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91.
The role of fair treatment and rewards in perceptions of organizational support and leader-member exchange 总被引:9,自引:0,他引:9
This study examined a model of the antecedents and consequences of perceived organizational support (POS) and leader-member exchange (LMX). It was predicted that organizational justice (procedural and distributive justice) and organizational practices that provide recognition to the employee (feelings of inclusion and recognition from upper management) would influence POS. For LMX, it was predicted that leader reward (distributive justice and contingent rewards) and punishment behavior would be important antecedents. Results based on a sample of 211 employee-supervisor dyads indicated that organizational justice, inclusion, and recognition were related to POS and contingent rewards were related to LMX. In terms of consequences, POS was related to employee commitment and organizational citizenship behavior, whereas LMX predicted performance ratings. 相似文献
92.
Gerald R. Ferris T. Gregory Bergin Sandy J. Wayne 《Journal of applied social psychology》1988,18(7):552-563
Personal characteristics and job performance were examined as potential predictors of absenteeism for a professional occupational group. Data on 152 public school teachers demonstrated that sex and independence contributed unique variance to the prediction of absenteeism. Furthermore, the interaction terms of sex with independence, with the ability to control anxiety, and with performance rating significantly added to the variance explained in absenteeism. Implications of the present results are discussed as well as suggestions for future research. 相似文献
93.
Sex Roles - Based on the automatic vs. controlled attention argument, this paper tested the contention that the amount of job-relevant information given to decision makers prior to the employment... 相似文献
94.
Sandy C. Burgener Ph.D. 《Journal of religion and health》1994,33(2):175-189
To examine the relationship among religious participation, stress, and well-being, 84 caregivers of Alzheimer's patients and 81 control subjects completed the Religiosity Scale, Life-3, and Medical Outcomes Study well-being measures. Caregivers only completed the Relative's Stress Scale. No differences were found between groups in religious practices, although caregivers indicated higher levels of clergy-visiting than the others and control subjects indicated a greater met need for contact with the church or synagogue. In contrast, control subjects show higher levels of well-being, social functioning, and mental health than caregivers. In care-givers, significant relationships were found among several religiosity variables, stress, and well-being. 相似文献
95.
Matthew J. Sharps Sandy S. Martin Michael A. Nunes Michelle Merrill 《Current Psychology》1999,18(3):254-271
Recent research indicates the presence of an age-related visual processing deficit, for which the elderly may attempt to compensate
through the use of relational information. This hypothesis was tested, using the category superiority effect as a model system.
In studies of young adults, the category superiority effect has been shown to be confined to relatively abstract stimulus
materials, such as verbal items, and to be absent for pictures. However, it was predicted that a category superiority effect
would be present in elderly adults both for verbal and for pictorial stimuli, since the elderly would be expected to utilize
category information to compensate for imagerie deficits. This prediction was confirmed, consistent with the hypothesis advanced
above. It was further suggested that the establishment of a prior framework for recall, based on relational information, would
reduce this effect significantly. This prediction was also confirmed.
This research was supported by Grant AGI 1605, National Institute on Aging, and by a grant from the School of Natural Sciences,
California State University, Fresno. 相似文献
96.
97.
Research has validated that intragroup cooperation, rather than competition, produces more positive group interaction and interpersonal acceptance which leads to better performance. The unique values of culturally diverse group members, however, may influence group processes and performance if these group members respond differently to situational cues. Research on the interaction between cultural diversity and competitive team situations would benefit organizations that employ an increasingly diverse work force. The primary purpose of this study is to explore the effects of cultural diversity on group performance and group processes by comparing culturally diverse and culturally nondiverse groups under conditions of intergroup competition and noncompetition. This experiment was conducted using 500 upper-level undergraduate students enrolled in a principles of management course at a large university in the southwestern United States. The results of this experiment indicate that the competitive nondiverse groups performed better than did the noncompetitive diverse groups in terms of quality of performance. Results also suggest that both the culturally diverse and culturally nondiverse groups outperformed their best individual members' scores when they were matched with competitive situations that enhanced their innate group processing styles. Organizations can increase their effectiveness by appreciating that diverse and nondiverse groups respond differently under conditions of competition and noncompetition. 相似文献
98.
This study addresses the impact of race on the supervisor-subordinate relationship. The purpose is to examine this relationship with minority subordinates reporting to both majority and minority group members. Using the subordinates needs framework identified by Baird and Kram (1983), 5 areas were addressed: supervisory support, developmental opportunities, procedural justice, acceptance or assimilation, and discrimination. The results indicated that African American subordinates with White supervisors experience less supervisory support, developmental opportunities, procedural justice, assimilation, and more discrimination than African American subordinates with African American supervisors. 相似文献
99.
Hershcovis MS Turner N Barling J Arnold KA Dupré KE Inness M LeBlanc MM Sivanathan N 《The Journal of applied psychology》2007,92(1):228-238
The authors conducted a meta-analysis of 57 empirical studies (59 samples) concerning enacted workplace aggression to answer 3 research questions. First, what are the individual and situational predictors of interpersonal and organizational aggression? Second, within interpersonal aggression, are there different predictors of supervisor- and coworker-targeted aggression? Third, what are the relative contributions of individual (i.e., trait anger, negative affectivity, and biological sex) and situational (i.e., injustice, job dissatisfaction, interpersonal conflict, situational constraints, and poor leadership) factors in explaining interpersonal and organizational aggression? Results show that both individual and situational factors predict aggression and that the pattern of predictors is target specific. Implications for future research are discussed. 相似文献
100.
Jocelyn L. Kuhn Sandra B. Vanegas Rod Salgado Stephanie K. Borjas Sandy Magaña Leann Smith DaWalt 《Family process》2020,59(2):477-491
During the transition to adulthood, effective and culturally relevant supports are critical for families of youth with autism spectrum disorder (ASD). There is a dearth of documented program development and research on supports for Spanish-speaking Latino families during this life stage. The present work describes the cultural adaptation process of an evidence-based transition program for Latino families of youth with ASD. A model of the actions necessary to meaningfully conduct a cultural adaptation in this context is described. After implementing the culturally adapted program titled Juntos en la Transición with five Spanish-speaking families, parents reported high social validity of the program through surveys and interviews. The cultural adaptation process followed in this work is important for the further development of programs that address the transition needs of Latino youth with ASD and their families. Our impressions may also be useful to those who aim to develop culturally sensitive and ecologically valid multifamily group intervention programs for families from cultural and linguistic minority groups. 相似文献