首页 | 本学科首页   官方微博 | 高级检索  
文章检索
  按 检索   检索词:      
出版年份:   被引次数:   他引次数: 提示:输入*表示无穷大
  收费全文   1149篇
  免费   123篇
  国内免费   31篇
  1303篇
  2024年   22篇
  2023年   32篇
  2022年   29篇
  2021年   32篇
  2020年   64篇
  2019年   58篇
  2018年   62篇
  2017年   48篇
  2016年   50篇
  2015年   39篇
  2014年   52篇
  2013年   150篇
  2012年   33篇
  2011年   55篇
  2010年   46篇
  2009年   44篇
  2008年   71篇
  2007年   51篇
  2006年   58篇
  2005年   41篇
  2004年   31篇
  2003年   20篇
  2002年   18篇
  2001年   16篇
  2000年   17篇
  1999年   12篇
  1998年   11篇
  1997年   10篇
  1996年   10篇
  1995年   10篇
  1994年   9篇
  1993年   4篇
  1992年   7篇
  1991年   7篇
  1990年   6篇
  1989年   4篇
  1988年   3篇
  1987年   4篇
  1986年   5篇
  1985年   5篇
  1984年   3篇
  1983年   7篇
  1982年   7篇
  1981年   3篇
  1980年   2篇
  1979年   5篇
  1978年   6篇
  1977年   10篇
  1976年   7篇
  1975年   6篇
排序方式: 共有1303条查询结果,搜索用时 0 毫秒
21.
管理者影响策略的结构   总被引:3,自引:0,他引:3  
本研究根据中国企事业组织内管理者对他人发挥影响力的特点 ,选取反映中国文化的影响计策编成题目 ,并与西方背景下构建的组织影响策略量表汇编成问卷。 2 1 8位中国管理者用汇编的问卷评定他们与直接上司和直接下属在工作中相处时使用这些计策的频率。结果发现 ,在因素水平有“应变控制”和“温情说服”两个正交因素。这两个因素跨影响方向一致。对各因素内的题目做聚类分析 ,发现大多数聚类的内容跨影响方向的一致性不高。与西方的组织策略量表对照 ,因新题目的加入 ,汇编的影响计策量表内的聚类更好地反映了中国管理者使用影响计策的特点。  相似文献   
22.
Various stimulus components (video, orally-presented questions) and response components (multiple-choice, written, orally-given replies) of situational judgement tests of occupational social competency were investigated as to their impact upon the validity for a behavior-oriented role playing criterion while keeping test content constant. The stimulus component video alone had no impact upon validity. The response components contributed to validity. Validity increased with improved fidelity of response components. Concerning stimulus-response-combinations, the validity of two video tests (r = 0.17 and r = 0.36) was not higher than the validity of similar oral questioning (r = 0.13 and r = 0.37) but was significantly lower than a situational interview (r = 0.59). Response fidelity proved to be a bottleneck regarding validity of video tests. As a result, it is recommended that, in order to maximize validity of video and multimedia efforts, the developers of video- and multimedia tests focus special attention on response fidelity.  相似文献   
23.
This article presents two studies examining (1) the relationship between Person-Manager (P-M) fit and managerial advancement of women and men with, and without managerial aspirations and (2) the P-M fit as related to managerial and non-managerial women. The P-M fit was assessed by computing the congruence between participants' self-rated personality profile and the perceived personality profile of a manager. Sex (men show a higher P-M fit than women), gender (the higher the individual's masculine gender-role, the higher the P-M fit) and group (managers and managerial aspirants show a higher P-M fit than non-managerial aspirants and non-managers) hypotheses were tested. There was no support for the sex difference hypothesis. However, the group and gender hypotheses were confirmed showing that managers and managerial aspirants had a higher P-M fit than non-managers and non-aspirants. Further, analyses revealed that the higher the participants' masculinity scores, the higher the P-M fit. Implications of these findings are discussed in relation to the gendered image of the managerial role and adaptation theory.  相似文献   
24.
The role of socially desirable responding in the report of treatment motivation and psychological distress by patients seeking surgical treatment for dentofacial disharmony was explored. Participants completed the Balanced Inventory of Desirable Responding (BIDR; Paulhus, 1988), which measures two components of socially desirable responding (SDR): impression management (IM), which is the purposeful tailoring of answers in order to create the most positive social image, and self-deceptive positivity (SDE), which is an honest, but overly positive self-presentation. When simple bivariate relationships were examined, statistically significant inverse associations were observed between socially desirable responding and specific motives for treatment and between SDR and psychological distress. However, the relationship between socially desirable responding and motives for treatment disappeared when the effect of psychological distress was controlled. The positive relationship between psychological distress and the report of social well-being, and self-image motives for treatment remained statistically significant even after the variance attributable to socially desirable responding was removed. Implications of the findings for the evaluation of psychological distress and treatment motivation in this population are discussed.  相似文献   
25.
26.
    
In a competitive environment that increasingly awards a clever approach to customer relationship management (CRM), firms need to systematize the way they interact with their customers. The relationships that often lay in the hands of managers and salespeople need to be thoughtfully organized to maximize both customer satisfaction and the effectiveness of the marketing efforts. CRM software packages can be an answer to organize and systematize the management of such commercial relationships. However, decision makers may not have the time and the competencies to identify the most suitable solution for their needs, among the hundreds existing, and may ultimately resort to an external expert. Since the existing methods to select a CRM software package suffer from several limitations, this article introduces a novel four‐step method allowing to actively involve the decision makers in the CRM software package selection, simultaneously minimizing the effort requested to them and maximizing the extent to which the final choice suits their specific needs and preferences. The method resorts to a coordinated use of the analytic hierarchy process and of its fuzzy adaptation. The article also presents an exemplification of the method in a small Italian firm.  相似文献   
27.
28.
    
Although previous studies have generally explored the important role played by customers' negative feedback in shaping employees' behaviour, these studies have only briefly discussed the one-sided effects of such feedback on employees' cognition or emotions. In addition, previous studies have not discussed in depth whether customers' negative feedback has both positive and negative effects. Based on the theoretical background of the cognitive–affective processing system, we constructed a dual-path model of the impact of customers' negative feedback on job crafting via both cognitive and affective paths and investigated the moderating effect of the error management climate in this context. A three-stage survey design was used to examine these assumptions by referencing data collected from 382 frontline employees working in various tourism and hospitality companies. In line with our expectations, we found that customers' negative feedback can have a double-edged sword effect via these two paths and that the error management climate moderates this dual-path mechanism. We conclude this research by discussing the theoretical and practical implications of our findings.  相似文献   
29.
    
The rise of home-based teleworking and the ageing of the workforce constitute two major trends impacting the future of work. Managing these trends well requires a good understanding of how worker age and telework intersect and which mechanisms link age and telework outcomes. We integrated perspectives of boundary theory and the lifespan model of selection, optimization, and compensation and investigated in two studies the relationship between employee age and two telework outcomes (work–life balance and unfinished tasks) as mediated by boundary management tactics aimed at segmenting work and nonwork roles. Across Study 1 (a two-wave study with 172 teleworkers) and Study 2 (a three-wave study with 282 teleworkers), we found positive associations between age and use of segmenting boundary management tactics during telework. We further identified indirect effects of age on higher productivity in terms of fewer unfinished tasks (both studies) and better work–life balance (Study 2) through boundary management tactics use. Robustness checks indicated that age effects remain significant after controlling for a number of demographic characteristics, work and home demands, motivational factors, and self-regulatory skills. Findings suggest that older workers effectively navigate the blurred work-nonwork boundaries in home-based telework using self-regulatory behaviour that supports positive telework outcomes.  相似文献   
30.
This study reports on the predictive value and clinical usefulness of the Dutch parental version of the Dental Subscale of the Children's Fear Survey Schedule (CFSS-DS). Parents of 718 children (4–12 years) completed this CFSS-DS version before or during the child's visit. The dentist rated the child's dental fear during treatment on a 5-point Likert-type Scale from 1 (not afraid at all) to 5 (very afraid). Reliability analysis was performed, and correlation coefficients between the two measures were calculated. The reliability of the scale proved to be high (Cronbach's = .93) and significant correlation coefficients were found (r = .58 and r = .68, p < .01). The negative predictive value of the CFSS-DS was high (.96), whereas its positive predictive value was relatively low (0.41). It was concluded that the CFSS-DS might be of clinical value as a screening device of dental fear, whereas its predictive value of fearful behavior should not be overestimated.  相似文献   
设为首页 | 免责声明 | 关于勤云 | 加入收藏

Copyright©北京勤云科技发展有限公司  京ICP备09084417号