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151.
Scylla and Charybdis 总被引:2,自引:0,他引:2
ROBERT C. WARE 《The Journal of analytical psychology》1995,40(1):5-22
152.
MANFRED M. FICHTER SHIRLEY M. GLYNN S. WEYERER ROBERT P. LIBERMAN ULRICK FRICK 《Family process》1997,36(2):203-221
Family-based predictors of relapse were examined in 100 alcoholics who participated in a 12-week treatment program with 6-month and 18-month followups. “Expressed Emotion” (EE), or attitudes of relatives toward the alcoholic as measured by the Camberwell Family Interview, scales measuring rejection of the alcoholic by relatives, and self-reports of partner interaction were evaluated as possible predictors of abstinence. During therapy, partnership interactions showed a transient deterioration with increased temporary friction. Based on conservative criteria, the abstinence rate was 40% at 6-month followup and 30% at 18-month followup. An association with the relapse at followup could be obtained for the Patient Rejection Scale (PRS) and, using empirically derived classification rules, for the main three variables of the Camberwell Family Interview (CFI) conducted on admission: “Critical Comments,”“Emotional Overinvolvement,” and “Warmth.” A low number of Critical Comments and a high score in Warmth were associated with a lower risk of relapse; however, contrary to expectations, Emotional Overinvolvement of the significant other was associated with more abstinence. In addition, the number of Critical Comments made by relatives about the alcoholic, a major component of high EE as measured by the CFI, had a statistically significant impact on the “survival function” of abstinence, and thus contributed to the prediction of the course of alcoholism in the expected direction. 相似文献
153.
This paper presents a taxonomy of organizational characteristics that was developed as part of a large scale job analysis project conducted for the Department of Labor (DOL). Based on research and theory related to organizations, a hierarchical taxonomy of organizational characteristics was developed with six construct domains at the highest level: organizational structure, leadership, human resources (HR) systems and practices, goals, and organizational values. The taxonomy has been empirically tested using data from over 300 organizations, and a summary of these results is presented. This taxonomy is then used to organize and review research on the relationships between organizational variables and innovation. Implications of the taxonomy for understanding relationships between organizational size, industry type, “high-performance” practices, and innovation are discussed. 相似文献
154.
Although much professional and managerial hiring involves experienced workers, previous recruitment research has focused almost exclusively on new college graduates. To remedy this imbalance, 251 staffing professionals were surveyed concerning experienced-versus-college hiring practices in their organizations. Results suggest that a majority of positions requiring a college degree are filled with experienced workers. Experienced hires are evaluated more highly than new graduates on most characteristics (understanding business, knowledge of competition, realistic expectations, technical skills, interpersonal skills, writing skills, work ethic, likelihood of success, personal ethics), although new graduates are evaluated more highly on open-mindedness and willingness and ability to learn new things. Higher proportions of experienced hiring are associated with organizational growth, short-term staffing strategies, older workforces, and less dynamic business environments. Perceived success of experienced hiring is associated with greater use of effective recruitment sources, older workforces, and more competitive salary offers. 相似文献
155.
ROBERT J. JARVELLA INGMARIE MELLENIUS OLA WENNSTEDT 《Scandinavian journal of psychology》1990,31(4):281-290
Native Swedish words and words of foreign origin were studied in a word fill-in task (Experiment 1), in a task in which words were explicitly classified as being native or loan words (Experiment 2), and in a lexical decision task in which a small onset asynchrony was introduced in displaying a word's letter pattern (Experiment 3). The findings obtained show that, both in simple printed word recognition and when asked to make explicit judgments about origin, readers are sensitive to phonological features of words not marked in Swedish orthography. It was further found that previewing a substring of word-initial letters which determines a word's root morpheme will prime recognition, whereas previewing a randomly selected pattern of letters inhibits recognition. 相似文献
156.
157.
158.
PATRICIA M. BEAMISH ROBERT P. MARINELLI 《Journal of counseling and development : JCD》1983,61(9):542-544
This article describes a behavioral skills training model aimed at decreasing feelings of powerlessness often experienced by women, adapted from the literature on power-bases. 相似文献
159.
The use of sinusoidal replicas of speech signals reveals that listeners can perceive speech solely from temporally coherent spectral variation of nonspeech acoustic elements. This sensitivity to coherent change in acoustic stimulation is analogous to the sensitivity to change in configurations of visual stimuli, as detailed by Johansson. The similarities and potential differences between these two kinds of perceptual functions are described. 相似文献
160.
ROBERT E. PHILBRICK 《Journal of Employment Counseling》1975,12(1):18-25
The policy declaring placement as top priority, accompanied by a responsive focus of staff and budget resources, has decreased the availability of counseling services to applicants contacting the employment service. Many people, if they are to be assisted in finding and keeping jobs, need the help given by professional employment service counselors. Management and program planners need an accountability rate of the importance of counseling services in the accomplishment of the placement priority. A study, covering two years of employment activities, was conducted in the Utah agency to gain insight into the question. The statistical material studied concerned available applicants, number placed, number counseled, and counseled applicants placed. The data indicated that counseled applicants have better than twice the chance of being placed on a job than uncounseled applicants. Thus, in Utah, counseling services have a positive influence in the job placement of an applicant. 相似文献