全文获取类型
收费全文 | 1251篇 |
免费 | 232篇 |
国内免费 | 93篇 |
出版年
2024年 | 3篇 |
2023年 | 42篇 |
2022年 | 40篇 |
2021年 | 46篇 |
2020年 | 72篇 |
2019年 | 85篇 |
2018年 | 103篇 |
2017年 | 93篇 |
2016年 | 108篇 |
2015年 | 65篇 |
2014年 | 64篇 |
2013年 | 254篇 |
2012年 | 43篇 |
2011年 | 49篇 |
2010年 | 26篇 |
2009年 | 43篇 |
2008年 | 50篇 |
2007年 | 47篇 |
2006年 | 44篇 |
2005年 | 42篇 |
2004年 | 34篇 |
2003年 | 30篇 |
2002年 | 26篇 |
2001年 | 25篇 |
2000年 | 22篇 |
1999年 | 15篇 |
1998年 | 21篇 |
1997年 | 25篇 |
1996年 | 6篇 |
1995年 | 17篇 |
1994年 | 12篇 |
1993年 | 4篇 |
1992年 | 8篇 |
1990年 | 1篇 |
1989年 | 1篇 |
1986年 | 1篇 |
1985年 | 5篇 |
1984年 | 1篇 |
1980年 | 1篇 |
1979年 | 1篇 |
1974年 | 1篇 |
排序方式: 共有1576条查询结果,搜索用时 31 毫秒
231.
中小学教师应对方式相关因素研究 总被引:6,自引:0,他引:6
本文通过对530名中小学教师应对方式、一般自我效能感、社会支持的测试,探讨了三者之间的关系。结果表明:(1)教师一般自我效能感、社会支持对教师采用何种应对方式具有间接或直接的预测作用,且它们可能分别对某种类型的应对方式更具重要性。(2)高自我效能感、高社会支持的教师更倾向于采用适应性应对方式;低自我效能感、低社会支持的教师更倾向于采用情绪指向的应对方式。(3)教师一般自我效能感、社会支持的增加有助于教师压力的缓解和适应性应对方式的采用。 相似文献
232.
233.
Posttraumatic Growth in the Context of Heart Disease 总被引:2,自引:1,他引:1
Alia I. Sheikh 《Journal of clinical psychology in medical settings》2004,11(4):265-273
The concept of positive consequences arising as a result of coping with traumatic experiences, such as life-threatening illness, represents an emerging area of empirical study in the stress and health literature. This study investigates three specific psychosocial variables (personality, social support, and coping) in relation to posttraumatic growth in a population of individuals coping with heart disease. The results indicate that Extraversion was the most significant predictor of growth, and there is evidence that Problem-Focused Coping partially mediated this relationship between Extraversion and posttraumatic growth. The role of Social Support Satisfaction in predicting growth remains unclear. Findings emphasize the importance of personal and environmental factors in psychological interventions aimed at improving the adjustment and posttraumatic growth of heart patients. Directions for future research are proposed. 相似文献
234.
采用问卷调查法,考察个人与组织价值观匹配和员工的工作满意度、工作投入、组织支持感以及离职意向之间的关系。对33家生产型企业798名员工进行了问卷调查,通过对数据的统计分析,结果表明:个人与组织价值观匹配对员工的工作满意度、工作投入和组织支持感具有显著的正向预测作用,对员工的离职意向具有显著的负向预测作用。 相似文献
235.
连续性肾脏替代治疗临床应用的拓展与思考 总被引:1,自引:1,他引:0
连续性肾脏替代治疗(continuous renal replacement therapy, CRRT)是近30年来在透析技术基础上蓬勃发展起来的一种新的血液净化技术。CRRT最早应用于重症急性肾衰竭(acute renal failure,ARF)的治疗,随着人类对CRRT认识的不断深化和技术的不断发展,CRRT的... 相似文献
236.
237.
238.
本研究以600名农民工为被试,采用自编的农民工感知社会支持情景问卷以及修订的自尊量表、农民工主观幸福感问卷,以探讨农民工感知社会支持、自尊与主观幸福感的关系,并考查农民工自尊在其感知社会支持与主观幸福感之间的中介作用。结果表明:(1)高自尊水平农民工的主观幸福感及其各维度、感知社会支持都极其显著地高于低自尊农民工;(2)自尊水平与主观幸福感及各维度、感知社会支持水平之间存在极其显著的正相关关系;(3)感知社会支持、自尊与主观幸福感显著两两正相关;(4)自尊在感知社会支持基础上对主观幸福感及两个维度回归效应显著,为二者之间重要的中介变量。 相似文献
239.
Monique Valcour Ariane Ollier-Malaterre Christina Matz-Costa Marcie Pitt-Catsouphes Melissa Brown 《Journal of Vocational Behavior》2011,79(2):588-595
This study examined predictors of employee perceptions of organizational work–life support. Using organizational support theory and conservation of resources theory, we reasoned that workplace demands and resources shape employees' perceptions of work–life support through two mechanisms: signaling that the organization cares about their work–life balance and helping them develop and conserve resources needed to meet work and nonwork responsibilities. Consistent with our hypotheses, we found that higher demands (work hours and work overload) were associated with reduced perceptions that the organization was supportive of work–life integration. Resources (job security, fit between employees' needs and the flexible work options available to them, supervisor support and work group support) were positively associated with perceptions of organizational work–life support. The results of this study urge further scholarly attention to work-based demands and resources as predictors of perceived organizational work–life support and yield implications for managerial practice. 相似文献
240.
Charlie L. Law Larry R. Martinez Enrica N. Ruggs Michelle R. Hebl Emily Akers 《Journal of Vocational Behavior》2011,79(3):710-723
Very little research has focused exclusively on the workplace experiences of transsexual employees. Studies that have been done are either qualitative case studies (e.g., Budge, Tebbe, & Howard; 2010; Schilt & Connell, 2007), or aggregate transsexual individuals with lesbian, gay, and bisexual employees (e.g., Irwin, 2002). The current study focuses on this underexamined population and examines general workplace experiences, and both individual and organizational characteristics that influence transsexual employees' job attitudes. Results reveal that organizational supportiveness, transsexual identity centrality, and the degree to which they disclose to individuals outside of work all predict transsexual employees' disclosure behaviors in the workplace. These disclosure behaviors are positively related to job satisfaction and organizational commitment, and negatively related to job anxiety. These relations are mediated by coworker reactions. This research expands knowledge about diverse employee populations and offers both theory and some of the first large-scale empirical data collected on the workplace experiences of transsexual employees. 相似文献