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231.
ANALYSIS OF WORK GROUP PRODUCTIVITY IN AN APPLIED SETTING: APPLICATION OF A TIME SERIES PANEL DESIGN
JOHN E. SAWYER WILLIAM R. LATHAM ROBERT D. PRITCHARD WINSTON R. BENNETT JR. 《Personnel Psychology》1999,52(4):927-967
We provide a demonstration of a time series panel analysis applied under typical field research conditions characterized by (a) a small number of groups (b) all of which experience an intervention (thus there is no traditional control group), and (c) perform noncomparable tasks. The time series techniques allow a direct test of Naylor, Pritchard, and Ilgen's (1980) theory of behavior in organizations applied to work group productivity in a large-scale study of work groups conducted by Pritchard and colleagues (1989). The responses of 5 work groups to priority scores for 37 indicators of productivity over 23 months were used to predict month-by-month changes in productivity for each of the 37 group products. The results show that group productivity improvements can be explained by feedback including priority scores derived from nonlinear contingency functions of the productivity indicators. Furthermore, groups differed in their response to priority feedback. Goal setting positively affected productivity gain consistently across work groups, after the effects of priority feedback and the interaction of work groups with priority feedback were accounted for. Implications for group performance strategies and appropriate applications of the time series panel analysis are discussed. 相似文献
232.
ROBERT M. MILARDO 《Personal Relationships》1998,5(4):423-438
In companion studies I examine the acceptability of two forms of “common couple violence” that vary in seventy. According to Johnson (1995), common couple violence is enacted equally by both men and women, is therefore gender symmetrical, and can be distinguished from patriarchal terrorism, which often includes frequent and systematic violence enacted by men in the control and domination of women. The 160 randomly selected respondents in Study 1 (representative of a midsize northeastern American university) were asked whether they would be likely to hit their partner, and whether they would expect to be hit, in any one of 10 situations common to a dating relationship. Contrary to the expectations of gender symmetry, 83% of the women indicated they would be at least somewhat likely to hit their partner in any one situation compared to 53% of the men. Men were also more likely to report expecting to be hit (70%) than women (50%). Interactions of gender with dating status or year in school cannot account for these findings: however, women and men differ in their motivations. Although most men enact violence for reasons similar to women—because they are angry or contused—a sizable minority of men invoke violence because of strong feelings like love or hate. Study 2 queried 97 randomly selected students about their willingness to use a more serious form of violence (i.e., beating up their partner). Findings were similar to Study 1 with one exception. In most instances, women report a greater expectation of being beaten. 相似文献
233.
META-ANALYSIS OF PERSONALITY-JOB PERFORMANCE RELATIONS: A REPLY TO ONES, MOUNT, BARRICK, AND HUNTER (1994) 总被引:1,自引:0,他引:1
ROBERT R TETT DOUGLAS N. JACKSON MITCHELL ROTHSTEIN JOHN R. REDDON 《Personnel Psychology》1994,47(1):157-172
Tett, Jackson, and Rothstein's (1991) meta-analysis identified higher average correlations for personality in predicting job proficiency than did Barrick and Mount's (1991). Ones et al. suggest that discrepancies between the two studies involving the Big Five personality dimensions are due to certain procedural differences. In this reply, we show that their arguments do not adequately explain the noted discrepancies. We also show that, because personality traits correlate significantly with job performance both positively and negatively beyond chance levels, use of absolute values, contrary to Ones et al., is important in meta-analyses involving personality. Addressing all of Ones et al.3 statistical concerns, re-analysis of Tett et al.k main data set results in slightly lower mean validities (e.g., .24 vs.29 for fully corrected values based on confirmatory estimates), and renders non-significant the job analysis/no job analysis distinction found to be significant in the original study. Tett et al.'s main conclusions, however, remain unchanged. We suggest that Barrick and Mount's lower mean validities may be due to their averaging signed correlations, pooling exploratory and confirmatory findings, and to the use of different inclusion criteria for selecting source studies. 相似文献
234.
One hundred and fifty-two court cases were reviewed to determine the standards set by the courts for establishing a claim of age discrimination under the Age Discrimination in Employment Act, as amended. Fifty-three are discussed. Two major issues were examined in Part 1 of the review: (1) the type and extent of the evidence sufficient to establish a complaint of age discrimination and (2) available defenses against age discrimination complaints. Part 2 discussed employer strategies for averting and/or dealing with discrimination complaints. Also discussed were the research-related implications of the age discrimination case law, as well as the role of professionals in future research. 相似文献
235.
236.
Several potential problems are noted with the recent proposal of Arvey and Mossholder (1977) to use analysis of variance technique to determine similarities and differences among jobs. Cluster analytic techniques are suggested as an adjunct to other procedures. 相似文献
237.
ROBERT J. DRUMMOND WALTER G. MCINTIRE C. THOMAS SKAGGS 《Journal of Employment Counseling》1978,15(3):117-121
This research was designed to assess the relationship of work values as measured by Super's Work Values Inventory to job level. A total of 202 young adult workers (136 males, 66 females) between the ages of 18 and 25 in unskilled, semiskilled, skilled, and clerical-sales positions were surveyed. Differences in work values by sex and job level were found. Implications for counselors are discussed. 相似文献
238.
ROBERT B. LYTEL 《Journal of Employment Counseling》1978,15(3):134-143
Since diagnosis or standard psychological tests are poor predictors of successful vocational rehabilitation of emotionally disabled individuals, it is suggested that information regarding aptitudes and the individual's self-perceptions be included in the process of assessing employability. Minimum aptitudes for selected occupations in 19 worker trait groups are cited from the GATB manual as a starting point in considering occupations with the restricted mental health population often referred for services. Important self-perceptions in assessing employability with this group include locus of control, realistic appraisal of limitations, values relevant to vocational choices, and self-conceptualization of skills. 相似文献
239.
Positive and punitive leader reward behavior and their longitudinal relationships with subordinate expectancies and satisfaction were studied in a large manufacturing organization. Longitudinal data were collected approximately one year apart from 132 managerial, engineering and supervisory employees. Cross-lagged correlations suggested that positive leader reward behavior was causally related to higher effort-to-performance expectancy, as well as higher satisfaction with work, opportunities for promotion and overall satisfaction. Punitive leader reward behavior was suggested to be causally related to lower satisfaction with work, supervision and overall satisfaction. Implications were discussed for the use of leader reward behavior and for future research. 相似文献
240.
This study examines how the changes in the Carkhuff Human Resources Development (HRD) training model affect the acquisition of defined interpersonal discrimination and communication skills. A competency-based HRD (post-1974) counselor training group was compared with a conceptual-based (pre-1974) human relations counselor training group and a no-contact counselor training group. Although the groups were equivalent on the pretest, the posttest results show statistically significant differences (p >.01) between all groups as a result of training. The findings support the competency-based training as more effective than the conceptual-based human relations training in acquiring interpersonal counseling skills. 相似文献