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本研究对多个测验Q矩阵的相对合理性的比较与选用开展研究,采用Monte Carlo模拟与实证研究相结合的范式,探讨R_square、HCI、-2LL、AIC、BIC、residual、ABS_residual及本研究新开发的BIC2等八项指标在测验Q矩阵合理性侦查效果及其比较。研究发现:八项指标中,除BIC和BIC2两项指标的对测验Q矩阵相对合理性的平均正确识别率在95%以上,其余指标的平均正确识别率不足90%,整体而言,考虑样本容量及参数个数双重加权的BIC和BIC2两项指标的表现总体上优于其它几项指标;各项指标在不同Q矩阵错误类型下其正确识别率也不尽相同。 相似文献
283.
以往研究关于提取阶段的干扰是否会影响内隐记忆存在着异义,其中一个重要因素可能源于所采用的内隐记忆测验类型的差异。本研究采用学习-测验范式,通过4个实验,分别考察了提取干扰对识别式知觉内隐测验、识别式概念内隐测验、产生式知觉内隐测验和产生式概念内隐测验的影响,以期对提取干扰和内隐记忆之间的关系有着更全面的了解。结果表明:(1)词汇判断任务(识别式知觉)和语义分类任务(识别式概念)的启动效应在提取干扰下消失了,(2)而产生式词汇判断任务(产生式知觉)和产生式语义分类任务(产生式概念)在提取干扰下仍发现了明显的启动效应,但与无干扰条件相比,启动效应量也有着明显的减少。由此可见,不同类型的内隐记忆都会受到提取干扰的影响,相比于产生式启动,识别式启动更容易受到提取干扰的破坏。 相似文献
284.
管理心理学的现状与发展趋势 总被引:18,自引:0,他引:18
本文在综合分析了国内外管理心理学发展概况的基础上认为,在适应经济全球化和企业不断变革的情况下,组织变革、领导行为、激励机制和组织文化是管理心理学的研究新热点,管理心理学的发展趋势是重视组织层面的变革研究,强调对人力资源的系统开发,研究领域不断拓展,更加关注国家目标.并提出了管理心理学研究的近期目标和中长期发展目标的建议. 相似文献
285.
David?J.?StanleyEmail author John?P.?Meyer Laryssa?Topolnytsky 《Journal of business and psychology》2005,19(4):429-459
We offer a reconceptualization of employee cynicism and present the results of two studies to test the hypotheses that (a) cynicism about an organizational change is distinguishable from skepticism about the change, more general forms of cynicism (disposition and management), and trust in management, (b) change-specific cynicism and skepticism relate differently to personal and situational antecedent variables, and (c) change-specific cynicism accounts for variance in employees intention to resist change not explained by skepticism, trust, and more general forms of cynicism. Study 1 was conducted with employees (N=65) from several organizations undergoing various changes, and Study 2 with employees (N=701) from a single organization undergoing restructuring and culture change. Results were generally consistent with prediction. Implications for future research and for the management of change are discussed. 相似文献
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287.
Reactions to tokenism: The role of individual characteristics in shaping responses to token decisions 下载免费PDF全文
When only a handful of members from a disadvantaged group occupy positions of power, they are considered tokens. Previous research suggests that observers tend to consider tokenism as an egalitarian practice. Given its ambiguous nature, we hypothesized that reactions to tokenism would be shaped by individuals' sensitivity to inequality. In Study 1, we showed that women (vs. men) and individuals low (vs. high) on social dominance orientation differentiated more between a token and an egalitarian decision in the context of gender‐related practices. Similar findings were observed in Study 2, which involved gender and feminist identification as independent variables. Additional support, particularly for the role of social dominance orientation, was found in Study 3, which involved an ethnic token. Together, results demonstrate the role of individuals' chronic sensitivity to inequality in shaping their reactions to token practices. Theoretical and practical implications regarding the effect of tokenism on individuals' evaluations and responses to inequality are discussed. Copyright © 2016 John Wiley & Sons, Ltd. 相似文献
288.
《Revue Européene de Psychologie Appliquée》2023,73(2):100823
BackgroundThe COVID-19 pandemic has abruptly and profoundly changed the way people interact with their organization, their colleagues and their supervisor.ObjectiveThis study assesses the effects of telework-induced professional isolation due to the pandemic. Drawing on organizational support theory, this study examines the relationship between professional isolation and satisfaction with the telework experience and affective organizational commitment during mandatory teleworking caused by the COVID-19 crisis. It does so by focusing on the moderating role of perceived organizational and supervisor support in these relations.MethodsData was collected via self-reported survey questionnaires from 728 pandemic teleworkers from various industry sectors in Quebec during the COVID-19 crisis. The study's hypotheses were tested using structural equation modeling (SEM), and moderation effects were probed with the Johnson-Neyman technique.ResultsThe results reveal that professional isolation negatively affects satisfaction with the telework experience, but does not affect affective organizational commitment. The relationship between satisfaction with telework and professional isolation was moderated by perceived organizational support, and the relationship between affective organizational commitment and professional isolation was moderated by perceived supervisor support.ConclusionThis study expands the organizational support theory by examining perceived organizational and supervisor support during a crisis as a counterbalance to a challenging social and organizational climate that has led to professional isolation. The implications of the findings as well as future directions for research on professional isolation and telework are discussed. 相似文献
289.
探讨在人格调节和工作倦怠中介作用下,纪检干部的腐败容忍度与其组织忠诚度的关系。采用腐败容忍度量表、组织忠诚量表、工作倦怠量表以及大五人格量表对193名纪检干部进行测查,研究结果表明:(1)纪检干部的腐败容忍度与其组织忠诚显著负相关;(2)腐败容忍度能显著负向预测个体组织忠诚度,容忍度越低,组织忠诚度越高;(3)工作倦怠在腐败容忍度和组织忠诚间起部分中介作用;(4)腐败容忍度与组织忠诚的关系受到纪检干部大五人格的调节作用,大五人格中情绪稳定性、外向性水平越高,腐败容忍度与组织忠诚的关系越弱。 相似文献
290.