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121.
该研究采用实验法考察了具体情绪以及非依随反馈方式对自我妨碍的影响。被试为104名大学生。结果表明:1)愉快组被试做出的决策型自我妨碍行为较少;恐惧组被试做出的回避型自我妨碍较多。2)两种非依随反馈方式对自我妨碍的影响没有显著差异。3)无论是决策型自我妨碍还是回避型自我妨碍,男生均高于女生。  相似文献   
122.
Perceivers generally show a poor ability to detect changes, a condition referred to as “Change Blindness” (CB). They are, in addition, “blind to their own blindness”. A common explanation of this “Change Blindness Blindness” (CBB) is that it derives from an inadequate, “photographical” folk-theory about perception. This explanation, however, does not account for intra-individual variations of CBB across trials. Our study aims to explore an alternative theory, according to which participants base their self-evaluations on two activity-dependent cues, namely search time and perceived success in prior trials. These cues were found to influence self-evaluation in two orthogonal ways: success-feedback influenced self-evaluation in a global, contextual way, presumably by recalibrating the norm of adequacy for the task. Search time influenced it in a local way, predicting the success of a given trial from its duration.  相似文献   
123.
This study aimed to assess the effect of subjective difficulty on the degree of featural or configural processing in face recognition. It could be assumed that featural processing is analytic processing ( Peterson & Rhodes, 2003 ), while configural processing is automatic processing ( Dunning & Stern, 1994 ). It has been suggested that task difficulty affected the automaticity of processing. Task difficulty was manipulated using a number of alternatives or time pressure. Subjective difficulty could also affect the automaticity of processing. If so, then subjective difficulty may in turn affect the degree of featural or configural processing. Participants in a difficult condition were given instructions mentioning that the face‐recognition task was difficult, while participants in the control condition were given no such instruction. The amount of retrieved featural information in the former condition was less than that in the latter. These results suggested that the degree of featural processing decreased when the participants found the task difficult.  相似文献   
124.
大学生职业成熟度研究述评   总被引:1,自引:0,他引:1  
大学生处于职业发展的一个特殊阶段,职业成熟度是评价大学生职业心理发展水平的一把标尺。大学生职业成熟度理论基础主要有Super的职业终身发展观、Crites的职业成熟理论、Westbrook的认知职业成熟观和国内大学生职业成熟度七维模型。当前大学生职业成熟度已在人口学变量上进行了广泛的研究,今后的研究去向将更进一步呈现本土化趋势,采用质的研究和量的研究相结合的方法,就大学生职业成熟度与个体的认知、人格和情绪关系展开讨论。  相似文献   
125.
该研究以247名大学生为被试,采用2(反馈类型:成功、失败)×2(任务重要性:重要任务、不重要任务)×2(外向性:内向、外向)组间设计探讨成败反馈对大学生核心自我评价的影响,以及任务重要性和外向性在其中的调节作用。结果表明:(1)反馈类型、任务重要性和外向性对核心自我评价变化的主效应及三者的交互作用效应均显著。(2)成败反馈与任务重要性对核心自我评价变化存在显著的交互作用;简单效应分析表明,在失败反馈条件下,执行重要任务被试核心自我评价的下降幅度显著大于执行不重要任务被试核心自我评价的下降幅度。(3)成败反馈与外向性对核心自我评价变化存在显著的交互作用;简单效应分析显示,在失败反馈条件下,外向被试核心自我评价的下降幅度显著小于内向被试。(4)在失败反馈条件下,任务重要性和外向性对核心自我评价的变化存在交互作用。  相似文献   
126.
邢强  孙海龙 《心理科学》2015,(5):1130-1135
通过两个实验探讨反馈延迟与掩蔽类型对知觉类别学习的影响。实验1光栅掩蔽条件下,采用2(类别结构:基于规则vs.信息整合)×2(延迟反馈:500vs.3000ms)被试间实验设计,实验2采用同样的实验设计,保持延迟反馈时间不变,但改掩蔽类型为黑屏掩蔽。结果发现:(1)光栅掩蔽条件下,反馈延迟削弱信息整合类别结构的成绩,不影响基于规则类别学习,内隐外显类别结构之间存在分离效应。(2)黑屏掩蔽条件下,信息整合与基于规则类别结构的成绩均不受到延迟反馈的影响,分离效应消失。实验说明“无关因素”掩蔽影响知觉类别学习,知觉噪音与标准噪音在反馈延迟影响知觉类别学习中起到重要作用,COVIS模型理论关于延迟反馈时间影响知觉类别学习的解释具有局限性。  相似文献   
127.
The purpose of the current study was to examine the effects of a multicomponent intervention that included discrimination training, real-time visual feedback, and self-monitoring on postural behavior at a computer workstation in a simulated office environment. Using a nonconcurrent multiple baseline design across 8 participants, the study assessed the effects of the intervention across three postural variables. Following an information phase, the intervention started for the lowest stable postural variable. The intervention led to substantial improvements in safety behavior for most targeted postural variables. A reversal to the information phase for 2 participants did not lead to decreases in safety. Postures self-monitored with high accuracy improved to a greater degree than postures self-monitored with low accuracy.  相似文献   
128.
We used a brief training procedure that incorporated feedback and role-play practice to train staff members to conduct stimulus preference assessments, and we used group-comparison methods to evaluate the effects of training. Staff members were trained to implement the multiple-stimulus-without-replacement assessment in a single session and the paired-stimulus method in another single session. In all 16 cases (2 assessments for 8 trainees), correct responding increased to over 80% accuracy; in 14 of those 16 cases, it increased to over 90% accuracy. Thus, training produced mastery-level performance in a single training session in almost all cases.  相似文献   
129.
The effects of lexical context on phonological processing are pervasive and there have been indications that such effects may be modulated by attention. However, attentional modulation in speech processing is neither well documented nor well understood. Experiment 1 demonstrated attentional modulation of lexical facilitation of speech sound recognition when task and critical stimuli were identical across attention conditions. We propose modulation of lexical activation as a neurophysiologically plausible computational mechanism that can account for this type of modulation. Contrary to the claims of critics, this mechanism can account for attentional modulation without violating the principle of interactive processing. Simulations of the interactive TRACE model extended to include two different ways of modulating lexical activation showed that each can account for attentional modulation of lexical feedback effects. Experiment 2 tested conflicting predictions from the two implementations and provided evidence that is consistent with bias input as the mechanism of attentional control of lexical activation.  相似文献   
130.
Based on current research involving rater motivation, we examined several factors hypothesized to influence employee intentions to provide honest upward feedback. Survey data were collected from a demographically diverse sample of hospital employees (n = 203). In summary, we found empirical support for generalizing extant models of rater motivation to an upward feedback context: cynicism towards upper management and the upward feedback process, understanding upward feedback, and opportunity to observe their supervisors were the primary predictors of employee intentions to provide honest upward feedback ratings, mediated by the (a) extent to which employees perceived positive benefits would result from rating their supervisors honestly, (b) the extent to which employees feared retaliation by their supervisors, and (c) rater self-efficacy.
Vincent J. FortunatoEmail:
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