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151.
CHRISTINA A. RIDEOUT SUSAN A. RICHARDSON 《Journal of counseling and development : JCD》1989,67(9):529-533
Effective teambuilding is a critical aspect of management. The concept of appreciation of differences through understanding personality types and female/male developmental theory adds previously unexplored dimensions to teambuilding. The authors present a teambuilding model using the Myers-Briggs Type Indicator and female/male developmental theory. “And in understanding me you might come to prize my differences from you, and, far from seeking to change me, preserve and even nurture those differences.” (Keirsey & Bates, 1984, p. 1) 相似文献
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The problem of deliberate deception in self-presentation is always of concern in situations where persons have something definite to gain by being viewed in a particular manner. The authors sought to confirm that the item content of the “faking-good” dimensions and the “faking-bad” dimensions are distinct from each other, and to identify the item content that is central to each dimension. 相似文献
155.
Although sibling warmth and hostility have been shown to be statistically independent, they are intertwined in children's everyday experiences. We developed a multidimensional characterization of children's perceptions of their sibling relationships and examined differences in other family relationship measures as a function of different combinations of sibling hostility and warmth. Participants included 91 firstborn children between 10 and 11 years of age with younger siblings between 6 and 10 years of age. Children reported their levels of satisfaction, intimacy, and rivalry in their sibling relationships and their satisfaction with parent-child relationships. Parents rated their marriages. As compared with children in families with “affect-intense” sibling relationships (high hostility/high warmth), children in “hostile” sibling relationships (high hostility/low warmth) rated their sibling and parent-child relationships more negatively, and their parents rated their marriages more negatively. Results are discussed in terms of the role of hostility in sibling experiences and the importance of understanding multidimensional patterns in the sibling relationship. 相似文献
156.
SUSAN KOZEL 《希帕蒂亚:女权主义哲学杂志》1996,11(3):114-129
In this essay I explore the dynamic between Luce Irigaray and Maurice Merleau-Ponty as it unfolds in An Ethics of Sexual Difference (1993). Irigaray's strategy of mimesis is a powerful feminist tool, both philosophically and politically. Regarding textual engagement as analogous for relations between self and other beyond the text, I deliver a cautionary message: mimetic strategy is powerful but runs the risk of silencing the voice of the other. 相似文献
157.
Two hypotheses explaining the causes of differences in recruitment source effectiveness, the realism of job information provided and the characteristics of individuals recruited, were tested on a sample of packaging plant employees. Seven recruitment sources used by the plant were found to differ in effectiveness as measured by attendance, performance and tenure. The hypothesis that recruitment sources differ because they reach individuals from different applicant populations received strongest support. Implications of the findings for future research and for organizational recruitment programs are discussed. 相似文献
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A TALE OF TWO JOB MARKETS: ORGANIZATIONAL SIZE AND ITS EFFECTS ON HIRING PRACTICES AND JOB SEARCH BEHAVIOR 总被引:3,自引:0,他引:3
ALISON E. BARBER MICHAEL J. WESSON QUINEITA M. ROBERSON M. SUSAN TAYLOR 《Personnel Psychology》1999,52(4):841-868
Small firms employ half the U.S. private sector workforce, yet recruitment research has traditionally focused on large firms. The present study attempts to advance knowledge on how recruitment practices vary with firm size. Results suggest that the recruitment practices of larger firms are generally more formal and bureaucratic than those of smaller firms. In addition, the study demonstrates that many job seekers have distinct preferences regarding firm size, and that preferred firm size is related to job search behavior. Taken together, these findings suggest that firm size is an overlooked and important aspect of the recruitment/job search context. The processes involved in matching employers and applicants differ so much as a function of firm size that one might argue that large and small firms comprise separate labor markets. 相似文献
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An experiment examined individuals’willingness to excuse a romantic partner of blame for a transgression when perceptions that a relationship is risky are salient. Participants evaluated an actual transgression on measures tapping three levels of appraisal: (a) initial impressions of the act (i.e., severity of the transgression), (b) considerations of the context in which it occurred (i.e., judgments about excuses and extenuating context), and (c) judgments about its broader implications for the relationship (attributions of globality). Evaluator perspective was also varied. Half the participants (actors) evaluated their own partner's wrongdoing; half (observers) evaluated another participant's partner's wrongdoing. Compared to controls, risk participants rated the transgression as more severe and were more cautious and risk-averse in assessing the merits of potentially excusing information. Evaluator perspective did not influence these judgments, a finding consistent with a cognitive interpretation of the results. In contrast, the effects of risk on judgments of globality were more pronounced among observers than among actors, suggesting that motivational pressures come into play when the evaluative stakes are higher. 相似文献