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职业生涯高原研究述评 总被引:17,自引:0,他引:17
职业生涯高原(career plateau)是指个体在当前组织中的一种职业生涯状态,其概念最早由Ference等(1977)从组织职业生涯管理的角度提出。研究发现,职业生涯高原与一些重要的效果变量有比较显著的关系,比如情感承诺、缺勤、心理倦怠等。本文从职业生涯高原的概念、结构、影响因素、影响效果、应对策略等方面简述了西方研究者在此领域的研究情况,并指出了目前存在的内涵过窄、缺乏过程性研究等问题及今后努力的方向。 相似文献
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《Psychologie du Travail et des Organisations》2008,14(3):276-290
An approach to the evolution of the relations between school and career counselling activities and those of personnel selection during the 20th century in France leads to distinguish between three periods. During the first one, these activities (organised around the notion of aptitudes) were close. The second period was marked by the birth of procedures for selecting and distributing the students within the school organisation: vocational counselling activities grew apart from those in the domains of employment counselling and selection. In the last period (characterized by a high unemployment rate and a growth of very flexible forms of work and employment) these different activities – organised around the notion of competence – came closer. In short, these activities appear to find their meaning only through their reciprocal links, in connection with the kind of work and school organizations where they take place. 相似文献
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本研究旨在探讨个体风险偏好如何影响信息加工过程;同时呈现信息的完整性是否影响个体信息加工过程。以31名正在求职的大学生为被试,探讨了他们在信息板上进行职业决策的信息加工过程。结果显示:(1) 低风险偏好者比高风险偏好者更关注与概率相关的线索;(2) 当信息不完整时,个体在决策中增加了对概率相关线索的关注;(3) 信息完整性对个体决策信息加工过程并未产生显著的影响。 相似文献
285.
采用问卷调查法,以265名企业员工为调查对象,在控制被试的人力资本及人口统计学变量之后,使用结构方程模型分析员工心理资本与职业承诺、职业成功的关系。结果发现:(1)心理资本对员工的职业承诺、职业成功有显著地预测作用;(2)职业承诺在心理资本与员工客观职业成功之间起部分中介作用;(3)职业承诺在心理资本与员工主观职业成功之间起完全中介作用。 相似文献
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Arden Rothstein 《The International journal of psycho-analysis》2017,98(6):1641-1668
Approaches to fostering the educational value of candidate evaluation are presented, in view of the plethora of intra‐psychic challenges that combine with many other complexities of learning to work as an analyst. Four integrally interrelated practices have been found to address sensitivities inherent in candidates’ experience of training in general, and being evaluated in particular. When applied in concert, the institute's evaluative process not only becomes more considered, but also better promotes a psychoanalytic attitude and minimizes the intrusion of evaluators’ personal responses. The first is defining and employing in synergy criteria for clinical immersion based on demonstration of the development and deepening of an analytic process, as well as the development of psychoanalytic competencies. The second is mandating institute‐wide application of guidelines for assessment of progression/graduation that are clearly explicated to all candidates and faculty. The third is transparent and timely communication between candidates and their supervisors and progression advisors regarding progress essential to a sense of collaboration. Fourth the progression review process must be systematic and in‐depth, with built‐in consultative relationships serving as checks and balances on personal elements. The implementation and educational impact of these practices are considered in the case of one candidate. 相似文献
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Latina/o College Students' Perceptions of Career Barriers: Influence of Ethnic Identity,Acculturation, and Self‐Efficacy 下载免费PDF全文
Path analysis was used to explore the tenets of social cognitive career theory with a sample of 357 Latina/o college students. A modified path model revealed that career decision self‐efficacy (CDSE) mediated the influence of ethnic identity and acculturation level on the perception of career barriers. The findings point to the role of ethnic identity in augmenting Latina/o college students' CDSE and increasing awareness about career barriers. Implications for theory, research, and practice are discussed. 相似文献
290.
Nisha Harry 《Journal of Psychology in Africa》2017,27(4):356-361
The study sought to assess the extent to which professional efficacy mediates the relationship between personal factors and career adaptability in a call centre work setting. The sample consisted of 409 early-career South African call centre workers (black females = 66%; age range 25 to 40). They completed measures of professional efficacy, career adaptability, sense of meaningfulness, and emotional intelligence. The results of the mediational analyses revealed that professional efficacy significantly mediate the personal meaningfulness (sense of coherence) and career adaptability relationship, but not the emotional intelligence-career adaptability relationship. Emotional intelligence independently predicted career adaptability. Call centre agents with professional efficacy are likely to be more work engaged as a result of their sense of meaningfulness and emotional intelligence. 相似文献