全文获取类型
收费全文 | 445篇 |
免费 | 18篇 |
国内免费 | 38篇 |
专业分类
501篇 |
出版年
2024年 | 2篇 |
2023年 | 9篇 |
2022年 | 19篇 |
2021年 | 9篇 |
2020年 | 16篇 |
2019年 | 22篇 |
2018年 | 11篇 |
2017年 | 21篇 |
2016年 | 31篇 |
2015年 | 13篇 |
2014年 | 37篇 |
2013年 | 75篇 |
2012年 | 13篇 |
2011年 | 26篇 |
2010年 | 18篇 |
2009年 | 23篇 |
2008年 | 26篇 |
2007年 | 27篇 |
2006年 | 24篇 |
2005年 | 20篇 |
2004年 | 15篇 |
2003年 | 14篇 |
2002年 | 5篇 |
2001年 | 6篇 |
2000年 | 2篇 |
1998年 | 2篇 |
1997年 | 1篇 |
1994年 | 1篇 |
1993年 | 1篇 |
1991年 | 1篇 |
1988年 | 1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501条查询结果,搜索用时 15 毫秒
221.
针对当前我国各大医院普遍出现的《科学引文索引》(science citation index,SCI)热,对高等医学院校附属医院进行调查研究,从医学科研与医学科学的发展、医院SCI热的利弊,及未来规划三个方面进行详细分析.客观说明对科研工作者的科研成绩进行公正、合理的评价,反对单纯以发表论文数量评价个人学术水平和贡献的做法.只有这样才可以充分调动科研工作者的科学探索兴趣和热情,还科学研究以本来的面目,促进科研管理水平再上新台阶. 相似文献
222.
《Psychologie du Travail et des Organisations》2014,20(4):336-352
The enterprises’ competition depends on motivation and actions from individuals and work teams who answer to their job demands and task in every day. The management in the world stimulate the employees to be proactive and innovate for coping and manage the changes and market demands. It is important to analyse and understand the factors which are able to activate the process through with the individuals contribute to innovation in the work context, and understand how the process can develop in the organisation for produce generation and realisation of innovations. These last years, the research in individual and team innovation is advanced. This article presents a synthesis of certain antecedents of the innovation process at individual and team level. It suggests new avenues of research on the innovation behavior based on multilevel research. 相似文献
223.
《Psychologie du Travail et des Organisations》2014,20(4):400-414
The aim of this article is to identify the factors facilitating the invention, dissemination and diffusion phases of the innovation process. An action-research was conducted in a hospital setting using mixed methods (participant observation, interviews and questionnaires). A triple case study illustrated the invention of a change management methodology, its dissemination using an interactive learning strategy and its diffusion within and outside the organization. Ten factors from various research traditions emerged. No model was able to explain all factors facilitating one phase. Phases of the innovation process were carried out dynamically, as a continuously reactivated process. 相似文献
224.
Rachel Gear 《Journal of Loss and Trauma》2014,19(2):173-188
This study identified and explored the informal social supports that bereaved parents found helpful following the death of their primary school-aged child. Ten participants were interviewed using a semistructured interview schedule. Data were transcribed and analyzed using content and thematic analysis. Results indicate the existence of novel informal supports that enrich contemporary literature. Nine common characteristics of helpful support emerged from the analysis; the specifics of each depended on congruence with parents' unique framework of meaning. Parents also identified five ways to strengthen informal social support. Implications for health promotion research and practice in parental bereavement are discussed. 相似文献
225.
226.
Andrea M. Butler Greg A. Chung-Yan 《European Journal of Work and Organizational Psychology》2013,22(6):729-754
Organizational justice theory was used to understand the conditions that influence how women respond when sexually harassed. Specifically, this study examined whether sexual harassment frequency interacts with perceptions of four types of organizational justice (procedural, distributive, interpersonal, and informational) to predict two types of victim responses (confrontation and reporting). With data collected from 257 female employees, it was found that the interaction between sexual harassment frequency and perceptions of distributive justice and the interaction between sexual harassment frequency and perceptions of procedural justice predicted reporting, whereas the interaction between sexual frequency and perceptions of distributive justice predicted confrontation. The interaction between sexual harassment frequency and perceptions of informational justice predicted both confrontation and reporting. Implications for organizations are discussed. 相似文献
227.
Evangelia Demerouti Arnold Bakker Friedhelm Nachreiner Margit Ebbinghaus 《European Journal of Work and Organizational Psychology》2013,22(4):423-441
This study examines the relationships between burnout and short-term consequences of mental strain within and outside human services professions, at the same time contributing to the understanding of the development of burnout as a long-term effect of impairing work and job design. A total of 294 German employees working in human services (N=149) and industrial production (N=145) completed the Oldenburg Burnout Inventory (OLBI) and four scales measuring short-term consequences of mental strain. Results of factor analyses confirmed that the elements of the OLBI's two-factor structure-exhaustion and disengagement-are distinct from a range of impairing short-term consequences of mental strain. In addition, structural equation modelling showed that each burnout dimension is differentially related to specific short-term consequences of strain: Exhaustion is primarily related to mental fatigue, whereas disengagement is primarily related to satiation and the experience of monotony. The findings did not differ substantially for the two occupational groups. Burnout, as a long-term consequence of impairing mental strain, is distinct from and presumably temporally-causally related to specific impairing short-term consequences of mental strain, which, in turn, can be attributed to inadequate job design. 相似文献
228.
Jeewon Cho Darren C. Treadway 《European Journal of Work and Organizational Psychology》2013,22(5):631-653
This study examined the psychological processes that might underlie the relationship between procedural justice and organizational citizenship behaviour using an integrative approach. In doing so, we focused on the mediating effects of perceived organizational support and organizational identification in the relationship simultaneously. Framed as an integrated test of social exchange and social identity predictions, the hypotheses were tested using two cross-cultural samples (i.e., South Korea and the United States) as well as different operationalizations of the constructs of interest, which meets the criterion of a constructive replication (Lykken, 1968) by two samples (N = 130, 135). Interestingly, the results showed convergence in support of the mediating role of organizational identification, but not perceived organizational support, when the two mediators were included in the model concurrently. These findings indicate that social identity may be the dominant psychological mechanism underlying the relationship between procedural justice and organizational citizenship behaviour in workplaces. 相似文献
229.
H. Peter Dachler 《European Journal of Work and Organizational Psychology》2013,22(4):575-583
Over the past decade there has been an increased interest in studying the factors that affect people's commitment to change. Drawing from the Job Demands–Resources model, in this enquiry we explored the moderating role of two contextual resources (i.e., trust in top management, history of change) and formal communication in the relationship between perceived organizational politics and commitment to change. Data were collected from 2543 employees of 84 companies representing a wide variety of industry sectors. In a first survey we collected data about the work context. Two weeks after the first survey, in a second survey we captured data on people's commitment to change. Hierarchical Linear Modeling (HLM) was used to analyse the multilevel character of the data. Consonant with our hypotheses, the findings indicate that the negative relationship between perceived organizational politics and commitment to change is moderated by “trust in top management”, “history of change”, and “formal communication”. As a group the Level 2 predictors account for 18%, 2.5%, and 10%, respectively, of the between-unit variance in continuance, normative, and affective commitment for change. 相似文献
230.
Thorsten Stumpp Ute R. Hülsheger Peter M. Muck Günter W. Maier 《European Journal of Work and Organizational Psychology》2013,22(2):148-166
The present study examined the differentiated relationship between core self-evaluations and affective job attitudes. In previous research, job characteristics were proposed to mediate this relationship. However, the facets of the job characteristics model have not yet been assessed separately. In the present study we tested which job characteristics (i.e., skill variety, task identity, task significance, autonomy, and feedback) mediate the relationship between core self-evaluations and job satisfaction as well as organizational commitment in a sample of 199 employees. Results revealed that core self-evaluations were related to job satisfaction and organizational commitment. Task significance was found to mediate these relationships. These findings are discussed with respect to the level on which people regulate their actions. 相似文献