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151.
152.
从现有文献的研究成果看,中国雇员特有的组织承诺特征可以总结为五点:一是从结构模型上的理想因子显现;二是情感承诺更加影响中国雇员的组织行为;三是承诺指向上级而非组织;四是离职动因注重在位能得到什么;五是集体主义与个人主义的冲突。通过对各个特征进行道德追溯,我们发现,“理想人格”解释了理想承诺,“仁”造就了中国雇员的情感承诺,“忠”的思想使承诺指向上级,离职动因在于“谨慎”思考,集体主义与个人主义的冲突改变了传统道德集体主义的提倡。 相似文献
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154.
We conceptualized an interrupted priming task as a state of an unfulfilled goal and a completed priming task as a post-fulfillment state. The accessibility of a primed construct was measured with both lexical decision and impression formation procedures. Lexical decisions showed enhanced accessibility of prime-related constructs after interrupted priming and reduced accessibility of the prime-related construct after completed priming. Replicating previous findings [Martin, L. L. (1986). Set/reset: Use and disuse of concepts in impression formation. Journal of Personality and Social Psychology, 51, 493-504], an ambiguous target was assimilated to the primed construct after interrupted priming, and was contrasted away from the primed construct after completed priming. Together, these results suggest that task fulfillment instigates inhibition of accessible constructs, in addition to (or instead of) a process of suppressing accessible constructs upon encountering a new target. These findings demonstrate how motivation can affect accessibility through inhibition as well as through suppression. 相似文献
155.
Gassing, braking, and self-regulating: Error self-regulation, well-being, and goal-related processes
Michael D. Robinson 《Journal of experimental social psychology》2007,43(1):1-16
Social cognitive models point to a widespread appreciation for the role that self-regulation functions play in mediating social outcomes. The present five studies, involving 527 undergraduate participants, sought to build on such models in the context of individual differences in error self-regulation. In this respect, the studies used a robust cognitive model, namely one that proposes that people seek to interrupt processing routines after making an error in choice reaction time tasks. Studies 1-3 showed that greater tendencies toward error self-regulation predicted higher levels of well-being. Studies 4-5 extended such results by showing that greater tendencies toward error self-regulation predicted superior abilities to recognize motive-relevant stimuli (Study 4) and override a prior task set in favor of a new task set (Study 5). Overall, the findings both point to the functionality of individual differences in error self-regulation and help to elucidate the processing basis of such relations. 相似文献
156.
Orly Shapira-Lishchinsky 《Sex roles》2007,57(3-4):187-199
The study examines the relationship between distributive justice and teachers’ lateness, focusing on the mediation effect
of organizational commitment and taking into account gender differences. The sample consisted of 1,016 teachers from 35 high
schools in Israel. Results, based on multi-level analysis, showed that, for women, organizational commitment partially mediated
the relation between perceived distributive justice and lateness. No such effect was found for men. The findings are explained
in terms of women using lateness behavior to establish a balance between their amount of effort and the measure of their perceived
reward. 相似文献
157.
We investigate the joint effects of decision risk and the stage of project completion on escalation of commitment. In two experiments, we demonstrate that the effect of decision risk is moderated by project stage such that the decision risk has the strongest effect on escalation of commitment at the intermediate stage of project completion. This is due to the dynamic influences underlying escalation of commitment. Whereas the need for project information influences resource commitment at the initial stage of a project, the need for project completion affects resource allocation at the terminal stage. In contrast, motivation to commit resources is disproportionately low at the intermediate stage since both the need for project information and the need for project completion are relatively weak. As such, the decision to commit resources is most sensitive to the moderating effect of decision risk when the project is about half complete. 相似文献
158.
We explored the consequences of forming implementation intentions that call for action (adjustment of chosen course of action) versus reflection (assessment of the appropriateness of chosen course of action) in situations that activate people's tendency to remain committed to failing courses of action. In Study 1, when negative experiences preceded failure, action and reflection implementation intention participants showed higher rates of disengagement than mere goal intention and no intention participants. However, when positive experiences preceded failure, only action implementation intention participants maintained this high disengagement rate. In Study 2, we observed that time pressure moderated the facilitating effects of action and reflection implementation intentions on disengagement when negative experiences preceded failure. Whereas the effect of action implementation intentions benefited from time pressure, the effect of reflection implementation intentions did not. The present studies construe disengagement as a self-regulation process and highlight the benefits of implementation intentions as a self-regulation tool. Copyright © 2006 John Wiley & Sons, Ltd. 相似文献
159.
Common wisdom suggests that individuals confronted with occupational uncertainty (e.g., job insecurity and difficulties with career planning) may withdraw from volunteering. We argue that volunteering may be useful to workers in some career stages and that stage-appropriate coping with occupational uncertainty may increase individuals' readiness to volunteer. In Study 1, we used cross-sectional and 1-year follow-up data from Germany that covered three age groups: 16–29 (NT1 = 1253, NT2 = 224), 30–43 (NT1 = 1560, NT2 = 371), and 56–75 (NT1 = 518, NT2 = 215). High engagement and low disengagement in coping with occupational uncertainty were associated with concurrent volunteering in the youngest group but not in the other groups. Over 1 year, high disengagement reduced the likelihood of starting volunteering in the youngest group and increased this likelihood in the oldest group. Study 2 used an independent, cross-sectional German sample that included two age groups: 20–29 (N = 326) and 30–40 (N = 367). Using a different measure of volunteering, Study 2 partly replicated the cross-sectional findings from Study 1. Results suggest that individual agency is a decisive link between occupational uncertainty and the readiness to volunteer, particularly among young labor market entrants. 相似文献
160.
Vocational interests and goal orientation (GO) are examined for their potential influences on employees' decisions to engage in professional development and to apply the knowledge and skills gained from development activities in their jobs. Specifically, professional development, in the form of continuing professional education (CE), was examined for a variety of practicing healthcare professionals (N = 183), including physicians, nurses, and allied health professionals in the Midwest United States. Aspects of vocational interest theory (interests and congruence) and GO theory predicted CE outcomes (voluntary participation in CE beyond professional requirements and the application of CE learning at work). Further, employee GO mediated between interests and the application of CE learning at work, providing evidence of a work-specific motivational process linking interests with performance-related behavioral outcomes. 相似文献