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151.
Academia’s mathematical metaphysics are briefly explored en route to an elaboration of the qualitatively rigorous requirements
underpinning the calibration and unambiguous interpretation of quantitative instrumentation in any science. Of particular
interest are Gadamer’s emphases on number as the paradigm of the noetic, on the role of play in interpretation, and on Hegel’s
sense of method as the activity of the thing itself that thought experiences. These point toward and overlap with (1) Latour’s
study of the metrological social networks through which technological phenomena are brought into language as modes of being
that can be understood, and (2) the way that Rasch’s models for measurement comprise a potential beginning for metaphysically
astute, qualitatively and quantitatively integrated, mathematical methods in the social sciences. The paper closes with observations
on the general problem that is philosophy, the need to remain open to multiplicities of meaning even as clear understandings
are sought and obtained. 相似文献
152.
ANALYSIS OF WORK GROUP PRODUCTIVITY IN AN APPLIED SETTING: APPLICATION OF A TIME SERIES PANEL DESIGN
JOHN E. SAWYER WILLIAM R. LATHAM ROBERT D. PRITCHARD WINSTON R. BENNETT JR. 《Personnel Psychology》1999,52(4):927-967
We provide a demonstration of a time series panel analysis applied under typical field research conditions characterized by (a) a small number of groups (b) all of which experience an intervention (thus there is no traditional control group), and (c) perform noncomparable tasks. The time series techniques allow a direct test of Naylor, Pritchard, and Ilgen's (1980) theory of behavior in organizations applied to work group productivity in a large-scale study of work groups conducted by Pritchard and colleagues (1989). The responses of 5 work groups to priority scores for 37 indicators of productivity over 23 months were used to predict month-by-month changes in productivity for each of the 37 group products. The results show that group productivity improvements can be explained by feedback including priority scores derived from nonlinear contingency functions of the productivity indicators. Furthermore, groups differed in their response to priority feedback. Goal setting positively affected productivity gain consistently across work groups, after the effects of priority feedback and the interaction of work groups with priority feedback were accounted for. Implications for group performance strategies and appropriate applications of the time series panel analysis are discussed. 相似文献
153.
WILLIAM A. SANDS 《Personnel Psychology》1978,31(1):63-70
Recently, over 33% of the new male enlistees were prematurely separated from the Navy (i.e., prior to the expiration of active duty obligation). The purpose of this study was to develop and evaluate a new screening tool, designed to estimate an applicant's chances of completing the first two years of service. Essentially all nonprior service males enlisting during 1973 were included in the study (N = 68,616). Predictors used were: (1) years school completed, (2) mental group, based upon aptitude level, (3) age, and (4) number of dependents. The dichotomous criterion was survival (72%) vs. loss (28%), after a median two years of service. The model developed on the total sample evidenced a multiple point-biserial validity of .31. Double cross-validation evidence showed that the model will produce reasonably accurate and stable predictions. Management-oriented information was prepared to illustrate the various consequences of employing alternative cutting scores. This permitted examination of the tradeoffs involved in raising or lowering standards in the light of the current supply and demand picture for nonprior service enlisted male applicants. 相似文献
154.
EVELYN G. WEBSTER RICHARD F. BOOTH WILLIAM K. GRAHAM EDWARD F. ALF 《Personnel Psychology》1978,31(1):95-106
Background information, Comrey Personality Scale scores, and a standard Navy aptitude test score were obtained on 600 Navy enlisted men and 600 Navy enlisted women prior to beginning Naval Hospital Corps School training. A comparison of the men and women indicated that the sexes differed on a number of background and personality dimensions. A double-split cross-validation design with multiple regression was then employed in the development of a test battery for predicting school completion. Results indicated that the men were more predictable than the women with cross-validities on the order of .53 for men and .41 for women. For the total sample, cross-validities were approximately .47. An empirical comparison of the utility of these equations for screening candidates for paramedical training suggested that the use of separate equations with the sexes would not produce results which were substantially different from use of the single equation developed on both sexes combined. 相似文献
155.
Published validation studies of assessment centers are reviewed with respect to criteria used, staff composition, and the number of organizations involved. Impressive, consistent results are noted, but a trend is identified: Acceptance of the method is based on relatively few studies, conducted by fewer organizations, using a limited range of criteria. It is argued that perhaps the assessment center staff is evaluating candidates based on its familiarity with the preferences of the decision makers who will actually promote, thus merely duplicating already existing decision procedures. What is needed are comparative predictive studies incorporating alternative predictors and criteria. 相似文献
156.
CAROLE ANNE TAYLOR 《希帕蒂亚:女权主义哲学杂志》1993,8(1):55-80
When assumed by positions of dominance, the impersonal, analytical perspectives of scholar-narrators may serve to flatten, simplify, or render invisible the differences of constructed Others. Strategies of resistance necessarily correspond to where narrator-subjects enter relations of power. Without the presence of Others’ narrations, dominance can neither value newly visible subjective agency nor confront the complicity in its own subjectivity. Intersubjectivity suggests a dialogical process that utilizes differences in lived experience to reconceive relationality. 相似文献
157.
As we move into the next decade, greater student demands for counseling services, increased severity of presenting problems, and long waiting lists are becoming a reality at university and college counseling centers. These trends, coupled with limited financial resources, suggest that new models of case management and treatment are needed to maintain quality services. This article describes the development of a time-limited and managed-care treatment policy at the University Counseling Center at Colorado State University. It is offered as one agency's attempt to become more proactive in defining its responsibilities and limits regarding emerging challenges and changes on college campuses. 相似文献
158.
WILLIAM ICKES ANN BUYSSE HAO PHAM KERRI RIVERS JAMES R. ERICKSON MELANIE HANCOCK JOLI KELLEHER PAUL R. GESN 《Personal Relationships》2000,7(2):219-234
Two studies were conducted to explore the reasons why replicable individual‐difference correlates of empathic accuracy have proved so difficult to find. In Study 1, we examined sources of variance in empathic accuracy data using the Social Relations Model (Kenny, 1988, 1994; Kenny & Albright, 1987; Malloy & Kenny, 1986). The results revealed substantial perceiver variance only in the type of research design in which a relatively large set of individual perceivers inferred the thoughts and feelings of the same set of target persons. In Study 2, we found evidence that even in this apparently optimal type of research design, the significant individual‐difference correlates of empathic accuracy were fewer and subject to more unexpected qualifications than the results of Davis and Kraus's (1997) meta‐analysis would suggest. So far, the “best candidate” predictor of empathic accuracy appears to be verbal intelligence, but it remains to be seen whether it and two other recently proposed predictors of interpersonal accuracy will survive the test of replicability. 相似文献
159.
The article describes some of the challenges facing employment counselors who are working with mandated clients. Suggestions are provided for use with mandated clients in individual and group employment counseling sessions. 相似文献
160.