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111.
Japie R. de Villiers 《Journal of Psychology in Africa》2013,23(3):405-412
This study investigated the relationship between leader-member exchange, role clarity, psychological empowerment, engagement and turnover intention within a financial institution in South Africa. A cross-sectional survey design was used. A convenience sample (N = 278) was taken (males =31%, females =60%; 88% younger than 35 years; 57% with 2–5 years service) from the total population (N = 889). They completed the Leader-Member Exchange Questionnaire (Liden, Wayne, & Stilwell, 1993) Role Conflict and Ambiguity Questionnaire (Rizzo, House, & Lirtzman, 1970), Measuring Empowerment Questionnaire (Spreitzer, 1995), Engagement Questionnaire (May, Gilson, & Harter, 2004) and Intention-to-leave Scale (Sjöberg & Sverke, 2000). A path model was tested with SPSS to determine the relationships of the variables. Furthermore, a theoretical model was tested through the use of structural equation modelling (Arbuckle, 2008). The latent variables included LMX (consisting of two parcels), role clarity (consisting of two parcels), psychological empowerment (consisting of four variables, namely meaning, competence, impact, and self-determination), work engagement (consisting of two parcels), and turnover intention (a manifest variable). Role clarity mediated the relationship between leader-member exchange and psychological empowerment, while psychological empowerment mediated the relationship between role clarity and work engagement as well as turnover intention. Leader-member relations lead to better understanding of roles, while role clarity empowers and engages employees. 相似文献
112.
《Psychoanalytic Social Work》2013,20(1):5-24
Abstract This paper uses concepts from discourse analysis to understand the meaning making functions of narrative in clinical treatment and to describe the interactive processes through which these functions are achieved. “Negotiative” and “heuristic” narrative processes are described as they occur in ordinary conversation. The relevance of these concepts to clinical practice is then explored using case material. 相似文献
113.
Hend AlMa’seb 《Psychoanalytic Social Work》2013,20(2):123-137
AbstractClient attachment to therapist is a new topic in the field of clinical social work. Using attachment theory, this study examined the relationship between three types of client attachment to therapist (secure, avoidant-fearful, and preoccupied) and the following variables: marital status, age of participant, and gender of the social worker, among a sample of 174 mental health clients. The results showed that there is a significant relationship between a secure pattern and gender of the social worker. In addition, they showed a significant relationship between avoidant-fearful and preoccupied patterns and the marital status of the participants. Furthermore, the results indicated a significant relationship between a preoccupied pattern and the age of the participants. The findings of the current study have implications for the field of clinical social work in Kuwait. 相似文献
114.
《Journal of Religion, Spirituality & Aging》2013,25(1):63-72
ABSTRACT This article presents a model in which facilitators of life review groups can enhance the self-acceptance of members troubled by memories that seem to confirm their self-as-failed. By incorporating into the group's agenda discussions based on readings from religious mystical traditions East and West, the themes of True-Self, Mystical Night, and Engaged Detachment can move reviewers to own their past, celebrate it as gift, and feel purposeful about their future. 相似文献
115.
心理社会安全氛围(Psychosocial safety climate,简称PSC)指员工对组织是否重视员工工作过程中与心理健康和安全相关的政策、规程和行为实践的共同感知和看法.回顾相关研究,对PSC的理论建构、测量方法、效度验证及PSC在工作要求-资源模型(Job Demand-Resource Model,简称JD-R模型)中的作用机制等进行了系统梳理.在此基础上,总结JD-R模型完善的理论贡献与管理启示,并提出PSC理论与测量工具完善、工作要求与工作资源层次匹配、考虑组织外及个人因素、开展本土化研究等未来研究方向. 相似文献
116.
117.
Evangelia Demerouti Arnold B. Bakker Patricia Voydanoff 《European Journal of Work and Organizational Psychology》2013,22(2):128-149
The study examines whether home life influences inrole and extrarole job performance in positive or negative ways. We hypothesized that home resources would have a direct positive effect on job performance, and an indirect relationship through home–work facilitation (HWF). Home demands were predicted to negatively affect job performance through home–work interference (HWI). These hypotheses were tested on a sample of 190 male employees. In addition to employees' self-reports, wives rated their own home demands and resources (these were used as controls), and co-workers rated the men's HWI, HWF, and job performance. Results partially supported the hypotheses. Men's home demands and resources were related to self-rated HWI and HWF respectively, whereas co-worker ratings of HWI and HWF were associated with inrole and extrarole performance respectively. Men's home resources also had a direct relationship with inrole and extrarole performance. There was no convincing evidence that HWI and HWF acted as mediators in these relationships. Taken together, the positive influence of home life on job performance was stronger than the negative one. 相似文献
118.
Toon Devloo Frederik Anseel Alain De Beuckelaer Marisa Salanova 《European Journal of Work and Organizational Psychology》2013,22(4):491-504
Drawing on insights from self-determination theory, we explored the dynamic relationship between intrinsic motivation and innovative work behaviour (IWB) over time. Specifically, we investigated how basic need satisfaction influences IWB through its effect on intrinsic motivation and how IWB in turn affects basic need satisfaction as measured the next day (i.e., a reciprocal relationship). The current study used a longitudinal design comprising a 6-day period and relied on multi-source data from 76 students in industrial product design and electronic engineering who participated in an innovation boot camp. In general, results provided support for the mediating role of intrinsic motivation in the relationship between basic need satisfaction and IWB, as well as the reciprocal relationship between basic need satisfaction and IWB. 相似文献
119.
Iain Coyne Domenica Gentile Marise Ph. Born Nevra Cem Ersoy Maria Vakola 《European Journal of Work and Organizational Psychology》2013,22(4):377-389
Research suggesting a similar but different relationship between Organizational Citizenship Behaviour (OCB) and Counterproductive Work Behaviour (CWB) is dominated by North American samples. Little evidence exists on whether these findings are replicated in other countries. To assess if a similar pattern emerged, we used the Social Axioms model (Bond et al., 2004) as a cultural framework and surveyed employees in the UK (105), The Netherlands (203), Turkey (185), and Greece (70) on the relationship between OCB and CWB, and the relationship between these behaviours and personality, justice, and commitment. Analysis supported a multidimensional structure to OCB and CWB and indicated a nonbipolar relationship between these behaviours. Culturally, somewhat different to OCB research in general, we find support for a convergence perspective across countries. Conceptually, linguistically and structurally the scale assessing OCB/CWB was shown to be equivalent across countries and a nonbipolar pattern of relationships was consistent across countries. Overall, findings imply a universal nature to the relationship between OCB and CWB across societal cultural groups. 相似文献
120.
In a study of the ratings of managers' behaviour made by themselves, their supervisors, subordinates, and peers, it was found that degree of similarity between self-ratings and ratings by colleagues was significantly associated with three aspects of rating content: the observability of a behaviour, its desirability, and the degree to which it concerned technical rather than interpersonal activities. However, these associations with rating content depended on which of two indices of between-rater similarity was studied, in terms of either the correlation or the difference between ratings. The desirability of behaviour more influenced correlation measures of similarity, and the type of behaviour had more influence on difference scores: managers over-rated their interpersonal activities but not their technical effectiveness. 相似文献