled in 70 drug treatment programs. Three research questions were addressed: (1) What is the relationship between an individual's level of religiosity and retention in treatment and commitment to treatment? (2) How does the ecological context of treatment programs shape the individual‐level relationships? (3) To what extent are program practices and characteristics directly linked to outcome level? The findings are supportive of the literature that shows a weak to moderate relationship between religiosity and treatment outcomes. However, the findings did not show strong support for the “moral community” hypothesis. Although there was a wide variation in the size of the individual‐level religiosity–treatment correlations, the variation could not be conclusively attributed to the overall religious emphasis of the programs. The findings suggest that further research is needed in order to understand fully the role of religion in substance abuse treatment. 相似文献
65.
PATRICK SUPPES 《Midwest Studies In Philosophy》1984,9(1):151-168
In this article I examine five kinds of conflicting intuitions about the nature of causality. The viewpoint is that of a probabilistic theory of causality, which I think is the right general framework for examining causal questions. It is not the purpose of this article to defend the general thesis in any depth but many of the particular points I make are meant to offer new lines of defense of such a probabilistic theory. To provide a conceptual framework for the analysis, I review briefly the more systematic aspects of the sort of probabilistic theory of causality I advocate. I first define the three notions of prima facie cause, spurious cause, and genuine cause. The technical details are worked out in an earlier monograph (Suppes 1970) and are not repeated. 相似文献
66.
67.
PATRICK MCKEE 《Journal of applied philosophy》1991,8(1):83-86
ABSTRACT Unexpected but vivid and compelling memories are a wide-spread experience in late life. The experience has often been described in literature, and in recent years has been the object of extensive gerontological research under the label ‘life review’. Such memories often include a reversal of judgment about a past act, relationship, event, etc. What earlier was judged to be so is, in the retrospect of late life, judged not to have been so after all. This presents a question: which judgment—the earlier or the later—has better epistemological credentials in such cases? Some obvious possible answers are considered and rejected. It would seem that the issue is not resolvable on epistemological grounds. A parallel dilemma seems to appear in other dimensions of experience. An example from aesthetic experience is briefly considered. 相似文献
68.
69.
PATRICK LOOBUYCK 《Heythrop Journal》2010,51(2):192-207
One of the central tasks of meta‐ethical inquiry is to accommodate the common‐sense assumptions deeply embedded in our moral discourse. A comparison of the potential of secular and theistic ethics shows that, in the end, theists have a greater facility in achieving this accommodation task; it is easier to appreciate the action‐guiding authority and binding nature of morality in a theistic rather than in a secular context. Theistic ethics has a further advantage in being able to accommodate not only this essential conceptual feature of morality, but also the existence of moral requirements and their source of normativity. 相似文献
70.
MEASUREMENT ERROR IN RESEARCH ON HUMAN RESOURCES and FIRM PERFORMANCE: HOW MUCH ERROR IS THERE AND HOW DOES IT INFLUENCE EFFECT SIZE ESTIMATES? 总被引:8,自引:1,他引:7
BARRY GERHART PATRICK M. WRIGHT GARY C. MC MAHAN SCOTT A. SNELL 《Personnel Psychology》2000,53(4):803-834
Studies of the relationship between human resource (HR) practices and firm performance typically use a single respondent to assess firm level HR practices or HR effectiveness. However, previous research in other substantive areas suggests that rater differences are a potentially important source of measurement error. We demonstrate analytically the potential consequences of both random and systematic measurement error in research on HR and firm performance. However, our main focus is on random error and we show how generalizability theory can be applied to obtain better estimates of reliability by simultaneously recognizing multiple sources (e.g., items, raters) of random measurement error. These more inclusive reliability estimates, in turn, offer the possibility of more precisely quantifying substantive relationships in the HR and firm performance literature. In our sample, reliabilities (as estimated by generalizability coefficients) for single-rater assessments of HR variables were generally below .50. This degree of measurement error, if present in substantive studies on HR and firm performance, could lead to considerable bias, given that an unstandardized regression coefficient is corrected for measurement error in the independent variable by dividing by its reliability coefficient (not its square root). We also found only limited convergent validity between HR and line managers ratings of a second type of HR measure, HR effectiveness. In general, our findings suggest that future researchers need to devote greater attention to measurement error and construct validity issues. Our study provides an example of how generalizability theory can be useful in this pursuit. 相似文献