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191.
JOANNA ROYCE‐DAVIS 《Counseling and values》2000,44(2):135-142
This article presents the case study of an individual with a significant psychiatric disability who identified spirituality as the primary facilitator of her community integration. Recommendations are made for human service practice. 相似文献
192.
UNEQUAL ATTENDANCE: THE RELATIONSHIPS BETWEEN RACE, ORGANIZATIONAL DIVERSITY CUES, AND ABSENTEEISM 总被引:1,自引:0,他引:1
DEREK R. AVERY PATRICK F. McKAY DAVID C. WILSON SCOTT TONIDANDEL 《Personnel Psychology》2007,60(4):875-902
Although prior evidence has demonstrated racial differences in employee absenteeism, no existing research explains this phenomenon. The present study examined the roles of 2 diversity cues related to workplace support—perceived organizational value of diversity and supervisor–subordinate racial/ethnic similarity—in explicating this demographic difference among 659 Black, White, and Hispanic employees of U.S. companies. Blacks reported significantly more absences than their White counterparts, but this difference was significantly more pronounced when employees believed their organizations placed little value on diversity. Moreover, in a form of expectancy violation, the Black–White difference was significant only when employees had racially similar supervisors (and thus would expect their companies to value diversity) and perceived that the organization placed little value on diversity. 相似文献
193.
MICHAEL J. PLATOW STEPHANIE HOAR SCOTT REID KERYN HARLEY DIANNE MORRISON 《European journal of social psychology》1997,27(4):465-494
Differences in the strength of endorsement for distributively fair and unfair leaders in interpersonal and intergroup situations were measured. Fair leaders were expected to receive stronger endorsements than unfair leaders in interpersonal situations. This difference, however, was expected to attenuate, if not reverse in intergroup situations when the unfairness favoured the ingroup. An attenuation effect obtained in Experiment 1 (N=49) using ad hoc groups in a laboratory setting. Attenuation and reversal effects obtained, respectively, in Experiments 2 (N=314) and 3 (N=213) using preexisting groups (students and New Zealanders, respectively) in a scenario setting. Fairness ratings followed patterns similar to leadership endorsements in Experiments 2 and 3. Finally, Experiment 3 showed a reversal in participants' private attitudes toward an issue about which the leader expressed an opinion. These data extend previous research on leadership endorsement and are consistent with predictions derived from Social Identity Theory (Tajfel & Turner, 1986). © 1997 John Wiley & Sons, Ltd. 相似文献
194.
195.
Two studies examined subordinate perceptions fo their own and their supervisors' use of behavior alteration techniques and the relationships between such use and subordinate satisfaction. The results indicated that subordinates seldom use most of the techniques in their interactions with their supervisors, but when they do they favor use of Expert and Self-Esteem approaches. Supervisors were found to use most frequently the techniques labeled Expert, Self-Esteem, Reward from Behavior, Legitimate-Higher Authority, and Personal Responsibility. Strong, positive relationships between supervisor and subordinate use of the individual techniques studied were obtained, suggesting a possible modeling effect within the organization. Almost all of the significant correlations between use of individual techniques and subordinate satisfaction with supervision were negative, suggesting the possibility that increased attempts at behavioral alteration stem from subordinate dissatisfaction or lead to that dissatisfaction. 相似文献
196.
SCOTT F. AIKIN 《Metaphilosophy》2007,38(5):578-590
Abstract: Properly understood, foundationalism as a meta‐epistemic theory is consistent with skepticism. This article outlines five possible points of overlap between the two views, and shows that arguments against foundationalism posited on its inability to refute skepticism are improperly framed. 相似文献
197.
198.
MEASUREMENT ERROR IN RESEARCH ON HUMAN RESOURCES and FIRM PERFORMANCE: HOW MUCH ERROR IS THERE AND HOW DOES IT INFLUENCE EFFECT SIZE ESTIMATES? 总被引:8,自引:1,他引:7
BARRY GERHART PATRICK M. WRIGHT GARY C. MC MAHAN SCOTT A. SNELL 《Personnel Psychology》2000,53(4):803-834
Studies of the relationship between human resource (HR) practices and firm performance typically use a single respondent to assess firm level HR practices or HR effectiveness. However, previous research in other substantive areas suggests that rater differences are a potentially important source of measurement error. We demonstrate analytically the potential consequences of both random and systematic measurement error in research on HR and firm performance. However, our main focus is on random error and we show how generalizability theory can be applied to obtain better estimates of reliability by simultaneously recognizing multiple sources (e.g., items, raters) of random measurement error. These more inclusive reliability estimates, in turn, offer the possibility of more precisely quantifying substantive relationships in the HR and firm performance literature. In our sample, reliabilities (as estimated by generalizability coefficients) for single-rater assessments of HR variables were generally below .50. This degree of measurement error, if present in substantive studies on HR and firm performance, could lead to considerable bias, given that an unstandardized regression coefficient is corrected for measurement error in the independent variable by dividing by its reliability coefficient (not its square root). We also found only limited convergent validity between HR and line managers ratings of a second type of HR measure, HR effectiveness. In general, our findings suggest that future researchers need to devote greater attention to measurement error and construct validity issues. Our study provides an example of how generalizability theory can be useful in this pursuit. 相似文献
199.
SCOTT C. SAYE 《Modern Theology》1996,12(4):483-500
God the Spirit by Michael Welker
Karl Barth's Critically Realistic Dialectical Theology: Its Genesis and Development 1909-1936 by Bruce L. McCormack
God Owes Us Nothing: A Brief Remark on Pascal's Religion and on the Spirit of Jansenism by Leszek Kolakowski
The Gift of Death by Jacques Derrida, trans. David Wills
Desiring Theology by Charles E. Winquist
Postmodern Theologies. The Challenge of Religious Diversity by Terrence W. Tilley, with others 相似文献
Karl Barth's Critically Realistic Dialectical Theology: Its Genesis and Development 1909-1936 by Bruce L. McCormack
God Owes Us Nothing: A Brief Remark on Pascal's Religion and on the Spirit of Jansenism by Leszek Kolakowski
The Gift of Death by Jacques Derrida, trans. David Wills
Desiring Theology by Charles E. Winquist
Postmodern Theologies. The Challenge of Religious Diversity by Terrence W. Tilley, with others 相似文献
200.
DEREK R. AVERY PATRICK F. MCKAY SCOTT TONIDANDEL SABRINA D. VOLPONE MARK A. MORRIS 《Personnel Psychology》2012,65(1):167-199
This article considers the efficacy of matching the racioethnicity of employees and the customer base as a human resource strategy within service organizations. Despite being advocated widely, the literature on its effectiveness is scant and riddled with conflicting findings. We revisit the theoretical rationale underlying this strategy, formulate new theory, and introduce the demographic representativeness construct (i.e., the congruence between employee and customer base profiles) to the organizational literature to test our hypotheses. Using multisource data pertaining to 739 stores of a U.S. retailer, the results indicate a positive effect of racioethnic representativeness on productivity, which is accounted for by improved customer satisfaction. Moreover, additional analyses showed this indirect relationship to be more pronounced in stores with larger minority customer bases. 相似文献