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51.
Marina S. Lemos 《Anxiety, stress, and coping》2013,26(4):383-400
Goals can be defined as cognitive- and as value-related motivational constructs. Consequently, both goal elaboration and personal valuing of goals are emphasized as critical determinants of motivated action. From this perspective, it is argued that goals play an influential role in students' cognitions, and in their social and emotional processes. I explore students' strategies for dealing with potentially stressful classroom circumstances in relation to their goals by examining students' reactions to imagined specific academic stressors, focusing on their emotions, behavior, and goals. Four distinct strategies were defined: strategic flexible action, strategic rigid action, passive behavior, and disorganized behavior. It is suggested that (a) goals play a major role in articulating and integrating behaviors and emotions within a whole strategy, (b) particular combinations of goal characteristics - goal-setting, personal goal valuing, and goal difficulty - are required for successful coping, and (c) both productive behavior and emotional regulation are predicted by specific goal characteristics. 相似文献
52.
Roy B. L. Sijbom Onne Janssen Nico W. Van Yperen 《European Journal of Work and Organizational Psychology》2013,22(3):462-478
We identified leaders’ achievement goals and composition of creative input as important factors that can clarify when and why leaders are receptive to, and supportive of, subordinates’ creative input. As hypothesized, in two experimental studies, we found that relative to mastery goal leaders, performance goal leaders were less receptive to subordinates’ voiced creative input. In Study 1, we further showed that image threat appraisal and learning opportunity appraisal mediated this effect. In Study 2, we demonstrated that when merely creative ideas were expressed by the subordinate, performance goal leaders responded like mastery goal leaders. However, as in Study 1, performance goal leaders were less receptive to, and less supportive of, subordinates’ creative input than mastery goal leaders when the composition of subordinates’ creative input included both problem identifications and creative ideas. 相似文献
53.
Francisco J. Medina Lourdes Munduate José M. Guerra 《European Journal of Work and Organizational Psychology》2013,22(3):349-362
Power and conflict are classic research topics in organizational theory and important practical management issues. The goal of this article was to analyse the influence of supervisor power bases and goal interdependence situations over intragroup conflict. The study involved the participation of 401 workers from a range of social service organizations. Hierarchical regression analyses showed that (a) supervisor personal power bases were negatively associated with task and relationship conflict; (b) supervisor position power bases were positively associated with relationship conflict; (c) cooperative environments were negatively associated with task and relationship conflict; and (d) that goal interdependence moderates the negative consequences of the use of position power. The implications for research and managerial practices are discussed. 相似文献
54.
Job insecurity climate's influence on employees' job attitudes: Evidence from two European countries
Beatriz Sora Amparo Caballer Hans de Witte 《European Journal of Work and Organizational Psychology》2013,22(2):125-147
An important amount of literature about job insecurity and its consequences has been developed during the past few decades (Sverke, Hellgren, & Näswall, 2002). Most of this research has focused on an individual-analysis perspective, without taking into account social context. Although job insecurity climate has not been empirically examined, several authors have implicitly assumed that job insecurity contexts exist in some organizations where layoffs have occurred. Therefore, they examined layoff survivors' reactions. From this perspective, the aim of this study was to validate the job insecurity climate concept and examine its influence on employees' job attitudes. In order to provide additional support, this objective was examined in two samples: 428 employees belonging to 20 Spanish organizations and 550 employees in 18 Belgian organizations. The results showed that job insecurity climate emerged within the organizations in both samples, and that it influenced employees' job satisfaction and organizational commitment above and beyond individual perceptions of job insecurity in the Spanish sample. The implications and limitations of this study are discussed. 相似文献
55.
Valérie Toussaint Murielle Laberge Martin Lauzier 《Psychologie du Travail et des Organisations》2013,19(1):5-22
Conducted within the Canadian Forces (N=652), this study explores the role of self-determined motivation and affective commitment in relation to personnel retention within the military. Three groupings of variables are used in order to shed light on the mechanisms underlying personnel retention: a) distal antecedents (i.e. leadership styles), b) proximal antecedents (i.e. group cohesion and work climate) and c) mediators (i.e. self-determined motivation and affective commitment). Illustrated through a structural model, results demonstrate the existence of a partial mediator effect from affective commitment in the relationship between self-determined motivation and intention to stay. These findings are discussed in regards of their implications from theoretical and practical perspectives. 相似文献
56.
D.O. Adebayo 《Journal of Psychology in Africa》2013,23(1):35-43
The study examined the moderating role of self-efficacy in the relationship between perceived job insecurity and organisational commitment of survivors of retrenchment among Nigerian public workers. Using a cross-sectional survey, data was collected from 186 survivors. Hierarchical multiple regression analysis revealed that organisational commitment was inversely related to job insecurity and positively related to the interaction factor for self-efficacy and job insecurity. However, the relationship between job insecurity and organisational commitment was moderated by self-efficacy such that as perceived job insecurity increased, survivors with moderate to high levels of self-efficacy showed greater levels of organisational commitment than those with low self-efficacy. The findings of this study suggest that as perceived job insecurity increased survivors' organisational commitment decreased. The theoretical and practical implications of the present findings and suggestions for enhancing the self-efficacy of survivors were discussed. 相似文献
57.
58.
《European Journal of Developmental Psychology》2013,10(4):493-499
Previous research has demonstrated that the representation of goals primarily in terms of means (process focus) compared to outcomes of goal pursuit (outcome focus) increases across the lifespan. Nothing is known, however, about the processes underlying this age-related difference. The current study investigates age-related differences in growth and maintenance orientation as one of the factors contributing to age-related differences in goal focus. A self-report study (N = 123, 18 to 82 years, M = 48.59) presents first evidence that process focus is predicted by maintenance goal orientation, whereas outcome focus is predicted by growth goal orientation. Moreover, maintenance goal orientation mediates the positive association of age and process focus. Results are discussed taking a functional perspective of the role of goal orientation in age-related differences in goal focus. 相似文献
59.
《The journal of positive psychology》2013,8(5):412-414
The present study tested theoretical models of the forgivingness – well-being association with depression symptoms and social justice commitment as outcome measures and with differentiation of self (DoS) and dispositional humility as mediators. In doing so, we addressed the need to explicitly frame the study of virtues in a relational view of the self and extended the research on forgivingness and humility that moves beyond a focus on personal benefit and attends to the ways in which virtues also benefit other persons. The sample consisted of 213 graduate students from a religiously-affiliated university who completed a questionnaire of self-report measures. Results supported the proposed models as significant specific indirect effects were observed through DoS and humility. The findings support a self-regulating mechanism, as measured by DoS and dispositional humility, for the protective influence of forgivingness on depression symptoms and the promotive influence of forgivingness on prosocial relating. 相似文献
60.
Gordon B Moskowitz 《Journal of experimental social psychology》2002,38(4):397-404
Two experiments examined whether accessible goals preconsciously direct selective attention. Goal activation was manipulated by one's goal pursuit being either undermined or affirmed (resulting in an experienced state of either incompleteness or completeness). Attention responses were assessed through a Stroop-like task (Experiment 1) and a response-time task in which participants indicated a stimulus' direction of motion (Experiment 2). Results showed that when goals were accessible, attention was drawn toward goal-relevant items—even when these items were to be ignored and when responses occurred too fast for conscious control. Accessible goals directed implicit cognition (i.e., attention toward stimuli associated with the goal), despite the fact that these goals were not chronically held, but manipulated in the lab. 相似文献