全文获取类型
收费全文 | 183篇 |
免费 | 3篇 |
出版年
2017年 | 2篇 |
2014年 | 2篇 |
2013年 | 4篇 |
2012年 | 2篇 |
2011年 | 3篇 |
2010年 | 9篇 |
2009年 | 3篇 |
2008年 | 9篇 |
2007年 | 5篇 |
2006年 | 2篇 |
2005年 | 2篇 |
2004年 | 5篇 |
2003年 | 3篇 |
2002年 | 6篇 |
2001年 | 2篇 |
2000年 | 5篇 |
1999年 | 5篇 |
1998年 | 2篇 |
1997年 | 4篇 |
1996年 | 6篇 |
1995年 | 7篇 |
1994年 | 2篇 |
1993年 | 4篇 |
1992年 | 8篇 |
1991年 | 2篇 |
1989年 | 4篇 |
1988年 | 4篇 |
1986年 | 3篇 |
1985年 | 3篇 |
1984年 | 5篇 |
1983年 | 9篇 |
1981年 | 5篇 |
1980年 | 2篇 |
1979年 | 5篇 |
1978年 | 2篇 |
1976年 | 2篇 |
1967年 | 1篇 |
1963年 | 1篇 |
1962年 | 1篇 |
1958年 | 4篇 |
1957年 | 2篇 |
1956年 | 5篇 |
1955年 | 3篇 |
1954年 | 5篇 |
1953年 | 1篇 |
1952年 | 1篇 |
1951年 | 1篇 |
1950年 | 1篇 |
1949年 | 2篇 |
1948年 | 1篇 |
排序方式: 共有186条查询结果,搜索用时 15 毫秒
91.
ASSESSING THE CANDIDATE AS A WHOLE: A HISTORICAL AND CRITICAL ANALYSIS OF INDIVIDUAL PSYCHOLOGICAL ASSESSMENT FOR PERSONNEL DECISION MAKING 总被引:1,自引:0,他引:1
SCOTT HIGHHOUSE 《Personnel Psychology》2002,55(2):363-396
Although individual assessment is a thriving area of professional practice in industry, it receives little, if any, attention from textbooks on industrial psychology or personnel management. This article is an attempt to establish individual assessment's place in the history of personnel selection, and to examine why the practice has survived despite receiving little attention in research and graduate training. It is argued that the clinical, holistic approach that has characterized individual-assessment practice has survived primarily because the "elementalistic" testing approach, focusing on traits and abilities, has often been dismissed as inadequate for addressing the complexities of the executive profile. Moreover, public displeasure with standard paper-and-pencil testing in the 1960s and 1970s made the holistic approach to assessment an attractive, alternative. The article contrasts individual assessment practice with the current state of knowledge on psychological assessment and personnel decision making. Like psychotherapy in the 1950s, individual psychological assessment appears to have achieved the status of functional autonomy within psychology. 相似文献
92.
Three motivational theories (need, goal, and reinforcement) suggest that recognition programs should increase employee attendance. A 1-year, quasi-experimental field study of absenteeism was conducted at 4 manufacturing plants with a total 1,100 employees. The study compared a public recognition program for improving work attendance with 3 types of controls. The personal recognition treatment showed (a) significant decreases ranging from 29% to 52% for each quarter's baseline assessment, and (b) significant decreases when the control groups showed no decrease. Employees had favorable perceptions of the public recognition program. 相似文献
93.
94.
95.
WHAT DO PROACTIVE PEOPLE DO? A LONGITUDINAL MODEL LINKING PROACTIVE PERSONALITY AND CAREER SUCCESS 总被引:16,自引:1,他引:15
We developed and tested a model linking proactive personality and career success through a set of four behavioral and cognitive mediators. A 2-year longitudinal design with data from a sample of 180 full-time employees and their supervisors was used. Results from structural equation modeling showed that proactive personality measured at Time 1 was positively related to innovation, political knowledge, and career initiative, but not voice; all measured at Time 2. Innovation, political knowledge, and career initiative in turn had positive relationships with career progression (salary growth and the number of promotions during the previous 2 years) and career satisfaction. Interestingly, voice had a negative relationship with career progression. We discuss practical implications and future research directions for proactive personality, extra-role behavior, and careers. 相似文献
96.
97.
98.
99.
100.
J. SCOTT SOUTHWORTH 《创造性行为杂志》1983,17(3):195-205