全文获取类型
收费全文 | 1229篇 |
免费 | 125篇 |
国内免费 | 156篇 |
出版年
2024年 | 2篇 |
2023年 | 33篇 |
2022年 | 49篇 |
2021年 | 49篇 |
2020年 | 89篇 |
2019年 | 92篇 |
2018年 | 78篇 |
2017年 | 89篇 |
2016年 | 91篇 |
2015年 | 55篇 |
2014年 | 65篇 |
2013年 | 221篇 |
2012年 | 49篇 |
2011年 | 49篇 |
2010年 | 35篇 |
2009年 | 44篇 |
2008年 | 44篇 |
2007年 | 49篇 |
2006年 | 43篇 |
2005年 | 46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1510条查询结果,搜索用时 15 毫秒
91.
What Goes Up Apparently Needn't Come Down: Asymmetric Predictions of Ascent and Descent in Rankings 下载免费PDF全文
In eight studies, we document an upward mobility bias, or a tendency to predict that a rise in rankings is more likely than a decline. This asymmetry was observed in predictions of classroom performance, NBA and NFL standings, business school rankings, and employee performance rankings. The bias was found for entities people care about and want to see improve their standing, as well as entities in which people are not invested. It appears to result from people's tendency to give considerable weight to a focal agent's intentions and motivation, but to give less weight to the intentions of competitors and other factors that would thwart the focal agent's improvement. We show that this bias is most pronounced for implicit incremental theorists, who believe that performance is malleable (and hence assign more weight to intentions and effort). We discuss implications of this asymmetry for decision making and for an understanding of the underdog bias. Copyright © 2015 John Wiley & Sons, Ltd. 相似文献
92.
Metacognition refers to the ability to discriminate between one’s own correct and incorrect decisions. The neurobiological underpinnings of metacognition have mainly been studied in perceptual decision-making. Here we investigated whether differences in brain structure predict individual variability in metacognitive sensitivity for visuomotor performance. Participants had to draw straight trajectories toward visual targets, which could unpredictably deviate around detection threshold, report such deviations when detected, and rate their confidence level for such reports. Structural brain MRI analyses revealed that larger gray-matter volume (GMV) in the left middle occipital gyrus, left medial parietal cortex, and right postcentral gyrus predicted higher deviation detection sensitivity. By contrast, larger GMV in the right prefrontal cortex but also right anterior insula and right fusiform gyrus predicted higher metacognitive sensitivity. These results extend past research by linking metacognitive sensitivity for visuomotor behavior to brain areas involved in action agency (insula), executive control (prefrontal cortex) and vision (fusiform). 相似文献
93.
Jan Schmutz Florian Hoffmann Ellen Heimberg Tanja Manser 《European Journal of Work and Organizational Psychology》2015,24(5):761-776
Coordination in health care action teams is an important factor in clinical performance and patient safety. Implementing a high-fidelity in situ simulation study, we investigated the performance-relevant effects of task distribution, provide information without request (PIWR) and closed-loop communication (CLC) in 68 medical emergency teams (METs) composed of fully qualified clinicians. We differentiated between two task types: algorithm-driven and knowledge-driven tasks. We assigned two different emergency tasks to each task type. We proposed not only a direct relationship between the three coordination behaviours and clinical performance, but also a moderating role for the type of task. Only CLC was related to performance and also moderated by task type. There was no relationship between the coordination behaviours task distribution and PIWR and performance. We discuss the differential effects of the three coordination behaviours on performance and emphasize the importance of the task in team research. In particular, we highlight theoretical and practical implications. 相似文献
94.
Gerhard Blickle James A. Meurs Andreas Wihler Christian Ewen Roxanne Merkl Tamara Missfeld 《Journal of Vocational Behavior》2015
The personality factor of extraversion has been associated with performance in some occupations (e.g., sales), and it has been one of the most consistent personality predictors of leadership. Recent research indicates that extraversion could have a non-linear relation with performance. At the same time, many researchers have contended that scholars should utilize measures of personality narrower than factors and that the bandwidth and relevance of personality should fit both the criterion and the context of a study. We argue and find that by examining an aspect of extraversion (i.e., social potency) in a particular vocational context (i.e., enterprising job demands), non-linear, asymptotic (diminishing marginal benefits) effects will be demonstrated on a relevant type of performance (i.e., enterprising job performance). We review implications, limitations, and avenues for future research. 相似文献
95.
Denise Frauendorfer Marianne Schmid Mast Dairazalia Sanchez‐Cortes Daniel Gatica‐Perez 《International journal of psychology》2015,50(5):392-396
In newly formed groups, informal hierarchies emerge automatically and readily. In this study, we argue that emergent group hierarchies enhance group performance (Hypothesis 1) and we assume that the more the power hierarchy within a group corresponds to the task‐competence differences of the individual group members, the better the group performs (Hypothesis 2). Twelve three‐person groups and 28 four‐person groups were investigated while solving the Winter Survival Task. Results show that emerging power hierarchies positively impact group performance but the alignment between task‐competence and power hierarchy did not affect group performance. Thus, emergent power hierarchies are beneficial for group performance and although they were on average created around individual group members' competence, this correspondence was not a prerequisite for better group performance. 相似文献
96.
Goal-setting effects on selected performance behaviors of 5 collegiate rugby players were assessed over an entire competitive season using self-generated targets and goal-attainment scaling. Results suggest that goal setting was effective for enhancing task-specific on-field behavior in rugby union. 相似文献
97.
Autonomy and Nondefensiveness 总被引:1,自引:0,他引:1
Three experimental studies tested whether a priming procedure intended to activate an autonomy orientation would lead to nondefensiveness
and enhanced performance, whether activated control orientation would lead to higher defense and impaired performance, and
whether activated impersonal orientation would lead to the greatest defense and worst performance. Study 1 showed that autonomy-primed
participants report lower desire for escape compared to control-primed, and that impersonally-primed showed most desire to
escape. In Study 2, autonomy-primed participants showed the least self-serving bias, control-primed were in the middle, and
impersonally-primed participants showed the most. In Study 3, rowers autonomy-primed showed the least self-handicapping and
best performance, control-primed showed moderate levels, and impersonally-primed showed the most self-handicapping and worst
performance. Results are discussed in terms of motivation orientation, defensiveness, and performance.
相似文献
Holley S. HodginsEmail: |
98.
Effects of guided notes versus completed notes during lectures on college students' quiz performance
We compared the effects of guided lecture notes versus completed lecture notes on pre- to postlecture improvements in quiz performance across two sections of a college course. The results of a counterbalanced multielement design did not reveal consistent differences between the two note formats on students' mean quiz scores. However, fewer errors occurred on complex (analysis-level) quiz questions in the guided notes condition than in the completed notes condition. 相似文献
99.
"Chasing ones losses" is a key symptom among pathological gamblers (PGs). This study focuses on quantitative differences in episodic chasing (i.e., sequences of disadvantageous decisions within a single gambling session) between PGs and non-pathological gamblers (NPGs). We compared 61 PGs and 39 NPGs on the Iowa Gambling Task (IGT) and the Zuckerman Sensation Seeking Scale (SSS). The PGs showed significantly more chasing and had significantly poorer decision-making strategies than NPGs, particularly among males (F = 4.52, p < 0.05). Random players were significantly less sensation seeking than advantageous and disadvantageous (i.e., chasing) players, but there was no interaction with group or gender. The results suggest that quantifiable within-session gambling behavior holds important implications for detecting underlying vulnerabilities to gambling pathology. 相似文献
100.
Alexandra Neininger Nale Lehmann-Willenbrock Simone Kauffeld Angela Henschel 《Journal of Vocational Behavior》2010,76(3):567-579
Retention management, i.e., keeping qualified employees, is a top priority for contemporary organizations. Commitment, and especially team commitment, can be the key to mastering this challenge. There is a lack of longitudinal research concerning the development and the direction of the effects of team commitment over time. In a longitudinal field-study design with three points of measurement, a total of 360 employees in 52 semi-autonomous industrial teams were surveyed over a period of three years. On the one hand, organizational commitment showed stronger effects on organization-related criteria (job satisfaction and intention to leave). These effects were consistent over the three points of measurement. Team commitment, on the other hand, affected team-related criteria (team performance and altruism). Longitudinal analyses confirmed the effects of organizational commitment on job satisfaction and intention to leave, and of team commitment on team performance and altruism. Moreover, these effects increased over time. Theoretical and practical implications of these findings are discussed. 相似文献