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141.
In this study we investigated the mediated influence of core self-evaluations (CSE) on employee health problems via job satisfaction and work stress, and the degree to which genetic factors explain these mediated relationships. Based on data obtained from a sample of 594 Swedish twins (114 monozygotic twin pairs and 183 dizygotic twin pairs), conventional path analysis results supported the mediated effects of CSE on employee health via job satisfaction and work stress, after controlling for conscientiousness and extraversion. Behavioral genetic analyses showed significant heritability of all four variables. Moreover, we found that the mediated relationships via job satisfaction and work stress are explained by genetic factors, such that the genetic source of job satisfaction and work stress mediates the genetic influence of CSE on health problems. These results highlight the role played by genetic factors in better understanding the relationships between CSE, work attitudes, and health outcomes. 相似文献
142.
《Pratiques Psychologiques》2022,28(3):157-175
IntroductionThe Covid-19 pandemic disrupted the organization of work and represented a turning point in the deployment of mediated and remote work. Wherever the continuation of the activity was possible at a distance, telework was imposed. Nevertheless, it is exercised in new conditions and the organization of work modalities is defined according to the evolution of the situation and governmental health measures.ObjectiveIn this context, the objective of this study is to understand what are, from the point of view of middle managers, the impacts of telework in confinement and then during the progressive re-establishment of the activity on site, on the one hand, on the work, its organization and its conditions of realization and, on the other hand, on the work collectives, the relationship to work and the quality of life of the employees.MethodIn this perspective, we carried out an exploratory and comprehensive study through semi-structured interviews with 17 directors of service in a French public organization.ResultsThe lexical and morphosyntactic analysis performed shows that the modalities of work organization/reorganization at different moments of the crisis, their impact on work activity, the psychosocial experience of telework within the services and the managerial practices deployed (3 classes) could constitute opportunities but also generate risks.ConclusionThe results of this study allow us to identify the benefits but also the potentially deleterious effects of the use of telework in times of crisis and provide elements for consideration in its post-pandemic deployment. 相似文献
143.
144.
《Psychologie du Travail et des Organisations》2022,28(4):241-268
In this article, we examine the conditions of acceptance of new work organisations (remote mediated work) from their impact on the recognition of work. Based on a case study in a higher education institution, we propose to characterise the consequences of these transformations on professional practices and on new modes of recognition. The methods used attempt to account for these transformations by relying on the extended periods of telework in the year 2020. We identify four recognition processes which lead us to characterise the beginnings of a “recognition activity”, which acts as a meta-labour in that it embodies: a work on work. 相似文献
145.
《Psychologie du Travail et des Organisations》2022,28(2):115-127
This research analyzes relation between the various types of career plateauing (objective, structural, content) and work emotional commitment. It also examines the influence of perceived social support from hierarchy on the different types of career plateauing, most especially its moderating role on the relation between the different types of career plateauing and emotional commitment. The results, which were obtained through data collected from 615 workers highlight that perceived social support from hierarchy limits and almost moderates negative relations between the different types of content plateauing (objective, content) and emotional commitment. Its direct effect on content plateauing is negative whereas the relation is positive with structural plateauing. 相似文献
146.
How personal resources predict work engagement and self‐rated performance among construction workers: A social cognitive perspective 下载免费PDF全文
Laura Lorente Marisa Salanova Isabel M. Martínez María Vera 《International journal of psychology》2014,49(3):200-207
Traditionally, research focussing on psychosocial factors in the construction industry has focused mainly on the negative aspects of health and on results such as occupational accidents. This study, however, focuses on the specific relationships among the different positive psychosocial factors shared by construction workers that could be responsible for occupational well‐being and outcomes such as performance. The main objective of this study was to test whether personal resources predict self‐rated job performance through job resources and work engagement. Following the predictions of Bandura's Social Cognitive Theory and the motivational process of the Job Demands‐Resources Model, we expect that the relationship between personal resources and performance will be fully mediated by job resources and work engagement. The sample consists of 228 construction workers. Structural equation modelling supports the research model. Personal resources (i.e. self‐efficacy, mental and emotional competences) play a predicting role in the perception of job resources (i.e. job control and supervisor social support), which in turn leads to work engagement and self‐rated performance. This study emphasises the crucial role that personal resources play in determining how people perceive job resources by determining the levels of work engagement and, hence, their self‐rated job performance. Theoretical and practical implications are discussed. 相似文献
147.
Klodiana Lanaj Russell E. Johnson Christopher M. Barnes 《Organizational behavior and human decision processes》2014
Smartphones have become a prevalent technology as they provide employees with instant access to work-related information and communications outside of the office. Despite these advantages, there may be some costs of smartphone use for work at night. Drawing from ego depletion theory, we examined whether smartphone use depletes employees’ regulatory resources and impairs their engagement at work the following day. Across two studies using experience sampling methodology, we found that smartphone use for work at night increased depletion the next morning via its effects on sleep. Morning depletion in turn diminished daily work engagement. The indirect effects of smartphone use on depletion and engagement the next day were incremental to the effects of other electronic devices (e.g., computer, tablet, and television use). We also found some support that the negative effects of morning depletion on daily work engagement may be buffered by job control, such that depletion impairs work engagement only for employees who experience low job control. 相似文献
148.
David Morrison John Cordery Antonia Girardi Roy Payne 《European Journal of Work and Organizational Psychology》2013,22(1):59-79
Arguably, job designs that provide for high levels of employee control also provide increased opportunities for the development and exercise of skill. Perceived skill utilization has consistently been found to be amongst the strongest predictors of job-related affective well-being, yet is frequently neglected in studies of work redesign. In this article, a theoretical framework linking the key job characteristics of perceived control and perceived cognitive demand to perceived skill utilization and intrinsic job satisfaction is presented. Results from one cross-sectional study and one longitudinal study are reported that support the mediational influence of perceived skill utilization on the perceived job control?–?job satisfaction relationship only. The relationship between perceived job demand and perceived skill utilization was mixed but no mediating effect was evident. It is argued that the level of both perceived demand and perceived control dictates the nature of the joint influence of both job characteristics on perceived skill utilization and work attitudes such as job satisfaction. 相似文献
149.
Cecilie Schou Andreassen Jørn Hetland Ståle Pallesen 《European Journal of Work and Organizational Psychology》2013,22(1):78-87
This study examined the relationship between three components of workaholism (work involvement, drive, enjoyment of work) and work–family spillover. A cross-occupational sample consisting of 661 Norwegian employees from six different organizations responded to a Web-based questionnaire measuring workaholism and work–family spillover. A short and revised version of the WorkBAT showed that work involvement was positively related to both positive family-to-work spillover and to negative work-to-family spillover. Drive was positively related to both negative work-to-family and negative family-to-work spillover, and negatively related to positive work-to-family spillover. Enjoyment of work was positively associated with positive work-to-family and positive family-to-work spillover. Workaholism is clearly related to spillover. The findings imply that interventions for workers scoring high on work involvement and drive should be emphasized as these dimensions were associated with negative spillover. More research on this area is warranted. 相似文献
150.
Marie Barbier Nik Chmiel Evangelia Demerouti 《European Journal of Work and Organizational Psychology》2013,22(6):750-762
Research on work engagement has mainly focused on the role of job and personal resources and has ignored the possible impact of personal demands workers develop with regard to their work. The aim of our study was to test the reciprocal relationships that job resources, personal resources, and personal demands, operationalized as performance expectations, share with work engagement. Three-wave longitudinal data were collected in a Belgian public institution (N?=?473). Results confirm the causal effects of job resources, personal resources, and performance expectations on work engagement. Reciprocal relationships are not significant. Results are discussed with regard to the impact of changes in job and personal resources and performance expectations on work engagement. Practical implications including reinforcement of Human Resources practices such as appraisal interviewing and career management are also discussed. 相似文献