全文获取类型
收费全文 | 478篇 |
免费 | 27篇 |
国内免费 | 7篇 |
专业分类
512篇 |
出版年
2023年 | 10篇 |
2022年 | 8篇 |
2021年 | 5篇 |
2020年 | 15篇 |
2019年 | 9篇 |
2018年 | 15篇 |
2017年 | 15篇 |
2016年 | 23篇 |
2015年 | 38篇 |
2014年 | 35篇 |
2013年 | 104篇 |
2012年 | 10篇 |
2011年 | 25篇 |
2010年 | 32篇 |
2009年 | 21篇 |
2008年 | 29篇 |
2007年 | 38篇 |
2006年 | 19篇 |
2005年 | 9篇 |
2004年 | 16篇 |
2003年 | 8篇 |
2002年 | 7篇 |
2001年 | 2篇 |
2000年 | 4篇 |
1999年 | 3篇 |
1998年 | 2篇 |
1997年 | 1篇 |
1996年 | 1篇 |
1995年 | 1篇 |
1994年 | 3篇 |
1993年 | 2篇 |
1988年 | 1篇 |
1985年 | 1篇 |
排序方式: 共有512条查询结果,搜索用时 15 毫秒
91.
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published and unpublished studies involving 25,059 individual participants.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
92.
《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
93.
Gracie H. Boswell Eva Kahana Peggye Dilworth-Anderson 《Journal of religion and health》2006,45(4):587-602
The goal of this study was to examine stress-ameliorating effects of religiosity, spirituality, and healthy lifestyle behaviors
on the stressful relationship of chronic illness and the subjective physical well-being of 221 older adults. We also investigated
whether the intervening variables functioned as coping behaviors and orientations or as adaptations in late life. Guided by
the stress paradigm, path analysis was used to assess these relationships in a stress suppressor model and a distress deterrent
model. No suppressor effects were found; however a number of distress deterrent relationships were detected. Spirituality,
physical activities, and healthy diet all contributed to higher subjective physical well-being, as counter-balancing effects,
in the distress deterrent model. The findings have implications for future research on the role of spirituality, religiosity
and lifestyle behaviors on the well-being of chronically ill older adults. Findings also support the need for studying different
dimensions of religiosity and spirituality in an effort to understand coping versus adaptation in behaviors and orientations.
Gracie H. Boswell, Ph.D., M.Ed. (Case Western Reserve University) and (M. Ed.- Kent State University). She is a Carolina Program
in Health and Aging Research Scientist at the Institute on Aging- University of North Carolina at Chapel Hill. Her research
interests have been social gerontology and quality of life, emphasizing religiosity/spirituality.
Eva Kahana, Ph.D. (University of Chicago) is Pierce T. and Elizabeth D. Robson Professor of Humanities and Director of the
Elderly Care Research Center- Case Western Reserve University. Her research concentration has been the sociology of aging
(coping & stress and institutionalization).
Peggye Dilworth-Anderson, Ph.D. (Northwestern University) is Director- Center for Aging and Diversity, Institute on Aging,
Professor- School of Public Health, Department of Health Policy and Administration at University of North Carolina at Chapel
Hill. Her research interests have been caregiving and minority health disparities. 相似文献
94.
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
95.
工作应激与个体归因特点关系的研究 总被引:1,自引:0,他引:1
工作应激一直是组织行为中的热点问题,但综观前人研究,很少有研究者从归因的视角揭示其产生过程。本研究从个体的应激源感受性出发,探讨了个体归因特点与其工作应激的关系,建构了相应的模型,并结合压力管理问题,对研究进行了有益展望。 相似文献
96.
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
97.
Douglas J. Brown D. Lance Ferris Daniel Heller Lisa M. Keeping 《Organizational behavior and human decision processes》2007
The current paper examines the dispositional and situational antecedents, as well as the attitudinal and behavioral consequences, of the frequency of upward and downward social comparisons. We predicted social comparison frequency would be influenced by uncertainty-related antecedents, and that social comparisons in organizations would be characterized by contrast, not assimilation, effects. A large and occupationally diverse sample of 991 employed adults was surveyed at three separate points in time over a 12–16 week period. Our results, based on structural equation modeling, indicated that (a) role ambiguity, task autonomy, and core self-evaluations were significant predictors of upward social comparison, (b) upward social comparison was significantly negatively related to job satisfaction and affective commitment, (c) downward social comparison was significantly positively related to job satisfaction and affective commitment, and (d) upward and downward social comparisons had significant positive and negative indirect effects on the frequency of job search behaviors, respectively. The findings are discussed in terms of their general implications for understanding the importance of directional social comparison processes in organizational settings. 相似文献
98.
This study compared the cross-cultural formation and reactions toward overall fairness perception of employees from the US, China, Korea, and Japan. Distributive justice was related to overall fairness less strongly for Americans and Japanese than for Chinese and Koreans. In contrast, interactional justice was related to overall fairness more strongly for Americans and Japanese than for Chinese and Koreans. As expected, materialism seems to provide a coherent account of these cultural differences. In addition, overall fairness showed a stronger effect on turnover intention for Americans than for Chinese and Koreans. For job satisfaction, the effect of overall fairness was stronger for Americans than for Chinese, Koreans, and Japanese. Power distance seems to provide an adequate account of these cultural differences. 相似文献
99.
This study aimed at identifying and describing occupational career patterns (OCPs) from age 16 to 43 by applying optimal matching techniques to sequence data obtained from a sample of Swedish women. Women’s occupational trajectories were found to be diverse. Upward mobility (3 patterns) and stable careers (4 patterns) were prevalent, but there were also women characterized by downward mobility, fluctuation and being outside the labor market (1 pattern each). Women’s OCPs were related to family of origin, but more strongly to their overall life career (i.e., multiple role constellations over the life course). The study indicates that occupational mobility patterns do matter in terms of job perceptions, work attitudes, and quality of life. The results generally confirm the popular belief of the advantage of upward mobility, followed by stable occupational careers, whereas women with downward or fluctuating careers fared worst. 相似文献
100.
Paul Sponheim 《Dialog》2007,46(3):255-262
Abstract : The author asks how science can affect the work of the theologian and uses the experience of Job in the “wild” as pointing toward a new seeing. From science's study of temporality the theologian may learn (1) that humans belong with the (other) creatures, against anthropocentrism, (2) that the traditional distinction between creation and preservation inadequately recognizes God's continuing creative work, and (3) that Christian soteriology needs to address the “groaning” (Romans 8) of the whole creation. While science may help the theologian see thus newly, theology needs to retain its own integrity, as represented by the distinction between creation and fall. 相似文献