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21.
David Chan Neal Scmitt Danielle Jennings Catherine S. Clause Kerry Delbridge 《International Journal of Selection & Assessment》1998,6(4):232-239
The justice perspective is the current dominant framework for research on applicant perceptions of test fairness. Recently, an emerging perspective suggests that self-serving bias mechanisms may be operative in the development of test fairness perceptions. Using data from 494 actual applicants to an entry-level State Police Trooper position, this study integrates both the justice and self-serving bias perspectives to achieve a better understanding of test fairness perceptions. Results from structural equation modeling show that perceived job-relevance affects perceived fairness. In addition, test performance affects both perceptions indirectly through perceived performance. 相似文献
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Janice Langan-Fox Jennifer Waycott Maree Morizzi Louise Mcdonald 《International Journal of Selection & Assessment》1998,6(4):249-260
Organisations have long acknowledged the value of performance appraisal in both administration decisions and in motivating employees. However, it would appear that most empirical research has focused on compulsory systems designed for use with executives and managers (Bannister and Balkin 1990; Ilgen, Fisher and Taylor 1979; Klein 1989). The reluctance to implement appraisal systems with lower level and base-grade employees may be due to several factors, including employee and union resistance to compulsory systems of appraisal (Nankervis 1990). Faced with this problem, appraisal can be viewed by appraisees and appraisers as an `innovation'. In a climate with growing emphasis on participative management styles, self-regulated or voluntary systems of performance appraisal may become increasingly prevalent and important. Thus, 476 base-grade (shop floor) employees of an Australian government business enterprise completed a survey regarding issues such as attitude to performance appraisal, source credibility, system satisfaction, anticipated feedback, perceived consequences of participation and intention to enter the system. Roger's (1983) innovation-decision model was utilised in the structure and analysis of the data and provided useful insights regarding the factors which are related to participation in a voluntary system of performance appraisal. Findings indicated that attitude towards, and support of, performance appraisal in general, perception of consequences of performance appraisal, satisfaction with the supervisor, anticipated feedback, and awareness and knowledge of the system in place in the organisation, were important in predicting the decision to adopt or reject the performance appraisal scheme. 相似文献
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Marianne Cuisinier Hettie Janssen Kees de Graauw Kees Hoogduin 《Infant and child development》1998,7(1):41-49
The prospective study examines which factors assessed in pregnancy predispose mothers to seeing their newborn crying more as a problem and to more mental health problems in response to excessive baby crying. A total of 2140 pregnant women participated in the study, of which 1798 delivered a living singleton. Data was collected by means of a series of written questionnaires. The duration of the baby crying as well as the maternal reactions to the crying were assessed at a mean time of 1–2 months following delivery. The maternal reactions were related to several variables assessed at the end of the first trimester of pregnancy. Data was analysed by means of the method of stepwise multiple regression. Four factors were found to be associated with the reactions of mothers to newborn crying. These are: the duration of the crying, a first-born baby, a relatively high maternal age, and a relatively high score on ‘neuroticism’ in mothers. It was concluded that it is possible to indicate to a certain degree which mothers of excessive crying babies are prone to report more impact of the crying or more mental health symptomatology. It might be worthwhile to offer those mothers some extra support in order to try to prevent the situation from becoming worse. © 1998 John Wiley & Sons, Ltd. 相似文献
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Elizabeth M. Wallace 《The International journal of psycho-analysis》2007,88(5):1275-1288
The author presents her experience as the analysand of a training analyst who was investigated and expelled for ethical violations with another patient, including sexual-boundary violations, during her analytic training. While boundary violations by training analysts are not uncommon, the particular trauma experienced by 'bystanders' such as candidates and supervisees is not discussed in the literature, nor the response of institutes to the educational problems that are generated. The author illustrates the complications for candidates that arise from the dual roles of training analyst as educator and analyst when he or she faces investigation or censure, including isolation and secrecy, which promote various splits in the candidate, analytic dyad and group, as well as loyalty conflicts. The discussion covers three phases of the author's experience as a candidate-analysand, namely the period encompassing the institute's ethics investigation, the announcement of findings to her and to the institute as a group, and the ensuing individual and group dynamics generated by her analyst's expulsion from the institute and revocation of his medical license. Theoretical perspectives are utilized to understand the group regression, including contamination and contagion fears, which occurred in the wake of the training analyst's expulsion, and the impact of these processes on the candidate, including the pressure to function as a 'container' for projections of the group. Implications and recommendations for candidates and institutes are made for dealing helpfully with trainees who are affected by the process of dealing with a training analyst's ethical violations. Short-term and longer-term outcomes of the experience are considered. 相似文献
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组织中的情绪情感研究逐渐成为了学界关注的热点, 情感事件理论的出现为该领域研究提供了一个整合的框架。情感事件理论认为员工在工作中的情感反应由特定的工作事件引发, 这些情感反应会进一步影响员工的态度与行为。该理论区分了情感反应与工作满意度的差异, 并在对工作满意度解构的基础上提出了情感驱动型和判断驱动型两类不同性质的行为。情感事件理论对研究组织成员情感反应的作用机制具有重要的指导意义, 但另一方面它也需考虑团体层次情感机制及测量方法等因素, 在更加具体的情境中进一步验证和完善。 相似文献
29.
Leonard Berkowitz 《Aggressive behavior》1981,7(2):83-96
Although it is commonly assumed that the nature of any given frustration (defined as an unexpected barrier to goal attainment) affects the strength of the resulting instigation to aggression, the present paper argues that the type of frustration, ie, whether it is legitimate or illegitimate, can also influence the strength of an overt attack upon an available target independently of instigation intensity. Two groups of university men were unexpectedly kept from winning a money prize for working on a motor task, and one group was induced to attribute this failure to their partner's misbehavior (illegitimate frustration) while the other men were told the failure was due to the apparatus (legitimate frustration). In comparison to a nonthwarted control group, both frustrated conditions displayed the same level of internal arousal. However, when all subjects had an opportunity to “supervise” a second partner on an unrelated task soon afterwards, only those who had been illegitimately thwarted earlier were now more openly punitive toward this “innocent” individual than the control group. Possible reasons for these results are discussed, but it is emphasized that a distinction must be drawn between the internal and external reactions to a frustration. 相似文献
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