全文获取类型
收费全文 | 140篇 |
免费 | 21篇 |
国内免费 | 33篇 |
专业分类
194篇 |
出版年
2023年 | 5篇 |
2022年 | 8篇 |
2021年 | 3篇 |
2020年 | 9篇 |
2019年 | 15篇 |
2018年 | 14篇 |
2017年 | 10篇 |
2016年 | 13篇 |
2015年 | 12篇 |
2014年 | 9篇 |
2013年 | 25篇 |
2012年 | 6篇 |
2011年 | 2篇 |
2010年 | 4篇 |
2009年 | 2篇 |
2008年 | 2篇 |
2007年 | 5篇 |
2006年 | 12篇 |
2005年 | 2篇 |
2004年 | 10篇 |
2003年 | 1篇 |
2002年 | 8篇 |
2001年 | 5篇 |
2000年 | 3篇 |
1999年 | 1篇 |
1998年 | 2篇 |
1997年 | 2篇 |
1996年 | 1篇 |
1994年 | 2篇 |
1993年 | 1篇 |
排序方式: 共有194条查询结果,搜索用时 0 毫秒
51.
Maja Tadić Vujčić Wido G. M. Oerlemans Arnold B. Bakker 《European Journal of Work and Organizational Psychology》2017,26(1):81-93
The main aim of this study was to investigate whether autonomous motivation for work can explain the distinctive associations between hindrance and challenge demands and work-related well-being (i.e., positive affect and work engagement) on a within-person level. Autonomous work motivation represents the degree to which motivation for putting effort in work is intrinsic (i.e., with a sense of volition and personal choice) or has been internalized (i.e., without feelings of internal or external pressure). In order to test our hypotheses, we employed a diary methodology and followed 153 secondary school teachers throughout five consecutive working days. The results of multilevel modelling provided support for the hypothesized research model. On days when teachers experienced more challenges, they also experienced more positive affect and more engagement in their work on the same day, and this relationship could be explained by (higher) autonomous work motivation on that day. In contrast, on days when teachers experienced more hindrance demands, they experienced less positive affect and less work engagement, and this process was explained by (reduced) autonomous work motivation that day. Our findings add to the literature by showing that daily autonomous motivation as a motivational process can explain why daily challenge and hindrance demands are differentially related to positive well-being at work. 相似文献
52.
53.
采用问卷调查法, 以50名直属主管和298名员工的配对数据为样本, 考察了员工宽恕的前因与后果。跨层次分析结果表明:(1)宽恕氛围对员工宽恕有显著的正向影响; 中庸思维对宽恕氛围与员工宽恕的关系具有正向调节作用, 员工的中庸思维越高, 宽恕氛围对其宽恕的积极影响越大。(2)真诚和谐对员工宽恕与其人际公民行为的关系具有调节作用, 对于高真诚和谐的员工, 其宽恕对人际公民行为有显著的正向影响; 而对于低真诚和谐的员工, 其宽恕对人际公民行为并无显著影响。(3)表面和谐对员工宽恕与其人际公民行为的关系具有调节作用, 对于高表面和谐的员工, 其宽恕对人际公民行为无显著影响; 而对于低表面和谐的员工, 其宽恕对人际公民行为有显著的正向影响。 相似文献
54.
《创造性行为杂志》2017,51(2):128-139
Organizational innovation climates have been found to be effective predictors of employee creativity and organizational innovation. As such, climate assessments provide a basis for useful organizational interventions in enhancing creativity and innovation. Researchers now call for better articulation of the motivational mechanisms that link social context to employee innovation. In responding to the above call, this study found that employee positive psychological capital (PsyCap) is more influential than organizational innovation climate on employee innovative behavior. With a large sample (N = 781) from 16 organizations and a cross‐level analysis, we examined the relationship between organizational innovation climate and employee innovative behavior with employee PsyCap as mediator. The results showed that both organizational innovation climate and employee PsyCap significantly affect employee innovative behavior, and more importantly, employee PsyCap fully mediates this relationship. The innovation journey is a challenging and risky one with many frustrations and discouraging moments from idea generation to idea implementation. The research results presented here imply that to be innovatively effective, organizations are advised to manage both social (organizational innovation climate) and psychological (PsyCap) resources of employees in enhancing employee innovative behavior. Other theoretic and practical implications are discussed. 相似文献
55.
56.
Michael B. Hargis Boris B. Baltes Yitzhak Fried Ari Levi 《Journal of business and psychology》2006,20(4):587-598
Prior research has demonstrated that race, at least to some extent, is related to employment decisions such as selection and performance appraisals. However, little prior research has addressed the impact of race on employment termination. The current study investigates whether race is related to employment termination and highlights the importance of education, an important component of human capital, in understanding racial differences in termination. Results based on 548 employees from a large hotel chain indicate that race is related to termination; however, race is not predictive of termination when education is included in the regression analysis as a predictor. These findings support the notion that a societal level variable (i.e., education) is an important factor in reducing racial inequality in employment practices. 相似文献
57.
Sabrina Müller 《International review of missions》2019,108(2):241-256
The term “fresh expressions of church” has been used since 2004 in the Church of England to refer to small contextual churches that start alongside but aim to be different to parish churches. What is characteristic of a fresh expression of church is not its newness, but its ability to pass on and contextualize inherited theology, ecclesiology, tradition, and spiritual experience. The ecclesiology of fresh expressions of church can be summarized as a dialogical‐relational ecclesiology that is focused on a theological centre. There may be around 2,100 of them in the Church of England, both urban and rural. During the past 15 years, the self‐understanding of the Church of England, a traditional state church with its parish structure, has changed. The mother church of the Anglican World Communion claims since 2008 to be a mixed‐economy church: one that supports and recognizes innovative ecclesial spaces (fresh expressions of church) as church, as well as parish churches. It is the goal to have an innovative diversity of churches in a pluralistic society. At the same time, these churches should be recognizable and contextual. It is the concept of the mixed economy that manages a fair cooperation between parochial and fresh expressions of church. In the meantime, the concept of mixed economy is received not only in the UK, but in different national and free churches in continental Europe, the US, South Africa, Canada, and Australia. Lately, the concept has been taken up by the Community of Protestant Churches in Europe (CPCE). 相似文献
58.
Orlando C. Richard Derek R. Avery Aleksandra Luksyte O. Dorian Boncoeur Christiane Spitzmueller 《Personnel Psychology》2019,72(3):421-444
Despite the mounting research demonstrating that employee seniority positively relates to creative job performance, we predict that a synergy diversity climate eliminates the employee seniority–creative job performance relationship by unleashing the creative potential of organizational newcomers. Drawing upon the integration-and-learning perspective for managing diversity, Study 1 finds that a synergy diversity climate moderates the relationship between employee seniority and supervisor-rated creative job performance lending support to our hypothesis. Study 2 provides an extension by showing how creative process engagement mediates this moderating effect on self-rated creative performance. Finally, Study 3 replicates and extends Study 2 by demonstrating the mediating role of creative process engagement but utilizing supervisor-rated creative job performance, while again showing synergy diversity climate to be an important boundary condition. In sum, we find that synergy diversity climate, as opposed to fairness and discrimination diversity climate, interacts with employee seniority by facilitating greater creative process engagement for newcomers subsequently impacting creative job performance. We discuss theoretical and practical implications for how the individual-level creative job performance effects may represent a microfoundation to creative team dynamics that confer a sustainable competitive advantage. 相似文献
59.
Raj Agnihotri Zhiyong Yang Elten Briggs 《Journal of Personal Selling & Sales Management》2019,39(2):138-158
This research aims to fill a critical gap in the sales literature by proposing a relationship-based model of customer willingness to pay more, involving salesperson time perspectives (i.e., long-term perspective and short-term perspective), intraorganizational employee navigation, and customer satisfaction with the salesperson. We also examine the moderating role of firm innovation climate. Multisource survey data were collected from 204 salespeople in a business-to-business sales context along with external ratings from customers of these salespeople three months later. The findings indicate that both long- and short-term perspectives have positive effects on intraorganizational employee navigation and customer satisfaction, which, in turn, positively affect customer willingness to pay more. In addition, short-term perspective has a stronger impact than long-term perspective on intraorganizational employee navigation. Further, the effect of long-term perspective on customer satisfaction is strengthened by the innovation climate of the firm, whereas the effect of short-term perspective on customer satisfaction is weakened by it. 相似文献
60.
Research on employee referrals demonstrates positive outcomes for the recruited individual and the organization. However, little research addressed employees who make employment referrals, also known as employee recommenders. To address this gap in knowledge, we developed a conceptual model and present the theoretical basis for addressing the motivation of, and organizational outcomes associated with, employees who make employment recommendations. The model is based on the theories of word-of-mouth communication, cognitive dissonance, self-perception, and attitude change through self-persuasion. Partial support for the model was found in an experimental design simulating an employee referral situation. Results showed an increase in normative commitment of recommenders. 相似文献