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Does the form of employment make a difference?—Commitment of traditional, temporary, and self-employed workers 总被引:1,自引:0,他引:1
Increasing change in the labor market has produced new forms of employment. A growing number of people have temporary jobs or are self-employed freelancers. The aim of our study is to address these changes by introducing commitment to the form of employment as a new focus in commitment. In addition, we compare organizational commitment under conditions of these forms of employment to traditional form of employment. The study is based on several samples representing conventional and new forms of employment (overall N = 494). The results indicate that commitment to the form of employment explains variance of organizational outcomes over and above organizational commitment. Generally, commitment to the form of employment reflects an important attitude to the work situation besides commitment to the organization or occupation. The results are discussed in the light of labor market trends. 相似文献
264.
Self-perceived employability: Construction and initial validation of a scale for university students
This paper reports the development of a research instrument to examine the expectations and self-perceptions of employability of business undergraduates (bachelor degree students) in three UK universities, and examines relationships with other measures. The scale was found to have a satisfactory internal reliability coefficient for an untested measure (α = .75) and had discriminant validity from other new measures such as university commitment. ‘Internal’ and ‘external’ dimensions were identified, the latter relating to the perceptions of the strength of the university brand, the state of the external labour market, and the demand for the degree subject. Perceptions of future employability were surprisingly modest, notably for those in arguably the strongest position, suggesting that these self-perceptions may be a product of relative societal expectations, consistent with positional conflict theory. 相似文献
265.
Yannis Markovits Johannes Ullrich Rolf van Dick Ann J. Davis 《Journal of Vocational Behavior》2008,(3):485-489
We use regulatory focus theory to derive specific predictions regarding the differential relationships between regulatory focus and commitment. We estimated a structural equation model using a sample of 520 private and public sector employees and found in line with our hypotheses that (a) promotion focus related more strongly to affective commitment than prevention focus, (b) prevention focus related more strongly to continuance commitment than promotion focus, (c) promotion and prevention focus had equally strong effects on normative commitment. Implications of these findings for the three-component model of commitment, especially the ‘dual nature’ of normative commitment, as well as implications for human resources management and leadership are discussed. 相似文献
266.
Previous research on psychological contracts has focused on whether or not employees feel their employers have fulfilled the promises made to them. Instead, here we examine how perceptions of the external labor market, particularly about whether present psychological contracts could be replicated elsewhere, influence employees’ attachment to their current employers. In a longitudinal study of a diverse employee sample, we found perceptions that psychological contracts could not be replicated elsewhere accounted for a substantial amount of the variance in affective commitment (.38) and normative commitment (.29) and a smaller, but significant, amount of the variance in continuance commitment (.04). We also found significant moderating effects of age, work experience, and career stage on these relationships. The article concludes with implications for psychological contract theory, organizational commitment theory, and management practice. 相似文献
267.
The aim of this study was to explore the occurrence of bullying in the restaurant sector and its potential consequences. The sample consisted of 207 superiors and employees in 70 restaurants. The findings indicated that bullying prevails in the restaurant industry, with apprentices as a risk group. Bullying was negatively related to job satisfaction, commitment, employees' perceptions of creative behavior, and external evaluations of restaurant creativity level, and positively related to burnout and intention to leave the job. Some support was found for a mediation hypothesis, where bullying was the predictor, job satisfaction, commitment and burnout were mediators, and intention to leave was dependent variable. One implication of this study is that there is a need to challenge the attitude, common in this sector, that aggression and bullying is a natural and even necessary part of the work environment. 相似文献
268.
The current research investigates whether and how individuals are able to learn from one escalation situation to another, hypothesizing that post-escalation regret will reduce subsequent escalation. In Experiment 1, individuals participated in an escalation task after escalating their commitments in a first escalation situation. In Experiment 2, participants’ regret was manipulated by asking them to imagine engaging in an escalation situation. The experiments expand our theoretical and practical understanding of how to prevent escalation of commitment by demonstrating that escalation-specific regret—either experienced from an earlier escalation or primed through imagining an escalation scenario—reduced subsequent escalation in a different context. The discussion focuses on the theoretical and practical impact of regret and emotions in general in escalation of commitment. 相似文献
269.
Spiritual practices are increasingly accommodated by therapists working with religious couples. While research documents potential
benefits, spiritual practices such as prayer may invoke an interpretive couple-God relationship distorted by pathogenic processes
in one or both spouses. A survey administered to 78 religious couples examined the influence of power/gender as it relates
to couples’ harmful triangulation with Deity. Results suggest that harmful triangulation with Deity does occur to some degree
in couple relationships, that there are significant differences by gender, and that spouses’ tendencies to triangulate are
correlated with one another. We discuss these results from a systemic-feminist perspective, and offer some clinical applications
for working with religious couples.
相似文献
Ryan B. SeedallEmail: |
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