全文获取类型
收费全文 | 287篇 |
免费 | 7篇 |
国内免费 | 4篇 |
出版年
2023年 | 2篇 |
2022年 | 6篇 |
2021年 | 6篇 |
2020年 | 6篇 |
2019年 | 6篇 |
2018年 | 4篇 |
2017年 | 7篇 |
2016年 | 15篇 |
2015年 | 8篇 |
2014年 | 21篇 |
2013年 | 57篇 |
2012年 | 9篇 |
2011年 | 21篇 |
2010年 | 15篇 |
2009年 | 20篇 |
2008年 | 21篇 |
2007年 | 20篇 |
2006年 | 16篇 |
2005年 | 6篇 |
2004年 | 6篇 |
2003年 | 7篇 |
2001年 | 2篇 |
2000年 | 2篇 |
1998年 | 1篇 |
1994年 | 1篇 |
1991年 | 1篇 |
1988年 | 2篇 |
1985年 | 1篇 |
1983年 | 1篇 |
1982年 | 1篇 |
1981年 | 1篇 |
1980年 | 1篇 |
1977年 | 2篇 |
1974年 | 2篇 |
1973年 | 1篇 |
排序方式: 共有298条查询结果,搜索用时 15 毫秒
71.
Sunhee Lee Reeshad S. Dalal 《European Journal of Work and Organizational Psychology》2016,25(1):120-132
Extant research on climate strength has frequently invoked situational strength in passing. Given this, it is surprising that the fundamental prediction from the situational strength literature—namely, that strong situations attenuate personality–behaviour relationships—has thus far never been tested empirically using climate strength as an operationalization of situational strength. Consequently, in the present study, we tested this fundamental prediction by positing that organizational safety climate strength moderates the relationships between employee conscientiousness and two forms of employee safety behaviour, such that those relationships are attenuated in strong climates. Using a multilevel design consisting of 964 Korean employees nested within 17 manufacturing organizations, we found support for these cross-level interaction hypotheses. These findings legitimize the frequent invocation of situational strength by climate strength researchers, contribute to the theoretical foundation underlying climate strength, and yield important implications for future research and practice. 相似文献
72.
《Psychologie du Travail et des Organisations》2016,22(4):232-241
This research studies social climate's role in the efficacy of work teams. The referential work frame is based on the concept of organizational empathy (Guédon & Bernaud, 2008), which is specifically operationalized on a tri-dimensional model basis and the perceived organizational support from Eisenberger's model (Rhoades & Eisenberger, 2002). A total of 274 employees, belonging to 3 professional groups, who worked in a nuclear power house participated in this research. Linear regression analysis’ results show a major effect of organizational empathy on the efficacy of work teams, nevertheless predictors’ hierarchy varies upon occupied professional function. 相似文献
73.
Narrative Approaches to Organizational Development: A Case Study of Implementation of Collaborative Helping
下载免费PDF全文
![点击此处可从《Family process》网站下载免费的PDF全文](/ch/ext_images/free.gif)
William C. Madsen 《Family process》2016,55(2):253-269
Across North America, community agencies and state/provincial jurisdictions are embracing family‐centered approaches to service delivery that are grounded in strength‐based, culturally responsive, accountable partnerships with families. This article details a collaborative consultation process to initiate and sustain organizational change toward this effort. It draws on innovative ideas from narrative theory, organizational development, and implementation science to highlight a three component approach. This approach includes the use of appreciative inquiry focus groups to elicit existing best practices, the provision of clinical training, and ongoing coaching with practice leaders to build on those better moments and develop concrete practice frameworks, and leadership coaching and organizational consultation to develop organizational structures that institutionalize family‐centered practice. While the article uses a principle‐based practice framework, Collaborative Helping, to illustrate this process, the approach is applicable with a variety of clinical frameworks grounded in family‐centered values and principles. 相似文献
74.
《Psychologie du Travail et des Organisations》2021,27(4):265-279
Organizational culture is studied here in a psycho-sociological approach, operationalizing the concept of organizational socialization in order to measure the internalization of organizational culture. We proposed to test its impact on extra-organizational prosocial behaviors by comparing a population of firefighters (n = 515, 34.9% female) to a general population (n = 201, 47.7% female) responding to an online survey. The results show, firstly, that firefighters engage in more extra-organizational prosocial behaviors than general population and, secondly, that the internalization of organizational culture has a significantly greater positive effect on these types of behaviors among firefighters than among general population. The construction of a cultural impact index is proposed. The results are discussed and research perspectives are proposed. 相似文献
75.
《Psychologie du Travail et des Organisations》2021,27(3):159-174
Supervisors’ laissez-faire leadership has been scarcely studied in the management literature. Moreover, the role of individual differences in employees’ reactions to laissez-faire leadership remains unknown. In the present study (n = 248), we examine the relationship between supervisors’ laissez-faire leadership and employees’ (affective) commitment to the supervisor and the organization, and their job satisfaction, and consider employees’ goal orientations (learning, performance, and avoidance) as moderating variables of these relationships. The results of multiple regression analyses indicate that laissez-faire leadership is negatively associated with employee commitment to the supervisor and the organization and job satisfaction. In addition, the relationship between laissez-faire leadership and commitment to the supervisor and to the organization was more negative when performance orientation was high. In contrast, the relationship between laissez-faire leadership and commitment to the supervisor and the organization and job satisfaction was less negative when avoidance orientation was high. Learning orientation exerted no moderating effect. These results reveal that the undermining effect of laissez-faire leadership varies across levels of employees’ performance and avoidance orientations. We discuss the implications of these results for future research. 相似文献
76.
Anit Somech Anat Drach-Zahavy 《European Journal of Work and Organizational Psychology》2013,22(2):138-149
Investing in citizenship behaviours could entail personal costs for the employee. Specifically, we argue that OCB contributes to employee's strain above and beyond the impact of role conflict, role ambiguity, and role overload. To study the buffering role of leader support and participation in decision making (PDM) on this relationship, we collected data from 457 employees at various organizations at different time points from multisources. The results supported our hypotheses: Higher levels of OCB were related to higher levels of employee's strain, above and beyond the impact of role overload, role ambiguity, and role conflict; and the relationship between OCB and strain was weaker for those enjoying a high degree of leader support or PDM. 相似文献
77.
Jan A. Johansson 《European Journal of Work and Organizational Psychology》2013,22(3):419-427
Thoughts based on an inquiry and on experiences from my practice as a consultant, manager and company executive. 相似文献
78.
Carolina Moliner Vicente Martínez-Tur José Ramos Russell Cropanzano 《European Journal of Work and Organizational Psychology》2013,22(3):327-348
The purpose of this article is to propose and test a model of extrarole customer service (ERCS). We propose that organizational justice (distributive, procedural, interpersonal, and informational) promotes well-being at work (low burnout and high engagement). Well-being at work, in turn, engenders more effective ERCS. Thus, well-being at work is considered a mediator of the relationships from organizational justice to ERCS. This fully mediated model was compared to an alternative fully direct model. The sample consisted of 317 contact employees who were working in the Spanish service sector. The results of structural equation modelling supported the importance of the mediating role of the positive side of well-being at work (engagement) in the relationship between organizational justice and ERCS. The article concludes with a discussion of the theoretical and managerial implications. 相似文献
79.
Cynthia A. Munro Jessica M. Winicki David J. Schretlen Emily W. Gower Kathleen A. Turano Beatriz Muñoz 《Neuropsychology, development, and cognition. Section B, Aging, neuropsychology and cognition》2013,20(6):759-768
ABSTRACT Sex differences in patterns of cognitive test performance have been attributed to factors, such as sex hormones or sexual dimorphisms in brain structure, that change with normal aging. The current study examined sex differences in patterns of cognitive test performance in healthy elderly individuals. Cognitive test scores of 957 men and women (age 67–89), matched for overall level of cognitive test performance, age, education, and depression scale score, were compared. Men and women were indistinguishable on tests of auditory divided attention, category fluency, and executive functioning. In contrast, women performed better than men on tests of psychomotor speed and verbal learning and memory, whereas men outperformed women on tests of visuoconstruction and visual perception. Our finding that the pattern of sex differences in cognition observed in young adults is observed in old age has implications for future studies of both healthy elderly individuals and of those with cognitive disorders. 相似文献
80.
《Journal Of Applied School Psychology》2013,29(1):47-66
ABSTRACT One state's efforts to assess school readiness to implement a comprehensive mental health innovation are described. To determine the likelihood of achieving success with positive behavioral supports (PBS), a process to identify school buildings ready for planned organizational change was designed and implemented within a large-scale system of care initiative in southeastern Kentucky. The salient features of the innovation are discussed, the process used to design and implement the approach is delineated, and limitations and implications of this method are considered. This multi-systemic intervention can serve as an example of the practice of organizational school psychology. 相似文献