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901.
Bäck EA Esaiasson P Gilljam M Svenson O Lindholm T 《Scandinavian journal of psychology》2011,52(4):320-328
Decision-makers tend to change the psychological attractiveness of decision alternatives in favor of their own preferred alternative after the decision is made. In two experiments, the present research examined whether such decision consolidation occurs also among individual group members in a large group decision-making situation. High-school students were presented with a decision scenario on an important issue in their school. The final decision was made by in-group authority, out-group authority or by majority after a ballot voting. Results showed that individual members of large groups changed the attractiveness of their preferred alternative from a pre- to a post-decision phase, that these consolidation effects increased when decisions were made by in-group members, and when participants identified strongly with their school. Implications of the findings for understanding of group behavior and subgroup relations are discussed. 相似文献
902.
新近出现的绩效结构理论认为员工绩效包括角色内行为、组织公民行为和工作越轨行为三种类型。然而在后两种行为的关系上,当前研究者还未达成一致意见。文章综合采用三种方式证实了组织公民行为和工作越轨行为是两种完全不同的行为类型,而不是一种行为的两种性质不同的表现,从而为三维绩效模型的合理性提供了间接支持。在此基础上,研究还证实了工作越轨行为中两种成分(组织越轨和人际越轨)的不同。文章最后对研究结果进行了讨论,并指出了未来研究方向。 相似文献
903.
企业管理者责任领导力,作为一个刚刚兴起的研究话题,在西方已经引起广泛关注。本研究首次着眼于中国组织情境,对企业管理者责任领导力的维度结构进行了实证研究。通过两次问卷调查分别获得166个、233个有效样本,进行探索性因素与验证性因素分析,构建了包括诚信道德、社会责任意识、战略思维、沟通开放性、人性化关怀和卓越导向等六个维度的责任领导力六维结构模型,并验证了该结构模型的合理性与优越性。本研究进一步探究了企业管理者责任领导力的深刻内涵,继承与发展了中国传统领导理论,为我国责任领导力的研究开创了一个良好的开端。 相似文献
904.
This article examined the relationship between time structure and Macan's process model of time management. This study proposed that time structure—‘appraisal of effective time usage’—would be a more parsimonious mediator than perceived control over time in the relationship between time management behaviours and outcome variables, such as job satisfaction and psychological well‐being. Alternative structure models were compared using a sample of 111 university students. Model 1 tested Macan's process model of time management with perceived control over time as the mediator. Model 2 replaced perceived control over time by the construct of time structure. Model 3 examined the possibility of perceived control over time and time structure as being parallel mediators of the relationships between time management and outcomes. Results of this study showed that Model 1 and Model 2 fitted the data equally well. On the other hand, the mediated effects were small and partial in both models. This pattern of results calls for reassessment of the process model. 相似文献
905.
Tartakovsky E 《International journal of psychology》2011,46(5):386-399
The ethnic and national identities of Jewish high‐school adolescents planning emigration from Russia and Ukraine to Israel were investigated about six months before their emigration. The national identities of adolescent emigrants (n = 243) were compared with those of non‐emigrant Russian and Ukrainian adolescents (n = 740). The emigrants’ attitude to their country of origin was less positive and their identification with Russians and Ukrainians was weaker as compared with the non‐emigrant adolescents. In addition, the attitude of the emigrants towards Israel was more positive than their attitude to Russia or Ukraine. Finally, the emigrants’ strongest identification was with the Jewish people, followed by identification with Israelis, while their weakest identification was with Russians and Ukrainians. Israeli and Jewish identities of the emigrant adolescents were positively correlated, and they were independent of the Russian and Ukrainian identities. Perceived discrimination was negatively correlated with the emigrants’ attitude to Russia or Ukraine, and it was positively correlated with the emigrants’ identification with Israelis and with the Jewish people. Jewish ethnicity was correlated with identification with Jewish people; however, it was not correlated with any component of the Israeli or Russian/Ukrainian identities. The study results indicate that in the premigration period emigrants form a multidimensional system of ethnic and national identities, which reflects their partial detachment from their homeland and affiliation with the country of provisional immigration. This premigration identity system may be termed “anticipatory” (cf. Merton, 1968), because it is not based on real contact with the country of provisional immigration, but rather on the emigrants’ expectations. On the other hand, the premigration identities are reactive, in the sense that they reflect the emigrants’ reaction to the perceived discrimination they experience in their country of origin. The results of the present study are discussed in light of social identity theory. 相似文献
906.
907.
本文从组织支持感产生的理论背景出发,简要介绍了国内外关于组织支持感的研究,主要包括组织支持感研究的理论基础、组织支持感的概念和测量工具、组织支持感的其前因变量和结果变量等方面,并指出了组织支持感理论在现代组织中的应用价值和意义,以及目前存在的问题和对今后研究的展望。 相似文献
908.
With a sample of Asian international students, the consequences of perceiving pervasive discrimination against one's in‐group were examined by experimentally manipulating perceived discrimination (pervasive vs rare) and group identification (low vs high). We report evidence that supports and integrates aspects of two contrasted models; namely, the discounting model and the rejection–identification model. Consistent with both models, the effects of perceiving discrimination on one's psychological well‐being depended on the level of group identification. Nevertheless, after reading about pervasive discrimination, low (vs high) identifiers reported less depressed affect, consistent with the discounting model. However, they also reported lower self‐esteem, consistent with the rejection–identification model. 相似文献
909.
Karl Ask Pär Anders Granhag 《Journal of Investigative Psychology & Offender Profiling》2010,7(3):214-230
Research on the hindsight bias has shown that knowledge of an event outcome makes the observed outcome appear more predictable than it does in the absence of outcome knowledge. It was hypothesised that perceptions of the suggestiveness of a line‐up would be similarly influenced by knowledge of a witness' identification decision, with a positive identification of the suspect increasing, and a negative non‐identification decreasing, perceived suggestiveness. The ratings of undergraduate students (N = 50) in Experiment 1 showed the predicted influence of positive outcome, whereas negative outcome had no demonstrable influence. In contrast, Experiment 2, conducted with police trainees (N = 126) and with the line‐up presented in the context of a criminal investigation, partially supported the predicted influence of negative, but not positive, outcome. The discrepant findings are discussed in terms of the cognitive mechanisms underlying the hindsight bias and the implications for real‐life judgements of line‐up suggestiveness. Copyright © 2010 John Wiley & Sons, Ltd. 相似文献
910.
中国企业中员工创新能力与创新绩效的关系:以组织创新气氛为调节变量 总被引:1,自引:0,他引:1
运用结构方程建模技术中的无约束估价法,对来自10家企业413名员工的数据进行调节效应模型的检验。探讨了中国企业中员工创新能力对创新绩效的影响,以及组织创新气氛在其中的调节作用。结果发现:员工的创新能力对其创新意愿和创新结果具有显著的正向影响;在创新能力水平一定的情况下,创新意愿、行动和结果的水平随着组织创新气氛的提升而有所增强。该结果表明组织创新气氛显著调节着员工创新能力对创新绩效的影响。 相似文献