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811.
812.
责任心的心理学研究与展望 总被引:27,自引:1,他引:26
责任心是一种自觉地把分内的事做好的重要人格特质。责任心已经成为心理学的重要研究课题。已有的大量研究探讨了责任心的概念、结构及影响因素等问题,并开发出了一批责任心的测量工具。我国的责任心研究应在建立中国化的责任心结构模型及测量问卷、探讨责任心的作用机制以及培养责任心的有效方法等方面展开。 相似文献
813.
以大学心理咨询中心的当事人为样本,对国外两种广泛使用的工作同盟测量工具WAI-S和WAI-SR的结构和测量学指标进行检验。结果发现,WAI-S和WAI-SR的任务一致与目标一致两个维度的相关较高,分别为0.71和0.74;WAI-S和WAI-SR的一因素、二因素和三因素结构均没有得到充分支持;WAI-SR与咨询效果的相关不显著。WAI-S和WAI-SR的结构不能很好反映其所依据的理论假设,提示在对测量工具进行改进的同时,还需要对工作同盟的理论结构进行思考。 相似文献
814.
The structural validity of Holland’s model of vocational interests across racial/ethnic groups was examined in the population of high school juniors in two states. The fit of the circumplex model to Holland’s RIASEC types as assessed by the UNIACT-R was evaluated for the general sample and five subgroups: Caucasian/Euro-Americans, African Americans, Asian Americans, Latinos, and Native Americans. Four different methods were used to test the proposed circumplex structure, each with various circumplex definitions. Results indicate that nonparametric methods generally showed good model-data fit, whereas SEM-based results indicated less support. No differences in fit were found across ethnicity supporting the usage with U.S. ethnic groups. 相似文献
815.
Syntactic structure and artificial grammar learning: the learnability of embedded hierarchical structures 总被引:1,自引:0,他引:1
Embedded hierarchical structures, such as "the rat the cat ate was brown", constitute a core generative property of a natural language theory. Several recent studies have reported learning of hierarchical embeddings in artificial grammar learning (AGL) tasks, and described the functional specificity of Broca's area for processing such structures. In two experiments, we investigated whether alternative strategies can explain the learning success in these studies. We trained participants on hierarchical sequences, and found no evidence for the learning of hierarchical embeddings in test situations identical to those from other studies in the literature. Instead, participants appeared to solve the task by exploiting surface distinctions between legal and illegal sequences, and applying strategies such as counting or repetition detection. We suggest alternative interpretations for the observed activation of Broca's area, in terms of the application of calculation rules or of a differential role of working memory. We claim that the learnability of hierarchical embeddings in AGL tasks remains to be demonstrated. 相似文献
816.
Ian McGregor Reeshma Haji So-Jin Kang 《Journal of experimental social psychology》2008,44(5):1395-1401
Intergroup hostilities are an important social concern in multicultural societies and the global community. Individuals with dispositionally high Personal Need for Structure (PNS) are particularly inclined toward outgroup derogation [Schaller, M., Boyd, C., Yohannes, J., O’Brien, M. (1995). The prejudiced personality revisited: Personal need for structure and formation of erroneous group stereotypes. Journal of Personality and Social Psychology, 68, 544-555]. The present research demonstrates that ingroup affirmation can eliminate high PNS individuals’ tendency toward outgroup derogation. Spontaneous (Study 1) and experimentally manipulated affirmations (Study 2) of consensual, positive ingroups eliminated the high PNS tendency to derogate outgroup targets. Study 3 experimentally manipulated the two key elements that are presumably bolstered by ingroup affirmations—self-certainty and self-worth—independent of the group context. The high PNS tendency to derogate outgroups was relieved only in the combined certainty and worth affirmation condition, just as it had been relieved in Study 2 by the ingroup affirmation. Results suggest a paradoxical strategy for relieving derogation of outgroups by affirming ingroups. 相似文献
817.
Raczaszek-Leonardi J Shapiro LP Tuller B Kelso JA 《Journal of psycholinguistic research》2008,37(2):87-113
This paper examines the influence of context on the processing of category names embedded in sentences. The investigation
focuses on the nature of information available immediately after such a word is heard as well as on the dynamics of adaptation
to context. An on-line method (Cross Modal Lexical Priming) was used to trace how this process unfolds in time. We found that
the information available immediately after a category word is presented is not altered by the sentence context in which the
word is immersed. Rather, the structure of availability of particular exemplars of the category resembles the typicality structure
of a conceptual representation. The adaptation to context occurs later (between 300 and 450 ms after the category word) and
takes the form of a rapid reorganization of the structure rather than a gradual activation of a contextually relevant exemplar.
We claim that such data is best accounted for in a dynamical framework, where a coherent global structure emerges through
locally guided self-organization. 相似文献
818.
We examined two questions involving the relative validity of the HEXACO and Five-Factor Models of personality structure. First, would the HEXACO model outpredict the Five-Factor Model (FFM) with regard to several diverse criteria that are conceptually relevant to the Honesty–Humility dimension of personality? If so, would the addition of a proxy Honesty–Humility scale—as computed from relevant facets of the FFM Agreeableness domain—allow the FFM to achieve predictive validities matching those of the HEXACO model? Results from self- and observer ratings in three samples (each N > 200) indicated that the HEXACO model showed considerable predictive validity advantages over the FFM. When a measure of Honesty–Humility derived from the FFM was added to the original five domains of that model, the predictive validity reached that of the HEXACO model for some criteria, but remained substantially below for others. 相似文献
819.
基于默会知识的循证医学耗散结构观 总被引:1,自引:0,他引:1
阐述了循证医学的理论核心——最佳证据实质是一种默会知识,并指出应当把最佳证据视为一种默会知识,循证医学就会形成一种耗散结构。提出利用耗散结构理论显化默会知识寻找最佳证据的动力学规律和方法论。 相似文献
820.
企业员工薪酬公平感实证分析 总被引:2,自引:0,他引:2
在预研究的基础上,自编《企业员工薪酬公平感问卷》并对810名企业员工施测。用探索性因素分析、验证性因素分析、多元逐步回归分析等统计方法探讨了员工薪酬公平感的结构维度及其与工作绩效、组织承诺的关系。研究表明,我国企业员工薪龇公平感是由分配结果公平感、程序执行公平感、领导评价公平感和信息提供公平感等四维度构成。领导评价公平感对工作绩效有显著预测作用;程序说明公平感、领导评价公平感和信息提供公平感对情感承诺具有显著预测作用。 相似文献