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161.
The authors studied the effects of 2 brief psychoeducational group interventions on participants' forgiveness for an offender and compared them with a waiting-list control. The Self-Enhancement group justified forgiveness because of its physical and psychological benefits to the forgiver. The Interpersonal group justified forgiveness because of its utility in restoring interpersonal relationships. Both groups led to decreased feelings of revenge, increased positive feelings toward the offender, and greater reports of conciliatory behavior. The Self-Enhancement group also increased affirming attributions toward the offender, decreased feelings of revenge, and increased conciliatory behavior more effectively than did the Interpersonal group. 相似文献
162.
In a dynamic global economy, creativity and innovation are essential requirements for organizational success. Creativity, unfortunately, has not always been seen as playing an important role in the design and structure of organizations. In this article, we argue that creativity and innovation are key requirements for the growth and adaptation of organizations. Subsequently, we review a series of articles, appearing in this issue, about how we might encourage creativity and innovation in the workplace. Some potentially useful directions for future research are discussed along with the methodological issues likely to arise as we seek to understand creativity in the workplace. 相似文献
163.
In this article, we consider how peoples' creative problem solving efforts are influenced by characteristics of the organizations in which they work. We begin examining the situations which call for creative problem solving at work. We then consider the kinds of processes people must apply to solve these problems. Additionally, we describe certain organizational variables that might help or hinder effective application of these processes.' Some conclusions-are drawn concerning how these variables act to influence creative problem solving at work. The implications of these observations for future research are discussed. 相似文献
164.
MICHAEL K. MOUNT MARCIA R. SYTSMA JOY FISHER HAZUCHA KATHERINE E. HOLT 《Personnel Psychology》1997,50(1):51-69
The effects of rater and ratee race on performance ratings of managers were examined. Ratings were obtained from peers, subordinates and bosses as part of a multirater, developmental feedback program for managers. Two data sets were created for purposes of this study. The between-subjects data set consisted of ratings from over 20,000 bosses, over 50,000 peers, and over 40,000 subordinates. The repeated measures data set was substantially smaller because it included only those Black and White managers who were rated by both a Black and White rater from each of the three perspectives. Results for rater race indicated that Black raters from all perspectives (peers, subordinates, and bosses) assigned more favorable ratings to ratees of their own race. Results for White raters differed according to the particular rating source. White bosses assigned more favorable ratings to ratees of their own race, but White subordinates did not. White peers assigned more favorable ratings to Whites in the repeated measures analysis, but not in the between-subjects analysis. Results for ratee race indicated that both White and Black managers received higher ratings from Black raters than from White raters, and the effect was more pronounced for ratings assigned to Black managers. 相似文献
165.
166.
EMPLOYER SUPPORTED CHILD CARE, WORK/ FAMILY CONFLICT, AND ABSENTEEISM: A FIELD STUDY 总被引:3,自引:0,他引:3
This study examined the relations among employer supported child care, work/family conflict and absenteeism. No support was found for the hypothesis that use of a child care center at work would reduce the amount of work/family conflict and absenteeism of employed parents. Consistent with our hypotheses, the results indicated that supportive supervision and satisfaction with child care arrangements (regardless of location) were related to less work/family conflict. Further, it was found that less work/family conflict was related to lower levels of absenteeism. The results have implications for the role of employers in addressing child care concerns of employees. 相似文献
167.
FRED B. NEWTON SUSAN SCOTT ANGLE CLIFFORD G. SCHUETTE STEVEN C. ENDER 《Journal of counseling and development : JCD》1984,62(9):537-543
This article introduces the assessment process, reviews selected assessment studies, and presents a unique procedure for identifying college student needs, leading to a prevention response. 相似文献
168.
MICHAEL A. BERGER 《Journal of counseling and development : JCD》1983,62(3):170-173
This article identifies several unique problems and survival strategies to enable counselors to preserve the level and quality of counseling services under conditions of declining resources. 相似文献
169.
170.