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221.
Theory on the impact of ethical leadership has traditionally been based on a deontological approach to morality. Underlying this perspective is the assumption that all leader behaviors that encourage “normatively appropriate conduct” will influence followers in a similar fashion. Put differently, the current consensus seems to suggest that actions that focus on preventing unethical behavior—attending to “the wrong”—will have the same impact as actions that focus on promoting ethical behavior—attending to “the right.” Taking a within‐person approach, we draw upon social exchange theory to challenge this consensus and build theory that suggests a follower's felt trust from their leader will be differentially impacted by prevention‐ versus promotion‐focused ethical leadership. We also explore how these different types of ethical leadership may indirectly, through felt trust, impact citizenship behavior and counterproductive work behavior. Finally, we consider how the role of the “moral manager” may interact with the “moral person” by identifying leader moral hypocrisy as an important between‐person moderator of these effects. Given the importance of ethical decision‐making in organizations and the calls for increased ethical leadership, our findings have important implications for both theory and practice. 相似文献
222.
Arjan Reijerse Kaat Van Acker Norbert Vanbeselaere Karen Phalet Bart Duriez 《Political psychology》2013,34(4):611-630
In European Union (EU) countries, public debates about immigrants and citizenship are increasingly framed in cultural terms. Yet, there is no agreement within the citizenship literature on whether a cultural citizenship representation can be distinguished from the more established ethnic and civic representations and on how its measures relate to anti‐immigrant attitudes. The present study tested measures of citizenship representations among high school students (N = 1476) in six EU countries (Belgium, France, Germany, Hungary, the Netherlands, and Sweden). Factor analyses favored a three‐factor model of citizenship representations (i.e., ethnic, cultural, and civic factors), which showed partial metric invariance. Across countries, ethnic and cultural scales correlated positively with each other and negatively with the civic scale. Moreover, ethnic and cultural scales related positively and the civic scale negatively to anti‐immigrant attitudes. However, when analyzed simultaneously, relations of the ethnic scale with anti‐immigrant attitudes were no longer significant, while those of the cultural and civic scales proved to be robust. Implications of these findings are discussed. 相似文献
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The Prayers and Tears of Jacques Derrida: Religion Without Religion, John D. Caputo, Bloomington: Indiana University Press. 1997. The Indiana Series in the Philosophy of Religion, xxix + 374 pp. ISBN 0–253–21112–3 (pbk.) Religion in the Contemporary World: A Sociological Introduction, Alan Aldridge, Polity Press: Cambridge, 2000. vii, 232 pp. ISBN 0–7456–2083–3 The Anthropology of Religion, Fiona Bowie, Oxford, Blackwell. 1999. 284pp, tables & bibliogr. ISBN 0–631 20848–8 (pbk) Theorizing about Myth, Robert Segal, Amherst: University of Massachusetts Press. 1999. 184pp. Cloth £45, paper £15. ISBN 1–558–49194–5 (hbk), 1–558–49191–0 (pbk) 相似文献
225.
Consumers are less likely to buy ethical products than their stated intentions in marketplace polls, due at least in part to the distinct temporal frames guiding their poll responses versus actual purchase decisions. We propose that as consumers' beliefs about the synergy between the resources a firm devotes to their ethical and functional attributes evolve, as part of the broader ethical marketing/corporate social responsibility movement, from negative to positive, this discrepancy between intentions and behavior is likely to disappear. Two studies provide support for this basic contention, implicating the importance consumers ascribe to a brand's ethical attribute as the driver of the temporal frame- and resource synergy beliefs-based differences in their preference for that brand. 相似文献
226.
Ramon Rico Daniel G Bachrach Miriam Sánchez-Manzanares Brian J. Collins 《European Journal of Work and Organizational Psychology》2013,22(5):700-726
A multifactorial between-groups experiment examined the effects of person-focused organizational citizenship behaviours (OCBP) on the performance of teams characterized by different levels of virtuality and task interdependence. Results reveal in low virtual teams the moderating effects of task interdependence on the OCBP–team performance relationship are positive; however, these effects are reversed in high virtual teams. Using social presence and task–technology fit theories, our results indicate that task context affects how OCBP impacts team performance, particularly across different levels of team virtuality. The implications for research on OCB and the management of virtual teams are discussed. 相似文献
227.
Marie-Claude Gaudet Michel Tremblay Olivier Doucet 《European Journal of Work and Organizational Psychology》2013,22(6):897-914
Using data collected from three different sources (N = 294), we examined a model in which perceived organizational justice (distributive, procedural, and interactional) and emotional exhaustion mediate the relationship between contingent reward leadership (CRL) and two performance indicators, namely organizational citizenship behaviours (OCB) and absenteeism. We found that procedural justice mediates the negative relationship between CRL and emotional exhaustion while controlling for work overload and transformational leadership. We also found that emotional exhaustion plays a mediating role in the relationship between two dimensions of justice (procedural and interactional) and both OCB and absenteeism. Interactional justice and distributive justice were also directly linked to OCB. Implications of these findings for research on leadership, psychological health, and organizational justice are discussed. 相似文献
228.
The purpose of the current study is to examine the cross‐level three‐way interactions among individual trait positive affect (PA), group trait PA, and group PA diversity on individual work outcomes. Drawing on situation strength theory, we hypothesized that the relationship of individual trait PA with work outcomes depends on the strength of a group's affective contexts including group trait PA and PA diversity. The hierarchical linear modelling results for 261 employees in 42 South Korean organizational teams showed that individuals' trait PA was positively associated with their team commitment, job satisfaction, and organizational citizenship behaviour (OCB). The findings also demonstrated that individual trait PA had the strongest relationship with team commitment when group trait PA was low and PA diversity was high simultaneously. In addition, the relationship between individual trait PA and OCB was found to be stronger for affectively diverse groups than for homogeneous groups. 相似文献
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