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141.
The current study examined whether important distinctions are masked if participant age is ignored when modeling relationships among constructs associated with the work-family interface. An initial omnibus model of social support, work role stressors, and work-family conflict was tested. Multiple groups analyses were then conducted to investigate possible age differences in the patterns of relationships among these constructs for three age groups (28 and under, 29-45, and 46 and older). Several constructs in the model, including role stressors, social support, and work-family conflict, demonstrated mean level differences across the three age groups. Of greater significance, the relationships of some sources of social support and work-family conflict with other constructs in the model differed as a function of age group. Results suggest that conclusions drawn from the omnibus model take on a slightly different and more complicated meaning in the multiple groups analysis. These results have implications for how future research on the work-family interface should be conducted. 相似文献
142.
143.
This longitudinal study of 195 young workers responds to calls for the study of healthy work at discrete life stages. Based on social cognitive and affective events theories and using structural equation modeling, results indicated that both perceived job self-efficacy and job-related affect fully mediate the relationship between interpersonal work conflict at time 1 and the outcomes of job performance and health at time 2. Furthermore, job-related affect mediates the relationship between intrinsic job characteristics at time 1 and job performance and health at time 2. Finally, young workers’ job performance at time 2 was directly predicted by perceptions of intrinsic work quality at time 1. Practical implications of these findings and suggestions for future research are also discussed. 相似文献
144.
Work and family research in IO/OB: Content analysis and review of the literature (1980-2002) 总被引:2,自引:0,他引:2
This monograph reviews 190 work-family studies published in IO/OB journals from 1980 to 2002. The results of a content analysis are presented which catalog these articles with respect to the study focus, nature and direction of the proposed effects, and predictor, criterion, and mediator variables examined. Then a narrative review of the articles is presented, organized in terms of the following topical areas: (1) work-family conflict, (2) work role stress, (3) work-family assistance, (4) work schedules, (5) job-related relocation, (6) career and job-related outcomes, (7) gender and the relationship between work and family domains, (8) dual-earner couples, and (9) relationships among life domains. The review concludes with a discussion of recurring themes in the literature and the identification of blind spots in the IO/OB perspective on work and family. Specific suggestions for future research are also provided. 相似文献
145.
Using longitudinal data on 343 young adults, the present study investigated the social ties involved in young adults’ work-related goals, how these ties change during transition to working life, and whether social ties contribute to success in dealing with the transition. The results showed that goal-relevant social ties reflected changes in the young adults’ developmental context. Furthermore, social ties that included a person with high socioeconomic status and weaker social ties contributed to employment success, whereas social ties containing one’s supervisor were associated with quality of employment. The results also showed that goal-related social hindrance increased young adults’ intentions to quit and decreased job satisfaction. 相似文献
146.
在布鲁门贝格看来,神话创作是推动文明发展的一个充分条件。它的充分性体现于它出于文化目的论的内在要求——征服现实绝对主义。这是神话创作性的合法性。惟其充分性而非必要性,对文明的书写只能是一种审美神话的寓言。这是神话创作的非法性。因此,审美神话的寓言式书写困境承诺斯替主义二元论而来,在西方审美思想史上绵延不绝的普罗米修斯神话创作中见出。在通盘重构西方审美思想史之后,布氏提出了令人不安的审美神话之后的解释学问题。 相似文献
147.
The relationships of voluntary retirement and organizational turnover intentions to various commitment constructs in work
and non-work settings were examined using a sample of 345 employees near retirement age (mean age = 53.71). The results demonstrated
that work centrality and commitment to leisure activities were unique predictors of retirement intentions, while affective
organizational commitment predicted turnover intentions but not retirement. Occupational commitment was a significant predictor
of both retirement and turnover. The implications for revising the definition of work-role attachment theory and further developing
a theoretical model to explain retirement decisions are also discussed.
相似文献
Joseph A. SchmidtEmail: |
148.
《Psychologie du Travail et des Organisations》2008,14(4):295-310
The study proposes us to define and to treat the social questions that the musculoskeletal disorders suppose. Indeed, an optimal prevention is articulated around the two poles of musculoskeletal disorders factors of risk, which are the biomechanics and psychosocial factors of risk. The aim of this article is also to create a collective reaction for mobilise every one which are concerned by this subject. The musculoskeletal disorders are one of the first causes of compensation working disease. The factors of risk in their occurred are mainly the repetitivite gesture, the implementation of the muscular force, the extreme articular amplitudes and also, but in a less proportion, the psychological stress felt by a person during his working time. All these elements will be developing in this study. 相似文献
149.
Millions use electronic tools to do their jobs away from the traditional office. Some labor in a “virtual office” with flexibility to work wherever it makes sense and others telecommute primarily from home. This IBM study compares how three work venues (traditional office, n=4316, virtual office, n=767, and home office, n=441) may influence aspects of work (job performance, job motivation, job retention, workload success, and career opportunity) and personal/family life (work/life balance and personal/family success). Perceptions, direct comparisons, and multivariate analyses suggest that the influence of the virtual office is mostly positive on aspects of work but somewhat negative on aspects of personal/family life. The influence of the home office appears to be mostly positive and the influence of traditional office mostly negative on aspects of both work and personal/life. Implications of these findings are discussed. 相似文献
150.
Michelle Singer Foust Joelle D. Elicker Paul E. Levy 《Journal of Vocational Behavior》2006,69(1):119-133
The authors developed and validated a measure of employees’ attitudes toward lateness at work. Analyses provided clear evidence of the reliability and validity of the new measure. Specifically, high reliabilities were observed in both student (α = .82) and employee (α = .84) samples. Using objective lateness data from organizations, the measure significantly predicted two lateness behaviors, lateness frequency (r = .25, p < .01) and duration (r = .24, p. < .01), over a six-month period. Most importantly, lateness attitude improved prediction of lateness behavior above and beyond prediction made with only general job attitudes and conscientiousness. 相似文献