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131.
Two ways to reduce the costs of training evaluation are examined. First, we examine the potential for reducing the costs of training evaluation by assigning different numbers of subjects into training and control groups. Given a total N of subjects, statistical power to detect the effectiveness of a training program can be maximized by assigning the subjects equally to training and control groups. If we take into account the costs of training evaluation, however, an unequal-group-size design with a larger total N may achieve the same level of statistical power at lower cost. We derive formulas for the optimal ratios of the control group size to the training group size for both ANOVA and ANCOVA designs, incorporating the differential costs of training and control group participation. Second, we examine the possibility that using a less expensive proxy criterion measure in place of the target criterion measure of interest when evaluating the training effectiveness can pay off. We show that using a proxy criterion increases the sample size needed to achieve a given level of statistical power, and then we describe procedures for examining the tradeoff between the costs saved by using the less expensive proxy criterion and the costs incurred by the larger sample size. 相似文献
132.
EMPLOYEE SELECTION WITH THE PERFORMANCE PRIORITY SURVEY 总被引:1,自引:0,他引:1
RICHARD S. BARRETT 《Personnel Psychology》1995,48(3):653-662
Person-environment congruence, as defined in this series of studies, is the fit between the subordinate's perceptions of the requirements of the job, and the requirements of the supervisor or of the organization. Person-environment congruence is measured in this research by the Performance Priority Survey (PPS), a Q-sort procedure in which respondents rate the relative importance of work behaviors. The priorities of the organization (reported by supervisors) and the priorities of the subordinates (or applicants) are correlated to produce an agreement score. The agreement score for each supervisor-subordinate pair measures the degree of similarity between the perceptions of the relative importance of work behaviors for the job in question, as reported by both members of the pair. The agreement score is calculated in two ways: (a) between the report of the subordinate (or applicant) and the report of the immediate supervisor, and (b) between the report of the subordinate (or applicant) and the organizational culture (aggregated reports of supervisors). The agreement scores correlate significantly with performance ratings. The PPS has a lower adverse impact on African-Americans than a typical multiple-choice test. The PPS is proposed as a means for improving the validity of selection and for reducing adverse impact. 相似文献
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MARK J. MILLER 《Journal of Employment Counseling》1997,34(1):40-43
This article extends a formula Introduced by Prediger (1981a, 1981b, 1982) to help clients locate themselves on the world-of-work map. The article suggests a way of generating one “overall” 3-letter code from a group of codes. 相似文献
135.
MARK J. MILLER 《Counseling and values》1997,41(3):194-201
This article discusses how counselor intentions function within the process of counseling. Counselor intentions are discussed within the framework of the cognitive mediational paradigm. Implications of the use of counselor intentions for the training of beginning counselors are also delineated. 相似文献
136.
This article describes a national survey regarding services for continuing education units (CEUs) in state branches of AACD. 相似文献
137.
MARK J. MILLER CHARLES S. KARRIKER JUDY C. PILGREEN 《Journal of Employment Counseling》1984,21(4):162-167
Holland's construct of consistency was used to predict self-perceived behavior and attitudes typically associated with “successful” problem solving. The results tend to support Holland's premise that the higher the degree of personality consistency, the more students perceive their problem-solving behavior and attitudes as successful. 相似文献
138.
RICHARD L. WESSLER 《Journal of counseling and development : JCD》1984,62(5):264-266
The inappropriateness of pure rational-emotive therapy (RET) for pastoral counseling is discussed and a modified version (cognitive appraisal therapy) proposed to replace RET. 相似文献
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