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161.
问卷调查410名北京市中学教师,探讨了学校组织气氛对教师组织承诺的影响.结果表明:修订的《学校组织气氛问卷》是可靠而有效的适用于中学教师组织气氛相关研究的工具;在持续承诺维度上,本科学历的教师显著高于硕士学历的教师,高级职称的教师非常显著地高于中教二级的教师;所教学生人数的多少与情感承诺、规范承诺有显著的正相关;在控制了人口统计学变量之后,分层回归和优势分析发现:支持行为、同事行为和疏远行为对预测情感承诺做出了新的贡献,支持行为的贡献更大;支持行为和亲密行为对预测规范承诺做出了新贡献,支持行为的贡献更大;亲密行为能预测持续承诺. 相似文献
162.
Yuriko Zemba 《Asian Journal of Social Psychology》2006,9(3):184-194
Recent research has shown that perceivers who are culturally oriented to focus on the causal influence of groups tend to assign blame to an organization and extend the blame to an individual representing it (i.e. proxy blaming). The present research investigates the mechanism of this blame extension. Results show that it occurs when punishing the organization is impossible rather than possible (Study 1) and that this blaming is brought about by the perception that the target individual is in the role to represent the organization, not by the perception that he/she is the typical member of the culpable organization (Study 2). Implications of these findings in the responsibility literature are discussed. 相似文献
163.
组织文化的参与性与员工满意感的相关研究 总被引:5,自引:0,他引:5
通过对各类企业188名员工和管理者的测试,探讨了组织文化的参与性及其各个因素与员工满意感之间的关系。同时,探讨了性别、职位等因素在员工满意感上的差异。结果发现:组织文化的参与性及其各个因素与员工满意感相关显著,其中,能力发展与团队导向因素对员工满意感有很好的预测作用。性别、职位等因素在员工满意感上差异显著。 相似文献
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167.
Robert W. Lent Maria do Céu Taveira Joana Carneiro Pinto Ana Daniela Silva Ángeles Blanco Susana Faria Arminda Manuela Gonçalves 《Journal of Vocational Behavior》2014,84(3):266-272
Lent and Brown's (2006, 2008) social cognitive model of work well-being was tested in two samples of African college students, one from Angola (N = 241) and one from Mozambique (N = 425). Participants completed domain-specific measures of academic self-efficacy, environmental support, goal progress, and satisfaction, along with measures of global positive affect and life satisfaction. Path analyses indicated that the model fit the data well overall, both in the full sample and in separate sub-samples by country and gender. Contrary to expectations, however, self-efficacy predicted academic satisfaction only indirectly, via goal progress; and goal progress predicted life satisfaction only indirectly, via academic satisfaction. The predictors accounted for substantial portions of the variance in both academic domain satisfaction and life satisfaction. Implications for research and practice involving the social cognitive model are considered. 相似文献
168.
Rajashi Ghosh 《Journal of Vocational Behavior》2014,84(3):367-384
The value of mentoring is growing substantially as organizations take a renewed interest in employee development to better survive in the dynamic and competitive market today. In the wake of this renewed interest, this meta-analysis was conducted to quantitatively review the multi-level antecedents (e.g., individual, relational, and structural/organizational) of different kinds of mentoring support (e.g., career, psychosocial, role modeling) in organizational settings and to revisit the theoretical underpinnings of each antecedent. Results indicated some key antecedents of mentoring support at individual (e.g., protégé's proactivity, protégé's learning goal orientation, mentor's transformational leadership), relational (e.g., affect based trust, perceived similarity), and structural/organizational levels (e.g., organizational support for mentoring, supervisory mentoring). Recommendations for future research and organizational practice of mentoring are presented. 相似文献
169.
Recent research calls into question the generally accepted conclusion that people believe themselves to be better than average. This paper reviews the new theories that have been proposed to explain the fact that better-than-average effects are isolated to common behaviors and abilities, and that people believe themselves to be below average with respect to rare behaviors and uncommon abilities. These new theories are then used to revisit prior findings of better-than-average effects. When viewed in light of recent work, the evidence suggests that prior findings overstated the degree to which people engage in self-enhancement by believing that they are better than others when in fact they are not. Prior studies have often confounded desirability with commonness and have used subjective measures of comparative judgment that capitalize on people’s tendency to conflate relative with absolute self-evaluation. 相似文献
170.
We evaluated the effects of a behavioral treatment on the safe passing of sharp instruments using the hands-free technique among hospital operating room personnel during surgical procedures. Treatment consisted of participative goal setting, task clarification, and feedback. The average percentage of sharp instruments passed safely increased from 32% to 64% and 31% to 70% between baseline and treatment phases in the inpatient and outpatient surgery units, respectively. Five-month follow-up data suggested maintenance of treatment effects. These findings suggest the utility of organizational behavior management strategies in reducing risky behavior in hospital settings. 相似文献