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排序方式: 共有374条查询结果,搜索用时 15 毫秒
321.
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
322.
323.
Vicente González-Romá Wilmar B. Schaufeli Susana Lloret 《Journal of Vocational Behavior》2006,68(1):165-174
Burnout researchers have proposed that the conceptual opposites of emotional exhaustion and cynicism (the core dimensions of burnout) are vigor and dedication (the core dimensions of engagement), respectively (
[Maslach and Leiter, 1997] and [Schaufeli et al., 2002]). We tested this proposition by ascertaining whether two sets of items, exhaustion-vigor and cynicism-dedication, were scalable on two distinct underlying bipolar dimensions (i.e., energy and identification, respectively). The results obtained by means of the non-parametric Mokken scaling method in three different samples (Ns = 477, 507, and 381) supported our proposal: the core burnout and engagement dimensions can be seen as opposites of each other along two distinct bipolar dimensions dubbed energy and identification. 相似文献
324.
This study assessed effectiveness of group interpersonal skills training conducted in a natural setting with nonanalogue clients. Subjects (Ss) in a behavioral-training condition received 4 hr of instruction consisting of modeling, behavioral rehearsal, coaching, feedback and reinforcement. Training focused on positive and negative social responses and on initiating interactions, as well as reacting to interactions initiated by others. Subjects in a discussion-control condition engaged in focused discussion of interpersonal concerns but received no experiential practice. Within a pre-test-post-test control group design, subjective and objective measures were used to assess training effects. When compared to Ss involved in group discussion. Ss participating in group behavioral training revealed greater pre- to post-test changes on selfreported probability of engaging in selected interpersonal responses and on objective measures of eye contact, speech duration, positive affective responses, use of no-statements, compliance, refusals and requests for new behavior. Support for generalization of training is presented and methodological issues are discussed. 相似文献
325.
326.
In a study of working adults (N = 131; Mean age = 43.52 yrs; 62 males) in Germany and Finland, the mean level of goal facilitation was found to be significantly higher than that of goal interference. Hence, many individuals seem to be rather successful in constructing a personal goal system that is functional in terms of supportive links. As hypothesized, goal conflict and facilitation were associated with work-related outcomes, especially with work satisfaction. The associations with family-related outcomes were less pronounced when the focus was exclusively on either supportive or interfering goal relationships. However, when the intraindividual relation between goal conflict and goal support was taken into account, we found that the relative dominance of facilitation was clearly positively associated with both work-related and family-related indicators of positive functioning. 相似文献
327.
Theory and research suggest that children develop orientations toward work appreciably influenced by their family members’ own expressed work experiences and emotions. Cross-sectional data from 100 children (53 girls, 47 boys; mean age = 11.1 years) and structural equation modeling were used to assess measures of work affectivity and experiences and to test hypotheses suggesting that family work experiences and emotions influence the orientations children develop toward work and how they in turn influence children’s work and school motivation. Results indicated that the family setting influences children’s perceptions of and future orientation toward the world of work through adults’ expression of positive work experiences, negative work affect, and negative work experiences. Furthermore, children’s work and school motivations appear to be principally influenced by indicators of favorable work affect and experiences. Implications and suggestions for future research are offered that cast the family as an important core setting for children’s vocational development. 相似文献
328.
This paper compares perceptions of problems for women and men in the fields of science, math, and engineering among undergraduate
engineering students surveyed at a mid-Atlantic American university over a period of 5 years. Gender differences in these
perceptions are analyzed, as are changes in these perceptions over the course of the undergraduate years. Undergraduate exposure
to female role models in these fields has little impact on these perceptions, but exposure to professional engineering experiences
reduces the seriousness with which some problems are perceived, especially by women. While perceived problems do not seem
to be related to engineering self-confidence, they are related to men’s satisfaction with engineering, and to women’s intentions
to persist in the engineering field after graduation. 相似文献
329.
Perceived deep-level dissimilarity: Personality antecedents and impact on overall job attitude, helping, work withdrawal, and turnover 总被引:1,自引:0,他引:1
Hui Liao Aichia Chuang Aparna Joshi 《Organizational behavior and human decision processes》2008,106(2):106-124
The current research extends three research areas in relational demography: considering deep-level dissimilarity in theory building, assessing dissimilarity perceptions directly in theory testing, and examining the antecedents of dissimilarity perceptions. The results, based on two field studies using diverse samples, demonstrate the effects of enduring personality traits of Extraversion and Agreeableness on an individual’s perceived deep-level dissimilarity to coworkers in the workgroup, and the effects of perceived deep-level dissimilarity beyond the effects of actual dissimilarity and perceived surface-level dissimilarity on critical work outcomes, including the individual’s overall job attitude, and behaviors of helping, work withdrawal, and actual voluntary turnover. 相似文献
330.
Stephen Palmer Kristina Gyllensten 《Journal of Rational-Emotive & Cognitive-Behavior Therapy》2008,26(1):38-52
This case study describes the therapeutic work with a client suffering from depression. A cognitive approach was used and
a brief summary of the problem and the therapy is outlined. The client had suffered from procrastination for a long time and
this was one of the key areas to be addressed in therapy. This case is presented to highlight that cognitive behavioural,
rational emotive behavioural or multimodal coaching may be able to prevent mental health problems. It is possible that the
client’s problem with procrastination could have been tackled in psychologically based coaching at an earlier stage. Psychological
coaching could have provided the client with tools to deal with the procrastination and increase her self-awareness. This
could have prevented the development of the depression or helped the client to intervene at an earlier stage.
相似文献
Stephen PalmerEmail: |