全文获取类型
| 收费全文 | 962篇 |
| 免费 | 110篇 |
| 国内免费 | 54篇 |
专业分类
| 1126篇 |
出版年
| 2025年 | 2篇 |
| 2024年 | 18篇 |
| 2023年 | 26篇 |
| 2022年 | 15篇 |
| 2021年 | 26篇 |
| 2020年 | 52篇 |
| 2019年 | 64篇 |
| 2018年 | 50篇 |
| 2017年 | 43篇 |
| 2016年 | 58篇 |
| 2015年 | 51篇 |
| 2014年 | 54篇 |
| 2013年 | 168篇 |
| 2012年 | 44篇 |
| 2011年 | 50篇 |
| 2010年 | 27篇 |
| 2009年 | 45篇 |
| 2008年 | 55篇 |
| 2007年 | 54篇 |
| 2006年 | 53篇 |
| 2005年 | 33篇 |
| 2004年 | 21篇 |
| 2003年 | 18篇 |
| 2002年 | 27篇 |
| 2001年 | 17篇 |
| 2000年 | 7篇 |
| 1999年 | 5篇 |
| 1998年 | 15篇 |
| 1997年 | 6篇 |
| 1996年 | 3篇 |
| 1995年 | 6篇 |
| 1994年 | 4篇 |
| 1993年 | 1篇 |
| 1992年 | 1篇 |
| 1991年 | 2篇 |
| 1989年 | 2篇 |
| 1988年 | 1篇 |
| 1987年 | 1篇 |
| 1983年 | 1篇 |
排序方式： 共有1126条查询结果，搜索用时 15 毫秒
911.
Nicolas Gillet Caroline Becker Marc-André Lafrenière Isabelle Huart Evelyne Fouquereau 《Military psychology》2013,25(5):418-433
The authors examined the relationships between soldiers’ motivational profiles and work correlates. Results showed that the profiles differentially related to perceived organizational support and work engagement in both samples, as well as to communication, supervisor support, and positive and negative affect in Sample 2. Specifically, soldiers with the highest autonomous motivation scores displayed the highest levels of perceived organizational support and work engagement. Moreover, the highest levels of autonomous motivation were associated with the highest levels of communication, supervisor support, and positive affect. Finally, soldiers with low to moderate levels of autonomous motivation reported higher levels of negative affect than those characterized by high autonomous motivation scores. Theoretical and practical implications of the findings are discussed. 相似文献
912.
This article explores the relationship between on the 1 hand psychological contract fulfilment and affective commitment and on the other hand, normative commitment and job satisfaction. We hypothesized that the perceived supervisor support (PSS) and the perceived organizational support (POS) mediate the relationship between the fulfilment of the psychological contract, commitment and job satisfaction. The sample consists in 337 soldiers in training. In order to test our model, we used 3 measures of psychological contract fulfilment (economic, socioemotional and developmental), PSS and POS measures as well as attitudes. Results show that the developmental psychological contract is related to affective and normative organizational commitment and job satisfaction whereas socioemotional fulfilment is unrelated to affective commitment. Psychological contract fulfilment has a greater impact on normative commitment than affective commitment. Results show also that only PSS plays a mediating role in psychological contract processes. Several implications emerge from this study. First, in a military context, it is important to strengthen the developmental psychological contract. Second, it is essential for organizations to place greater emphasis on encouraging supervisors to establish healthy working relationships with newcomers. 相似文献
913.
Ellen Noonan 《Psychodynamic Practice》2013,19(3):377-399
Abstract This paper is an attempt to think about the competing factors which shape the nature of university education now. The funders, potential employers and students all approach die university with particular needs and ideologies, and it seems that die actual providers, the university personnel, have the task of managing the conflicts and the anxieties underlying the needs. However, they also have their needs, their beliefs about the purpose of education and their worries. Drawing broadly on psychodynamic concepts and using examples from my experience as a lecturer, counsellor and organizational consultant, I look at the effect of these tensions on the functioning of the university. 相似文献
914.
Elisha Davar 《Psychodynamic Practice》2013,19(3):325-342
Abstract This paper describes how the dynamics of envy infiltrate interactions if envy is not contained. An interactive model of a 'giver' and 'recipient' is presented as a way of looking at envy and is applied to a clinical and organizational example. An analysis is made in terms of utilizing symbiosis defensively in order to avoid coming to grips with envy. 相似文献
915.
C.R. Snyder David B. Feldman Julia D. Taylor Lisa L. Schroeder Virgil H. Adams III 《Applied and Preventive Psychology》2000,9(4):249-269
From its most famous tale, that of Pandora, hope was meant to prevent the emergence and reemergence of life difficulties. A new model defining hope as a combination of agentic pathways and goal-directed thinking is reviewed. Comparisons of the similarities of this theory to other existing theories are made. The beneficial roles of hope in primary (before the appearance of a problem) and secondary (after a problem has appeared) prevention are explored. Primary enhancement is introduced as involving those thoughts and actions that establish optimal functioning and satisfaction. Secondary enhancement is posited to describe those thoughts and actions that are undertaken over time so as to further functioning and satisfaction in order to reach peak levels. Using hope theory as a lens, these primary and secondary enhancement processes are described. The natural synergy between prevention and enhancement activities is discussed, along with the future priorities for using hope in prevention and enhancement efforts. 相似文献
916.
Yochi Cohen-Charash Paul E. Spector 《Organizational behavior and human decision processes》2001,86(2):278-321
The correlates of distributive, procedural, and interactional justice were examined using 190 studies samples, totaling 64,757 participants. We found the distinction between the three justice types to be merited. While organizational practices and outcomes were related to the three justice types, demographic characteristics of the perceiver were, in large part, unrelated to perceived justice. Job performance and counterproductive work behaviors, considered to be outcomes of perceived justice, were mainly related to procedural justice, whereas organizational citizenship behavior was similarly predicted by distributive and procedural justice. Most satisfaction measures were similarly related to all justice types. Although organizational commitment and trust were mainly related to procedural justice, they were also substantially related to the other types of justice. Findings from laboratory and field studies are not always in agreement. Future research agendas are discussed. 相似文献
917.
We evaluated procedures for training supervisors in a residential setting to provide feedback for maintaining direct-service staff members' teaching skills with people who have severe disabilities. Using classroom-based instruction and on-the-job observation and feedback, 10 supervisors were initially trained to implement teaching programs themselves. The training improved supervisors' teaching skills but was insufficient to improve the quality of feedback they provided to direct-service staff regarding the staff members' teaching skills. Subsequently, classroom-based instruction and on-the-job observation and feedback that targeted supervisors' feedback skills were provided. Following training in provision of feedback, all supervisors met criterion for providing feedback to their staff. Results also indicated that maintenance of teaching skills was greater for direct-service staff whose supervisors had received training in providing feedback relative to staff whose supervisors had not received such training. The need for analysis of other variables that affect maintenance of staff performance, as well as variables that affect other important areas of supervisor performance, is discussed. 相似文献
918.
Pennie G. Foster-Fishman Deborah A. Salem Susan Chibnall Ray Legler Courtney Yapchai 《American journal of community psychology》1998,26(4):507-536
This exploratory case study provides empirical support for three critical assumptions of empowerment theory. Many empowerment theorists have argued that empowerment takes on multiple forms across people, is contextually embedded, and shifts over time (Rappaport, 1984; Zimmerman, 1990, 1995). To better understand the implications of these assumptions for empowerment theory and the research and intervention methods we employ, the empowerment experiences of 49 employees within a large human service delivery organization were explored. A method well suited to investigate empowerment's assumptions of multiplicity and dynamism—a constructivist approach to inquiry—was employed. Content analyses of interview and observational data revealed that the process of empowerment may be more complex than originally conceived. Not only did multiple meanings and desires for empowerment emerge across employees and between employees and leaders, but several shifting ecologies impacted the employees' lives, causing the employees' empowerment experiences to fluctuate. Empowerment emerged as a dynamic, highly individualistic, contextually layered process. Multiple forms, contexts, and dynamics that influenced employee empowerment are described. Implications of these findings for empowerment research and intervention are discussed. 相似文献
919.
An informant functional assessment was used to evaluate closing-task completion by servers and dishwashers at a restaurant. Based on the functional assessment results, an intervention consisting of task clarification, posted graphic feedback, and verbal feedback was implemented and evaluated with a multiple baseline design across two groups of employees. Results showed an increase of 15% and 38% in task completion for the two groups. 相似文献
920.
Tracy D. Hecht Natalie J. Allen 《Organizational behavior and human decision processes》2005,98(2):139-178
This research examined polychronicity, which refers to an individual’s preference for working on many things simultaneously as opposed to one at a time. It was hypothesized that supplies–values fit on this temporal variable is related to well-being. Specifically, it was predicted that deficient and excess polychronicity supplies are associated with poorer well-being, and that well-being is uniformly high along the continuum of polychronicity fit. It was also hypothesized that fit effects are stronger for individuals who place high importance on how their time is allocated than for individuals who place low importance on that dimension. Participants in Study 1, a laboratory experiment, were students (N = 266); participants in Study 2, conducted in a field setting, were employees of Canadian organizations (N = 746). No fit effects were observed in Study 1. Consistent with the hypotheses, however, fit on the dimension of polychronicity was related to job satisfaction, self-efficacy, and psychological strain in Study 2. The role of value importance as a moderator of the relation between supplies–values fit and well-being was not supported. 相似文献