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排序方式: 共有1076条查询结果,搜索用时 15 毫秒
161.
This study examined the effects of family and career path characteristics on objective and subjective career success among 916 employed mothers. Among family variables, age at first childbirth was positively related and career priority favoring the husband was negatively related to both income and subjective career success; number of children was negatively related and years elapsed since first childbirth was positively related to income only. Among career path variables, career gaps, interorganizational mobility and proportion of one’s career spent in part-time work were negatively related to income; career gaps were negatively related to subjective career success. Income was positively related to subjective career success. Results suggest that integration of traditional and protean career perspectives helps to explain women’s career success. 相似文献
162.
晚期癌症患者治疗决策的思考 总被引:2,自引:2,他引:0
于世英 《医学与哲学(人文社会医学版)》2008,29(3):6-8
现代医疗尚无法治愈所有晚期癌症。现实与期望之间的较大差距,挑战晚期癌症治疗的临床决策。WHO强调为防止资源滥用,应确保抗癌治疗只用于可获益阶段。对于晚期癌症患者的治疗决策,除遵循规矩原则和循证医学证据原则外,还应该遵循尊重患者意愿、社会公平的美德原则。大多数癌症患者需要接受姑息治疗。姑息治疗为患者及家属提供既简便又经济的医疗服务。 相似文献
163.
Mary E. Zellmer-Bruhn Mary M. Maloney Anita D. Bhappu Rommel Salvador 《Organizational behavior and human decision processes》2008,107(1):41-59
In this paper, we directly assess perceived similarity—the degree to which members view themselves as having few differences—because we want to understand when teams notice diversity on various member characteristics and how they interpret it. Our results indicate social category diversity was related to initial estimates of both perceived social category similarity (SCS) and perceived work style similarity (WSS). And, whereas perceived SCS did not change over time, perceived WSS decreased significantly over the period of our study. We suggest this change in perceived WSS can be explained by an information-processing/decision-making framework. We found informational diversity was positively related to conflict in teams, and in turn conflict was negatively related to subsequent estimates of perceived WSS. However, informational diversity was positively related to information sharing in teams, which in turn was positively related to subsequent estimates of perceived WSS. Finally, these updated estimates of perceived WSS affected subgroup formation and team process effectiveness. We discuss how our research explores the subjective experience of diversity by team members, provides a dynamic view of the relationship between diversity and team outcomes, and informs emerging theory about the activation of faultlines in teams. 相似文献
164.
Fantino E 《Journal of the experimental analysis of behavior》2008,89(1):125-127
Behavior analysis has been thriving by continuing to make important theoretical and empirical contributions to a wide array of problems, as well as by contributing to interdisciplinary research. Applied research in behavior analysis is flourishing. Despite these positive signs there may be an erosion of support for basic research in animal learning and behavior, including behavior analysis. Increased attention by behavior analysts to fundamental problems in areas of cognition, including decision-making and language, may help behavior analysis to evolve more successfully. An experimental analysis of gambling may prove particularly fruitful. 相似文献
165.
道德直觉背景下的道德决策:影响因素探究 总被引:2,自引:0,他引:2
以往对道德直觉的研究表明了情绪因素在道德决策中的重要作用, 研究者提出道德决策中存在有意识认知和无意识情绪两种加工过程, 二者之间不能够完全分离与孤立。针对这种认知—情绪过程解释、经典电车和人行桥困境中的道德判断差异等问题, 近年来大量研究通过对道德行为者和道德判断者自身原因、道德情境等主客观因素的深入考察, 试图从不同角度来揭示认知—情绪过程解释的合理性及道德决策差异背后的其他原因, 形成了道德直觉背景下相关领域诸多新的关注点。未来研究有必要针对道德决策研究的方法学、情境的扩展及认知—情感系统内部交互等问题作进一步探讨。 相似文献
166.
Chrisoula Andreou 《Philosophical Studies》2006,131(3):583-606
There is a great deal of plausibility to the standard view that if one is rational and it is clear at the time of action that
a certain move, say M1, would serve one’s concerns better than any other available move, then one will, as a rational agent, opt for move M1. Still, this view concerning rationality has been challenged at least in part because it seems to conflict with our considered
judgments about what it is rational to do in cases of temptation that share the structure of Warren Quinn’s self-torturer
case. I argue that there is a way to accomodate our considered judgments about the relevant cases of temptation without giving
up the standard view or dismissing, as in some way rationally defective, the concerns of the agents in the relevant cases.
My reasoning relies on the idea that, at least in some cases, whether an action serves one’s concerns well depends on what
action(s) or course(s) of action it is part of. In the final section of the paper, I explain how this idea sheds light on
an important source of frustration in collective decision-making. 相似文献
167.
临床决策与疾病发展的“度” 总被引:1,自引:0,他引:1
临床决策是十分复杂的专业劳动,良好而科学的临床决策取决于众多因素,包括医师的临床经验、知识水平、医师的爱心与责任心、患者病情的复杂性、医疗水平与条件、患者及家属的条件与配合程度等等,辩证法的“度”在临床的良好应用会帮助医师准确地把握病情,给予更加适度治疗;真正的个体化临床决策必须由医师与患者及家属的密切配合才能实现。 相似文献
168.
理性看待微创外科 总被引:2,自引:1,他引:1
刘泉开 《医学与哲学(人文社会医学版)》2006,27(7):23-24
所谓“微创”,乃是传统外科发展的伸延和提升。微创不等于无创,微创需要科学的决策,同时微创要运用循证医学。微创具有广阔的前景,但它的治疗之路依然很长。它需要进一步的完善。目前,还不是丰收的季节。 相似文献
169.
Ross Donohue 《Journal of Vocational Behavior》2006,68(3):504-515
This study examined Holland’s theoretical proposition, that personality-work environment congruence influences career stability and change, with a sample of 212 career changers (respondents who expressed an intent to change career and had engaged in preliminary career change activity) and 249 career persisters (respondents who indicated an intent to remain in their current career). Independent groups ANCOVA (controlling for age and current career tenure) indicated that career persisters scored higher on congruence than career changers, however, the effect size was within the small to medium range. Repeated-measures ANCOVA indicated, with a medium effect size, that career changers moved towards careers that were more congruent with their personality profiles than their current careers. Practical and theoretical implications are discussed. 相似文献
170.
The Career Adapt-Abilities Scale (CAAS) measures career adaptability as a higher-order construct that integrates four psychosocial resources of employees for managing their career development: concern, control, curiosity, and confidence. The goal of the present study was to investigate the validity of the CAAS with regard to its effects on two indicators of subjective career success (career satisfaction and self-rated career performance) above and beyond the effects of employees' Big Five personality traits and core self-evaluations. Data came from a large and heterogeneous sample of employees in Australia (N = 1723). Results showed that overall career adaptability positively predicted career satisfaction and self-rated career performance above and beyond the Big Five personality traits and core self-evaluations. In addition, concern and confidence positively predicted the two indicators of subjective career success. The findings provide further support for the incremental validity of the CAAS. 相似文献