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91.
Predictors and outcomes of job search behavior: The moderating effects of gender and family situation 总被引:1,自引:0,他引:1
Edwin A.J. Van Hooft Marise Ph. Born Henk van der Flier 《Journal of Vocational Behavior》2005,67(2):133-152
This study explored differences in the antecedents and consequences of job search behavior depending on gender and family situation in a large, nationwide sample of the Dutch population. Using Ajzen’s (1991) theory of planned behavior (TPB), we found no gender differences in the antecedents of job seeking. However, family situation did affect the relations in the TPB, such that personal attitude was a slightly weaker, and perceived social pressure a stronger predictor of job seeking for individuals with families than for singles. Concerning the consequences, job search behavior significantly predicted the chances of finding (new) employment, but not job satisfaction in the new job and the level of agreement between the obtained and wanted job. 相似文献
92.
The current investigation examined the form and magnitude of the relationship between political skill and two intrapersonal worker reactions—job satisfaction and job tension. Political skill was hypothesized to demonstrate an inverted U-shaped nonlinear relationship with job satisfaction and a U-shaped relationship with job tension. Data from three separate studies supported the hypothesized relationships. Specifically, moderate levels of political skill were associated with higher levels of job satisfaction (Studies 1-3) and lower levels of job tension (Studies 1 and 2). Conversely, in comparison to more moderate levels, higher and lower levels of political skill were adversely related to these outcomes. Implications, strengths and limitations, and directions for future research are discussed. 相似文献
93.
Considering the role of personality in the work-family experience: Relationships of the big five to work-family conflict and facilitation 总被引:1,自引:0,他引:1
Julie Holliday Wayne Nicholas Musisca William Fleeson 《Journal of Vocational Behavior》2004,64(1):108-130
Using a national, random sample (N=2130), we investigated the relationship between each of the Big Five personality traits and conflict and facilitation between work and family roles. Extraversion was related to greater facilitation between roles but was not related to conflict, whereas neuroticism was related to greater conflict but only weakly related to facilitation. Conscientiousness was related to less conflict, presumably reflecting efficient time use and organizational skills. In general, conflict was negatively related to work-family outcomes (e.g., lower job and family effort and satisfaction) whereas facilitation was positively related to the same outcomes. Conflict and facilitation were shown, however, to be orthogonal rather than opposite constructs. Implications for work-family theory, for the understanding of personality traits, and for enhanced responsibilities of organizations are discussed. 相似文献
94.
95.
Remus Ilies Jessica Keeney Brent A. Scott 《Organizational behavior and human decision processes》2011,114(2):115-126
In a 3-week experience-sampling study of 52 full-time employees, the authors investigated the within-individual relationships among positive work events, affective states, and job satisfaction. They also examined the influence of work–family interpersonal capitalization (sharing work events with one’s spouse or partner at home) on employees’ job and relationship satisfaction. Results revealed that positive events influenced job satisfaction through positive affect, and work–family interpersonal capitalization on the most positive work event of the day positively impacted job satisfaction over and above the effects of the event’s pleasantness and of the number of other positive work events experienced that day. 相似文献
96.
本文通过对426名在职人员的调查,探讨了变革型领导对工作绩效与满意度的影响机制。最后采用SPSS 13.0和Lisrel 8.7 对数据进行多层级线性回归分析,并依据温忠麟等(2006)的统计步骤分析了有中介的调节作用,得到如下结果:(1)在控制了年龄、性别与任职年限之后,自我效能在变革型领导与工作绩效、工作满意度之间都起部分中介作用;(2)核心工作特征在变革型领导与工作绩效之间起调节作用,调节作用需要通过自我效能作为中介变量。文章最后讨论了本研究的理论和实践意义。 相似文献
97.
Extending the challenge-hindrance model of occupational stress: The role of appraisal 总被引:1,自引:0,他引:1
Interest regarding the challenge-hindrance occupational stress model has increased in recent years, however its theoretical foundation has not been tested. Drawing from the transactional theory of stress, this study tests the assumptions made in past research (1) that workload and responsibility are appraised as challenges and role ambiguity and role conflict are appraised as hindrances, and (2) that these appraisals mediate the relationship between these stressors and outcomes (i.e., strains, job dissatisfaction, and turnover intentions). For a sample of 479 employees, we found that although workload, role ambiguity, and role conflict could be appraised primarily as challenges or hindrances, they could also simultaneously be perceived as being both to varying degrees. Support was also found for a model in which primary appraisal partially mediated the stressor-outcome relationship. 相似文献
98.
In this paper we explore the linkages among various types of person-organization (PO) fit and their effects on employee attitudinal outcomes. We propose and test a conceptual model which links various types of fits—objective fit, perceived fit and subjective fit—in a hierarchical order of cognitive information processing and relate them to employee organizational commitment and job satisfaction. By unveiling how the different types of fit relate to each other in influencing individual outcomes, we address some of the theoretical and methodological concerns in the use of different methods in measuring PO fit. 相似文献
99.
Ilias Kapoutsis Alexandros Papalexandris Andreas Nikolopoulos Wayne A. Hochwarter Gerald R. Ferris 《Journal of Vocational Behavior》2011,(1):123-135
We developed a two-study, cross-national, constructive replication to examine the role of organizational politics perceptions as a contextual moderator of the political skill – job performance relationship. Specifically, we hypothesized that high levels of political skill would demonstrate its strongest positive effects on job performance when politics perceptions were perceived as low. Conversely, we hypothesized that political skill would demonstrate no relationship with job performance under conditions of high politics perceptions. Across studies conducted both in the United States and Greece, the hypothesis received strong support. In settings characterized by lower perceived politics, high levels of political skill predicted significant increases in job performance, whereas these effects were attenuated in environments characterized by high perceived politics. Contributions and implications of this research, strengths and limitations, and directions for future study are discussed. 相似文献
100.
Marco S. DiRenzo Jeffrey H. Greenhaus Christy H. Weer 《Journal of Vocational Behavior》2011,(2):305-314
Although substantial research has examined the conflict that employees experience between their work and family roles, the literature has not investigated the prevalence and antecedents of work–family conflict for individuals who work at different levels of an organization. This study examines differences in work–family conflict (work interference with family and family interference with work) for lower-level and higher-level employees, the factors that might explain these differences, and the differential effect of resources on conflict across job levels. Results indicate that higher-level workers experience greater conflict in both directions than lower-level workers, and that work- and home-based resources are differentially related to the conflict experienced by employees who hold lower-level and higher-level jobs. 相似文献