全文获取类型
收费全文 | 420篇 |
免费 | 74篇 |
国内免费 | 55篇 |
出版年
2024年 | 3篇 |
2023年 | 11篇 |
2022年 | 6篇 |
2021年 | 17篇 |
2020年 | 30篇 |
2019年 | 23篇 |
2018年 | 28篇 |
2017年 | 39篇 |
2016年 | 45篇 |
2015年 | 45篇 |
2014年 | 35篇 |
2013年 | 81篇 |
2012年 | 22篇 |
2011年 | 18篇 |
2010年 | 21篇 |
2009年 | 11篇 |
2008年 | 18篇 |
2007年 | 19篇 |
2006年 | 26篇 |
2005年 | 15篇 |
2004年 | 5篇 |
2003年 | 9篇 |
2002年 | 11篇 |
2001年 | 5篇 |
2000年 | 1篇 |
1999年 | 2篇 |
1998年 | 1篇 |
1997年 | 1篇 |
1993年 | 1篇 |
排序方式: 共有549条查询结果,搜索用时 15 毫秒
381.
This paper explores the constraints to innovative, creative and reflexive careers counselling in an uncertain neo-liberal world. We draw on previously reported research into practitioners’ use of a narrative model for career counselling interviews in England and a Europe-wide auto/biographical narrative study of non-traditional learners in universities. The latter draws on a number of narrative interviews with an asylum seeker, to debate whether such a way of working with people, ‘in a clinical style’, offers contextualised insight into people's struggles to construct a career and a methodology for doing so. The paper also examines the difficulties of creating a ‘good enough’ professional, psychosocial space for experimentation with creative approaches in a marketised guidance world, where more is expected from less. 相似文献
382.
383.
ObjectivesThis study used the Scheme of Change for Sport Psychology Practice (SCSPP; Samuel & Tenenbaum, 2011a) to examine athletes' and coaches' personal characteristics, perceptions of, coping with, and perceived outcome of the London 2012 Olympic Games (OGs). We also contrasted several sub-groups (e.g., Olympic and Paralympic athletes) in certain variables, and examined the decision-making and support systems involved in the OGs change process.Design and methodsA cross-sectional and retrospective design was used. Israeli Olympic and Paralympic athletes and coaches (N = 61) completed measures of change-event experiences (Samuel & Tenenbaum, 2011b) and athletic/coaching identity (AI/CI; Brewer & Cornelius, 2001) two years after the London 2012 OGs.ResultsOlympic athletes trained more, and had higher motivation and AI than Paralympic athletes. The OGs were perceived as a significant and positive change-event in the participants' careers. AI/CI was associated with the perceived significance of the OGs. At the time of Olympic qualification, the participants tended either to ignore this change-event or cope with it independently. Most participants reported making a decision to change related to adjustment and coping. Professional support was mainly available prior to and during the OGs. During this experience the participants did not consider using sport psychology services, but retrospectively, valued the usefulness of this support. Athletes' motivation after the OGs was predicted from their satisfaction of coping, and their perceived outcome of this change-event was predicted from their satisfaction of competition results.ConclusionsPsychological support must be provided as part of the Olympic cycle, especially in promoting a decision to change. Maintaining realistic expectations may be critical for facilitating a positive perception of this change-event. 相似文献
384.
Mental health is an important resource for student-athletes. Flourishing (Keyes, 2002) may be a useful concept for examining aspects of mental health. Therefore, the purpose of this study was to investigate mental health protective factors among flourishing Canadian university student-athletes over the course of their sport season. Initially, 36 Canadian student-athletes completed the Mental Health Continuum – Short Form (Keyes, 2009) and Sport Mental Health Continuum – Short Form (Foster & Chow, 2019). Based on the results from the questionnaires, six women athletes who were identified as flourishing at global and sport levels then participated in the study. Data were generated through individual pre- and post-season semi-structured interviews, and in-season weekly written diaries. Analysis followed guidelines outlined by Smith et al. (2009) for interpretative phenomenological analysis. Results are presented over three stages of the seasons (pre-, in-, and post-season). In the pre-season, participants invested in their flourishing by making positive connections and planning their schedule. In-season, participants discussed facing challenges and tried to maintain flourishing by managing their commitments, communicating with coaches, and looking for positives. In the post-season, the participants attempted to re-invest in their flourishing by reflecting on their season and taking a break from sport. It appeared that the athletes were able to identify potential challenges to their flourishing in sport and use global resources to buffer the impact. These results reveal strategies that may help promote and protect mental health among student-athletes. 相似文献
385.
《Scandinavian journal of psychology》2018,59(2):146-156
The aim of this study was to examine the associations of Slovenian emerging adults’ individuation characteristics (in relation to mother and father) with career goals and career optimism. We were interested in contributions of age, gender, certainty of study choice, and individuation dimensions when predicting intrinsic/extrinsic career goals and career optimism. The participants provided self‐reports on the Individuation Test for Emerging Adults, the Career Goals Scale and the Career Futures Inventory. The results showed that age did not relate to emerging adults’ career goals; however, older students reported lower career optimism than their younger counterparts. Furthermore, certainty of study choice was the most important predictor of career optimism, and, along with gender, of intrinsic career goals. Emerging adults who reported higher connectedness with both parents and self‐reliance in relation to mother had higher intrinsic career goals, while self‐reliance in relation to mother was positively associated with stronger optimism about an individual's future career. Fear of disappointing both parents significantly contributed to the prediction of extrinsic career goals and optimism, while parental intrusiveness did not add significantly to the prediction of the two measured career outcomes. The study confirmed the correlational effects of positive and negative aspects of individuation on career outcomes in emerging adulthood. 相似文献
386.
The Relation of Career Adaptability to Work–Family Experience and Personal Growth Initiative Among Taiwanese Working Parents
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)
This study aimed to explore the effect of career adaptability on 598 working parents in Taiwan. The results showed that career adaptability served an important role in moderating and mediating the effects between work–family conflict, work–family strength, and personal growth initiative. 相似文献
387.
I developed a theoretical model predicting how gender and family status would influence employee willingness to expatriate, international job search behavior, and expatriation decisions and tested the model in a longitudinal investigation. Australian employees comprising 230 females and 401 males with partners and/or children and 208 female and male childless singles were surveyed three times over three years. Employees who had greater personal agency and less family barriers were more willing to expatriate, to search for international jobs, and to eventually leave their home countries. Having a family restricted females’ ability to transform their willingness to expatriate into an international job search to a greater extent than it did males’. In turn, international job search predicted actual expatriation for a job. Overall, the expatriation interests of women with partners and/or children were least realized (most inhibited) in international job search and subsequent expatriation behavior. The interests of childless single employees were most realized. The study challenges current thinking on women’s willingness to expatriate by demonstrating that women are willing to expatriate, but family factors lead to women being less able to transform their willingness into an international job search than men, subsequently flowing on to women expatriating less for work than men. 相似文献
388.
Social cognitive career theory (SCCT) recognises the importance of individual differences and contextual influences in the career decision-making process. In extending the SCCT choice model, this study tested the role of personality, social supports, and the SCCT variables of self-efficacy, outcome expectations and goals in explaining the career readiness actions of career planning and exploration. The authors surveyed 414 Australian high school students in Years 10, 11 and 12. Career exploration was associated with goals and social supports, whereas career planning was associated with self-efficacy, goals, personality and an interaction term for goals and social support that indicated that levels of planning were highest when social support and goals were highest. Implications for parents, teachers and guidance counsellors as well as recommendations for future research directions are discussed. 相似文献
389.
Objective and subjective career success were hypothesized to mediate the relationships between sociodemographic variables, human capital indices, individual difference variables, and organizational sponsorship as inputs and a retirement decision and intentions to leave either the specialty of emergency medicine (EM) or medicine as output variables. Objective career success operationalized as the number of leadership positions held did not mediate the relationship, but income change and career satisfaction mediated the relationship between the hours worked and years employed in emergency medicine. Work centrality was significantly related to subjective career success more so for men than women and perceptions of success or self-efficacy were positively related to subjective career success for women, but not for men. The expected pattern of women indicating more difficulties with personal time and family time did not emerge; but women did indicate less perceived support from the organization, fewer EM leadership positions, less perceived control over their work situation and less organizational support than did men. 相似文献