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131.
We evaluated the effects of a behavioral treatment on the safe passing of sharp instruments using the hands-free technique among hospital operating room personnel during surgical procedures. Treatment consisted of participative goal setting, task clarification, and feedback. The average percentage of sharp instruments passed safely increased from 32% to 64% and 31% to 70% between baseline and treatment phases in the inpatient and outpatient surgery units, respectively. Five-month follow-up data suggested maintenance of treatment effects. These findings suggest the utility of organizational behavior management strategies in reducing risky behavior in hospital settings. 相似文献
132.
133.
本论文以国家公务员为对象,从背景、核心自我评价和组织文化的层面来探讨公务员绩效评估公平性的影响因素。结果表明,在公务员个人属性变量上,性别、职级、收入、工龄和年终绩效等级对绩效评估公平性上存在显著影响;单位组织文化各因子特别是诚信公正因子对公务员绩效评估公平性的影响最大,核心自我评价各因子对公平性的影响不大。 相似文献
134.
Jones NL 《Science and engineering ethics》2007,13(1):25-43
The activities of the life sciences are essential to provide solutions for the future, for both individuals and society. Society
has demanded growing accountability from the scientific community as implications of life science research rise in influence
and there are concerns about the credibility, integrity and motives of science. While the scientific community has responded
to concerns about its integrity in part by initiating training in research integrity and the responsible conduct of research,
this approach is minimal. The scientific community justifies itself by appealing to the ethos of science, claiming academic
freedom, self-direction, and self-regulation, but no comprehensive codification of this foundational ethos has been forthcoming.
A review of the professional norms of science and a prototype code of ethics for the life sciences provide a framework to
spur discussions within the scientific community to define scientific professionalism. A formalization of implicit principles
can provide guidance for recognizing divergence from the norms, place these norms within a context that would enhance education
of trainees, and provide a framework for discussing externally and internally applied pressures that are influencing the practice
of science. The prototype code articulates the goal for life sciences research and the responsibilities associated with the
freedom of exploration, the principles for the practice of science, and the virtues of the scientists themselves. The time
is ripe for scientific communities to reinvigorate professionalism and define the basis of their social contract. Codifying
the basis of the social contract between science and society will sustain public trust in the scientific enterprise. 相似文献
135.
Croatia founded a national body for ethics in science 总被引:1,自引:0,他引:1
Puljak L 《Science and engineering ethics》2007,13(2):191-193
The Committee for Ethics in Science and Higher Education (CESHE) was created in Croatia as a national body appointed by the
Parliament. Thus Croatia became one of a handful of countries with national means of responding to allegations of scientific
misconduct. The Committee’s duties, with the help of the Ethics Code, include promotion of ethical norms and values in science
and higher education. The CESHE will work on cases of possible research misconduct and alleged disregard for the ethical norms
associated with research. 相似文献
136.
以国家助学金分配为背景,选取755名大学生为被试,运用量表测量和验证性因素分析办法考察不同卷入度人群的组织公平维度结构.结果表明:不同卷入程度个体的组织公平维度不一致.卷入程度低和卷入程度高但同时作为分配者的个体的组织公平是三因素结构.卷入程度高且只作为接受分配者的组织公平是四因素结构.同时,指出了信息公平在组织公平中具有重要的作用. 相似文献
137.
Using longitudinal data (N = 220), we examined the contribution of perceived organizational support and four mindsets of organizational commitment (affective, normative, perceived sacrifice associated with leaving and perceived lack of alternatives) to employee psychological well-being. In order to assess the contribution of support and commitment independently from workplace stressors, we controlled for the effects of role ambiguity, role conflict and role overload. Analyses showed affective organizational commitment to mediate a positive relationship between perceived organizational support and well-being. In addition, perceived organizational support negatively related to perceived lack of employment alternatives which, in turn, was negatively related to well-being. Normative commitment and perceived sacrifice associated with leaving were unrelated to well-being. The implications of these findings are discussed under the lenses of social exchange and conservation of resources theories. 相似文献
138.
进谏行为与组织公民行为的关系研究:诺莫网络视角 总被引:1,自引:0,他引:1
进谏行为和组织公民行为等角色外行为研究近年来备受关注。与组织公民行为相比,进谏行为是一个新的构念。本研究探索了进谏行为的构念内涵,并借鉴诺莫网络思路考察了进谏行为与组织公民行为的关系。问卷研究的结果表明:进谏行为能融入组织公民行为构念,领导公平和情感承诺对两者都具有正面影响,而大五中的宜人性维度对两者的影响表现出差异性;从事角色外行为会导致更高的工作满意感。研究证实了进谏行为与组织公民行为构念内涵的相似性及存在的细微差异。 相似文献
139.
组织伦理气氛的理论与研究 总被引:2,自引:1,他引:1
组织伦理气氛(organizationalethicclimate)是组织成员对组织伦理环境特性的一致性认知。在文献研究的基础上,该文首先从伦理与组织伦理、组织伦理气氛的概念来源与形成、结构与测量、影响因素及其与组织绩效的关系等方面,对国外组织伦理气氛研究进行了归纳和反思,并从理论研究与管理实践方面提出了一些具体的建议 相似文献
140.