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21.
RONALD H. FREDRICKSON RICHARD M. BINGMAN BARBARA BENSON 《Journal of counseling and development : JCD》1972,50(8):655-660
School counselors need to adopt some new supplementary roles in order to get more involved in the classroom learning situation. The Inquiry Role Approach (IRA) offers such a program for counselor involvement. The IRA establishes teams of students who work with the counselor and the teacher in the regular classroom. Individual referrals to the counselor are accepted as part of the classroom routine. Preliminary evaluation of the program suggests that certain attitudes and social skills are enhanced, and the counselors benefit by dealing directly with more students in a classroom situation. 相似文献
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The author has presented his experiences during a four-day home visit in Istanbul, where he was invited for the purpose of making a diagnosis and recommendations for the care of a 20-year-old English-speaking Turkish patient.
His preparations are described, as are the details of his conduct of the evaluation. His findings and recommendations have been presented. Emphasis is placed throughout on the importance of the examiner acquainting himself in detail with his patient's cultural, social, and ethnic milieu. The way in which such information contributed to a clearer understanding of the patient's psychological difficulties is demonstrated.
A Greek and a Turkish psychiatrists' comments on the article are published together with a final note by the author. 相似文献
His preparations are described, as are the details of his conduct of the evaluation. His findings and recommendations have been presented. Emphasis is placed throughout on the importance of the examiner acquainting himself in detail with his patient's cultural, social, and ethnic milieu. The way in which such information contributed to a clearer understanding of the patient's psychological difficulties is demonstrated.
A Greek and a Turkish psychiatrists' comments on the article are published together with a final note by the author. 相似文献
23.
RICHARD D. ARVEY WILLIAM STRICKLAND GAIL DRAUDEN CLESSEN MARTIN 《Personnel Psychology》1990,43(4):695-716
The first phase of this research effort describes an effort to directly measure the attitudes and opinions of employment test takers toward the tests they just took; the instrument is called the Test Attitude Survey (TAS). Nine factors were developed which reflect test takers' expressed effort and motivation on the test, the degree of concentration, perceived test ease, and the like. Several studies were conducted showing that TAS factors were significantly sensitive to differences in test types and administration permitting the inference that the TAS possessed construct validity. The second phase of this study tested several propositions and hypotheses. In one study, it is shown that the applicants report significantly higher effort and motivation on the employment tests compared to incumbents, even when ability is held constant. A second study showed that a small but significant relationship exists between TAS factor scores, test performances, and the person factors. Moreover, some of the racial differences on test performances can be accounted for via the TAS factor scores; it is observed that after holding these TAS factors constant, racial differences on the employment tests scores diminished. In a third study, very limited evidence was found for the incremental and moderating effects of these attitudes, but there were several limitations to the study associated with small sample sizes, unknown reliabilities in the criterion scales, and so forth. Discussion focussed on the potential practical applications of the TAS instrument and factor scores. It is suggested that further research could have some utility in this domain. 相似文献
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CORRECTING THE 16PF FOR FAKING: EFFECTS ON CRITERION-RELATED VALIDITY AND INDIVIDUAL HIRING DECISIONS 总被引:2,自引:0,他引:2
NEIL D. CHRISTIANSEN RICHARD D. GOFFIN NORMAN G. JOHNSTON MITCHELL G. ROTHSTEIN 《Personnel Psychology》1994,47(4):847-860
The effects of correcting a personality measure for faking were evaluated within an organizational context. Two possible repercussions of score correction were studied using the 16PF personality inventory: the effect on criterion-related validity and the effect on individual hiring decisions (i.e., which applicants would or would not be hired). Results indicated that correction for faking had little effect on criterion-related validity. However, depending on the selection ratio, correction of scores would have resulted in different hiring decisions than those that would have been made on the basis of uncorrected scores. Implications for organizations using personality measures for selection and recommendations regarding the use of faking corrections are discussed. 相似文献
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Two hundred and forty-five working level scientists and engineers participated in a longitudinal study in which their managers had been trained in a Management by Objectives program. Subjects completed two questionnaries, the latter being completed 21 months after the first designed to assess perceptions of their managers' goal setting behavior along four dimensions derived using factor analytic procedures (Goal Clarity and Planning, Subordinate Freedom, Feedback and Evaluation, Participation in Goal Setting) and their reported intrinsic, extrinsic and total satisfaction. Dynamic correlations (Vroom, 1966) were computed between changes in the goal setting factors and changes in the satisfaction variables and significant positive relationships were observed. In addition, results indicated that job task (research vs. development) demonstrated a moderating influence on the goal setting-satisfaction relationships. An unexpected finding was that there was a significant decrease in perceived managerial behavior on the Goal Clarity and Planning factor over the 21 months. However, a significant increase occurred on the Feedback and Evaluation factor. Since no control group was available for comparison, little can be said about whether these changes were a result of the MBO program. Significant differences between the development and the research subjects were also observed on two of the goal setting factors. 相似文献
30.
RICHARD S. WEINER 《Journal of Employment Counseling》1980,17(2):321-325
The group orientation program described in this article is a systematic attempt to transmit information and initiate a counseling relationship with persons newly placed on probation or parole. The group orientation process reduced tension and allowed reluctant clients to be guided into a helping relationship. Following the group sessions, individual meetings are designed to capitalize on those gains. During one 7-month period, 130 persons went through the group orientation, and 81 of these were subsequently transferred to reduced supervision. 相似文献