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61.
The European Union is generally perceived as endorsing universalistic and multi‐cultural values. However, social identity and self‐categorization theories predict that, when certain conditions are met, a negative relation between ingroup identification and tolerance towards outgroup members should be observed. We argue that the creation of the status of ‘Citizen of the Union’ in Maastricht may contribute to meeting those conditions and therefore to increase intolerance towards resident foreigners. If that is the case, a paradoxical situation could emerge, in which people's levels of tolerance towards foreigners would contradict group values. We examined the relations between values associated with Europe, European and national identification, and tolerance towards foreigners through a survey study with a—non‐representative—sample of undergraduate French‐speaking Belgian students. Results show that Europe was generally associated with humanistic values. But they also reveal that strong European identifiers tended to express more xenophobic attitudes than weak European identifiers, whilst national identification was not related with such attitudes. Copyright © 2002 John Wiley & Sons, Ltd. 相似文献
62.
I attempt to show that it is notphilosophically incompetent to ground politicalobligation in feelings of gratitude. But theargument needs to be stated carefully.Gratitude must be distinguished fromreciprocity. It applies only to good governmentwhich provides benefits to citizens for whichthey ought to feel grateful. It applies only tocitizens who accept that their feelings ofgratitude are properly demonstrated by anacceptance on their part of the duties ofcitizenship. It does not apply to citizenswhose benefits are purchased at the expense ofthe unjust treatment of fellow citizens. 相似文献
63.
Ismail Hussein Hashim 《心理科学》2002,25(1):47-52
1 Introduction Achievingpositivecitizenshipidealsinasocietyisanessentialingredientforthesustenanceofaviableandforward lookingsocio culturalandpoliticalenti ty .Positivecitizenshipidealsaretiedaroundcommit mentandserviceintermsofthepledgingoftheindi vidu… 相似文献
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66.
Will Kymlicka 《Ethical Theory and Moral Practice》1998,1(2):143-157
This paper is an introduction to a special issue on Nationalism, Multiculturalism and Liberal Democracy. It attempts to describe the state of the debate on issues of multiculturalism and nationalism within liberal-democratic theory. I suggest that there may be an emerging consensus on liberal culturalism – the view that certain group-specific rights or policies aimed at recognizing or accommodating ethnic and national groups are legitimate so long as they operate within certain constraints of liberal justice. I explore the possible reasons for this emerging consensus (including the lack of clear alternatives), and conclude with some suggestions about the likely avenues for future research in this area. 相似文献
67.
Malgorzata Kmicinska Sara Zaniboni Donald M. Truxillo Franco Fraccaroli Mo Wang 《European Journal of Work and Organizational Psychology》2016,25(5):707-721
The possibility for age discrimination and stereotypes to affect performance evaluations is rising. Although careful evaluations might be expected from conscientious raters, little is known about whether they might show more or less bias towards certain age groups. Therefore, in our study using a time-lagged design, we investigated the effects of rater conscientiousness on the performance evaluations of younger and older actual co-worker (N = 242). We found that raters who were more conscientious provided higher ratings for older workers than for younger workers on task performance and organizational citizenship behaviours. Specifically, we tested the model of mediated moderation, in which the relation between rater conscientiousness and ratee age predicts ratee-perceived conscientiousness, which in turn predicts performance ratings. The model was significant for older ratees, but not for younger ratees. We discuss our results in terms of the “similar to me” effects and implications for organizational practices. 相似文献
68.
Magda B.L. Donia Usman Raja Alexandra Panaccio Zheni Wang 《European Journal of Work and Organizational Psychology》2016,25(5):722-734
Drawing from implicit leadership theories we advance servant leadership theory by examining moderating mechanisms that explain under what conditions servant leader behaviours impact followers in organizations. Specifically, we focused on the moderating role of subordinates’ motivational orientations—prosocial values or impression management motives—in relationships between servant leadership behaviours and job satisfaction, as well as subordinate organizational citizenship behaviours (OCBs). Using time-lagged data collected from 192 supervisor-subordinate dyads, we found that servant leadership was positively associated with employees’ job satisfaction, but not significantly related to their performance of OCBs. We also found evidence that subordinates’ motives moderate the relationships between servant leadership and outcomes. Specifically, employees high on impression management experienced lower levels of job satisfaction than their lower scoring counterparts. Our findings suggest that servant leadership may not be equally beneficial for all followers. We discuss implications for theory and practice. 相似文献
69.
Yumeng Yue Karyn L. Wang Markus Groth 《European Journal of Work and Organizational Psychology》2016,25(3):447-458
The effects of emotional labour, that is, managing one’s emotions for work, not only predict a range of intrapersonal and organizational outcomes but can also spillover to affect non-work relationships. Despite this, relatively little is known about whether the performance of surface acting affects behaviours towards more proximal organizational members, how this occurs, and the role of supportive relationships in influencing this relationship. In this article, we examine the relationships between surface acting, state positive and negative affect, and co-worker support on co-worker-directed interpersonal behaviours in the workplace. Survey data collected at multiple time points suggest a moderated mediation model, in which surface acting interacts with co-worker support to influence employees’ voluntary behaviours through state affect. Specifically, our findings suggest that surface acting increases subsequent engagement in deviance behaviours by increasing the experience of negative affective states, especially when co-worker support is low. Surface acting also decreases the subsequent engagement of organizational citizenship behaviour through decreasing the experience of positive affective states. We conclude with a discussion of how surface acting can consequently lead to negative spirals in the organization and the implications of this for practice. 相似文献
70.
This study investigated the extent to which employees’ perception of ethical leadership moderated their organisational commitment and organisational citizenship behaviour. A non-probability purposive sample (N = 839; females = 32%) of employees in a railway organisation in the Democratic Republic of Congo (DRC) participated in the study. They completed the following measures: the Organisational Commitment Scale (OCS), the Organisational Citizenship Behaviour Questionnaire (OCBQ) and the Ethical Leadership Scale (ELS). Stepwise hierarchical regression analysis was utilised to determine the influence of employees’ perceptions of the relationships between their self-reported organisational commitment and organisational citizenship behaviour. The results indicated employee perceptions of the integrity, fairness and honesty aspects of ethical leadership to explain their affective, continuance and normative aspects of organisational commitment and organisational citizenship behaviour. The results also showed that employee perceptions of high ethical leadership influenced their willingness to engage in positive organisational commitment such as psychological attachment, work continuance, normative commitment and also their organisational citizen behaviours such as altruism, conscientiousness, courtesy and civic virtue. By implication, leaders with high ethical conduct have the potential to positively stimulate the commitment of employees towards supporting the organisational values and mission. 相似文献