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151.
SCOTT HIGHHOUSE MICHAEL J. ZICKAR TODD J. THORSTEINSON SANDRA L. STIERWALT JEREL E. SLAUGHTER 《Personnel Psychology》1999,52(1):151-172
Historically, there has been little guidance from the recruitment literature on how organizations can assess the image that potential applicants hold of their company as a place to work. We demonstrate the application of a technique for identifying employment image dimensions that are most critical in distinguishing among companies in the same industry, and show how this information can be used to assess companies relative to their competitors on these dimensions. We used a forced-choice inductive methodology to identify relevant dimensions of company employment image in the fast food industry, and randomly assigned high school students ( n = 336) and retirees ( n = 102) to describe 1 of 8 well-known fast food companies on the dimensions. In addition, respondents indicated their general image of the targeted company as a place to work. We were able to identify dimensions that both discriminated between companies and predicted general image, and graphically benchmarked one company against other companies on image dimensions. 相似文献
152.
Although the U.S. economy is flourishing, a segment of the workforce still faces job insecurity as a salient feature of employment. As companies focus on competition and profit margins, workers are confronted with threats to their identities based on real or anticipated job loss. This article focuses on features of job insecurity that affect threatened workers, those who remain, and the organizations in which they work. Recommendations are given regarding assisting job-insecure employees using career counselors, consultants, or outplacement specialists. 相似文献
153.
The current research took into account two previously developed models of effective contraceptive behavior, a model emphasizing interpersonal variables and a model emphasizing intrapersonal variables. The purpose was to identify variables related to contraception that could be addressed during contraceptive counseling and to aid persons in deciding the most effective contraceptive method within the context of an intimate relationship. The research used questionnaire responses from 350 male and female college undergraduates. Results indicated some support for aspects of both models, with modest relationships between contraceptive behavior and attitudes toward both love and sex, and self-esteem. The difficulties of developing a comprehensive model of contraceptive behavior are discussed, as are some practical implications of this research. 相似文献
154.
The purposes of the present study were (a) to examine the validity of selected employment tests potentially useful in selecting production workers engaged in the construction of boxboard containers and (b) to evaluate the applicability of the tests to minority and non-minority workers. Using data collected from 100 production workers employed by the same company but located in two different geographical regions, it was found that a short test battery was potentially useful in selecting production employees without necessarily introducing unfair racial bias. Implications of the results for future research studies and test validation efforts involving differential and single-group validity are discussed. 相似文献
155.
McIntyre and Farr (1979), Hanser, Mendel, and Wolins (1979), and Lissitz, Mendoza, Huberty, and Markos (1979) comment on the repeated measures Analysis of Variance design suggested by Arvey and Mossholder (1977) to detect job differences and similarities. These authors propose alternative procedures to determine job differences. We, in turn, point out here that the problems specified by these critics may not be as severe as they indicate, and that some problems are even nonexistent. Moreover, the alternative solutions they suggest also have their own limitations. Finally, we propose an additional procedure–a multivariate approach to repeated measures data–which might be useful in the context of detecting job differences. It appears as if there are assumptions and limitations to both the univariate and multivariate approaches to the problem; these assumptions and limitations are delineated more precisely in the present paper. 相似文献
156.
157.
SUSAN BORDO 《希帕蒂亚:女权主义哲学杂志》1992,7(3):197-207
My response to the preceding commentaries draws on recent events such as the Thomas/Hill hearings to illustrate some of my central arguments in “Feminist Skepticism and the ‘Maleness’ of Philosophy.” I also attempt to clarify frequently misunderstood aspects of my use of gender as an analytical category, and discuss why, in my opinion, we should continue to care about the “maleness” of philosophy. 相似文献
158.
ON THE INTERCHANGEABILITY OF OBJECTIVE AND SUBJECTIVE MEASURES OF EMPLOYEE PERFORMANCE: A META-ANALYSIS 总被引:6,自引:0,他引:6
WILLIAM H. BOMMER JONATHAN L. JOHNSON GREGORY A. RICH PHILIP M. PODSAKOFF SCOTT B. MACKENZIE 《Personnel Psychology》1995,48(3):587-605
A meta-analysis of studies containing both objective and subjective ratings of employee performance resulted in a corrected mean correlation of .389. This value, although significantly greater than zero, indicates that objective and subjective performance measures should not be used interchangeably. Moreover, in no moderator subgroup examined did the correlation suggest convergent validity. After discussing issues related to resolving the previous anomalies of primary and meta-analytic results, a secondary analysis suggested that objective and subjective measures of the same construct at the same level may be used inter-changeably. The secondary analysis, however, was based on a very limited sample. Future research should address the appropriate dimensionality of employee performance. 相似文献
159.
Prior meta‐analytic studies have provided evidence for the effectiveness of creativity training. In the present study, 156 training programs were obtained and a content analysis was used to appraise these programs with respect to: a) cognitive processes, b) training techniques, c) media, and d) types of practice exercises. A cluster analysis was used to determine the major types of training, as reflected in these variables, and meta‐analytic data were used to assess the effectiveness of each type of training. Overall, 11 common types of training were identified, all of which appeared to have some value. However, some types of training, specifically idea production and cognitive training, proved particularly effective while some commonly applied training strategies, specifically imagery training, proved less effective. The implications of these findings for the design of creativity training are discussed. 相似文献
160.