全文获取类型
收费全文 | 1221篇 |
免费 | 124篇 |
国内免费 | 155篇 |
出版年
2024年 | 2篇 |
2023年 | 33篇 |
2022年 | 49篇 |
2021年 | 48篇 |
2020年 | 88篇 |
2019年 | 92篇 |
2018年 | 77篇 |
2017年 | 89篇 |
2016年 | 91篇 |
2015年 | 55篇 |
2014年 | 64篇 |
2013年 | 221篇 |
2012年 | 48篇 |
2011年 | 47篇 |
2010年 | 35篇 |
2009年 | 43篇 |
2008年 | 44篇 |
2007年 | 49篇 |
2006年 | 42篇 |
2005年 | 45篇 |
2004年 | 37篇 |
2003年 | 33篇 |
2002年 | 29篇 |
2001年 | 16篇 |
2000年 | 14篇 |
1999年 | 13篇 |
1998年 | 18篇 |
1997年 | 7篇 |
1996年 | 9篇 |
1995年 | 6篇 |
1994年 | 8篇 |
1993年 | 6篇 |
1992年 | 7篇 |
1991年 | 4篇 |
1990年 | 2篇 |
1989年 | 5篇 |
1987年 | 1篇 |
1986年 | 1篇 |
1985年 | 2篇 |
1984年 | 3篇 |
1983年 | 1篇 |
1982年 | 1篇 |
1981年 | 1篇 |
1980年 | 2篇 |
1979年 | 1篇 |
1978年 | 3篇 |
1977年 | 1篇 |
1976年 | 5篇 |
1975年 | 2篇 |
排序方式: 共有1500条查询结果,搜索用时 31 毫秒
151.
Barbara Künzle Enikö Zala-Mezö Michaela Kolbe Johannes Wacker Gudela Grote 《European Journal of Work and Organizational Psychology》2013,22(5):505-531
In this study we aim to increase our understanding of leadership in anaesthesia teams by investigating the relationship between substitutes for leadership, leadership behaviour, and team performance in situations with varying levels of routine and standardization. The present study relied on video recordings of 12 anaesthesia teams in a simulated setting with the occurrence of a nonroutine event. Clinical team performance was measured by the speed of adequate team reaction to this event. The leadership behaviours observed were coded either as content oriented (e.g., information transmission) or structuring (e.g., assigning tasks). Results showed that leadership behaviour changed depending upon the level of routine of a situation, the degree of standardization, and, to some extent, on the experience of team members. Leadership tends to be positively related to team performance during nonroutine and low standardized situations but negatively related to team performance in routine and highly standardized situations. Furthermore, leadership is only slightly related to team member experience. This study improves our understanding of influences of substitutes for leadership on successful leadership behaviour in anaesthesia teams. The findings also lead to suggestions for both further research and the enhancement of team leadership in critical care. 相似文献
152.
Pia V. Ingold Martin Kleinmann Cornelius J. König Klaus G. Melchers 《European Journal of Work and Organizational Psychology》2013,22(3):420-432
The self-presentation tactics of candidates during job interviews and on personality inventories have been a focal topic in selection research. The current study investigated self-presentation across these two selection devices. Specifically, we examined whether candidates who use impression management (IM) tactics during an interview show more faking on a personality inventory and whether the relation to job performance is similar for both forms of self-presentation. Data were collected in a simulated selection process with an interview under applicant conditions and a personality inventory that was administered under applicant conditions and thereafter for research purposes. Because all participants were employed, we were also able to collect job performance ratings from their supervisors. Candidates who used IM in the interview also showed more faking in a personality inventory. Importantly, faking was positively related to supervisors’ job performance ratings, but IM was unrelated. Hence, this study gives rise to arguments for a more balanced view of self-presentation. 相似文献
153.
Onne Janssen Ellen Giebels 《European Journal of Work and Organizational Psychology》2013,22(5):574-587
We examined when and why focal employees' creativity-related conflict with coworkers is related to their individual job performance. As hypothesized, a survey among 113 employees in 14 manufacturing work groups showed that creativity-related conflict with coworkers escalates into dysfunctional relationship conflict when focal employees have low rather than high trust in those coworkers. In its turn, relationship conflict with coworkers was found to be negatively associated with focal employees' individual job performance when they lack support from their supervisor. Finally, the indirect effect of creativity-related conflict on job performance through relationship conflict was found to be significant when both the first stage moderator of coworker trust and the second stage moderator of supervisory support were low rather than high. 相似文献
154.
Onne Janssen Gerben S. van der Vegt 《European Journal of Work and Organizational Psychology》2013,22(4):524-552
As hypothesized, data from two field studies among employees and their supervisors showed that employees are more likely to positively bias their self-ratings relative to supervisor ratings when creative performance rather than inrole performance is being evaluated. In addition, employees' performance-approach goal orientation and perceived influence were found to enhance positivity bias in self-ratings of creative performance. Moreover, performance-approach goal orientation and perceived influence appeared to combine and interact in their effects, such that the impact of perceived influence on positivity bias in self-ratings was larger when performance-approach goal orientation was weaker rather than stronger. 相似文献
155.
Remus Ilies Timothy A Judge 《European Journal of Work and Organizational Psychology》2013,22(3):367-389
In this article, we proposed an experience-sampling method of measuring job satisfaction, assessed the contributions of average levels of mood at work and job beliefs to the prediction of job satisfaction, and examined the role of mood in mediating the relationship between affectivity and job satisfaction. The study involved a three-phase multisource longitudinal design that included experience-sampling surveys in the second phase of the study. Results suggested that average levels of experience-sampled job satisfaction indicate the general attitudinal construct of job satisfaction. As expected, pleasant mood at work and beliefs about the job made independent contributions to the prediction of job satisfaction (as measured with an overall evaluation and with an experience-sampling measure). In support of our mediation hypotheses, pleasant mood mediated the affectivity?–?job satisfaction relationship and the mediating effect was much stronger when job satisfaction was assessed with the experience-sampling method. 相似文献
156.
Marius van Dijke David de Cremer Arjan E. R. Bos Pierre Schefferlie 《European Journal of Work and Organizational Psychology》2013,22(1):8-28
An organizational field study (N = 257) investigated employees' acceptance of a new merit pay system as involving an assessment of whether merit pay can make their earnings more fair, compared to their earnings in the current, seniority-based pay system. We expected that improvement of unfair earnings, and consequently acceptance of merit pay, is considered likely when existing procedures that produce these earnings are unfair, because merit pay improves such procedures. We also expected improvement of unfair earnings, and increased merit pay acceptance, to be likely when employees anticipate fair performance evaluation in a new system, as indicated by fair interpersonal treatment by their supervisor. Results showed that procedural and interpersonal fairness in the existing pay system indeed moderated the relationship between fairness of current outcomes and merit pay acceptance as predicted. Implications for the introduction of merit pay in organizations and for our understanding of the different roles of procedural and interpersonal fairness in outcome evaluations are discussed. 相似文献
157.
Karen Z. H. Li Mervin Blair Virginia S. M. Chow 《Neuropsychology, development, and cognition. Section B, Aging, neuropsychology and cognition》2013,20(3):270-295
ABSTRACT Two experiments were conducted to examine possible sources of age-related decline in sequential performance: age differences in sequence representation, retrieval of sequence elements, and efficiency of inhibitory processes. Healthy young and older participants learned a sequence of eight animal drawings in fixed order, then monitored for these targets within trials of mis-ordered stimuli, responding only when targets were shown in the correct order. Responses were slower for odd numbered targets, suggesting that participants spontaneously organized the sequence in two-element chunks. Perseverations (responses to previously relevant targets) served as an index of inhibitory inefficiency. Efficiency of chunk retrieval and self-inhibition were lower for older than for younger adults. Increasing environmental support in Experiment 2 through overt articulation of current chunk elements showed a pattern of results similar to Experiment 1, with particular benefit for older adults. The findings suggest an underlying susceptibility to interference in old age. 相似文献
158.
《European Journal of Developmental Psychology》2013,10(4):461-475
Using a Vygotskian theoretical framework and a social interaction design, we observed 30 middle-class North American mother–child dyads engaged in a location memory activity. The central aim of this investigation was to assess maternal and preschool strategy use employed during a memory for location task, and to determine which strategies are associated with preschooler accuracy of memory for location of objects. Results suggest that mothers are more apt to utilize labelling, encouragement, and guidance as opposed to location-specific assistance to their child during the task, and children are more apt to link the memory information to their real-life experiences, request help for assistance, and utilize self-regulatory speech. Implications of the research, suggestions for future research, and expansions of theoretical perspectives on the role of social interaction on preschool location memory performance, and educational implications are discussed. 相似文献
159.
《The journal of positive psychology》2013,8(4):327-333
The relationship between mental flow and physiological coherence was investigated in three tasks. Coherence is a state defined by a particular pattern of low frequency heart rate variability (HRV), which has been related to optimal performance and positive mental states. Flow is a pleasurable performance-enhancing psychological state. In the first task, participants answered questionnaires. In the second, they played a coherence-inducing biofeedback game, and in a third, they played a flow-inducing videogame. HRV was used to measure coherence while flow was assessed using the Flow State Scales. The data revealed that coherence could be induced without flow and vice versa. More surprising, the correlations between flow and coherence were different in each of the tasks. We conclude that coherence and flow are discrete constructs despite their theoretical similarities. 相似文献
160.
《The journal of positive psychology》2013,8(3):377-392
AbstractThe current study extends the Broaden & Build theory to the collective (i.e. groups) level of analysis, focusing on the mediating role of group social resources (i.e. cohesion, coordination, teamwork, supportive team climate) between group positive affect (i.e. enthusiasm, optimism, satisfaction, comfort) and group performance (i.e. in-and extra-role performance, creative performance). To test our hypotheses, we conducted two studies using independent samples. Study 1 is a laboratory study with 449 participants nested in 112 small groups who performed an organizational simulation creative task. Study 2 is a field study that aggregated scores of 2159 employees nested in 417 groups. In both the lab and field studies, structural equation modeling results revealed that group social resources fully mediate the relationship between group positive emotions and performance. 相似文献