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The relationships of various aspects of idiomatic communication to the interpersonal sentiments of 100 romantically involved heterosexual couples were examined. After completing measures of love, liking, commitment, and closeness, the partners of each dyad were questioned about any words, phrases, or nonverbal signs they had created that had meaning unique to their relationship. The 647 idioms reported were coded for their form (i.e., verbal versus nonverbal), context of use (i.e., private idioms, which were used only when others were not present, versus public idioms, which could be used in the presence of others), and function (i.e., confrontations, expressions of affection, labels for outsiders, nicknames, requests, sexual invitations, sexual references/euphemisms, and teasing insults). For both sexes, loving, commitment, and closeness were correlated with number of reported idioms that expressed affection, initiated sexual encounters, and referred to sexual matters. The only significant relationship for liking was between females' liking scores and the frequency of idioms with sexual referents. A log-linear analysis revealed a significant association between the function of the idioms and their form; labels for outsiders, nicknames, sexual references/euphemisms, and teasing insults were almost always verbal. A significant association was also found between idiom function and context of use; labels for outsiders and teasing insults were most often used in situations involving other people, whereas sexual invitations and sexual references/euphemisms were usually used in private situations. Finally, males were the inventors of idioms much more often than females. 相似文献
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The influence of personal,relational, and contextual factors on forgiveness communication following transgressions 下载免费PDF全文
TIMOTHY EDWARDS ELIZABETH B. PASK ROBERT WHITBRED KIMBERLY A. NEUENDORF 《Personal Relationships》2018,25(1):4-21
The way that individuals adapt to stress in their romantic relationships plays a major role in determining relational satisfaction. This study used the Vulnerability‐Stress‐Adaptation Model as a framework to examine how individuals adapt to a relational transgression in their romantic relationships. This study examined individuals' attachment dimensions and perceived relational equity as factors that influenced how they used forgiveness strategies following a relational transgression. The results revealed that both attachment dimensions and perceptions of relational equity inform our understanding of the strategies that individuals use to communicate forgiveness to a romantic relationship partner. Furthermore, the results suggest that the communication of forgiveness has important implications for relational satisfaction. 相似文献
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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
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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
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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