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371.
国别属性重要吗?代言人与广告效果关系研究的新视角 总被引:1,自引:0,他引:1
随着全球市场的形成, 一些中国企业开始选取外国明星作为产品的代言人, 目的是希望借外籍代言人提升品牌的吸引力, 获得消费者的喜爱与购买。与此同时, 一些跨国企业也开始使用中国明星为其产品代言, 以期通过“本土化”加强消费者对品牌的认同, 从而最终接受这一品牌。然而, 这种做法是否令消费者认可和接受, 其广告效果到底如何还是未知数。从目前来看, 这一作法既缺乏理论论证也缺乏实践的检验。根据代言人匹配假说, 作者认为代言人国别属性与产品国别色彩的一致性对广告效果也具有重要的影响。通过3(中、外、无国别特色产品)×2(功能性产品、享乐性产品)×2(中、外代言人)的实验设计, 验证了代言人与产品国别一致性作为调节变量对代言人特征与广告效果关系具有正向的影响, 即当代言人国别属性与产品国别色彩一致时, 广告效果明显优于不一致的情形。对于中国特色产品, 中国代言人的广告效果更好, 而对于外国文化色彩以及无国别色彩的产品, 外国代言人的广告效果要明显高于中国代言人。 相似文献
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该研究对48名基层领导干部的访谈和631名基层领导干部的问卷调查,通过访谈初步研究了基层领导干部的隐创造力概念,并在访谈基础上,通过因素分析等方法,编制了中国基层党政领导干部创造力人才特点量表。研究发现,中国基层领导干部对于创造力的理解更侧重于解决实际问题而非“无中生有”。在他们看来,创造力就是如何将现有的资源加以整合利用,在既定条件的约束下,用独特的方法来解决公共服务过程中面临的各种新老问题,并取得成效。中国基层领导干部的创造力人才特点包含工作灵活、激励带动:掌握新技术、敢于突破、善于学习5个维度,各维度之间有一定相关。 相似文献
374.
Desmond J. Leach Steven G. Rogelberg Peter B. Warr Jennifer L. Burnfield 《Journal of business and psychology》2009,24(1):65-76
Purpose The aim of this investigation was to test hypotheses about meeting design characteristics (punctuality, chairperson, etc.)
in relation to attendees’ perceptions of meeting effectiveness.
Design/Methodology/Approach Two studies were conducted: Study 1 investigated meetings attended in a typical week (N = 958), whereas Study 2 examined the last meeting attended on a particular day (N = 292).
Findings A number of design characteristics (in particular agenda use and quality of facilities) were found to be important in predicting
perceived effectiveness. Attendee involvement served as a key mediator variable in the observed relationships. Neither meeting
type nor size was found to affect the relationships of the design characteristics and involvement with effectiveness. Meeting
size, however, was negatively related to attendee involvement.
Implications The findings help us to better understand relationships between design characteristics and attendees’ perceptions of meeting
effectiveness. Meeting organizers can use the findings to guide administration of meetings, with potential to enhance the
quality of meetings.
Originality/Value Meetings are a common organizational activity but are rarely the focus of empirical research. The use of two complementary
studies, to our knowledge, provides a unique account of the contribution of design characteristics to perceptions of meeting
effectiveness.
Received and reviewed by former editor, George Neuman. 相似文献
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376.
西方德育课程思想演变的基本理路 总被引:1,自引:0,他引:1
西方德育课程思想历史发展呈现出一种辩证否定的自然历史发展过程,探讨西方德育课程思想发展的历史演变,分析其基本特征和局限,对我国当前思想道德建设,特别是学校思想道德教育,具有重要的借鉴和启示价值。 相似文献
377.
Individual and contextual factors in childhood and adolescence that were hypothesized to contribute to career pathways were examined in a prospective study. Four career pathway groups were distinguished in a sample of 202 at-risk men (23-24 years of age); namely, young men with long-term unemployment, short-term unemployment, full employment, or a college education. Measures of educational attainment, family and peer characteristics, and personal adjustment during childhood and adolescence were used to determine if they would predict early adult career pathways. Findings indicated that the long-term unemployed young men, overall, showed the poorest levels of educational attainment, family and peer characteristics, and personal adjustment during childhood and adolescence.The most important predictors of differing career pathways were educational attainment, arrests, and mental health problems. Implications of the findings for conceptualizing the school-to-work transition within an integrative framework are discussed. 相似文献
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380.
Daniel V. Simonet Katherine E. Miller Sylvia Luu Kevin L. Askew Anupama Narayan Sydnie Cunningham 《European Journal of Work and Organizational Psychology》2019,28(4):536-554
Major reviews of psychological empowerment (PE) suggest four broad sources to becoming empowered: organizational, leadership, job, and dispositional. This study examines the redundancy, uniqueness, and relative importance within and across these situational and dispositional domains using commonality and dominance analyses. Across multiple samples, we find (a) within socio-structural domains, empowering leadership, knowledge sharing, and task significance are the most unique organizational sources of PE, (b) dispositional predictors augment situational features in explaining PE, and, perhaps most importantly, (c) job characteristics (JC) along with core self-evaluation (CSE) occupy the most dominant role on PE. In study 1 (N = 229), rank and CSE accounted for 64% of the variance in PE after accounting for information distribution, leadership, and the Big Five. Controlling for expanded Big Five inventory, leadership constructs, and socio-structurally features, study 2 (N = 171) finds general dominance of task significance (14%), empowering leadership (19%), and reduced, albeit incremental, effect of CSE (10%). Finally, study 3 (N = 386) replicates the large (30%) and moderately (10%) dominant effects of multiple JC dimensions and CSE. Implications call for a micro-level approach to PE emphasizing expanded roles, broadened self-concept, and personal impact on society rather than inspiring managers or organizational practices. 相似文献