全文获取类型
收费全文 | 666篇 |
免费 | 97篇 |
国内免费 | 84篇 |
出版年
2024年 | 1篇 |
2023年 | 15篇 |
2022年 | 10篇 |
2021年 | 24篇 |
2020年 | 38篇 |
2019年 | 39篇 |
2018年 | 36篇 |
2017年 | 36篇 |
2016年 | 49篇 |
2015年 | 41篇 |
2014年 | 35篇 |
2013年 | 120篇 |
2012年 | 44篇 |
2011年 | 47篇 |
2010年 | 22篇 |
2009年 | 35篇 |
2008年 | 48篇 |
2007年 | 32篇 |
2006年 | 29篇 |
2005年 | 32篇 |
2004年 | 21篇 |
2003年 | 33篇 |
2002年 | 12篇 |
2001年 | 10篇 |
2000年 | 9篇 |
1999年 | 2篇 |
1998年 | 4篇 |
1997年 | 6篇 |
1996年 | 1篇 |
1995年 | 3篇 |
1994年 | 1篇 |
1993年 | 3篇 |
1991年 | 1篇 |
1990年 | 1篇 |
1989年 | 1篇 |
1985年 | 1篇 |
1984年 | 1篇 |
1982年 | 1篇 |
1980年 | 1篇 |
1977年 | 2篇 |
排序方式: 共有847条查询结果,搜索用时 234 毫秒
71.
Anita Williams Woolley Julia B. Bear Jin Wook Chang Arwen Hunter DeCostanza 《Organizational behavior and human decision processes》2013
We tested the effects of team strategic orientation on team member perceptions, work strategy and information search. In Experiment 1, 80 teams worked on a hidden profile decision-making task. A defensive team strategic orientation increased members’ perceptions of the problem’s scope, leading to a more process-focused work strategy and broader information search compared to an offensive team strategic orientation. When teams needed critical information from the environment, defensive teams outperformed offensive teams; offensive teams performed better when critical information resided within the team. In Experiment 2, these findings were replicated with 92 teams performing a different decision task. When making a second decision, half of the teams were led to change their strategic orientation; teams shifting from offense to defense altered their information search behavior more readily than did teams shifting in the opposite direction, suggesting an asymmetric adaptation effect. 相似文献
72.
Ecological behaviour is often conceptualized as an instance of cooperating in a social dilemma situation. Thus, it has been argued to relate to dispositional tendencies of moral virtue and pro‐social orientation. To embed such notions in models of basic personality, we herein predicted that the recently proposed sixth basic personality factor, Honesty–Humility — which specifically pertains to individual differences in cooperativeness — is linked to environmental attitudes and ecological behaviour. Results from two studies (N = 137 and N = 531, respectively) supported these hypotheses and showed that Honesty–Humility explains incremental variance beyond the remaining, more classical five factors of personality. In addition, mediation analyses revealed that Honesty–Humility exerts part of its influence via individual differences in pro‐social value orientations. Individual tendencies to cooperate in social dilemma situations could thus be shown to form a bridge between basic personality dimensions and ecological behaviour. Copyright © 2012 John Wiley & Sons, Ltd. 相似文献
73.
74.
Individual, situational, and socio-demographic variables from the employee development literature were combined with theory and research on career success in a ten-year study of 289 workers from across many jobs and industries in the workforce. Support for employee development by one's employer ten years prior and a trend of increasing/accumulating support contributed to career success, providing the first long-term confirmation of the value to careers from support for development by employers. Proactive personality had unique effects on success not accounted for by a broad array of other variables, strengthening conclusions from prior research about the predictive value of proactive personality which were based on data not controlling for these variables. Finally, achievement goal orientation influenced success in a unique way via “profile effects:” Goal orientation dimensions interacted to predict success, suggesting simple linear effects (e.g. being more learning-oriented) may be inadequate in explaining career success. Implications for future research and practice are discussed. 相似文献
75.
Roy B. L. Sijbom Onne Janssen Nico W. Van Yperen 《European Journal of Work and Organizational Psychology》2013,22(3):462-478
We identified leaders’ achievement goals and composition of creative input as important factors that can clarify when and why leaders are receptive to, and supportive of, subordinates’ creative input. As hypothesized, in two experimental studies, we found that relative to mastery goal leaders, performance goal leaders were less receptive to subordinates’ voiced creative input. In Study 1, we further showed that image threat appraisal and learning opportunity appraisal mediated this effect. In Study 2, we demonstrated that when merely creative ideas were expressed by the subordinate, performance goal leaders responded like mastery goal leaders. However, as in Study 1, performance goal leaders were less receptive to, and less supportive of, subordinates’ creative input than mastery goal leaders when the composition of subordinates’ creative input included both problem identifications and creative ideas. 相似文献
76.
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
77.
Lisa M. Alvy 《Body image》2013,10(4):524-534
Body dissatisfaction is prevalent among women but may be less common among lesbian women. Although research trends toward this conclusion when samples are well-matched and body mass index (BMI) is controlled for, many studies do not exhibit these characteristics. Furthermore, few studies have examined sociocultural contributors to group differences. I addressed limitations of past research with a large community sample of lesbian (n = 479) and heterosexual (n = 400) women. I contrasted the two sexual identity groups on several body dissatisfaction measures, and tested theoretically derived relationships between lesbian-specific cultural factors and body dissatisfaction. As predicted, lesbian women reported lower body dissatisfaction than did heterosexual women on three of four measures, and expressed a larger ideal body size. A structural equation model of lesbian-specific risk and protective factors for body dissatisfaction did not reveal significant relationships. This study represents a first attempt to model culturally specific influences on lesbian body image. 相似文献
78.
《European Journal of Developmental Psychology》2013,10(4):493-499
Previous research has demonstrated that the representation of goals primarily in terms of means (process focus) compared to outcomes of goal pursuit (outcome focus) increases across the lifespan. Nothing is known, however, about the processes underlying this age-related difference. The current study investigates age-related differences in growth and maintenance orientation as one of the factors contributing to age-related differences in goal focus. A self-report study (N = 123, 18 to 82 years, M = 48.59) presents first evidence that process focus is predicted by maintenance goal orientation, whereas outcome focus is predicted by growth goal orientation. Moreover, maintenance goal orientation mediates the positive association of age and process focus. Results are discussed taking a functional perspective of the role of goal orientation in age-related differences in goal focus. 相似文献
79.
80.
大学生价值取向的特点及其与家庭因素的相关研究 总被引:2,自引:0,他引:2
采用问卷法对大学生的价值取向及其与家庭因素的关系进行了研究。发现当代大学生的价值取向呈现出注重平等、公正,男生比女生更看重个人发展的特点;相对来说,不重视个人需要的表达,而对权威的服从表现了相当的重视;大学生价值取向的特点状况与家庭因素,尤其与父母的养育风格、个体认同的影响源密切相关。 相似文献