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991.
J. Cohen F. Schiffler O. Rohmer E. Louvet P. Mollaret 《Journal of applied social psychology》2019,49(1):50-59
In Western societies, statistics on the integration of people with disabilities into the labor market consistently indicate that this category of workers faces serious discrimination. Research has evidenced negative perceptions about their occupational skills, despite positive beliefs about their personal qualities. The main purpose of this study was to show how these subjective beliefs about disability can shape performance (speed and accuracy, Studies 1, 3, and 4) and self‐reported motivation (Studies 2, 3, and 4) of able‐bodied persons simulating a disability. Participants were 281 French students without disabilities who carried out a task either with or without a simulated disability. This simulated disability constituted an actual handicap to perform the task (Studies 1 and 2) or not (Studies 3 and 4). The first three studies were focused on cognitive abilities, whereas Study 4 introduced a job interview component. Results consistently showed that participants in the simulated disability situation completed the task more accurately than controls, but took more time to do so. Higher degrees of motivation and perseverance are found for participants in the simulated disability situation, except in a job interview setting. These results are important for understanding how subjective beliefs about persons with disabilities can constitute objective barriers to social participation, and more specifically, to access to the labor market. 相似文献
992.
Despite the vast amount of research on creativity and organizational citizenship behavior (OCB), little knowledge has been accumulated with respect to underlying mechanisms and boundary conditions affecting team creative performance and change OCB. To fill this research gap, this study aims at proposing and testing a moderated mediation model that delineates the relationships among positive group affective tone (PGAT), team reflexivity, team leader transformational leadership, team creative performance, and team change OCB. As hypothesized, PGAT was positively associated with team reflexivity, which in turn significantly predicted team creative performance and change OCB. In addition, the relationship between PGAT and team reflexivity and the indirect effects of PGAT on team creative performance and change OCB through team reflexivity were more pronounced when team leader transformational leadership was high than when it was low. These findings were validated in a post hoc analysis that compared the proposed moderated mediation model with alternative models. 相似文献
993.
Oshrit Kaspi‐Baruch 《创造性行为杂志》2019,53(3):325-338
This study examined the association between the big five personality dimensions and creativity through the moderation of motivational goal orientation. One hundred and ninety students engaged in full‐time employment completed questionnaires, which were used to assess the variables of interest. Regression moderation analyses supported some of the expected hypotheses. The associations between the big five dimensions and creativity were moderated by learning motivational goal orientation. Individuals high in extroversion, emotional stability, and low in conscientiousness, are most creative when they are oriented toward learning. In addition, openness fully predicted creativity, without the moderation of goal orientation. The results are discussed in terms of the interactional nature of personality and goal orientation theory. 相似文献
994.
We present a self-regulation account of the job performance–job satisfaction relationship according to which job performance leads to job satisfaction, if it involves optimal expectancies for successful performance. Using response surface methodology (n = 747 employees), we found that employees who held overly negative (self-effacement) or overly positive self-perceptions of performance (self-enhancement) gained less satisfaction from their jobs. As hypothesized by self-discrepancy theory, self-effacement promoted fear-related negative emotions, whereas self-enhancement was linked to disappointment. Self-enhancers also reported lower trust and reduced satisfaction with interpersonal relationships, which may partly explain why self-enhancement had particularly detrimental effects. Furthermore, among employees high in performance-goal orientation, attaining high normative performance, as indicated by above-average supervisor evaluations, rather than optimal expectancies for success, explained job satisfaction. Our findings support the conclusion that need satisfaction and the ensuing self-regulatory processes determine the shape and the size of the performance–satisfaction relationship. 相似文献
995.
Based on positive organizational behavior, this study aimed to explore the impact of psychological capital (PsyCap) on task performance, organizational citizenship behaviors, affective commitment, and job satisfaction among army aircraft mechanics. Data was obtained from 260 aircraft mechanics working in various Turkish Army aviation units. The hypotheses were tested using a series of hierarchical regressions. The results indicated that those with higher PsyCap are more likely to depict task performance, engage in highly extra-role behaviors, be more committed to their organizations, and be highly satisfied with their jobs that are advantageous to army aviation settings. The authors concluded that promoting the levels of PsyCap could be effective in elevating aircraft mechanics’ work attitudes and behaviors. Military aviation units are encouraged to establish human resource development programs to foster the PsyCap of their soldiers, which in turn, enhances crucial work attitudes. 相似文献
996.
Laura Rebecca Herbrich Viola Kappel Sibylle Maria Winter Betteke Maria van Noort 《Child neuropsychology》2019,25(6):816-835
There is limited research concerning the relationship between neuropsychological assessment and self-report of executive functioning in adolescent anorexia nervosa (AN); available studies demonstrate only low to moderate correlations. Therefore, this study examines the association between neuropsychological test performance and self-report in AN. Forty adolescent inpatients with AN completed an extensive neuropsychological assessment, including set-shifting, central coherence, and questionnaires assessing executive functioning in daily life (BRIEF-SR). Their parents filled out an analog version (BRIEF-PF). Statistical analyses revealed low to medium positive and negative correlations between neuropsychological measures and BRIEF subscales. Similarly, self- and parental ratings were only slightly positively correlated, with patients scoring significantly higher than their parents on two subscales. The results support previous findings of modest correlations between self-report and performance-based testing and emphasize the importance of a multiple format assessment of executive functioning in adolescent AN. 相似文献
997.
Yi Li Mengru Wu Nana Li Man Zhang 《International Journal of Selection & Assessment》2019,27(4):381-391
Drawing upon self‐representation theory and using a relationship perspective, we constructed a dual‐path‐moderated mediation model to examine the relationship between employees’ perceived overqualification and task performance. We tested this model with data from a sample of 242 subordinate‐supervisor dyads in Shanghai, China. The results suggested that perceived overqualification had a negative indirect effect on task performance through perceived insider status (PIS), and popularity moderated the negative association between perceived overqualification and PIS. In addition, the relationship between perceived overqualification and task performance via organization‐based self‐esteem was positive when supervisor‐subordinate guanxi was high but negative when it was low. The implications, limitations, and future research directions of these findings are discussed. 相似文献
998.
Yimo Shen John M. Schaubroeck 《European Journal of Work and Organizational Psychology》2019,28(4):498-509
We developed and tested a moderated mediation model of the relationship between authoritarian leadership and desirable employee performance (i.e., job performance and organization-directed citizenship behaviour, OCBO). Analyses of multilevel, multisource and data from 53 supervisors and 215 subordinates showed that relational identification mediated the time-lagged relationship between authoritarian leadership and job performance and OCBO. Authoritarian leadership has a weaker negative relationship with relational identification when group traditionality is relatively high, and this moderated relationship produces a stronger indirect relationship between authoritarian leadership and job performance and OCBO. These findings extend our understanding of the relationship between authoritarian leadership and employee performance outcomes and suggest ways organizations may seek to mitigate the extent to which authoritarian leadership hampers employees’ contributions. 相似文献
999.
This study investigated possible cognitive functioning profile differences between professional and semi-professional rugby players. Seventy-nine male rugby union players (professional = 55, semi-professional = 24; age range = 19–37 years) participated in the study. The players completed a battery of neuropsychological functioning tests covering the following domains: memory tasks, attention and behavioural tasks, sensory-motor tasks, executive functioning tasks, verbal tasks, and emotion identification tasks. Results following Fisher’s exact test comparisons revealed no significant group differences in the cognitive functioning profiles. 相似文献
1000.
Cynthia Atamba 《Journal of Psychology in Africa》2019,29(2):95-103
The present study investigated the discrete positive effects of awe on negative job affect (NJA) arising from receiving negative performance feedback from a work supervisor or a co-worker. The participants were 131 business professionals and students at a large university in Kenya (females = 46%; age range 25 to 65 years). They participated in an experiment in which the emotion of awe was manipulated in an imagined situation where the participants received negative performance feedback from either a work supervisor or co-worker. Regression analyses of the data indicated that awe predicted a lower negative affect for negative feedback. Moreover, the indirect effects of the source of feedback on negative affect modulation were more significant for feedback received from co-workers than from supervisors. The positive emotion of awe may help one cope with negative performance feedback in a work setting. 相似文献