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211.
This experiment was conducted to investigate the effects of quality-contingent pay systems on quantity and quality. Three computer science students were paid to create simple computer programs across 25 sessions. A multiple-baseline across subjects design was used to compare the effects of three kinds of pay systems; pay-for-hour, pay-for-quantity, and pay-for-quality systems. The quantity was higher when pay was based on the quantity of the programs produced, and the quality was highest when pay was based on the quality of the programs. The production cost including quality inspection costs was highest when pay was based on the time worked.  相似文献   
212.
题库智能化组卷的心理计量理论与方法   总被引:2,自引:0,他引:2  
现代教育成就测验的广泛应用,促使题库技术迅速发展。现代教育测量理论与计算机技术的结合,更使智能化组卷成为可能。本文报告了以项目反应理论为指导,并改进一般线性规划法为分步离差加权模型法,编制程序在高等教育自学考试“逻辑学”题库上,成功实现智能化组卷的研究成果,从而为计算机技术在题库建设中的应用作了新的探讨。  相似文献   
213.
Theoretical Medicine and Bioethics - Should medicine be defined as the enterprise in charge of the health problems of society? If so, then any problem (individual, public, social or political) that...  相似文献   
214.
One of the major reasons for the success of answer set programmingin recent years was the shift from a theorem proving to a constraintprogramming view: problems are represented such that stablemodels, respectively answer sets, rather than theorems correspondto solutions. This shift in perspective proved extremely fruitfulin many areas. We believe that going one step further from a"hard" to a "soft" constraint programming paradigm, or, in otherwords, to a paradigm of qualitative optimization, will proveequally fruitful. In this paper we try to support this claimby showing that several generic problems in logic based problemsolving can be understood as qualitative optimization problems,and that these problems have simple and elegant formulationsgiven adequate optimization constructs in the knowledge representationlanguage.  相似文献   
215.
There are two well-known methods for obtaining a guaranteed globally optimal solution to the problem of least-squares unidimensional scaling of a symmetric dissimilarity matrix: (a) dynamic programming, and (b) branch-and-bound. Dynamic programming is generally more efficient than branch-and-bound, but the former is limited to matrices with approximately 26 or fewer objects because of computer memory limitations. We present some new branch-and-bound procedures that improve computational efficiency, and enable guaranteed globally optimal solutions to be obtained for matrices with up to 35 objects. Experimental tests were conducted to compare the relative performances of the new procedures, a previously published branch-and-bound algorithm, and a dynamic programming solution strategy. These experiments, which included both synthetic and empirical dissimilarity matrices, yielded the following findings: (a) the new branch-and-bound procedures were often drastically more efficient than the previously published branch-and-bound algorithm, (b) when computationally feasible, the dynamic programming approach was more efficient than each of the branch-and-bound procedures, and (c) the new branch-and-bound procedures require minimal computer memory and can provide optimal solutions for matrices that are too large for dynamic programming implementation.The authors gratefully acknowledge the helpful comments of three anonymous reviewers and the Editor. We especially thank Larry Hubert and one of the reviewers for providing us with the MATLAB files for optimal and heuristic least-squares unidimensional scaling methods.This revised article was published online in June 2005 with all corrections incorporated.  相似文献   
216.
宋琪  张璐  高莉芳  程豹  陈扬 《心理学报》2023,55(4):658-670
本研究基于压力认知评估理论,从理性认知视角探讨了职场上行比较存在的提升自我和贬损他人效应,以及驱动不同路径效应生效的边界条件和传导机制。本研究通过轮询设计,在3个时间点收集了来自60个团队240位成员的720份人际配对样本,并采用社会关系模型分析数据得出以下结论:在低水平绩效证明目标导向情况下,员工倾向于将上行比较对象评估为挑战,进而激发员工向上行比较对象的学习行为;相反,在高水平绩效证明目标导向情况下,员工倾向于将上行比较对象评估为威胁,进而驱使员工采取针对上行比较对象的社会阻抑。  相似文献   
217.
Personal autonomy is central to people's experiences of agency and abilities to actively take part in society. To address the challenges of supporting autonomy, we propose a functional model of autonomy, according to which the experience of agency is a function of the opportunity to determine what to do, when to act and how to act in goal-pursuit. We tested the model in three experiments where the three goal-pursuit components could be constrained by another person or an artificial intelligence (AI) agent. Results showed that removing any of the three components from one's own decisions reduced experienced agency (Study 1a and 1b) and lowered motivation to pursue goals in organisational contexts (Study 2). In comparison to the strong and robust main effects, interactions between the components and the effects of the source of restriction (human vs. AI) were negligible. Implications for personal autonomy, algorithmic decision-making and behaviour change interventions are discussed.  相似文献   
218.
219.
职业紧张因素的结构关系分析   总被引:6,自引:0,他引:6  
运用经修订的库珀职业紧张量表对不同职业和性别的我国职工的职业紧张作了研究,发现不同职业和性别对于职务感受和个人因素解释及身体健康状况等各有显著影响,通过对量表的结构关系分析后认为目标要求、应付工作压力的策略和职工的内部控制感是影响职业紧张的深层原因。从而对现今国外有关职业紧张的理论提出了新的看法,为今后的研究与应用提供了理论根据和实践指导。  相似文献   
220.
Two studies were conducted to identify mechanisms responsible for observed "self-reinforcement" effects. In Experiment 1, using a studying task, self-reinforcement procedures did not work when they were private (i.e., when others are not aware of the goals or contingencies), but did work when they were public. Self-delivery of consequences added nothing to the effectiveness of the procedure. The data suggested that public goal setting was the critical element in the procedure's effectiveness. In Experiment 2, an applied extension, goal setting alone was effective in modifying over a long time period studying behaviors of people with significant studying difficulties, but only when the goals were known to others. Overall, the two experiments make more plausible the view that self-reinforcement procedures work by setting a socially available standard against which performance can be evaluated. The procedure itself functions as a discriminative stimulus for stringent or lenient social contingencies. The application of this mechanism to other problems of applied significance is briefly discussed.  相似文献   
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