全文获取类型
收费全文 | 557篇 |
免费 | 42篇 |
国内免费 | 15篇 |
专业分类
614篇 |
出版年
2024年 | 1篇 |
2023年 | 11篇 |
2022年 | 11篇 |
2021年 | 18篇 |
2020年 | 25篇 |
2019年 | 27篇 |
2018年 | 24篇 |
2017年 | 19篇 |
2016年 | 31篇 |
2015年 | 36篇 |
2014年 | 40篇 |
2013年 | 103篇 |
2012年 | 9篇 |
2011年 | 31篇 |
2010年 | 33篇 |
2009年 | 23篇 |
2008年 | 39篇 |
2007年 | 46篇 |
2006年 | 23篇 |
2005年 | 10篇 |
2004年 | 17篇 |
2003年 | 8篇 |
2002年 | 8篇 |
2001年 | 3篇 |
2000年 | 1篇 |
1999年 | 3篇 |
1998年 | 1篇 |
1997年 | 1篇 |
1995年 | 1篇 |
1994年 | 1篇 |
1993年 | 2篇 |
1992年 | 1篇 |
1988年 | 2篇 |
1985年 | 2篇 |
1984年 | 3篇 |
排序方式: 共有614条查询结果,搜索用时 0 毫秒
101.
102.
Arnold B. Bakker 《Journal of Vocational Behavior》2008,(3):400-414
The WOrk-reLated Flow inventory (WOLF) measures flow at work, defined as a short-term peak experience characterized by absorption, work enjoyment, and intrinsic work motivation. Results of Study 1 among 7 samples of employees (total N = 1346) from different occupational groups offer support for the factorial validity and reliability of the WOLF. Study 2 examined the validity of the WOLF in more detail among some of the samples. Positive correlations between a general flow index and the three flow dimensions confirm the convergent validity of the WOLF. In addition, the findings of Study 2 provide evidence for the construct and predictive validity of the WOLF using five job characteristics as predictors of flow, and other-ratings of performance as outcomes. 相似文献
103.
Interactive effects of work group and organizational identification on job satisfaction and extra-role behavior 总被引:2,自引:0,他引:2
Rolf van Dick Daan van Knippenberg Rudolf Kerschreiter Guido Hertel Jan Wieseke 《Journal of Vocational Behavior》2008,72(3):388-399
Past research has focused on the differential relationships of organizational and work group identification with attitudes and behavior. However, no systematic effort has been undertaken yet to explore interactive effects between these foci of identification. We predicted that in cases of positive overlap of identifications (i.e. high work group and organizational identification) identifications are more strongly associated with employee job satisfaction and extra-role behavior than when only one of the identifications is high—that is, the one identification augments the influence of the other. These hypotheses were tested and supported with data from two samples of bank employees (N = 358) and travel agency employees (N = 308). 相似文献
104.
The present study investigates the joint effect of the quantity and quality of out-of-school activities (i.e., employment and leisure) on academic outcomes (i.e., well-being, study attitude, and academic performance) among 230 undergraduates. A series of hierarchical regression analyses show that spending too much time in both employment and leisure activities has negative relations with undergraduates’ academic outcomes. Work-study interference fully mediated the effect of time engagement in student employment on students’ reported well-being. These findings support a conflict perspective on multiple role engagement. However, results also show positive effects of activities depending on job demand and autonomy and level of autonomous motivation to engage in these activities. We conclude that out-of-school activities can be beneficial for students’ academic outcomes and preparation for the labor market when perceived as relevant for their academic study and performed in a balanced, autonomous way. 相似文献
105.
Curtis W. Hart 《Journal of religion and health》2008,47(1):118-128
J. Robert Oppenheimer was among the most important and enigmatic figures in 20th century science. He is best known for successfully
directing the Manhattan Project that produced the first atomic bombs that were dropped on Japan at the end of World War II.
Subsequently, he became a scientist and statesman who advised the United States government in the areas of atomic weapons
development and public policy. He later became subject to an investigation in 1954 into his previous political affiliations
and his personal behavior that ended in the revoking of his security clearance. This essay seeks to chronicle Oppenheimer’s
coming of age as a public intellectual with a view toward his own psychological history and most especially in relationship
to the stages of faith development articulated by James Fowler and colleagues. Moreover, though not conventionally religious,
Oppenheimer’s life and thought were permeated with themes and ideas of a religious and ethical nature that shaped his adult
character and informed his view of the world. This essay was originally presented at The Richardson History of Psychiatry
Research Seminar at Weill Cornell Medical College. 相似文献
106.
Brian K. Miller Matthew A. Rutherford Robert W. Kolodinsky 《Journal of business and psychology》2008,22(3):209-222
Organizational researchers during the past few decades have increasingly focused on the role of subjective work issues and
their impact on important worker-related outcomes. One of the most prominently studied factors, perceptions of organizational
politics, has received much recent conceptual and empirical attention. In an effort to better understand the relationship
between perceptions of organizational politics and key outcomes, we apply meta-analysis on 79 independent samples from 59
published and unpublished studies involving 25,059 individual participants. Results indicate strong negative relationships
between POP and job satisfaction and between POP and organizational commitment, moderately positive relationships between
POP and the outcomes of job stress and turnover intentions, and a non-significant relationship between POP and in-role job
performance. Moderator tests show that age, work setting (i.e., public sector or private sector), and cultural differences
(i.e., domestic sample or international sample), have contingent effects on certain POP relationships. 相似文献
107.
《Psychologie du Travail et des Organisations》2008,14(2):175-189
This study investigates men and women perceptions in the work, accros the relations between work conditions and job satisfaction. Similarity and difference are questionned about the mean dimensions of the work conditions (factor analysis) as well as the prédictive value of theses dimensions for the job satisfaction (regression analysis). In the same point of view, similarity and difference are analysed about health, importance of life domains and work-family interferences. Men and women seem to organize in the same way work conditions. Three factors are retained (Relations with superiors, Development and autonomy, Work intensity), wich the first two predict job satisfaction, for the men and the women. Nevertheless we note some differences, both about the force of the prediction and about specific item. Results and and futur works are discussed. 相似文献
108.
王洪春 《医学与哲学(人文社会医学版)》2006,27(11):19-21
过劳死的特征是在岗死亡、英年早逝、男多女少、白领为主、亚健康前兆、猝死为主。过劳死的原因是经济社会转型、竞争加剧、社会压力增大和医疗社会保障制度不健全。应对措施医疗社会保障和劳动制度,应当从消极性治疗为主的模式转变为积极性预防为主的模式、从主要保护体力劳动的模式调整为既保护体力劳动也保护脑力劳动的模式。 相似文献
109.
Social cognitive career theory (Lent, Brown, & Hackett, 1994) was originally designed to help explain interest development, choice, and performance in career and educational domains. These three aspects of career/academic development were presented in distinct but overlapping segmental models. This article presents a fourth social cognitive model aimed at understanding satisfaction experienced in vocational and educational pursuits. The model posits paths whereby core social cognitive variables (e.g., self-efficacy, goals) function jointly with personality/affective trait and contextual variables that have been linked to job satisfaction. We consider the model’s implications for forging an understanding of satisfaction that bridges the often disparate perspectives of organizational and vocational psychology. 相似文献
110.
The current study presents a multi-dimensional scale measuring the learning potential of the workplace (LPW), which is applicable across various occupational settings. Based on a comprehensive literature review, we establish four theoretically relevant dimensions of work-based learning, which together constitute the learning potential of the workplace. The psychometric characteristics of our instrument were examined among a sample of Dutch employees working in different organizations (N = 1013). In this study, we tested the factorial structure and validity of the LPW-scale by conducting Confirmatory Factor Analyses, testing for measurement invariance and determining the scale's reliability. Subsequently, the LPW-instrument was cross-validated using SEM (AMOS 20.0). Furthermore, convergent, divergent, and construct validity were investigated. The results empirically supported the theory based four-factor structure of the LPW-scale and provided solid evidence for the sound psychometric properties of the study's instrument. 相似文献