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SAUL LJ 《Proceedings of the American Philosophical Society》1949,93(4):330-334
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SAUL LJ 《The Psychoanalytic quarterly》1951,20(2):287-290
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BENJAMIN LE TIMOTHY J. LOVING GARY W. LEWANDOWSKI JR EMILY G. FEINBERG KATHERINE C. JOHNSON REMY FIORENTINO JENNIFER ING 《Personal Relationships》2008,15(4):511-532
In this study, a prototype analysis of romantic missing was conducted. College‐age participants in the United States generated features of missing a partner (Study 1) and rated their centrality (Study 2). In a reaction time task, participants made category judgments for central features more quickly than for noncentral features (Study 3). In recognition and recall tasks, central features were more salient in participants’ memory, and participants evaluated individuals experiencing central features in vignettes as missing their partners more (Study 4). A prototype‐based measure of missing administered to individuals in long‐distance relationships (Study 5) correlated with commitment and attachment dimensions but only weakly with loneliness. Finally, level of missing differed based on whether individuals were in a geographically distant (vs. proximal) relationships (Study 6). 相似文献
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UNDERSTANDING SELF-OTHER AGREEMENT: A LOOK AT RATER AND RATEE CHARACTERISTICS, CONTEXT, AND OUTCOMES
This study investigated (a) the relative importance of a number of biographic (e.g., age, race, gender) and contextual (e.g., span of control, functional area) variables and their interactions on self-other agreement and (b) the relationship between self-other agreement and outcome variables such as performance and compensation. Usable data were collected from 3,217 managers and their multi-source raters in 527 organizations. Multivariate regression procedures (as opposed to categorization procedures) were used to determine the sources of rating disagreement. Results indicated that a significant portion of variance in self-other ratings was accounted for by the set of background/context variables. Self-other agreement was also related to performance, compensation, and organizational level, though rating patterns differed. 相似文献
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