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1.
Christopher D. Nye Kevin A. Hoff 《International Journal of Selection & Assessment》2023,31(4):494-499
The paper by Wille and De Fruyt suggests that vocational interests should be used throughout the human resources cycle and provides a useful model that can facilitate the application of interests throughout this process. This commentary builds on their review to discuss the unique benefits and challenges of implementing vocational interests in the employee selection process. Using research from the employee selection literature, we also discuss potential solutions for many of the issues raised by Wille and De Fruyt. Therefore, our commentary is meant to supplement the focal article and answer specific questions about why and how vocational interests can be used in this high-stakes setting. 相似文献
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Hugo?WesterlundEmail author Anna?Bergstr?m T?res?Theorell 《Integrative psychological & behavioral science》2004,39(1):3-15
Thirty-two female participants in a mobilising labour market programme offering temporary, alternative employment in Sweden
were followed longitudinally for one year, including a six month post participation follow-up period. It can be hypothesised
that an important aspect of the physiological effects of unemployment is a change in the balance between anabolic and catabolic
activities in the body and that re-employment should lead to a shift towards anabolism. An earlier study of a smaller subset
of the data, however, including both men and women, showed increased prolactin and decreased dehydroepiadrosterone sulphate
(DHEA-s) levels, contrary to the initial hypothesis. In the present analysis, intended to elucidate these results, psychophysiological
data were summarised in two indices, one connected with anabolism (made up of testosterone and DHEA-s) and one with catabolism
(prolactin, γ-glutamyl transferase, aspartate amino transferase, α levuline amino transferase, and body mass index). In addition,
self-rated anxiety, depression, hopelessness and personal control were analysed. The results indicate that the effect of ‘better’
activities within the programme was a temporary increase in anabolism, possibly indicating lower stress levels, and the effect
of ‘worse’ activities, on the one hand, a temporary decrease in the catabolic index, probably reflecting repressed alcohol
consumption, and, on the other hand, impaired anabolism. There was also a general but transient decrease in depressiveness
measured by the Hospital Anxiety and Depression Scale. The results seem to imply that it is difficult to achieve lasting effects
through a relatively short participation in a mobilising programme. 相似文献
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In this editorial contribution, two issues relevant to the question, what should be at the top of the research agenda for ethics and technology, are identified and discussed. Firstly: can, and do, engineers make a difference to the degree to which technology leads to morally desirable outcomes? What role does professional autonomy play here, and what are its limits? And secondly, what should be the scope of engineers' responsibility; that is to say, on which issues are they, as engineers, morally obliged to reflect? The research agendas proposed by the authors contributing to this special section, implicitly, give different answers to these questions. We suggest that an explicit discussion of these issues would greatly help in constructing a common research agenda. 相似文献
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《The Journal of social psychology》2012,152(4):537-549
Abstract The authors extended a previous examination of the effects of nonverbal behavior on perceptions of a male employee's power bases (H. Aguinis, M. M. Simonsen, & C. A. Pierce, 1998) by examining the effects of nonverbal behavior on perceptions of a female employee's power bases. U.S. undergraduates read vignettes describing a female employee engaging in 3 types of nonverbal behavior (i.e., eye contact, facial expression, body posture) and rated their perceptions of the woman's power bases (i.e., reward, coercive, legitimate, referent, expert, credibility). As predicted, (a) direct eye contact increased perceptions of coercive power, and (b) a relaxed facial expression decreased perceptions of all 6 power bases. Also as predicted, the present results differed markedly from those of Aguinis et al. (1998) regarding a male employee. The authors discuss implications for theory, future research, and the advancement of female employees. 相似文献
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Research has shown that safety climate predicts safety behavior and safety outcomes in a variety of settings. Prior studies have focused on traditional work environments in which employees and supervisors work in the same location and the mechanisms through which safety climate affects behavior are largely understood. However, the nascent research examining safety climate among lone workers suggests that safety climate may have some uniqueness in this context. Based on leadership theories and utilizing an exploratory approach, this study increases our understanding of the lone worker context by examining employee perception of safety climate and supervisory interpretation of safety climate; how similar or different they are, and how they are related to important safety outcomes. Surveys were administered to a matched sample of 1831 truck drivers and their 219 supervisors at four different trucking companies. Objective data on employee injuries were collected six months after survey administration. The results provided support for the measurement equivalence of the Trucking Safety Climate Scale at the organization level for both employee and supervisor respondents. For both organization- and group-level safety climate, employee perceptions of safety climate and supervisory interpretation of safety climate were significantly different, such that supervisors provided higher ratings for both safety climate sub-scales. Further, only employee safety climate perceptions significantly predicted self-reported safety behavior (directly) and objective injury outcomes (indirectly). This suggests that when trying to gauge and improve upon a trucking company’s safety climate, we should rely on employee perspectives, rather than supervisory interpretation, of safety climate. 相似文献
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