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THE ROLE OF COGNITIVE ABILITY IN THE SUBGROUP DIFFERENCES AND INCREMENTAL VALIDITY OF ASSESSMENT CENTER EXERCISES 总被引:2,自引:1,他引:1
HAROLD W. GOLDSTEIN KENNETH P. YUSKO ERIC P. BRAVERMAN D. BRENT SMITH BETH CHUNG 《Personnel Psychology》1998,51(2):357-374
This study investigates the degree to which subgroup (Black-White) mean differences on various assessment center exercises (e.g., in-basket, role play) may be a function of the type of exercise employed; and furthermore, begins to explore why these different types of exercises result in subgroup differences. The sample consisted of 633 participants who completed a managerial assessment center that evaluated them on 14 ability dimensions across 7 different types of assessment exercises. In addition, each participant completed a cognitive ability measure. The results suggest that subgroup differences varied by type of assessment exercise; and furthermore that the subgroup difference appeared to be a function of the cognitive component of the exercise. Lastly, preliminary support is found that the validity of some of the assessment center exercises in predicting supervisor ratings of job performance is based, in part, on their cognitive component; however, evidence of incremental validity does exist. 相似文献
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DARRELL SMITH 《Journal of counseling and development : JCD》1974,52(8):513-519
The current emphasis on performance criteria in training programs and in professional services poses a threat to the humanistically oriented helper. Having been trained in the self-actualizing psychology of Maslow and Rogers, humanists equate competence-based education and counseling with behaviorism and therefore resist the demand for performance criteria and the adjunct behavioral principles. This article suggests a behavioral humanism as the desired solution to the dilemma and proposes some guidelines for formulating and implementing such a synthetic system without jeopardizing one's personal-professional integrity. 相似文献
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In an effort to create a greater awareness among parishioners regarding problems associated with divorce/separation, this study used a 6‐stage social construction approach to counseling: (1) the family meaning system, (2) proposing the notion of a socially constructed family meaning system, (3) learning the family meaning system, (4) challenging the family meaning system, (5) amplifying the family meaning system, and (6) stabilizing the new family meaning system. The goal of this article is to sensitize readers to the needs and dynamics of the population represented in this study; to further understand spiritual, ethical, and religious implications of parishioners' attitudes toward the divorced and separated; and to discuss implications for counseling. 相似文献
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JOHN L. SMITH NICKY J. BERRY PAUL WHITELEY 《European journal of social psychology》1997,27(2):237-243
Female high and low self-monitors were interviewed by a female experimenter who adopted either an androgynous or a feminine guise. An analysis of responses scored for femininity yielded a significant interaction between self-monitoring and interviewer guise which, when subjected to further analysis, revealed a significant simple effect for high self-monitors but not for low self-monitors. High self-monitors scored significantly higher on femininity when with the feminine guise interviewer, but lower when with the androgynous guise interviewer. © 1997 John Wiley & Sons, Ltd. 相似文献
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A. D. SMITH 《Philosophy and phenomenological research》2006,73(2):411-424
In her careful consideration of my book, The Problem of Perception (henceforth, PP), Susanna Siegel highlights what she takes to be a number of shortcomings in the work. First, she suggests that a sense-datum theorist has two options–what she calls the "complex sense-data option" and the "two-factor option"–that survive the argument of my book unscathed. I consider these two options in the first two sections of this reply. Secondly, she criticizes my suggestion that there are three and only three basic and independent sources of perceptual consciousness: an issue I take up in my third section. Thirdly, she expresses reservations about my response to the argument from hallucination. In particular, she argues that the phenomenological considerations on which I put so much weight cannot settle the fundamental issue here. I address this criticism in the fourth section of this reply. Finally, she spends a certain amount of time discussing the notion of a "veridicality-rele-vant property", a topic to which I devote the concluding section of this reply. 相似文献
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We propose an integrative framework for understanding the relationship among 4 closely related issues in human resource (HR) selection: test validity, test bias, selection errors, and adverse impact. One byproduct of our integrative approach is the concept of a previously undocumented source of selection errors we call bias‐based selection errors (i.e., errors that arise from using a biased test as if it were unbiased). Our integrative framework provides researchers and practitioners with a unique tool that generates numerical answers to questions such as the following: What are the anticipated consequences for bias‐based selection errors of various degrees of test validity and test bias? What are the anticipated consequences for adverse impact of various degrees of test validity and test bias? From a theory point of view, our framework provides a more complete picture of the selection process by integrating 4 key concepts that have not been examined simultaneously thus far. From a practical point of view, our framework provides test developers, employers, and policy makers a broader perspective and new insights regarding practical consequences associated with various selection systems that vary on their degree of validity and bias. We present a computer program available online to perform all needed calculations. 相似文献
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