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561.
Utilizing a meta-analytical approach for testing moderating effects, the current study investigated organizational tenure as a moderator in the relation between affective organizational commitment and organizational citizenship behavior (OCB). We observed that, across 40 studies (N = 11,416 respondents), the effect size for the relation between affective organizational commitment and non-self measures of OCB was .23. However, we also found that organizational tenure moderated the relation in a non-linear way. Before 10 years of tenure, the strength of the commitment–OCB relation increased as organizational tenure increased; after that point, the strength of the commitment–OCB relation decreased as organizational tenure increased. In short, the moderating effect of tenure follows a curvilinear pattern. 相似文献
562.
Recent research supports the existence of a typology of part-time employees with demographic and behavioral differences. This research suggests that part-timers should not be viewed as one homogenous group and that certain part-time employee groups have fixed external role attachments, while others have more flexible attachments. Applying the part-time typology and the classification of fixed versus flexible attachments from previous research, the current study examines differences in the relationships among scheduling perceptions, job attitudes, and employment mobility for part-timers. Consistent with Partial Inclusion Theory, we found that part-time workers classified as having more fixed outside role attachments have lower organizational commitment, job satisfaction, employment mobility, work status congruence, scheduling control, and scheduling satisfaction than those classified as having more flexible outside role attachments. Additionally, the flexibility of external role attachments moderates the relationship between scheduling variables and job attitudes and employment mobility. Implications for management and research are discussed. 相似文献
563.
Joseph N. Goh 《Dialog》2012,51(2):145-154
Abstract : In November 2011, the Malaysian sexuality rights festival Seksualiti Merdeka was banned after being labelled immoral and subversive. The organizers insisted that the festival was a forum for the voices of sexual minorities and that the ban was politically motivated. By examining the rhetoric surrounding this festival in the Malaysian media, this article aims to uncover how the tensions between Malaysian politics and religion affect the lives of queer Malaysians in terms of human rights before providing a Christian theological response. 相似文献
564.
Alexis Papazoglou 《Metaphilosophy》2012,43(1-2):2-19
This article offers the motivation for organising a conference on philosophy as it is practised across several faculties and departments at the University of Cambridge. It also offers an overview of the main themes that emerge in the essays collected in this issue of Metaphilosophy, which derive from the aforementioned conference. In particular it focuses on the risk of scholasticism and dogmatism that philosophy faces when it divorces itself from its own history, other disciplines, and real life. It then discusses the potential problems that can arise from the practice of philosophy in close conjunction with other disciplines, such as the natural sciences and the history of philosophy. Finally, it briefly comments on how institutional/academic structures have an influence on the way philosophy is practised. 相似文献
565.
Moïra Mikolajczak Nathalie BalonMartine Ruosi Ilios Kotsou 《Personality and individual differences》2012,52(4):537-540
Are emotionally intelligent people sentimental? Does their greater sensitivity handicap them or are they able, as theory would expect, to experience and regulate emotions flexibly, depending on their goals? We examined this issue in organizational settings. Good managers are indeed expected to be both attuned to feelings (theirs as well as their subordinates’) and able to put them aside when needed to take tough (but necessary) decisions. Our results show that emotionally intelligent managers do make better managers, as reflected by greater managerial competencies, higher team efficiency and less stressed subordinates. Moreover, and most importantly, emotionally intelligent managers are not just nicer managers. As our results show, emotional intelligence has nothing to do with sentimentality. Actually, it is managers with low EI who have the greatest difficulties to put their emotions aside and not let them interfere when inappropriate. 相似文献
566.
567.
Huiwen Lian D. Lance Ferris Douglas J. Brown 《Organizational behavior and human decision processes》2012
We integrate and extend past work on self-determination theory and mixed relationships, or relationships characterized by both conflict and support, to address the question of how abusive supervision promotes subordinate organizational deviance. In so doing, we propose a mediated moderation model wherein abusive supervision and leader–member exchange interact to predict organizational deviance, with psychological need satisfaction mediating the effect of the interaction on organizational deviance. This hypothesized model was supported with multi-wave data collected from 260 employees. Notably, our model was supported after controlling for justice perceptions and organizational social exchange as alternative mediators. Theoretical and practical implications are discussed. 相似文献
568.
Nyock Ilouga Samuel 《Psychologie du Travail et des Organisations》2012,18(4):398-417
In recent years, many research and reporting of findings highlight the deteriorating work conditions in our hospitals, describing a climate of disorder in the arrangement of this system components (Masclet 2010). The study presented here examines the relationship between the entropy climate and stress of health personnel. The study was conducted in two hospitals in the Picardie region using a self-administered questionnaire answered by 161 workers in six trades. A transactional perspective has been used to clarify the role of organizational stressors through the mediation of psychological stress. The results confirm the mediating effect of psychological stress among the organizational social climate and perceived stress. 相似文献
569.
The current study aimed to explore how individual difference in emotional intelligence influenced job satisfaction, and mainly focused on the confirmation of the mediator roles of organizational justice and job insecurity. A total of 420 staffs from a large-scale IT enterprise in China completed the self-reported emotional intelligence scale, the organizational justice scale, the job insecurity scale and Minnesota job satisfaction questionnaire. The results revealed that emotional intelligence, organizational justice, job insecurity and job satisfaction were significantly correlated with each other. Structural equation modeling indicated that emotional intelligence can significantly influence job satisfaction and the relationship between EI and satisfaction was partially mediated by organizational justice and job insecurity. 相似文献
570.