全文获取类型
收费全文 | 1717篇 |
免费 | 119篇 |
国内免费 | 95篇 |
出版年
2024年 | 5篇 |
2023年 | 36篇 |
2022年 | 31篇 |
2021年 | 40篇 |
2020年 | 68篇 |
2019年 | 97篇 |
2018年 | 72篇 |
2017年 | 100篇 |
2016年 | 83篇 |
2015年 | 64篇 |
2014年 | 56篇 |
2013年 | 204篇 |
2012年 | 33篇 |
2011年 | 36篇 |
2010年 | 33篇 |
2009年 | 33篇 |
2008年 | 26篇 |
2007年 | 34篇 |
2006年 | 34篇 |
2005年 | 33篇 |
2004年 | 16篇 |
2003年 | 28篇 |
2002年 | 22篇 |
2001年 | 15篇 |
2000年 | 24篇 |
1999年 | 7篇 |
1998年 | 5篇 |
1997年 | 7篇 |
1996年 | 7篇 |
1995年 | 9篇 |
1994年 | 9篇 |
1993年 | 1篇 |
1992年 | 1篇 |
1991年 | 2篇 |
1990年 | 1篇 |
1989年 | 2篇 |
1987年 | 3篇 |
1985年 | 56篇 |
1984年 | 76篇 |
1983年 | 58篇 |
1982年 | 47篇 |
1981年 | 47篇 |
1980年 | 57篇 |
1979年 | 55篇 |
1978年 | 67篇 |
1977年 | 48篇 |
1976年 | 45篇 |
1975年 | 40篇 |
1974年 | 39篇 |
1973年 | 19篇 |
排序方式: 共有1931条查询结果,搜索用时 15 毫秒
191.
Transmission of reduction‐oriented crafting among colleagues: A diary study on the moderating role of working conditions
下载免费PDF全文
![点击此处可从《Journal of Occupational & Organizational Psychology》网站下载免费的PDF全文](/ch/ext_images/free.gif)
Evangelia Demerouti Maria C. W. Peeters 《Journal of Occupational & Organizational Psychology》2018,91(2):209-234
Zooming into reduction‐oriented job crafting among employees, next to minimizing demands (i.e., making a job less strenuous), we introduced optimizing demands (i.e., simplifying the job and making work processes more efficient) and suggested that optimizing demands should be positively related to work engagement, whereas minimizing demands negatively related to work engagement. Moreover, we suggested that both forms of reduction‐oriented crafting can be transferred among colleagues, and this will particularly occur in jobs that are high on demands (workload and emotional demands), low on resources (autonomy), and when the colleagues have a high‐quality relationship. We examined these hypotheses among 65 dyads of employees who filled in a general questionnaire and a diary for three working days. Multilevel analyses supported the transmission of both job crafting dimensions among colleagues. Moreover, there is more transmission of minimizing demands among colleagues when workload and emotional demands are high and autonomy is low. Additionally, optimizing demands was transmitted among colleagues when autonomy was low and quality of relationship with colleague was high. Optimizing demands was positively related to work engagement, whereas minimizing demands was unrelated to work engagement. These findings imply that optimizing demands is a favourable behaviour and can be transmitted among colleagues under specific conditions.
Practitioner points
- Working smarter is related to higher work engagement
- Employees model their colleague's proactive behaviour
- Unfavourable working conditions stimulate modelling behaviour of colleagues
192.
The Individual Career Counseling Needs and Experiences of Female Survivors of Partner Violence
下载免费PDF全文
![点击此处可从《Journal of Employment Counseling》网站下载免费的PDF全文](/ch/ext_images/free.gif)
Krista M. Chronister Paula Luginbuhl Christine Ngo Rosemarie Downey‐McCarthy Jenny Wang Leah Barr Christina Aranda Eliza Harley 《Journal of Employment Counseling》2018,55(2):84-94
The impact of partner violence on women's employment and career development is profound. Career counselors may contribute substantially to these women's rehabilitation. This study examined employment and career counseling needs, barriers experienced, and counseling satisfaction of female survivors of partner violence (N = 71). The women participated in community‐ and research‐based individual career counseling services designed to promote their short‐ and long‐term career development. The authors conducted correlational, t‐test, and logistic regression analyses and found that barriers differed by race/ethnicity, age, number of children, and career service needs. Results provide important information about survivors' career counseling service access and needs. 相似文献
193.
Religious settlers exhibit a strong desire to settle the entire Land of Israel despite resistance among the local Palestinian population and among opposition within Israel. The return to the Promised Land and the establishment of settlements elicit strong emotions that are connected to the socio-spatial identities of the settlers. Introducing the concept of emotion work the article focuses on the collective construction of emotions inside the movement and on active practices directed at the Israeli audience at large. Emotions are elicited and regulated in the political process in order to make and defend territorial claims. After discussing the concepts of emotional geographies, emotion regulation, and emotion work, the article analyzes the multi-layered passions of the settlers and strategies of creating an emotional attachment to the conquered territories in the Israeli public. Finally, the Second Intifada revealed tensions between the desire for the land and a contracting geography of fear. The article discusses how the settlers dealt with violence, threats, and experiences of conjoint emotions. 相似文献
194.
The purpose of this study was to examine the construct validity of the WOrk-reLated Flow inventory (WOLF; Bakker, 2008). This instrument was administered to 711 men and women who were working in Queensland, Australia. The results from the confirmatory factor analysis showed that the WOLF has moderately acceptable construct validity, with the three-factor model being a borderline fit to the data. Tests of the convergent validity of the WOLF yielded satisfactory results. However, the analysis of the discriminant validity of the WOLF showed that the instrument poorly discriminated between work enjoyment and intrinsic work motivation. Follow-up exploratory factor analysis, using recommended procedures for determining the number of factors to extract, revealed a two-factor solution, with the work enjoyment and intrinsic work motivation items loading on the same factor. Drawing on literature on psychological flow and motivation, as well as the findings of the present study, questions are raised over the adequacy of the conceptual basis of the three-factor model of work-related flow, the discriminant validity of the WOLF subscales, and the appropriateness of the wording of several of this measure's items. Using alternative methods and measures to investigate flow in work settings is recommended. 相似文献
195.
Show them the money? The role of pay,managerial need support,and justice in a self‐determination theory model of intrinsic work motivation
下载免费PDF全文
![点击此处可从《Scandinavian journal of psychology》网站下载免费的PDF全文](/ch/ext_images/free.gif)
Anja H. Olafsen Hallgeir Halvari Jacques Forest Edward L. Deci 《Scandinavian journal of psychology》2015,56(4):447-457
The link between money and motivation has been a debated topic for decades, especially in work organizations. However, field studies investigating the amount of pay in relation to employee motivation is lacking and there have been calls for empirical studies addressing compensation systems and motivation in the work domain. The purpose of this study was to examine outcomes associated with the amount of pay, and perceived distributive and procedural justice regarding pay in relation to those for perceived managerial need support. Participants were 166 bank employees who also reported on their basic psychological need satisfaction and intrinsic work motivation. SEM‐analyses tested a self‐determination theory (SDT) model, with satisfaction of the competence and autonomy needs as an intervening variable. The primary findings were that amount of pay and employees' perceived distributive justice regarding their pay were unrelated to employees' need satisfaction and intrinsic work motivation, but procedural justice regarding pay did affect these variables. However, managerial need support was the most important factor for promoting need satisfaction and intrinsic work motivation both directly, indirectly, and as a moderator in the model. Hence, the results of the present organizational field study support earlier laboratory experiments within the SDT framework showing that monetary rewards did not enhance intrinsic motivation. This seems to have profound implications for organizations concerned about motivating their employees. 相似文献
196.
197.
198.
199.
A small group of humanitarian aid workers travelled to Port-au-Prince, Haiti six months after the 2010 earthquake to assist in recovery efforts at an orphanage. This study explores the experiences of these workers and how they coped with the challenges in Port-au-Prince. Participants kept a journal to record their daily experiences. A phenomenological methodology was used to analyse the data in this study. Themes included relationships and connections, faith/perspective, care of self and others, purpose, and perspective. Researchers concluded relief workers need more preparation and support during and after humanitarian trips as experiences significantly impact workers perspective of themselves and others. 相似文献
200.
Testing an integrated model of the work–family interface in Chinese employees: A longitudinal study
下载免费PDF全文
![点击此处可从《Asian Journal of Social Psychology》网站下载免费的PDF全文](/ch/ext_images/free.gif)
Luo Lu Ting‐Ting Chang Shu‐Fang Kao Cary L. Cooper 《Asian Journal of Social Psychology》2015,18(1):12-21
The purpose of this study was to examine an integrated model of the work–family interface (WFI) linking work–family demands (workload and family conflict), resources (supervisory support and family support) and role satisfaction in a Chinese context. The four‐factor structure of WFI comprises direction of influence (work to family vs family to work) and types of effect (work–family conflict vs work–family enrichment). A longitudinal design was used to collect data from 409 Chinese employees at three time points, separating measures of antecedents (T1), WFI (T2) and outcomes (T3) in time. The results based on structural equation modelling (SEM) reveal that: (1) the direction and types of effect were two underlying dimensions of the WFI, supporting the four‐factor structure; (2) demands were more strongly related to conflict, while resources were more strongly related to enrichment; (3) work–family conflict and enrichment were related to role satisfaction, regardless of the direction of influence. 相似文献