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141.
Piia Seppälä Jari Hakanen Saija Mauno Riku Perhoniemi Asko Tolvanen Wilmar Schaufeli 《European Journal of Work and Organizational Psychology》2013,22(3):360-375
Using the stability and change model, conservation of resources theory and the job demands-resources model, this study aimed to determine: (1) the extent to which work engagement and job resources can be explained by a component reflecting stability and a component reflecting change in these constructs, and (2) the strength and direction of the relationship between work engagement and job resources when their stable components are controlled for. The study was carried out among 1,964 Finnish dentists over a seven-year time period (2003–2010), using a three-wave dataset. Some of the dentists had changed jobs during the follow-up, and therefore the research questions were validated among groups of job stayers and job changers. The stability and change models were examined using structural equation modelling. The results showed that 69–77% of the variance of dentists’ work engagement, and 46–49% of the variance of job resources was explained by the component reflecting stability. However, although there was a positive relationship between job resources and work engagement, the primary direction of this relationship could not be determined. Either job resources or work engagement may be considered as the initiator of this relationship. Job change did not affect the results. 相似文献
142.
Isabel Metz Michelle Brown Christina Cregan Carol T. Kulik 《European Journal of Work and Organizational Psychology》2013,22(2):248-262
This study uses the job demands–resources model and multiple role theory to gain an understanding of the “toxin handling–well-being” relationship. “Toxin handlers” are empathetic managers willing to try to address pain and suffering in organizations (Frost, 2007). We use data from semistructured, in-depth interviews with HR managers to investigate the impact of the toxin handling role on well-being. The interviews indicate that toxin handling does not necessarily lead to the toxin handler’s ill health, because factors such as organizational and personal resources can influence that relationship. Further, toxin handlers can face very different toxin handling demands. These differences in the toxin handler’s resources and demands can lead to the full spectrum of possible health consequences of toxin handling (from decreased to enhanced health) for different toxin handlers. 相似文献
143.
Nicole A. Roberts Rachel C. Leonard Emily A. Butler Robert W. Levenson Jonathan W. Kanter 《Family process》2013,52(2):271-283
Despite reports documenting adverse effects of stress on police marriages, few empirical studies focus on actual emotional behaviors of officers and spouses. In this preliminary investigation, 17 male police officers and their nonpolice wives completed daily stress diaries for 1 week and then participated in a laboratory‐based discussion about their respective days. Conversations were video‐recorded and coded for specific emotional behaviors reflecting hostility and affection, which are strong predictors of marital outcomes. We examined associations between officers' job stress (per diaries and the Police Stress Survey) and couples' emotional behavior (mean levels and behavioral synchrony) using a dyadic repeated measures design capitalizing on the large number of observations available for each couple (1020 observations). When officers reported more job stress, they showed less hostility, less synchrony with their wives' hostility, and more synchrony with their wives' affection; their wives showed greater synchrony with officers' hostility and less synchrony with officers' affection. Therefore, for officers, greater job stress was associated with less behavioral negativity, potentially less attunement to wives' negativity, but potentially greater attunement to wives' affection—perhaps a compensatory strategy or attempt to buffer their marriage from stress. These attempts may be less effective, however, if, as our synchrony findings may suggest, wives are focusing on officers' hostility rather than affection. Although it will be important to replicate these results given the small sample, our findings reveal that patterns of behavioral synchrony may be a key means to better understand how job stress exacts a toll on police marriages. 相似文献
144.
This article looks at the ambiguities in the role of the military chaplain from three points of view. The first considers the nature of the constituency within which the chaplain ministers, paying particular attention to the degree – or otherwise – of secularisation and the reasons for this. The second examines the role of the chaplain in relation to the two institutions which he or she serves (i.e. church and state) and the tensions that emerge as a result. These are articulated in terms of ‘an angle of eschatological tension’. The third is concerned with ‘the roles within the role’ – that is the variety of tasks that make up the role of chaplaincy and the degree to which these are compatible with each other. The significance of theology in the resolution of the ensuing issues is set against diminishing societal resources in terms of religious literacy. 相似文献
145.
Lynda Chassler PhD 《Psychoanalytic Social Work》2013,20(1):69-74
Abstract Work and the structure it affords is one of the most important vehicles for the expression of worth in our society. With so much invested in the external world of position and achievement, threats to job security pose fundamental challenges to individual identity. Recent upheavals in the workplacedownsizings, early retirements, and corporate reorganizationshave shaken the psychological equilibrium of many of our clients, giving rise to feelings of despair and hopelessness. When disruptive and unwanted changes occur later in life, they become additionally tinged with latent concerns about aging and finding meaning as a mature adult. 相似文献
146.
《Cognitive behaviour therapy》2013,42(4):237-250
The aim of this study was to test the hypothesis that a combined relaxation (applied tension release, ATR) and specific shooting training regimen may enhance shooting ability of biathlon athletes. Seven biathletes of high national level were randomized into an experimental group (age 20 ± 5 years; Vo 2max 60 ± 8 mL kg? 1 min? 1) and were asked to add this special training intervention to their regular training for 10 weeks, while five other biathletes served as controls (age 19 ± 2 years; Vo 2max 57 ± 10 mL kg? 1 min? 1). The shooting ability of the subjects was assessed before and after the intervention at rest and after roller skiing on a treadmill in a laboratory-based competition simulating assessment. After the intervention period, the experimental group demonstrated a significantly enhanced shooting performance compared to the control group. No changes in Vo 2max or in heart rate and Vo 2 responses were observed before and after the intervention in either group and there were no differences between the groups in these parameters. Thus, the preliminary conclusion is that a combination of ATR and specific shooting training seems to be instrumental in enhancing the shooting performance in biathlon. 相似文献
147.
《Psychologie du Travail et des Organisations》2017,23(1):29-42
This paper examines the moderating role of goal orientations (learning, performance and avoidance orientation) in the relationship between job scope (i.e., a composite measure capturing task variety, autonomy, feedback and significance) and organizational commitment. Based on a sample of 314 participants, the analyses indicate that job scope is positively related to commitment and that performance orientation and avoidance orientation act as negative moderators of job scope. Specifically, job scope was more strongly related to commitment at low levels of these traits. We discuss the importance of considering the role of employee personality in the study of the effect of work context on commitment. 相似文献
148.
Peter P.M. Janssen Maria C.W. Peeters Inge Houkes 《Journal of Vocational Behavior》2004,65(3):411-429
This study among 115 US and 260 Dutch nurses and nurse assistants tested a theoretically derived model of specific relationships between work characteristics and two theoretically distinct outcomes (i.e., emotional exhaustion and job satisfaction). Furthermore, the mediating role of negative work-home interference (NWI) in this context was examined. It was hypothesized that emotional exhaustion is related to job demands (i.e., psychological and emotional demands), and that job satisfaction is primarily associated with job resources (i.e., job control). Workplace social support was proposed to relate to both outcomes. In addition, we expected NWI to partially mediate the hypothesized relationships. Finally, we expected this pattern to be similar across the two samples. Structural equation modeling (LISREL) indicated (1) that our postulated model largely fitted to the data in both samples (same pattern), and (2) that NWI partially mediated the relationship between psychological job demands and emotional exhaustion in the Dutch sample. It can be concluded that the results supported our proposed pattern of specific relationships and, to a lesser extent, the partial mediating role of NWI. Practical implications and methodological limitations were discussed. 相似文献
149.
The work–family literature to date does not offer a clear picture in terms of the relative importance of different types of supports for balancing work and family demands. Grounded in conservation or resources theory, we develop an integrative model relating multiple forms of social support, both formal (i.e., work–life benefit use) and informal (supervisor work–family support and family support) to work-interference-with-family and family-interference-with-work and task and contextual performance. We chose to focus our study on lower-skill workers because, despite being a relatively large segment of the workforce, these workers are relatively understudied in the work–family literature. Results revealed that supervisor support is a key form of support in this sample. Supervisor support had negative same domain (work-interference-with-family) and cross domain (family-interference-with-work) effects with work–family conflict, as well as positive relationships with task and contextual performance. Family support was negatively related to family-interference-with-work; whereas use of work–life benefits was not significantly related to either form of work–family conflict or any of the performance variables. The implications of our results for conservation of resources theory and practical implications to employers of lower-skill workers are discussed. 相似文献
150.
Gerhard Blickle Julia K. Fröhlich Sandra Ehlert Katharina Pirner Erik Dietl T. Johnston Hanes Gerald R. Ferris 《Journal of Vocational Behavior》2011,78(1):136-148
Socioanalytic theory postulates that job performance ratings are predicted by basic social motives moderated by social competency. The two motives are the motive to get along with others and the motive to achieve status and power. The present two-study investigation assessed these motives as work values and collected supervisors' job performance and promotability assessments. Social competency was assessed as political skill at work. The results provided strong and consistent support for the hypotheses, thus providing a more direct test of socioanalytic theory and extending it to demonstrate effects beyond overall job performance ratings on contextual performance and promotability assessments. Contributions and implications of these results, strengths and limitations, directions for future research, and practical implications are discussed. 相似文献