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991.
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993.
Li‐Fang Chou Chih‐Chieh Chu Hui‐Ching Yeh Jashen Chen 《Asian Journal of Social Psychology》2014,17(2):115-127
In the pursuit of well‐being at work, work stress is always an inescapable challenge. However, existing research shows that the relationships between work stress and employee outcomes are inconsistent, which indicates that the concept of work stress needs further investigation. Moreover, Zhong‐Yong serves as a cognitive strategy to coping with stress as well as being a pivotal life wisdom and practical rationality. Using a questionnaire survey, this study explores the relationship between work stress, employee well‐being, and Zhong‐Yong beliefs. The work stress was classified into challenge‐ and hindrance‐related stress while emotional exhaustion and job satisfaction were used as well‐being indicators. Using a sample of 394 employees from private enterprises in Taiwan as subjects, the results show that (1) hindrance‐related stress is destructive to employee well‐being; (2) challenge‐related stress is positively associated with emotional exhaustion but has no significant relation with job satisfaction; (3) Zhong‐Yong beliefs mitigate the harm from hindrance‐related stress on employee well‐being; and (4) Zhong‐Yong beliefs weaken the negative effects of challenge‐related stress on emotional exhaustion, and transform challenge‐related stress into eustress for job satisfaction. 相似文献
994.
This study explored whether congruence, calling, job characteristics or personality were better predictors of job satisfaction and tenure. The sample consisted of 1968 employees across four different job roles: sales engineers (N=309), graphic designers (N=383), teachers (N=481) and clergy (N=795). Data was collected as part of a selection and development centre battery. Results found evidence of calling, with clergy reporting significantly higher levels of work satisfaction and tenure, despite the absence of some personality predictors (i.e. conscientiousness) and job characteristics (task identity, feedback). In general personality [particularly conscientiousness (+) and neuroticism (-)] along with job characteristics (variety and autonomy) were the most likely predictors of satisfaction across the different roles. No evidence could be found that congruence predicted work satisfaction or tenure. Results have implications for renewed interest in the role of calling according to its original definition and question the role of congruence in determining best fit especially in the context of vocational assessments. 相似文献
995.
员工建言日益成为组织创新和变革的推动力,在学术界它也引起了广泛关注.以往研究多从社会交换的视角来探索建言的发生机制,而从社会认知的视角的研究则较为缺乏,本研究将弥补该不足.采用问卷调查法,从苏南地区企业单位选取368份有效配对样本,研究探索了员工的工作投入对其建言行为的影响机制,及认知灵活性和权力动机的调节作用.结果表明,工作投入对建言行为具有显著的正向影响,建言效能感在其中起着中介作用;认知灵活性正向调节工作投入与建言效能感之间的关系,权力动机负向调节建言效能感对工作投入和建言行为的中介作用.文章最后讨论了研究存在的局限,并对建言行为的未来研究做了展望. 相似文献
996.
Nicole M. Alberts 《Anxiety, stress, and coping》2014,27(2):216-228
The cognitive-behavioral and interpersonal models of health anxiety propose that parental illness could be a contributory factor to the development of health anxiety but through different mechanisms. The cognitive-behavioral model suggests that exposure to parental illness may lead to health beliefs that could increase health anxiety. In contrast, the interpersonal model proposes that parental illness may contribute to the development of an insecure attachment pattern and consequently health anxiety. To assess the additive value of the models, 116 emerging adults (i.e. aged 18–25) who had a parent diagnosed with a serious medical illness (e.g. cancer, multiple sclerosis) completed measures of health anxiety, adult attachment dimensions, and health beliefs. Attachment anxiety, attachment avoidance, health beliefs, and death of the ill parent were statistically significant predictors of health anxiety. The results provide support for both models of health anxiety. Theoretical implications and directions for future research are discussed. 相似文献
997.
工作分析是人力资源管理系统的基石,社会和组织环境的变化给工作分析带了巨大挑战。本文首先介绍了传统的工作分析系统;接着对近年来工作分析研究的新进展进行了介绍,包括未来和战略导向的工作分析,工作分析与胜任力特征的结合,工作分析结果的信度研究。同时,讨论了其对传统工作分析的补充,并介绍了其在国内研究中的应用。 相似文献
998.
Jay Pratt Christine N. Bellomo 《Neuropsychology, development, and cognition. Section B, Aging, neuropsychology and cognition》2013,20(1):19-31
The present study was designed to examine age-related differences in attentional capture. In the first experiment, participants identified targets defined either by an abrupt onset or by color difference. Prior to the presentation of the targets, onset or color cues were presented. It was found that color cues, but not onset cues, captured attention for color targets for both younger and older adults. It was also found, however, that onset and color cues captured attention for onset targets for both age groups. Moreover, while both types of cues yielded equivalent attentional capture effects with the younger adults, onset cues yielded greater effects for the older adults. The second experiment, using only younger adults, replicated the pattern of results found with the younger adults in the first experiment. The findings from these two experiments provide only partial support for the contingent involuntary orienting hypothesis, which suggests that only cues that share critical features with targets will capture attention. Moreover, the results also indicate that there are age-related differences in attentionalcapture. 相似文献
999.
This study investigated the influences of job characteristics on job satisfaction, stress and depression among South African white collar workers. Participants were managers in full-time employment with large organisations. They completed the Job Diagnostic Survey, the Perceived Stress Scale and the Beck Depression Inventory. A regression approach was used to predict job satisfaction, stress and depression from job characteristics. Job characteristics (skill variety, task identity, task significance, autonomy and feedback) predicted job satisfaction, as well as stress and depression. Job characteristics are weak predictors of perceived stress and depression. Work related factors, such as interpersonal relations and organisational culture, may better predict mental health in work settings. 相似文献
1000.
《The journal of positive psychology》2013,8(3):157-167
The effect of large and small favors on gratitude was tested using a behavioral measure. Participants were 149 undergraduates (120 female, 29 male). Half received raffle tickets for a US$100 prize, and half received tickets for a US$10 prize. Some received tickets from another (fictitious) student, and others received tickets by chance. Participants receiving a favor subsequently distributed more tickets to the other student; participants receiving a more valuable favor also distributed more (ps?<?0.05). Self-reported grateful motivation predicted distribution better than did indebtedness. Grateful motivation mediated the relationship between favor and distribution (p?<?0.05). Results provide validity for a behavioral measure of gratitude, tentatively support favor value as a determinant of gratitude, and further differentiate between gratitude and indebtedness. 相似文献