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71.
The Feedback Environment, as opposed to the formal performance appraisal process, is comprised of the daily interactions between members of an organization (Steelman, Levy, & Snell, in press). Relations between the feedback environment and work outcome variables such as Organizational Citizenship Behavior (OCB) were examined through the mediating effects of affective commitment. Results indicate that affective commitment mediates the relation between the feedback environment and organizational citizenship behavior, and this mediated relation is stronger for OCBs directed at individuals than directed at the organization as a whole. Conclusions and implications are discussed. 相似文献
72.
Dale Jacquette 《Studia Logica》2006,82(3):337-343
If we agree with Michael Jubien that propositions do not exist, while accepting the existence of abstract sets in a realist
mathematical ontology, then the combined effect of these ontological commitments has surprising implications for the metaphysics
of modal logic, the ontology of logically possible worlds, and the controversy over modal realism versus actualism. Logically
possible worlds as maximally consistent proposition sets exist if sets generally exist, but are equivalently expressed as
maximally consistent conjunctions of the same propositions in corresponding sets. A conjunction of propositions, even if infinite
in extent, is nevertheless itself a proposition. If sets and hence proposition sets exist but propositions do not exist, then
whether or not modal realism is true depends on which of two apparently equivalent methods of identifying, representing, or
characterizing logically possible worlds we choose to adopt. I consider a number of reactions to the problem, concluding that
the best solution may be to reject the conventional model set theoretical concept of logically possible worlds as maximally
consistent proposition sets, and distinguishing between the actual world alone as maximally consistent and interpreting all
nonactual merely logically possible worlds as submaximal.
I am grateful to the Netherlands Institute for Advanced Study in the Humanities and Social Sciences (NIAS), Royal Netherlands
Academy of Arts and Sciences (KNAW), for supporting this among related research projects in philosophical logic and philosophy
of mathematics during my Resident Research Fellowship in 2005-2006. 相似文献
73.
授权的测量及其与员工工作态度的关系 总被引:52,自引:3,他引:52
首先,对Spreitzer的授权量表在中国文化背景下的适用性进行了检验,3家企业395份调查问卷的探索性因素分析和内部一致性分析表明,授权量表具有较好的效度和信度;20家企业942份调查问卷的验证性因素分析和内部一致性分析进一步验证了授权量表的效度和信度,这表明Spreitzer的授权四维模型在中国得到了验证,其编制的授权量表在中国具有较强的适用性。然后,利用20家企业942份调查问卷的结果,采用结构方程模型技术对授权与员工满意度、组织承诺、离职意向与工作倦怠等员工工作态度变量之间的关系进行了交叉验证分析,结果表明,工作意义对员工满意度与组织承诺有正向的影响,对离职意向与工作倦怠有负向的影响;自主性对员工满意度与组织承诺有正向的影响;自我效能对组织承诺有正向的影响 相似文献
74.
D.O. Adebayo 《Journal of Psychology in Africa》2013,23(1):35-43
The study examined the moderating role of self-efficacy in the relationship between perceived job insecurity and organisational commitment of survivors of retrenchment among Nigerian public workers. Using a cross-sectional survey, data was collected from 186 survivors. Hierarchical multiple regression analysis revealed that organisational commitment was inversely related to job insecurity and positively related to the interaction factor for self-efficacy and job insecurity. However, the relationship between job insecurity and organisational commitment was moderated by self-efficacy such that as perceived job insecurity increased, survivors with moderate to high levels of self-efficacy showed greater levels of organisational commitment than those with low self-efficacy. The findings of this study suggest that as perceived job insecurity increased survivors' organisational commitment decreased. The theoretical and practical implications of the present findings and suggestions for enhancing the self-efficacy of survivors were discussed. 相似文献
75.
主管承诺理论研究述评 总被引:5,自引:0,他引:5
主管承诺(supervisory commitment or commitment to supervisor)是20世纪80年代以来在组织承诺(organizational commitment or commitment to organization)基础上发展起来的员工承诺理论的一个分支。对它的测量,学者们主要是借鉴Allen和Meyer与O’Reilly和Chatman对组织承诺的测量方法,目前属香港学者陈振雄的测量最为细致和全面。对影响主管承诺的前因,学者们目前探索到文化、感受主管支持(PSS)和领导—成员交换(LMX)三个因素。对主管承诺的结果,学者们普遍认为,主管承诺比组织承诺更能影响员工的工作绩效和组织公民行为(OCB),但在对工作满意感和跳槽意图的影响上还存在不同的意见。另外,在目前大多数学者的研究中,主管承诺与组织承诺是并列关系,但Hunt和Morgan更主张二者是因果关系,而且是主管承诺带来组织承诺。在全面述评的基础上,作者对未来的研究提出了四点展望。 相似文献
76.
77.
78.
Marital commitment and satisfaction are known to be closely related, but only limited research has examined the asymmetric interaction patterns between spouses. In this paper, the authors study 400 Chinese couples and find that communication mediates the relationship between marital commitment and marital satisfaction. Using the actor–partner interdependence model, they find that wives and husbands show asymmetric associations for marital commitment, communication and satisfaction. Specifically, compared with husbands, wives are more attuned to the path from marital commitment to marital satisfaction via communication. Implications and limitations are discussed. 相似文献
79.
《Revue Européene de Psychologie Appliquée》2019,69(4):100473
IntroductionThe dark side of affective commitment has been ignored in the past literature on organizational commitment.ObjectivesUsing the tenants of moral self-licensing theory, we examined how affective commitment can cause negative outcomes. We hypothesized that affective commitment leads to unethical pro-organizational behaviors, careerism and counter-productive work behaviors through increased urge for status striving.Methods and resultsA multi-wave and two-source data was obtained (n = 306) from employees and their peers working in the service sector of Pakistan. Employing structural equation modelling (SEM) analysis our results indicate that high levels of affective commitment might unleash status striving which further creates unethical pro-organizational behaviors, careerism and CWBs.ConclusionThe current study opens up a new side in the affective commitment literature by examining status striving as an underlying mechanism through which affective commitment reveals its deleterious consequences for employees. 相似文献
80.
Orpha de Lenne Laurens Wittevronghel Laura Vandenbosch Steven Eggermont 《Personal Relationships》2019,26(4):680-693
Although previous findings suggest a link between adults' use of social networking sites (SNS) and relationship commitment, research has been lacking. This study of 427 emerging and young adults (aged 18–32 years, 71.20% female) indicated that exposure to alternative partners on SNS was indirectly related to relationship commitment through the pursuing of alternative partners on SNS. The more frequently they were exposed to alternative partners on SNS, the more they engaged in pursuing these alternative partners, which negatively affected their relationship commitment. Furthermore, a positive relation between exposure and romantic comparison to alternative partners was found. Gender did not moderate these relations. The discussion focuses on the implications of the findings for relationship development. 相似文献