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951.
Eugene Tartakovsky Eti Cohen 《European Journal of Work and Organizational Psychology》2013,22(5):769-782
The present study investigated the value preferences of frontline workers and branch managers working in a large bank in Israel. Value preferences of bank workers (n = 98) were compared with those of a matching sample drawn from the Israeli general population (n = 152). In addition, value preferences of bank frontline workers were compared with those of bank branch managers and deputy managers. Finally, the relationships between personal value preferences and the workers’ career motivation were examined. The results indicate that compared to the general population, bank workers have a higher preference for conformity, hedonism, and power values and a lower preference for benevolence, universalism, and self-direction values. Compared to the frontline workers, the bank branch managers and deputy managers reported a higher preference for achievement values and a lower preference for tradition values. Higher career motivation was associated with a higher preference for achievement and power values and a lower preference for benevolence values. 相似文献
952.
Ans De Vos Koen Dewettinck Dirk Buyens 《European Journal of Work and Organizational Psychology》2013,22(1):55-80
This article explores the relationship between organizational career management and career self-management and addresses the impact on employee outcomes. Within six large organizations, a sample of 491 employees reported on their career self-management initiatives, on their expectations towards organizational career support, and on their commitment and career success. This was complemented by information from their supervisors on career management support offered by HR and line management to these employees. Results show that individuals who take more initiatives to manage their career expect more career support from their employer. Career self-management positively impacts affective commitment and perceived career success, while organizational career management is positively related with affective commitment and career progress. Career self-management moderates the relationship of organizational career management with affective commitment and subjective career success. 相似文献
953.
In response to the declared intent of the White Paper on Corrections (Department of Corrections, 2005) to transform prisons into needs-based centers of reform, the Self-appraisal Questionnaire (SAQ) was used to explore its potential as a reliable and valid prediction scale for recidivism in the diverse cultural context of Southern Africa. A total of 269 incarcerated males agreed to be anonymously assessed. Furthermore, 38 offenders with a history of maladjustment and disciplinary problems were identified for comparison. An alpha score of.90 as well as moderate to high or high to excellent coefficient alphas for six out of the seven subscales confirm the SAQ to be a reliable assessment instrument within the Southern African context. All correlation coefficients (criminal tendencies, antisocial personality problems, conduct problems, criminal history, alcohol and drug abuse, antisocial associates and anger) also measured significantly at the 0.01 level while the scores of the 38 isolated cases suggested higher scores in relation to conduct disorder, antisocial personality trends, anger and consequently criminal history. 相似文献
954.
955.
Sapna Fakir 《Journal of Psychology in Africa》2013,23(5):482-485
This study explored South African industrial psychologists’ perceptions of the utility of personality assessment for personnel selection. Eleven industrial psychologists (2 male, 9 female) from the Johannesburg area, South Africa were the participants. They participated in semi-structured interviews exploring their understanding of the place of personality assessment in personnel selection within organisational settings in South Africa and the common practices employed. Thematic analysis was used to analyse the data. Four dominant themes emerged from the data: person-environment fit; specific uses of personality tests; commonly used tests and validity and ethical concerns. Based on the findings, personality assessment use in South African industry settings appears multi-layered and consistently evolving. 相似文献
956.
Ann B. Shuttleworth-Edwards 《Journal of Psychology in Africa》2013,23(5):464-467
This analytical review serves to highlight pitfalls clinicians in multicultural contexts may encounter when using normed ability tests for the assessment of cognitive dysfunction due to brain injury. Four sources of erroneous practice are: (i) Failure to recognize within-race group heterogeneity on cognitive test performance in association with factors such as quality of education; (ii) Lack of rigorous attention being paid to the exact mode of test administration used in a derived normative base to be used for assessment purposes; (iii) Estimating an expected level of performance for an individual on diverse cognitive tests based on an IQ score; (iv) Adopting a thoroughly rule-bound actuarial approach to test interpretation, over a contextually based clinical approach. Even with locally derived norms, the validity of actuarially based interpretive conclusions in the absence of a conceptually coherent case analysis is not supported. 相似文献
957.
Anni Hesselink 《Journal of Psychology in Africa》2013,23(3):451-454
This study reports on the results of a reflective case analysis of a first generation assessment procedure of a chronic offender. The assessment focused on offender's experiential world and his pathway to crime, including precipitating crime risk factors as well as treatment needs to direct an intervention. The results of this assessment are compared with the results of a third-generation appraisal scale to evaluate the corresponding and/or different findings of these assessments. Findings suggest comparability of corresponding assessment indicators, suggesting that first and third generation assessment techniques can be integrated in corrections rehabilitation. 相似文献
958.
《Journal of couple & relationship therapy》2013,12(2):91-106
SUMMARY Working experientially and somatically with couples is a powerful method of accessing, exploring, and transforming both intra-psychic issues and interactional patterns. In this article, a number of methods of working experientially will be described, along with their underlying rationale. Basic assumptions about the nature of couple's difficulties and the role of the therapist also will be explored along with an integrated approach to assessment that provides a solid basis for these dramatic interventions. 相似文献
959.
《Journal of couple & relationship therapy》2013,12(4):49-70
Abstract This article describes the initial phases of development of the Couples Resource Map Scales (CRMS). These scales are designed to assess the degree of support couples receive from various personal, relationship, and contextual resources. The first phase involved the initial item development and an expert review of an extended list of potential items. The second phase involved a survey of university seniors (n = 397) involved in monogamous, intimate relationships to test the psychometric properties of the instrument. The third phase involved an analysis of variance in CRMS scores based on participants' self-reported level of satisfaction with their relationship. The results provide preliminary support for the reliability and validity of the CRMS. 相似文献
960.
《The journal of positive psychology》2013,8(6):566-577
In 25 years of research and practice, hardiness has emerged as a pattern of attitudes and skills that is a pathway to resilience under stressful circumstances. As such, it is important to determine whether hardiness can be trained, and if such training improves performance and health. The few relevant studies available thus far have suggested this training effectiveness among working adults and students. Furthering this theme, the present study involves a large sample of undergraduate students, comparing those who experienced hardiness training as a regular credit course, with those who went through other courses taught by the same teachers. At the beginning of the courses, these two groups did not differ in demographics, hardiness levels, or grade-point-average (GPA). At the end of the courses, the Hardiness Training Group showed higher levels of hardiness, and GPA than did the Comparison Group. This improvement in GPA for the Hardiness Training Group persisted over the following 2-year period, even controlling for GPA and hardiness level prior to the training, and the grade received in the training. These results suggest the importance of hardiness training in facilitating a major indicator of excellent performance in college life. 相似文献