全文获取类型
收费全文 | 45篇 |
免费 | 0篇 |
出版年
2013年 | 1篇 |
2010年 | 1篇 |
2009年 | 1篇 |
2007年 | 1篇 |
2006年 | 2篇 |
2005年 | 4篇 |
2003年 | 1篇 |
2002年 | 1篇 |
2001年 | 1篇 |
1998年 | 1篇 |
1996年 | 1篇 |
1995年 | 1篇 |
1992年 | 1篇 |
1991年 | 1篇 |
1989年 | 2篇 |
1987年 | 2篇 |
1986年 | 3篇 |
1984年 | 2篇 |
1983年 | 1篇 |
1982年 | 2篇 |
1980年 | 1篇 |
1975年 | 2篇 |
1974年 | 1篇 |
1971年 | 1篇 |
1967年 | 1篇 |
1959年 | 2篇 |
1957年 | 2篇 |
1955年 | 2篇 |
1954年 | 1篇 |
1951年 | 1篇 |
1950年 | 1篇 |
排序方式: 共有45条查询结果,搜索用时 15 毫秒
11.
12.
THE JOINT EFFECTS OF CONSCIENTIOUSNESS AND SELF-LEADERSHIP TRAINING ON EMPLOYEE SELF-DIRECTED BEHAVIOR IN A SERVICE SETTING 总被引:1,自引:0,他引:1
This field investigation examined the effects of conscientiousness and self-leadership training on employee self-direction. Conscientiousness correlated significantly with supervisor evaluations of self-direction for employees working in a hotel/resort. Self-leadership training was then conducted for a group of the employees. Gain score analysis failed to detect an overall effect for training on self-direction. However, conscientiousness was found to moderate the effect of self-leadership training in that training group employees who initially scored low on conscientiousness improved their behavior more than their high conscientiousness coworkers. Implications of these findings for the practices of employee training and selection are discussed. 相似文献
13.
14.
L. H. STEWART 《The Journal of analytical psychology》1991,36(4):449-459
15.
16.
17.
AN EXPLORATION OF MEMBER ROLES AS A MULTILEVEL LINKING MECHANISM FOR INDIVIDUAL TRAITS AND TEAM OUTCOMES 总被引:1,自引:0,他引:1
We use data from 220 individuals in 45 teams to examine team member roles as a cross-level linking mechanism between personality traits and team-level outcomes. At the individual level, peer ratings of task role behavior relate positively with Conscientiousness and negatively with Neuroticism and Extraversion. Peer ratings of social role behavior relate positively with Agreeableness and negatively with Openness to Experience. At the team level, a composition process of aggregation operates such that the mean for social roles corresponds with social cohesion. Compilation processes of aggregation also occur, as the variance of social roles corresponds negatively with task performance, and the variance of task roles corresponds negatively with cohesion. Skew of the distribution for social roles within each team—a measure of critical mass of members individually enacting the role—also correlates with social cohesion. 相似文献
18.
CHARLOTTE G. STEWART WILLIAM A. LEWIS 《Journal of counseling and development : JCD》1986,64(10):638-641
Effects of assertiveness training on assertive behaviors and self-esteem were investigated among Black high school students. Results showed a significant difference between scores of males and females on the written assertiveness measure. Scores of the 9 females in the experimental group accounted for all of the change, whereas scores of the 18 males actually dropped somewhat. No significant differences appeared on assertiveness or self-esteem across conditions, however. Possible reasons for lack of effects of the training are discussed. Continued study is necessary to identify ways for Blacks to meet their needs by moving from passive or aggressive approaches to assertive ones. 相似文献
19.
STEWART E. COOPER 《Journal of counseling and development : JCD》1987,65(10):565-566
A brief, collaborative-structured approach to group counseling was evaluated. The technique specifically differs from traditional development groups in that the content was chosen and the group norms established in the context of a structured and limited framework. The results indicate that this approach may be a viable alternative for understaffed counseling centers. 相似文献
20.
This paper examines evaluative judgments about an African-American beneficiary of affirmative action (AA) in two studies. Based on a motivated social cognition model, we test whether the use of AA, social dominance orientation (SDO), and job status jointly influence judgments about the future job performance and career progression of an AA beneficiary. In a sample of 244 undergraduate business students, Study 1 showed that SDO and AA interact to predict job-related performance expectations, and AA and job status interact to predict career progression expectations. Study 2 used a different sample of 190 business undergraduates to test whether the effects of AA, job status, SDO and their interactions on evaluative judgments is mediated by stereotype application. Results showed that different dimensions of stereotypes mediated the relationships between SDO, job status and the AA × SDO interaction. 相似文献