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971.
To apply behavior analysis to normal adults in non institutional settings, we may have to encourage their participation in the design and implementation of behavioral technology. This study evaluates a technology by which the members of a student housing cooperative manage their own staff with a minimum of supervision by one of the program designers. This staff management system consisted of prompts, self-reports, spot checks, and contingent rent reductions. Six resident staff members performed substantially more of their assigned tasks when this system was used. In addition, the management system was acceptable to the members, was affordable, and maintained high levels of staff performance during a 5-year follow-up. Participation by the members in the design and implementation of this system appears to have been useful in helping the behavior analysts to develop an unusually durable management system. 相似文献
972.
Sana Mumtaz 《Asian Journal of Social Psychology》2023,26(4):536-546
Drawing on social identity theory, this conceptual article proposes how working in a male-dominated top management team (TMT) leads to changes in the social psychology of female executives over time. Further, it simultaneously incorporates the role of various factors to develop a comprehensive understanding of positive as well as negative change experiences of female executives. Based on thorough review and integration of the relevant literature from the domains of organizational behaviour, gender management, and psychology, key themes have been extracted and a conceptual model has been proposed. It is suggested that female executives are likely to face epistemological shock after becoming a part of male-dominated TMTs; however, proactive interactions and development of their cultural toolkit is expected to polish leadership capabilities and improve leader identity in them. Conversely, challenges in developing their cultural toolkit may lead to experiences of emotional exhaustion and the eventual psychological detachment of female executives from their teams and work environment. Unlike the focus of existing literature on general social and cultural challenges faced by female workers, this research offers a unique theoretical direction regarding the essence of extensive psychological changes and their long-term prospects for females in male-dominated TMTs. Finally, it also offers practical implications for highlighting various ways to encourage proactivity and social support for creating diversity and inclusion-based leadership in organizations. 相似文献
973.
Phoebe Strom Christopher J. Collins Ariel C. Avgar Katherine Ryan 《Personnel Psychology》2023,76(1):113-139
Although sexual harassment naming – the process by which individuals identify and label experiences as sexual harassment – is key to tackling the problem of workplace sexual harassment, extant research focused on individual differences has explained a limited amount of variance in individuals’ propensity to name. We push this research in a new direction, drawing on institutional theory and strategic human resource management to identify workplace contextual factors that influence individuals’ propensity to name sexual harassment. Surveying 408 employed adults, we find that current employment in an industry with a high prevalence of sexual harassment reduces individuals’ likelihood of identifying scenarios as sexual harassment. Further, prior work experience in highly sexually harassing industries has a lasting negative effect on individuals’ propensity to name. In contrast, we show that individuals’ propensity to identify sexual harassment is greater when they perceive that their organization has implemented more HR practices supporting a climate for naming and that these HR practices can actually reduce the negative effect of current employment in a highly sexually harassing industry. Critically, by demonstrating that changing industry norms or adopting specific HR practices can shift individual naming of sexual harassment, we offer new avenues for sexual harassment prevention. 相似文献
974.
Melissa M. Hehnen Martin P. Fladerer Frank Mols Dieter Frey 《Political psychology》2023,44(3):475-491
The European Union (EU) faces many challenges. Chief among them are (1) the growing electoral appeal of EU-skeptic parties, (2) the prevalence of negative narratives about the EU, and (3) frequent marginalization of government leaders openly advocating EU membership. It is hence unsurprising that the EU attitude literature focuses heavily on ways in which leaders undermine (rather than bolster) confidence in the EU. The aim of this conceptual article is to fill this void and to shine a spotlight on how leaders seek to restore confidence in the EU. Rather than to merely describe what pro-EU leaders say in public, we propose a conceptual model that combines older EU attitude research (into “nested” social identities and perceived identity compatibility), with more recent social psychology research (into “identity mobilization” and “identity leadership”). By combining insights from both fields, our framework enables us to gain a deeper understanding of why certain pro-EU narratives can be expected to “take hold” and instill faith in the EU among the public at large. The discussion focuses on the implications for EU leadership. 相似文献
975.
Many applicants use faking in interviews to present themselves more favorably than they really are. There is widespread concern that this may affect interview validity. As previous research on countermeasures is sparse, we conducted an exploratory study to identify the most promising countermeasures. For technology-mediated interviews, these were warnings referring to a criterion-based content analysis and lie detection algorithms focusing on nonverbal or paraverbal cues. For face-to-face interviews, these were objective questions and a personable interviewer. We then investigated the effects of these countermeasures on faking intentions in two experimental vignette studies and on faking in another simulated interview study. However, none of the countermeasures could reduce faking intentions or faking. Additionally, in the vignette studies, warnings impaired applicant reactions. 相似文献
976.
Douglas B. Marlowe David S. Festinger Karen L. Dugosh Patricia L. Arabia Kimberly C. Kirby 《Journal of applied behavior analysis》2008,41(4):565-577
This study evaluated a contingency management (CM) program in a drug court. Gift certificates for compliance were delivered at 4‐ to 6‐week intervals (total value = $390.00). Participants in one condition earned gift certificates that escalated by $5.00 increments. Participants in a second condition began earning higher magnitude gift certificates, and the density of reinforcement was gradually decreased. No main effects of CM were detected, which appears to be attributable to a ceiling effect from the intensive contingencies already delivered in the drug court and the low density of reinforcement. Preplanned interaction analyses suggested that participants with more serious criminal backgrounds might have performed better in the CM conditions. This suggests that CM programs may be best suited for more incorrigible drug offenders. 相似文献
977.
978.
979.
吴智群 《医学与哲学(人文社会医学版)》2005,26(8):45-46
分析总结了我国现代生命科学研究中存在的一些问题,如重复性研究,文献复习不够,文章中数据较少,一稿多投等,并分析了出现这些问题的原因:科研经费严重不足,没有足够的科研时间,缺乏科学的科研机制,急功近利,缺乏公正严格的评价标准和体系等.就这些问题提出来一些应对策略,如改革科研体制,集中统筹安排科研经费,完善科研管理制度,加强创新思维的培养等等. 相似文献
980.
研究生思想教育工作中存在的问题和对策 总被引:8,自引:0,他引:8
杨秀兰 《医学与哲学(人文社会医学版)》2005,26(5):61-62
结合医学研究生特点,分析当前思想教育管理工作中存在的问题,并从提高思想认识、完善管理模式、健全运行机制三个方面探讨解决问题的对策. 相似文献