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111.
Daniel F. Gucciardi Sandy Gordon James A. Dimmock 《Journal of Applied Sport Psychology》2013,25(3):261-281
A personal construct psychology (PCP; Kelly, 1955/1991) framework was employed in an attempt to reveal a holistic understanding of mental toughness in the context of Australian Football. Eleven male coaches (M age = 42, SD = 9.62) with considerable playing and coaching experience at the elite level were interviewed using a PCP-based interview protocol. Transcribed verbatim data were analyzed using grounded theory procedures. Three independent categories (characteristics, situations, behaviors) were inductively derived and integrated into a model in which the importance of understanding each component individually was emphasized. The relationship between these three central categories was also highlighted. Results identified the key mental characteristics and their contrasts together with those situations that demand mental toughness, and the behaviors commonly displayed by mentally tough footballers. Conceptualized in the context of these three categories, mental toughness in Australian Football can be considered as a buffer against adversity but also as a collection of enabling factors that promote and maintain adaptation to other challenging situations. Practical implications of the findings are discussed and focus on issues pertaining to enhancing and/or developing mental toughness. 相似文献
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Kraimer ML Seibert SE Wayne SJ Liden RC Bravo J 《The Journal of applied psychology》2011,96(3):485-500
This study examines antecedents and behavioral outcomes of employees' perceptions of organizational support for development. We first propose that employees' past participation in formal developmental activities and experience with developmental relationships positively relate to their perceptions of organizational support for development. We then propose that perceived career opportunity within the organization moderates the relationship between organizational support for development and employee performance and turnover. Using a sample of 264 exempt-level employees and their supervisors, we found that participation in training classes, leader-member exchange, and career mentoring were each positively related to employees' perceptions of organizational support for development. We also found support for the moderator hypotheses. Specifically, development support positively related to job performance, but only when perceived career opportunity within the organization was high. Further, development support was associated with reduced voluntary turnover when perceived career opportunity was high, but it was associated with increased turnover when perceived career opportunity was low. Our study demonstrates that social exchange and career motivation theory work together to explain when and how employees' perceptions of organizational support for development relate to turnover and job performance. 相似文献
114.
Toner CK Reese BE Neargarder S Riedel TM Gilmore GC Cronin-Golomb A 《Psychology and aging》2012,27(3):785-790
We examined performance of healthy older and younger adults and individuals with Alzheimer's disease (AD) and Parkinson's disease (PD) on digit cancellation, a task putatively sensitive to cognitive impairment, but possibly affected by visual impairment, particularly in contrast sensitivity. Critical contrast thresholds were established to create custom stimulus arrays that were proximally matched across individuals. Age- and PD-related differences in search were fully accounted for by the sensory deficit. Increased contrast benefited AD patients, but could not override cognitive impairment. We conclude that visually fair neuropsychological testing can effectively compensate for normal age- and PD-related visual changes that affect cognitive performance. (PsycINFO Database Record (c) 2012 APA, all rights reserved). 相似文献
115.
Laudate TM Neargarder S Dunne TE Sullivan KD Joshi P Gilmore GC Riedel TM Cronin-Golomb A 《Neuropsychology, development, and cognition. Section B, Aging, neuropsychology and cognition》2012,19(1-2):102-121
External support may improve task performance regardless of an individual's ability to compensate for cognitive deficits through internally generated mechanisms. We investigated if performance of a complex, familiar visual search task (the game of bingo) could be enhanced in groups with suboptimal vision by providing external support through manipulation of task stimuli. Participants were 19 younger adults, 14 individuals with probable Alzheimer's disease (AD), 13 AD-matched healthy adults, 17 non-demented individuals with Parkinson's disease (PD), and 20 PD-matched healthy adults. We varied stimulus contrast, size, and visual complexity during game play. The externally supported performance interventions of increased stimulus size and decreased complexity resulted in improvements in performance by all groups. AD also obtained benefit from increasing contrast, presumably by compensating for their contrast sensitivity deficit. The general finding of improved performance across healthy and afflicted groups suggests the value of visual support as an easy-to-apply intervention to enhance cognitive performance. 相似文献
116.
Sandy W. Chiu Shannon Gervan Courtney Fairbrother Laurel L. Johnson Allison F. H. Owen-Anderson Susan J. Bradley Kenneth J. Zucker 《Sex roles》2006,55(5-6):385-395
The present study was designed to assess sex-dimorphic color preferences in children with gender identity disorder (47 boys, 18 girls), clinical controls (65 boys, 35 girls), and community controls (65 boys, 35 girls). The mean age of the children was 7.63 years (range?=?3–12 years). Children were shown a hexagon-shaped display of 144 colors extracted from PowerPoint?. Each child was asked to choose his or her three favorite colors (Trials 1–3) by pointing to them, naming them, and then to provide a justification for each choice. From the entire array, children labeled a total of 11 different colors: black, blue, brown, gray, green, orange, pink, purple, red, white, and yellow. For three of the colors (blue, pink/purple, and red), there was evidence for normative sex differences in color preference, and, for the colors blue and pink/purple, the gender-referred children showed inverted patterns of color preference. For the color blue, luminance values showed that the gender-referred boys and control girls preferred lighter shades, whereas the gender-referred girls and control boys preferred darker shades. Qualitative analysis indicated that gender-specific justifications were uncommon, even for the sex-dimorphic colors. Gender-referred children showed inverted gender-stereotyped color preferences, which are likely related to their more general pattern of cross-gender identification. Principles of gender-differentiated development derived from gender-schema theory are used to explain the group differences in color preferences. 相似文献
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118.
What is the basis for the categorical distinctions evident in action? For some visually-guided activities it can be shown that categories of action are specified by criterial values of optical properties. In the more general case, the criterial optical properties should be scaled relative to dimensions of the acting animal. The analysis of the prey-catching behavior of praying mantids is used to exemplify the strategy for determining naturally defined boundaries on actions. 相似文献
119.
Sandy Jeanquart-Barone 《Sex roles》1996,34(9-10):717-728
Supervisory Satisfaction relates to satisfaction with supervision rather than other conditions or agents in the work place. The supervisor-subordinate relationship is becoming increasingly important given the shift from managing work to managing people. Six variables were theorized as influencing satisfaction. Developing a parsimonious model to predict the variance in supervisor satisfaction, this empirical study examined 202 traditional supervisory relationships (subordinate reporting to a male supervisor) and 48 nontraditional supervisory relationships (subordinates reporting to a female supervisor). The sample was predominantly whites. Four of the five variables theorized, predicted a high level of variance in supervisory satisfaction in both traditional and nontraditional relationships. However the predictors were not different for the two groups. 相似文献
120.