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It has been documented in the professional literature that psychologists and mental health professionals in general tend to neglect their own mental health, despite serving in a field that promotes the health and well‐being of others. Numerous empirical studies support the need for psychologists and mental health professionals to be more conscientious of the effect that stress and the nature of their work has on them. This article reviews some of the recent literature and discusses the pertinent issues at hand. A number of interventions are suggested along with tips for professionals to consider in order to function in a more productive and ethical fashion.  相似文献   
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When humans grasp objects, the grasps foreshadow the intended object manipulation. It has been suggested that grasps are selected that lead to medial arm postures, which facilitate movement speed and precision, during critical phases of the object manipulation. In Experiment 1, it has been tested whether grasp selections lead to medial postures during rotations of a dial. Participants twisted their arms considerably before grasping the dial, even when the upcoming dial rotation was minimal (5°). Participants neither assumed a medial posture at any point during a short rotation, nor did they assume any of the postures involved in short rotations in the opposite direction. Thus, grasp selections did not necessarily lead to specific postures at any point of the object manipulation. Experiment 2 examined the effect of various grasps on the speed of dial rotations. A medial initial grasp resulted in the fastest dial rotations for most rotation angles. Spontaneously selected grasps were more excursed than necessary to maximize dial rotation speed. This apparent overshot might be explained by participants’ sensitive to the variability of their grasps and is in line with the assumption that grasps facilitate control over the grasped object.  相似文献   
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This study investigated the face inversion effect in rhesus monkeys (Macaca mulatta). Face stimuli consisted of ten black-and-white examples of unfamiliar rhesus monkey faces, brown capuchin faces, and human faces. Two non-face categories included ten examples of automobiles and abstract shapes. All stimuli were presented in a sequential matching-to-sample format using an automated joystick-testing paradigm. Subjects performed significantly better on upright than on inverted presentations of automobiles, rhesus monkey and capuchin faces, but not human faces or abstract shapes. These results are inconsistent with data from humans and chimpanzees that show the inversion effect only for categories of stimuli for which subjects have developed expertise. The inversion effect in rhesus monkeys does not appear to be face-specific, and should therefore not be used as a marker of specialized face processing in this species. Received: 18 November 1998 / Accepted after revision: 9 May 1999  相似文献   
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Forensic facial professionals have been shown in previous studies to identify people from frontal face images more accurately than untrained participants when given 30 s per face pair. We tested whether this superiority holds in more challenging conditions. Two groups of forensic facial professionals (examiners, reviewers) and untrained participants were tested in three lab-based tasks: other-race face identification, disguised face identification, and face memory. For other-race face identification, on same-race faces, examiners were superior to controls; on different-race identification, examiners and controls performed comparably. Examiners were superior to controls for impersonation disguise, but not consistently superior for evasion disguise. Examiners' performance on the Cambridge Face Memory Test (CFMT+) was marginally better than reviewers and controls. We conclude that under laboratory-style conditions, professional examiners' identification superiority does not generalize completely to other-race and disguised faces. Future work should administer other-race and disguise face identification tests that allow forensic professionals to follow methods and procedures they typically use in casework.  相似文献   
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Human resource (HR) professionals regularly draw personality inferences from applicants' resumés. Building on the lens model, we illuminate resumés' potential for accurately inferring personality by examining valid resumé cues indicating personality. We assessed self-reported big five traits and narcissism of 141 business students at career start applying with resumés for a fictional position. Drawing on personality theory and empirical findings, 70 resumé cues (e.g., appealing look and creative hobbies) were post hoc selected from a larger cue set comprising 160 cues coded by 11 trained coders. Computing bivariate correlations and multiple linear regressions, we identified easy-to-interpret valid resumé cues explaining substantial personality variance, with conscientiousness, openness, and narcissism being best explained by resumé cues (R2 > 20%). Although all considered personality traits were expressed in resumé cues, only a fraction of the cues (16 out of 70 cues) were related to personality traits. This suggests a rather mediocre upper limit to the potential of accurately inferring personality from resumés. We contribute to the literature on personality inferences at zero-acquaintance by adding valid resumé cues to recruitment-related information bases allowing to make (somewhat) accurate personality inferences. The results have practical implications for applying resumé-based personality inferences in recruitment and improving HR professionals' accuracy.  相似文献   
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The aim of the present study was to determine whether the self-enhancement effect of voice attractiveness evaluation is due to general self-positivity bias and/or the familiarity effect. The participants were asked to rate the attractiveness of their own voice, a friend's voice and strangers' voices. In addition, a self-reference valence (SR-valence) task was adopted in the experiment. Significant self-enhancement effects in voice attractiveness ratings were demonstrated, regardless of whether the participants recognized their self-voice or not. However, the friend-enhancement effect was found in only those participants who successfully recognized their friend's voice. Moreover, a significant correlation was found between self-positivity bias in the SR-valence task and the self-enhancement effect (but not the friend-enhancement effect). Our findings suggest that both the familiarity effect and self-positivity bias account for the vocal self-enhancement effect, and the influence of self-positivity bias could be implicit. The present study thus provides empirical evidence to clarify the potential explanations for the self-enhancement of voice attractiveness assessment.  相似文献   
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