全文获取类型
| 收费全文 | 209篇 |
| 免费 | 4篇 |
专业分类
| 213篇 |
出版年
| 2024年 | 1篇 |
| 2023年 | 7篇 |
| 2022年 | 8篇 |
| 2021年 | 9篇 |
| 2020年 | 14篇 |
| 2019年 | 10篇 |
| 2018年 | 8篇 |
| 2017年 | 15篇 |
| 2016年 | 22篇 |
| 2015年 | 19篇 |
| 2014年 | 11篇 |
| 2013年 | 30篇 |
| 2012年 | 5篇 |
| 2011年 | 7篇 |
| 2010年 | 6篇 |
| 2009年 | 2篇 |
| 2008年 | 3篇 |
| 2007年 | 3篇 |
| 2006年 | 3篇 |
| 2005年 | 4篇 |
| 2004年 | 7篇 |
| 2003年 | 1篇 |
| 2002年 | 3篇 |
| 2001年 | 7篇 |
| 2000年 | 1篇 |
| 1998年 | 2篇 |
| 1997年 | 1篇 |
| 1994年 | 3篇 |
| 1987年 | 1篇 |
排序方式： 共有213条查询结果，搜索用时 0 毫秒
201.
We explore the practice of creating reflexive spaces within community work with psychosocial workers living in Burundi and the Democratic Republic of the Congo. A central idea is inter-relational reflexivity—reflexivity within relationships that leads to collective action. Theoretical ideas related to inter-relational reflexivity are examined and a case study of the engagement with the psychosocial workers, which used these ideas, is presented. Among the issues explored are: the importance of staying with the lived experiences of people; the challenge of ensuring that inter-relational thinking is transferred to collective social action; and the methodologies that can be used to establish ongoing psychological and social processes that address the structure of power and promote transformation and healing within traumatised communities. 相似文献
202.
John Walliss 《文化与宗教》2013,14(1):81-98
This paper seeks to problematise the notion of ‘tradition’ presented in the recent sociology of Anthony Giddens on reflexivity and late modernity. Three broad areas of critique are highlighted and discussed: the view of tradition as simultaneously static and reflexive; the view that within the ‘post‐traditional’ world tradition survives and flourishes; and the view that tradition and reflexivity are historically mutually exclusive phenomena. In the final section, Mellor's (1993) conception of ‘reflexive traditions’ is introduced and developed as a possible hermeneutic tool for the study of contemporary traditions with reference to the author's recent ethnographic fieldwork with the Brahma Kumaris World Spiritual University, a millenarian new religious movement of Indian origin. 相似文献
203.
Ramon Rico Daniel G Bachrach Miriam Sánchez-Manzanares Brian J. Collins 《European Journal of Work and Organizational Psychology》2013,22(5):700-726
A multifactorial between-groups experiment examined the effects of person-focused organizational citizenship behaviours (OCBP) on the performance of teams characterized by different levels of virtuality and task interdependence. Results reveal in low virtual teams the moderating effects of task interdependence on the OCBP–team performance relationship are positive; however, these effects are reversed in high virtual teams. Using social presence and task–technology fit theories, our results indicate that task context affects how OCBP impacts team performance, particularly across different levels of team virtuality. The implications for research on OCB and the management of virtual teams are discussed. 相似文献
204.
Josette M. P. Gevers Sjir Uitdewilligen Ana Margarida Passos 《European Journal of Work and Organizational Psychology》2015,24(5):645-651
Although cognitions are known to play a major role in team adaptation, the cognitive dynamics underlying a team’s responsiveness are poorly understood. The studies brought together in this special issue break new ground in this area. In this introductory article, we offer a brief summary of the research field, provide an overview of the contributions, and suggest directions for future research. 相似文献
205.
Mara Gorli Silvio Carlo Ripamonti Laura Galuppo 《World Futures: Journal of General Evolution》2016,72(5-6):284-303
Nowadays, managing change in complex services requires that middle management re-designs its objects and professional practices, in order to cope with new needs. It seems therefore crucial to activate training settings that allow managers to: (1) develop research and analytical skills on their own work practices and professional objects; (2) face and manage conflict, related to every change, that represents an opportunity to reflect and review one's own practices; and (3) build new and shared repertories of managerial practices, able to support a better form of living and working together within the management community. Moving from these hypotheses, inside the setting of a training intervention conducted in an educational service, the article discusses a specific tool used to generate opportunity of exchange, and reflection, within a challenging framework of change. 相似文献
206.
Stories of the war have been a known part of my story as granddaughter of Polish post-war migrants. Yet venturing into these stories as researcher has been troubling; I found their closeness and their raw emotion difficult to process. Significant sections of my interview schedules entailed participants recounting their own, their parents' or their grandparents' stories of war and migration, with traumatic episodes frequently intersecting into their stories. As a researcher, these traumatic narratives have had a residual quality, lasting in my subconscious long after the interviews themselves and doctorate for which they were conducted had finished.In this paper, I focus on experiences of, and reactions to listening to, analysing and writing about these traumatic cultural memories. Collins (1998: 3.35) has observed that ‘the emotions experienced, whether by the interviewer or interviewee, are as real, as important and as interesting as any other product of the interview’; my powerfully felt experiences with traumatic content have validated this sentiment. With a retrospective reflexivity I now realise that these cultural memories were not the only ‘product’ of my research, but that how they were narrated and how I dealt with them were also a significant part of the research process, and indeed stories in themselves. Here I attempt to retell how these stories impacted me as the researcher; how in the case of particularly harrowing stories, I also needed time to absorb the narratives, to comprehend the participant's experiences and their ability to narrate such stories, and to recover from the experience of listening to such accounts. 相似文献
207.
Udo Konradt Yvonne Garbers Corinna Steenfatt 《European Journal of Work and Organizational Psychology》2015,24(5):777-795
The effectiveness of decision-making teams depends largely on the quality of information processing. Prior research has shown that guided team reflexivity and team feedback are important means of advancing team information processing and outcomes. However, the nature of the relationships, and how these relate to team regulatory processes, cognitive emergent states, and ultimately team performance, is currently poorly understood. Drawing on reflexivity and team information-processing theory, we proposed and found that teams that received guided team reflexivity or a combination of both guided reflexivity and feedback showed higher levels of actual reflection than teams that received neither a reflexivity intervention nor feedback. Conditional process analysis showed that the effects of team reflection on team performance improvement were mediated by a path from shared team mental models to shared task mental models and to adaptation. Finally, we also expected that team reflection would be lower in virtual teams than in face-to-face teams. These hypotheses were tested experimentally among 98 student teams that communicated either face-to-face or virtual (via chat) while completing a collective decision-making task. The information distribution among team members constituted a hidden profile. The results supported all our hypotheses, except for the one relating to virtuality. 相似文献
208.
209.
ObjectiveWithin the football and futsal refereeing context, even though referees work within teams, there is very little research considering the implications of team dynamics. In response, this study starts to address this gap in the literature by investigating the moderating effect of mental models on the relationship between self-efficacy beliefs and perceptions of team adaptation within the exciting context of professional and national football and futsal refereeing.DesignWe obtained online questionnaires from 339 active football and futsal referees within the National and Professional league at two distinct points (April and May) within the football season.ResultsSelf-efficacy beliefs were positively associated with perceptions of team adaptation (only for football referees). Mental models were positively associated with team adaptation. Likewise, the moderation between mental models and self-efficacy beliefs was positively associated with perceptions of team adaptation. However, such an effect was only significant at the futsal referees’ level.ConclusionThis study emphasises the importance of mental models for team adaptation and the importance of self-efficacy beliefs in predicting perceptions of team adaptation. We hope that this study represents the first step in a greater appreciation of the salience of team dynamics and their impact on football and futsal referees’ performance and that future research can build upon our work. 相似文献
210.
Recently, social identity approach has been giving stimulating insights in leadership in sport, considering social identification as a consequence regarding leadership processes. Nonetheless, social identity theory fundamentally posits social identification as a subjacent parameter of cognitions implied in the frame of interpersonal and intergroup relations. The current study aimed to enrich the existing literature by investigating athletes’ team identification as a predictor of the perception of coach-created climate. French male rugby union players (N = 248) completed an online survey measuring the multidimensionality of their social identification to the team, and their perception of the coach-created climate in terms of empowering and disempowering motivational climate. Using Group Actor-Partner Interdependence Modelling, the analyses revealed that the perception of the climate as empowering was driven by high scores on ingroup ties, especially when teammates’ ingroup ties scores were low. Team’s ingroup affect and cognitive centrality resulted in lower perception levels of the empowering climate. Neither player's ingroup ties nor cognitive centrality predicted the perception of the climate as empowering, and when player’s ingroup affect fitted into the group, his perception of a disempowering motivational climate decreased when ingroup affect score was high. The results are mainly discussed to the light of intergroup permeability by underlying the importance of considering social identification as a predictor of the perception of coach-athletes’ relationship. Some practical applications are put forward along with future directions for research on coach-athletes’ relationship. Especially, this study points out the importance of considering the social identity approach of leadership as a transactional relationship encapsulated in a mutual influence between the ingroup member social identification and that of the team as a whole. 相似文献