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Thomas Skjothaug Lars Smith Tore Wentzel-Larsen Erik Stänicke Vibeke Moe 《Infant mental health journal》2020,41(4):495-516
This study investigates whether fathers’ adverse childhood experiences (ACE) and attachment style reported during pregnancy predict fathers’ perception of child behavior assessed 12 months postpartum, expressed by the Parenting Stress Index (PSI), Child Domain. Prospective fathers (N = 835) were recruited to “The Little in Norway (LiN) study” (Moe & Smith) at nine well-baby clinics in Norway, with data collection composed of five time points during pregnancy and two time points postpartum (6 and 12 months). The main analyses included linear regression, path-analysis modeling, and intraclass correlation based on mixed effects modeling. First, linear regression analyses showed that neither fathers’ ACE nor attachment style significantly predicted perceived child behavior postpartum directly. Furthermore, path analyses showed that ACE and less secure attachment style (especially avoidant attachment) measured early in pregnancy strongly predicted negatively perceived child behavior, mediated by fathers’ mental health symptoms during pregnancy and partner disharmony postpartum. Second, intraclass correlation analyses showed that fathers’ perceived child behavior showed substantial stability between 6 and 12 months postpartum. Family interventions beginning in pregnancy may be most beneficial given that fathers’ early experiences and perceptions of attachment in pregnancy were associated with later partner disharmony and stress. 相似文献
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Whether people compete or cooperate with each other has consequences for their own performance and that of organizations. To explain why people compete or cooperate, previous research has focused on two main factors: situational outcome structures and personality types. Here, we propose that—above and beyond these two factors—situational cues, such as the format in which people receive feedback, strongly affect whether they act competitively, cooperatively, or individualistically. Results of a laboratory experiment support our theorizing: After receiving ranking feedback, both students and experienced managers treated group situations with cooperative outcome structures as competitive and were in consequence willing to forgo guaranteed financial gains to pursue a—financially irrelevant—better rank. Conversely, in dilemma situations, feedback based on the joint group outcome led to more cooperation than ranking feedback. Our study contributes to research on competition, cooperation, interdependence theory, forced ranking, and the design of information environments. 相似文献
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Tobias M. Härtel;Benedikt A. Schuler;Mitja D. Back; 《Journal of Occupational & Organizational Psychology》2024,97(4):1572-1602
Recruiters routinely use LinkedIn profiles to infer applicants' individual traits like narcissism and intelligence, two key traits in online network and organizational contexts. However, little is known about LinkedIn profiles' predictive potential to accurately infer individual traits. According to Brunswik's lens model, accurate trait inferences depend on (a) the presence of valid cues in LinkedIn profiles containing information about users' individual traits and (b) the sensitive and consistent utilization of valid cues. We assessed narcissism (self-report) and intelligence (aptitude tests) in a sample of 406 LinkedIn users along with 64 LinkedIn cues (coded by three trained coders) that we derived from trait theory and previous empirical findings. We used a transparent, easy-to-interpret machine learning algorithm leveraging practical application potentials (elastic net) and applied state-of-the-art resampling techniques (nested cross-validation) to ensure robust results. Thereby, we uncover LinkedIn profiles' predictive potential: (a) LinkedIn profiles contain valid information about narcissism (e.g. uploading a background picture) and intelligence (e.g. listing many accomplishments), and (b) the elastic nets sensitively and consistently using these valid cues attain prediction accuracy (r = .35/.41 for narcissism/intelligence). The results have practical implications for improving recruiters' accuracy and foreshadow potentials and limitations of automated LinkedIn-based assessments for selection purposes. 相似文献
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