全文获取类型
收费全文 | 391篇 |
免费 | 19篇 |
国内免费 | 1篇 |
专业分类
411篇 |
出版年
2023年 | 5篇 |
2022年 | 7篇 |
2021年 | 8篇 |
2020年 | 15篇 |
2019年 | 8篇 |
2018年 | 24篇 |
2017年 | 19篇 |
2016年 | 12篇 |
2015年 | 15篇 |
2014年 | 18篇 |
2013年 | 57篇 |
2012年 | 24篇 |
2011年 | 28篇 |
2010年 | 17篇 |
2009年 | 15篇 |
2008年 | 24篇 |
2007年 | 12篇 |
2006年 | 16篇 |
2005年 | 17篇 |
2004年 | 7篇 |
2003年 | 13篇 |
2002年 | 12篇 |
2001年 | 4篇 |
2000年 | 3篇 |
1999年 | 5篇 |
1998年 | 6篇 |
1997年 | 2篇 |
1996年 | 1篇 |
1995年 | 2篇 |
1994年 | 1篇 |
1992年 | 1篇 |
1990年 | 1篇 |
1989年 | 1篇 |
1988年 | 1篇 |
1987年 | 1篇 |
1986年 | 1篇 |
1985年 | 1篇 |
1984年 | 2篇 |
1983年 | 1篇 |
1981年 | 1篇 |
1975年 | 1篇 |
1972年 | 1篇 |
1969年 | 1篇 |
排序方式: 共有411条查询结果,搜索用时 0 毫秒
181.
182.
Chourbaji S Brandwein C Vogt MA Dormann C Gass P 《Stress (Amsterdam, Netherlands)》2008,11(2):170-175
Test batteries are an essential and broadly used tool for behavioural phenotyping, especially with regard to mouse models of particular diseases, such as depression. Facing the problem of an often limited number of mutant animals, it therefore seems crucial to develop and optimise such test batteries in terms of an ideal throughput of subjects. This study aimed to characterize several common stressors, which are used for the investigation of depressive-like features with regard to their capability of each of them to affect performance in a subsequent behavioural test. Here we investigated swim-, restraint- and footshock-stress in male C57/BL6 mice, focusing on post-stress corticosterone elevations as well as potential effects on the behavioural level. The stressors increased circulating corticosterone levels when assessed 1 h after exposure. On the behavioural level, no test interactions could be detected, which suggests, that in general, combining these test conditions in experiments with a restricted availability of animals seems to be rather unproblematic. 相似文献
183.
184.
Sabine A.E Geurts Michiel A.J Kompier Irene L.D Houtman 《Journal of Vocational Behavior》2003,63(3):532-559
Drawing on the Effort-Recovery (E-R) model, the current study investigated to what extent Work-Home Interference (WHI) mediated the relationship between workload and two indicators of well-being, that is, (a) affective well-being (i.e., work-related negative affect and depressive mood) and (b) subjective health (i.e., health complaints). In Part I of this study, Structural Equation Modeling (SEM) was used to test several competing models of mediation—full, partial, or no mediation—in three homogeneous samples (166 medical residents, 194 child care workers, and 224 bus drivers). In Part II of this study, we cross-validated the best fitting model in an independent heterogeneous sample (1421 Dutch workers). The results provided support for the E-R model in that WHI played a significant role in mediating the impact of workload on workers’ well-being. WHI fully mediated the relationship of workload with depressive mood and health complaints, and partially mediated the relationship with work-related negative affect. This differential role of WHI indicates that WHI might play a more crucial mediating role with respect to general (context-free) indicators of well-being than with respect to work-related indicators of well-being. In general, the findings of the current study suggest that workload exerts its negative effects on well-being (at least partly) through a process of spillover of negative load-effects that impede recovery during the non-working hours. 相似文献
185.
Reinforcement,Rationality, and Intentions: How Robust Is Automatic Reinforcement Learning in Economic Decision Making? 下载免费PDF全文
Reinforcement learning is often observed in economic decision making and may lead to detrimental decisions. Because of its automaticity, it is difficult to avoid. In three experimental studies, we investigated whether this process could be controlled by goal intentions and implementation intentions. Participants' decisions were investigated in a probability‐updating task in which the normative rule to maximize expected payoff (Bayes' rule) conflicted with the reinforcement heuristic as a simple decision rule. Some participants were asked to set goal intentions designated to foster the optimization of rational decision making, while other participants were asked to furnish these goal intentions with implementation intentions. Results showed that controlling automatic processes of reinforcement learning is possible by means of goal intentions or implementation intentions that focus decision makers on the analysis of decision feedback. Importantly, such beneficial effects were not achieved by simply instructing participants to analyze the feedback, without defining a goal as the desired end state from a first‐person perspective. Regarding intentions supposed to shut down reinforcement processes by controlling negative affect, effects were more complex and depended on the specified goal‐directed behavior. The goal intention to suppress the disappointment elicited by negative feedback was not effective in controlling reinforcement processes. Furnishing this goal with an implementation intention even backfired and strengthened unwanted reinforcement processes. In contrast, asking participants to keep cool in response to negative decision outcomes through the use of goal intentions or implementation intentions increased decisions in line with Bayes' rule. Copyright © 2017 John Wiley & Sons, Ltd. 相似文献
186.
Stephan Hentrich Andreas Zimber Nadia Sosnowsky-Waschek Sabine Gregersen Franz Petermann 《Current psychology (New Brunswick, N.J.)》2017,36(3):516-529
The present study tests interaction effects between working characteristics and core self-evaluations (CSE) among managers. Based on the job demands-resources model, we outline that CSE is a buffer for negative health-related consequences initialized by facing high job demands. Moreover, we hypothesize that CSE is positively linked to job resources and motivation. A sample of 282 managers participated in the study in Germany. Results based on hierarchical regression analysis confirmed that high CSE significantly weakens the positive relationship between high job demands and depression among managers. Furthermore, a significant interaction effect between job resources and CSE on work engagement was found. Therefore, the study reveals that it seems unlikely that CSE biases how managers appraise the environment since individuals low in CSE benefitted more from favorable working conditions than those high in CSE. Suggestions for future research as well as implications for theory and practice are derived. 相似文献
187.
Aysegül Ibisler Sebastian Ocklenburg Susanne Stemmler Larissa Arning Jörg T. Epplen Carsten Saft Sabine Hoffjan 《Journal of genetic counseling》2017,26(5):1029-1040
We present a prospective study of counselees seeking predictive testing for Huntington’s disease at the Huntington Center North Rhine-Westphalia (Bochum, Germany) between 2010 and 2012. The aim was to observe the decision-making process of at-risk individuals and explore their experiences following the decision as well as the impacts of positive and negative mutation results. Data were collected using two standardized questionnaires as well as via a semi-standardized telephone interview one year after the initial counseling session. Seventy-two individuals participated in at least one of the three phases of the survey, including 31 individuals in the telephone interview. Sociodemographic data were in accordance with previous reports. The process of predictive testing was generally perceived in a positive manner, with almost all interviewees reporting a balanced emotional state one year after initial counseling, regardless of the decision for or against the test. The most important reasons named in favor of or against testing were assembled as well as different aspects regarding the satisfaction with the reached decision. In line with and expanding previous observations on gender-related differences in decision-making, our results suggest that gender-related aspects should be more strongly taken into account in genetic counseling during the predictive testing and counseling processes. 相似文献
188.
We investigated the construction of gender in chat groups. Four unacquainted persons chatted in two gender-anonymous conditions and a non-anonymous control condition. In one anonymous condition, the gender focus was made salient. The other groups did not know about the gender focus. All participants had to guess the gender of the others and give reasons for their decisions. Results suggest that (a) overall, 2/3 of gender guesses fit the sex category of the targets, (b) gender anonymity was more comfortable for women, (c) participants used mostly gender-stereotypic cues to infer gender, however, men and women used syntactic, semantic, and pragmatic cues (with different predictive value) to different degrees, (d) conversational behavior varied depending on gender anonymity, and (e) degree of gender salience was irrelevant for the use of gender as an organizing category. 相似文献
189.
Annick Durand-Delvigne Caroline Desombre Sabine De Bosscher Kévin Poissonnier 《Psychologie du Travail et des Organisations》2011,17(2):115-128
Girls’s diversification of career choices seem relatively resistant to training program. One explanation of this situation is the lack or even absence of procedures for evaluating this program. The article proposes an evaluation of a training program entitled “female engineer” designed exclusively for high school girls. The objective was to encourage female students guidance in this profession. The results are mixed and are interpreted in terms of cognitive dissonance and upward social comparison. The results also show the need to develop in the same time the training program and his evaluation. 相似文献
190.
Véronique Leoni Sabine De Bosscher Pascale Desrumaux 《Psychologie du Travail et des Organisations》2011,17(1):23-42
The experience tested the effects of the observer’s point of view, of the valence of the decision, and of the controllable causality of the need on the consideration of the contributions and of the needs in the fairness perceptions from a decision of recruitment. Some recruiters and job- seekers judged the fairness of decisions of the recruitment of applicants which were described by their performance during a work sample test and by their professional position. The results showed that both variables had an effect on the judgments. Nevertheless the recruiters attached more importance to the performance and less to the professional position and to the hiring decision than the job seekers. Some implications in terms of affirmative action policies and communication were discussed. 相似文献