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101.
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SCOTT WC 《The International journal of psycho-analysis》1955,36(4-5):348-349
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In this article, we examine some of the ways in which family therapists have conceptualized the experience of illness of unexplained physical origin. We argue that opinions about the etiology of somatic symptoms should not be the primary focus of therapeutic work with people who share the prototypical characteristics of what has been defined as "somatization disorder." We suggest that current research in neurobiology can expand the linguistic resources of clinicians and help them avoid perpetuating unhelpful dichotomies between the mind and the body. 相似文献
104.
Using Multidimensional Scaling (MDS), we investigated how theistic or atheistic values of an analogue counselor influenced trust of the counselor by 49 religious psychotherapy clients and 51 religious leaders. 相似文献
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A META-ANALYSIS OF THE RELATIONS AMONG TRAINING CRITERIA 总被引:6,自引:0,他引:6
GEORGE M. ALLIGER SCOTT I. TANNENBAUM WINSTON BENNETT JR HOLLY TRAVER ALLISON SHOTLAND 《Personnel Psychology》1997,50(2):341-358
An augmented framework for training criteria based on Kirkpatrick's (1959a, 1959b, 1960a, 1960b) model divides training reactions into affective and utility reactions, and learning into post-training measures of learning, retention, and behavior/skill demonstration. A total of 34 studies yielding 115 correlations were analyzed meta-analytically. Results included substantial reliabilities across training criteria and reasonable convergence among subdivisions of criteria within a larger level. Utility-type reaction measures were more strongly related to learning or on-the-job performance (transfer) than affective-type reaction measures. Moreover, utility-type reaction measures were stronger correlates of transfer than were measures of immediate or retained learning. These latter findings support recent concurrent thinking regarding use of reactions in training (e.g., Warr & Bunce, 1995). Implications for choosing and developing training criteria are discussed. 相似文献
106.
This experiment examined the role that ambiguity and uncertainty play in the use of base rate and individuating information in probability judgments. Subjects responded to a number of inference problems that varied in terms of base rates and the accuracy of the source of the individuating information. The ambiguity in the decision situation was also manipulated by varying the human or technological nature of the source of the individuating information and the causal relevance of the base rate information. The results provide substantial support for the predictions derived from the ambiguity conceptualization. Several interactions were uncovered involving attributes of the base rate and individuating information suggesting complex judgmental processes similar to anchoring and adjustment. Discussion focused on the role that human versus technological sources of information may play in judgment and decision making, and the utility of the ambiguity notion for understanding the use of base rate and individuating information in probabilistic inference problems. 相似文献
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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
109.
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
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