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881.
Systematic reviews and meta-analyses are means of summarizing and synthesizing research evidence in a given topic area. They can be used to define the current state of knowledge and how confident we can be in that knowledge, to identify evidence gaps, and to provide recommendations for policy and practice based on the best available evidence. At European Journal of Work and Organizational Psychology, our editorial stance is explicitly to encourage the conduct of systematic reviews and meta-analyses. The purpose of this editorial is to provide some guidance to authors and journal referees on the (technical) features of good systematic reviews. 相似文献
882.
Natalie R. Holt Debra A. Hope Richard Mocarski Nathan Woodruff 《International Journal of Transgenderism》2019,20(1):49-62
Background: When accessing mental healthcare services, transgender and gender nonconforming (TGNC) individuals face systemic barriers to gender-affirmative care. Initial points of contact, like intake forms, may show limited consideration for the heterogeneity of TGNC identities and can lead to negative consequences prior to face-to-face interaction with providers. Aims: The first aim was to mimic a likely pathway a TGNC individual may follow to seek mental healthcare services in the USA and to describe the extent to which they may encounter enacted stigma or affirmative messages that may impede or facilitate access to care. The second aim was to determine if a positive State legal climate for TGNC people was associated with more affirmative provider materials. Methods: Content analysis was used to examine a national sample of websites and intake forms of mental healthcare providers who advertise online as working with TGNC clients. Intake forms were coded for usage of affirmative language in gender/sex questions and including questions for a client's pronouns and preferred name. Websites were coded for mentioning a variety of services or resources for TGNC clients. Results: While provider websites were found through Google searches for a “gender therapist,” only 56.6% of websites stated a provider specialty to work with TGNC clients and 32.1% of websites had no mention of services or resources for TGNC people. Additionally, a significantly larger proportion of intake forms from States with legal protections for TGNC people used affirmative language in gender/sex questions and asked for a client's pronouns than intake forms from States without legal protections. Discussion: Barriers to affirmative healthcare for TGNC people within patient and provider interactions have been identified in previous research and these data show TGNC individuals may face enacted stigma even in their search for a provider, particularly those TGNC people living in States without legal protections. 相似文献
883.
传统观点认为, 组织公民行为和反生产行为是同一连续体的对立两级或者负相关的独立二维结构。但近期研究表明, 这二者关系并非那样简单, 在特定情境下它们也许存在一种适度的正相关性。首先, 回顾组织公民行为与反生产行为的影响因素, 以及这二者关系的认知演变; 然后, 基于情绪与认知整合框架, 采用资源守恒理论和道德平衡理论探讨组织公民行为与反生产行为的互动关系; 最后, 对未来研究方向进行了展望, 如通过实证研究探索二者互动关系的边界机制、采用多种研究方法验证这二者之间互动关系、基于潜增长模型探讨这二者关系的动态变化、以及深入探讨这二者互动关系的管理实践策略。 相似文献
884.
Lauren S. Simon Talya N. Bauer Berrin Erdogan William Shepherd 《Personnel Psychology》2019,72(2):213-240
We integrate relative deprivation and broaden and build theories to develop a process-based model of perceived overqualification and its relationship with new employee adjustment via “broaden and build” mechanisms (i.e., reciprocal relationships between initial status and change trajectories in work-related positive affect and perceived job autonomy). Additionally, we examine how new employee proactive personality may influence this process. Analyses of weekly survey responses from 331 new employees of a large financial institution throughout their first 90 days of employment revealed that those who felt overqualified generally experienced less work-related positive affect and perceived less job autonomy when beginning their jobs (assessed the first week of employment) than their more qualified counterparts. Moreover, initial levels of perceived job autonomy were positively associated with adjustment outcomes (assessed at 90 days of employment) via linear change in positive affect over time (assessed weekly, up to 8 weeks of employment). These findings suggest that perceived overqualification may negatively influence newcomer adjustment by stunting broaden and build processes. However, proactive personality attenuated this effect. Theoretical and practical implications are discussed. 相似文献
885.
Kevin J. Eschleman David Mast Quentin Coppler Jerrod Nelson 《International Journal of Selection & Assessment》2019,27(2):169-179
Building an organization of workers who thrive in demanding environments begins with recruitment of workers with personality traits predictive of resilience. We integrate fit theories to determine how job advertisement information may attract job seekers higher in psychological hardiness (sense of control, feelings of commitment to many things in life, perceptions of challenge). Across two studies, we manipulated hypothetical job advertisements that were presented to current workers seeking new employment. Job seekers higher in hardiness were more attracted to working with hardy coworkers, less attracted to coping resources, and more attracted to high emotional labor demands compared to job seekers lower in hardiness. A discussion for how organizations may craft job advertisement content to improve their recruitment efforts is provided. 相似文献
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888.
培训迁移影响因素研究述评 总被引:11,自引:0,他引:11
对培训迁移的研究从关注培训本身发展到关注培训以外影响其效果的因素,且焦点集中在对于企业来说更可控的因素上,主要是迁移气氛与组织特征。培训迁移气氛包括情境线索与结果两个维度。该文分析了影响培训迁移的几个主要因素,并根据已有的研究,提出了培训迁移研究未来的方向,例如,组织和个人的职业生涯管理与培训迁移的关系,以及培训类型的扩展对培训迁移带来的影响 相似文献
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890.
Gary Blau 《Journal of Vocational Behavior》2007,70(1):135-148
This study proposed and tested corresponding sets of variables for explaining voluntary organizational versus occupational turnover for a sample of medical technologists. This study is believed to be the first test of the Rhodes and Doering (1983) occupational change model using occupational turnover data. Results showed that corresponding job (occupational) satisfaction and intent to leave organization (occupation) variables were each significant for explaining subsequent organization (occupation) turnover. Job insecurity was found to be a significant correlate for organizational turnover while work exhaustion was found to be a significant correlate for occupational turnover. Study limitations and directions for future research are discussed. 相似文献