全文获取类型
收费全文 | 1928篇 |
免费 | 367篇 |
国内免费 | 229篇 |
出版年
2024年 | 8篇 |
2023年 | 40篇 |
2022年 | 33篇 |
2021年 | 51篇 |
2020年 | 110篇 |
2019年 | 116篇 |
2018年 | 105篇 |
2017年 | 123篇 |
2016年 | 102篇 |
2015年 | 83篇 |
2014年 | 103篇 |
2013年 | 256篇 |
2012年 | 81篇 |
2011年 | 83篇 |
2010年 | 60篇 |
2009年 | 87篇 |
2008年 | 90篇 |
2007年 | 105篇 |
2006年 | 100篇 |
2005年 | 91篇 |
2004年 | 78篇 |
2003年 | 86篇 |
2002年 | 87篇 |
2001年 | 63篇 |
2000年 | 77篇 |
1999年 | 41篇 |
1998年 | 30篇 |
1997年 | 50篇 |
1996年 | 37篇 |
1995年 | 13篇 |
1994年 | 16篇 |
1993年 | 20篇 |
1992年 | 7篇 |
1991年 | 8篇 |
1990年 | 5篇 |
1989年 | 7篇 |
1988年 | 4篇 |
1987年 | 2篇 |
1986年 | 3篇 |
1985年 | 5篇 |
1984年 | 3篇 |
1983年 | 5篇 |
1982年 | 6篇 |
1981年 | 1篇 |
1980年 | 5篇 |
1979年 | 5篇 |
1978年 | 8篇 |
1977年 | 12篇 |
1976年 | 11篇 |
1975年 | 2篇 |
排序方式: 共有2524条查询结果,搜索用时 46 毫秒
101.
This study examined one group of veterans with post-traumatic stress disorder (PTSD) over the course of a four month inpatient treatment program. The aim of the study was to examine treatment process factors that may contribute to the generally poor outcome reported in previous studies. Group members made weekly ratings in the domains of PTSD symptoms, morale, interpersonal relationships, and physical problems. Results contrasted with clinical assumptions usually made regarding the treatment process in these programs. Despite an appearance of cohesion among group members, variation of scores on functional domains was explained largely by individual differences. Progress through the program showed a strongly linear pattern, with no phase effects. Somatic complaints did not increase during the phase when traumatic material was explored. Degree of improvement or worsening was best predicted by level of PTSD symptoms at admission, indicating that more symptomatic veterans did worse in the program. Additional factors of race, combat exposure, childhood abuse, and application for disability had no effect on the process variables measured. 相似文献
102.
Jutta Schickore 《Journal for General Philosophy of Science》1999,30(2):273-287
Vision, Visibility, and Empirical Research. In general, natural scientists use the concept of observation in a liberal way:
they talk of observing electrons, DNA, or distant quasars. Several philosophers of science have recently argued for a similar
use of the concept of observation: they have claimed that the important aspects of scientific research can only be properly
reconstructed in accordance with how this term is actually used in science. With reference to an example from astronomy, I
point out that the proposed generalisation of the concept of observation leads to undesirable consequences. I argue that a
differentiated conceptual framework is required in order to give an adequate account of the varieties of scientific experience.
Thus, the appropriate starting point for distinguishing these various scientific research practices should not be the generalised
scientific conception of observation, but instead distinctly different uses of the term observation drawn from ordinary language.
This revised version was published online in August 2006 with corrections to the Cover Date. 相似文献
103.
104.
This work evaluated the prospect that organizational accounts of the retention of list information by monkeys might be an
artifact of familiarity with conditional relationships. Seven sophisticated macaques were trained on four five-item lists.
Each acquisition selectively excluded one of the internal conditional pairs of the typical four-problem sequence (AB,BC,CD,DE)
that defines a five-item serially ordered list. Then, all possible novel pairings and the trained pairs appeared together
in a test. After this, the previously omitted pair was trained and animals were retested. On all tasks, initial tests revealed
little organization and much intersubject variability of characteristic choice strategies, but subsequent inclusion of all
four conditional pairs always yielded organized serial choice. On both the four-problem tests and in a later retention, errors
were directly related to interitem distance between the objects paired on test trials. These results helped to specify the
conditions required for demonstration of non-human primate analogs of transitivity, and showed that even sophisticated monkeys
organize information in retention only if they know all interitem relationships.
Received: 7 October 1998 / Accepted after revision: 10 October 1999 相似文献
105.
We evaluated the effectiveness of a staff training and management package on nutritional practices in two community-based group homes serving adults with developmental disabilities. Food storage, menu development, and meal preparation were trained in a multiple baseline format, followed by supervisor feedback. All staff behaviors increased after training and were maintained for up to 1 year. Biological indices reflected collateral improvements in the health of consumers, and surveys of staff and parents established social validity. 相似文献
106.
Joseph S. Lalli Timothy R. Vollmer Patrick R. Progar Carrie Wright John Borrero Dency Daniel Christine Hoffner Barthold Kathy Tocco William May 《Journal of applied behavior analysis》1999,32(3):285-296
We compared the effects of reinforcing compliance with either positive reinforcement (edible items) or negative reinforcement (a break) on 5 participants' escape-maintained problem behavior. Both procedures were assessed with or without extinction. Results showed that compliance was higher and problem behavior was lower for all participants when compliance produced an edible item rather than a break. Treatment gains were achieved without the use of extinction. Results are discussed regarding the use of positive reinforcement to treat escape behavior. 相似文献
107.
Group discussion significantly improves performance on intellective problems. However, most experiments have been conducted in Western cultures. Cross‐cultural psychology suggests that members of Eastern cultures might be less likely to benefit from group discussion. One experiment in Japan suggested that this was not the case, but this experiment suffered from some limitations. To address these limitations, Japanese participants were asked to solve an intellective task four times: individually (pre‐test), in small discussion groups (test), individually again (transfer task, post‐test), and individually after a delay (delayed post‐test). The results revealed a robust improvement during group discussion. Groups in which at least one member had found the correct answer individually agreed on it during the discussion. Moreover, and in contrast with results obtained in Western cultures, most groups with no such member also found the correct answer. The gains obtained during discussion were maintained in the transfer tasks. This result provides further evidence that the improvement of reasoning performance in group discussion is a universal phenomenon, and provides support for the practice of collaborative learning in Japan. 相似文献
108.
Racial and ethnic diversity is increasing in the US Army and women are moving into more combat roles. This puts minority soldiers at risk for being underrepresented in their work units. Tokenism theory predicts that when a work group has less than 15% representation in a social group, the numerically underrepresented minority (i.e., token) members are subject to three disadvantages: higher visibility, informal isolation, and role encapsulation. In the Army, where many companies contain small numbers of women and racial minorities, some soldiers may face additional stressors and constraints. We explored psychosocial, organizational, and health outcomes of all identifiable token women (N = 4,425) and Black soldiers (N = 5,040). Tokens were remarkably similar to non-tokens and majority soldiers on outcomes such as coping skills, adaptability, organizational trust, sleep, substance use, and pain. The intersection of token status in terms of race and gender was not related to any appreciable differences. One potential explanation is the shared Army culture that emphasizes group unity and the importance of the mission above individual characteristics and goals. The Army depends on cohesion, organizational identification, and commitment to the group in order to reduce stress and anxiety, and to maximize combat performance. For soldiers who have internalized this culture, it could be easier to see past individual differences such as gender and race and identify others in the unit as fellow soldiers primarily. 相似文献
109.
Costly individual participation in intergroup conflict can be motivated by “in‐group love”—a cooperative motivation to help the in‐group, by “out‐group hate”—an aggressive or competitive motivation to hurt the out‐group, or both. This study employed a recently developed game paradigm (Halevy, Bornstein, & Sagiv, 2008) designed specifically to distinguish between these two motives. The game was played repeatedly between two groups with three players in each group. In addition, we manipulated the payoff structure of the interaction that preceded the game such that half of the groups experienced peaceful coexistence and the other half experienced heightened conflict prior to the game. Enabling group members to express in‐group love independently of out‐group hate significantly reduced intergroup conflict. Group members strongly preferred to cooperate within their group, rather than to compete against the out‐group for relative standing, even in the condition in which the repeated game was preceded by conflict. Although both “in‐group love” and “out‐group hate” somewhat diminished as the game continued (as players became more selfish), choices indicative of the former motivation were significantly more frequent than choices indicative of the latter throughout the interaction. We discuss the implications of these findings for conflict resolution. Copyright © 2011 John Wiley & Sons, Ltd. 相似文献
110.
Hans van Dijk Marloes L. van Engen Daan van Knippenberg 《Organizational behavior and human decision processes》2012
Conventional wisdom in the diversity literature holds that job-related dimensions of diversity are the domain of positive performance, whereas demographic dimensions of diversity are the domain of negative performance effects. In a meta-analysis (N = 146 studies, 612 effect sizes), we show that this conclusion may be based on rater biases; it does not apply to studies involving more objective assessments of performance, assessments that cannot be influenced by knowledge of a team’s composition. We also show that the influence of job-related diversity is moderated by task complexity and that job-related diversity is more positively related to innovative performance than to in-role performance. We discuss how these results invite a reconsideration of the role of the job-related/demographic diversity distinction and provide suggestions on how to further advance our understanding of diversity’s effects. 相似文献