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271.
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One adult female chimpanzee (Pan troglodytes) was trained to respond serially to three arabic numerals between 1 and 9, presented on a cathode-ray-tube (CRT) screen.
To examine the factors affecting her sequential responding behavior, wild-card items were added to the three-item sequences.
When this wild-card item remained until the subject responded to the last numeral (i.e., the terminator condition), her response
to the terminator at each point of the sequence was controlled by the ordinal distance between numerals. Thus, the number
of responses to the terminator increased as the ordinal distance between numerals increased. When the wild-card item was eliminated
by the subject’s response (wild-card conditions), the probability of responses to the wild card before the first numeral increased
as a function of the serial position of the first numeral. These results were consistent with previous studies of response
time and suggest both serial position and symbolic distance effects. It is suggested that the subject might form the integrated
9-item linear representations by training of possible subsets of three-item sequences. Knowledge concerning the ordinal position
of each numeral was established through this training.
Received: 27 October 1999 / Accepted: 22 November 1999 相似文献
274.
采用问卷法对湖北省674名大学生进行调查,探讨了相对剥夺感影响社交焦虑的路径,考察了核心自我评价的中介作用和自我关注的调节作用。结果发现:(1)相对剥夺感可以正向预测大学生社交焦虑;(2)核心自我评价在大学生相对剥夺感与社交焦虑之间起中介作用;(3)自我关注调节了核心自我评价中介效应的后半段路径,即随着自我关注程度提高,核心自我评价对社交焦虑的预测作用增强。 相似文献
275.
Jorge Almeida 《Journal of experimental social psychology》2007,43(5):842-849
The directed-forgetting paradigm was used in order to dissociate episodic from semantic processes in an impression formation task. Results demonstrate that incongruent behaviors are more prone to manipulations that disrupt episodic memory, whereas congruent behaviors are unaffected by such manipulations. The results suggest that the distinction between episodic and semantic memory processes is central for the understanding of social information processing. An explanation is put forward according to which the incongruency effect, a signature effect of impression formation, is due to an episodic encoding advantage for incongruent behaviors because of their semantically isolated nature, and their impoverished semantic encoding. 相似文献
276.
采用自尊量表、简明核心图式量表、同伴依恋量表和中国大学生适应量表调查华中三省5所大学大一至大三年级共459名大学生,运用偏差校正的百分位Bootstrap方法探索大学生积极核心图式和同伴依恋在自尊和社会适应之间的链式中介作用。结果发现:(1)大学生自尊、积极核心图式、同伴依恋与社会适应两两之间均呈显著正相关;(2)大学生自尊对社会适应的直接效应和间接效应均显著。间接效应包括了三条路径:通过积极核心图式的中介作用、通过同伴依恋的中介作用以及通过积极核心图式-同伴依恋的链式中介作用。这一结论有助于理解自尊对社会适应的作用机制,为未来大学生社会适应能力的提升提供建议。 相似文献
277.
278.
AbstractWe aimed to investigate the effect of external load on the joint position sense (JPS) accuracy and its relation to the target jump height. The present study also aimed to explore the relationship between force sense (FS) and maximum voluntary isometric contraction (MVIC). Participants’ MVIC levels were determined during the 45-degree knee extension task. Then, participants were asked to execute a knee JPS task with external load (EL-JPS) and with no-load (EL-JPS). To assess jumping accuracy participants were instructed to jump with their 50% of maximum jump height. Results indicated that EL-JPS error values were lower than NL-JPS. EL-JPS was correlated to jumping errors. However, the relationship between NL-JPS and jumping errors was not significant. A significant correlation was found between MVIC and FS errors. 相似文献
279.
Sonia Laberon Marilou Bruchon-Schweitzer 《Psychologie du Travail et des Organisations》2009,15(2):111-136
Referring to the work of Bruchon-Schweitzer & Ferrieux (1991) and Balicco (1999), the present study describes the recruitment practices of different types of organizations (N=327, 134 consulting companies and 193 temporary placement firms). We hypothesised that job position and recruiter characteristics (sex, age, level and type of education, status, and recruitment experience) would influence the use of selection techniques. Results revealed that choice of selection techniques is not based on a scientific evaluation of applicants. Job position seems to strongly determine use of personality assessment techniques. Further, recruiter characteristics only seem to determine choice of less valid techniques. In the discussion, a theoretical model of choices made by recruiters and some courses of action are proposed. 相似文献
280.