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641.
Minseo Kim Terry A. Beehr 《European Journal of Work and Organizational Psychology》2020,29(1):126-139
ABSTRACTBased on job crafting theory and workplace resources theories, the present study develops a model of both antecedents and consequences of job crafting. We hypothesized subordinates’ perceptions of empowering leadership and core self-evaluations influence employee job crafting behaviours, which subsequently influence four outcomes: improving three employee well-being outcomes, (a) work-family enrichment, (b) flourishing, and (c) life satisfaction; and simultaneously reducing the organizational outcome of (d) deviant behaviours. Three-waves of data over nine months were collected from U.S. full-time employees (n = 276). Results showed empowering leadership and core self-evaluations positively related to expansive/approach forms of job crafting behaviours, which in turn related to the three different well-being outcomes. However, job crafting did not affect employee deviant behaviour. Instead, empowering leadership and core self-evaluations directly predicted less deviant behaviour. With the imputed data, we also found job crafting had a significant but weak relationship with deviant behaviour. These findings provide an integrated understanding of how and why employees engage in job crafting, and the important influence that job crafting has on employees’ subjective well-being. The present study advances leadership and job crafting theories, providing practical recommendations for promoting employee well-being and decreasing undesirable behaviours in the form of workplace deviance. 相似文献
642.
Carsten C. Schermuly Bertolt Meyer 《European Journal of Work and Organizational Psychology》2020,29(5):740-752
ABSTRACT Frequent experiences of flow – an enjoyable state of optimal challenge – at work are associated with many positive individual and organizational outcomes. In our research, we examine how leaders affect subordinates’ flow experiences through subordinates’ work-related self-concept. Specifically, on the basis of self-concept theory, we propose that transformational leaders affect followers’ work-related self-concept, which we construe as followers’ psychological empowerment, consisting of the four sub-facets of meaning, competence, self-determination and impact. We further propose that psychological empowerment is positively related to flow experiences at work. In sum, we thus hypothesize that the effect of transformational leadership on employees’ flow experiences is mediated by psychological empowerment. Additionally, we propose that this indirect effect is moderated such that it is stronger for employees holding a formal leadership position. We tested the model with two two-wave questionnaire studies with employees (Study 1: N = 307 at time 1; N = 60 at time 2; Study 2: N = 611 at time 1; N = 271 at time 2) from different organizations. Path models reveal support for the mediation hypotheses in both samples but not for the moderated mediation hypothesis. 相似文献
643.
Edina Dóci Joeri Hofmans Sanne Nijs Timothy A. Judge 《European Journal of Work and Organizational Psychology》2020,29(4):515-524
ABSTRACT This study examines situational antecedents of transformational leadership by (a) studying the effect of time pressure on the emergence of transformational leadership behaviours, and (b) examining the mediating role of leaders’ state core self-evaluations. Twice per day for 10 consecutive working days, 42 leaders reported on their state core self-evaluations, transformational leadership behaviours and the time pressure they experienced, yielding 531 observations. Using multilevel path analysis, we found that time pressure had an indirect effect on transformational leadership through leaders’ state core self-evaluations. This mediated relationship was curvilinear; with time pressure having little to no effect on transformational leadership via state core self-evaluations when time pressure is below a leader’s average level of time pressure. However, once this characteristic average level is exceeded, time pressure has a negative effect on transformational leadership via its negative relationship with state core self-evaluations, and this relationship becomes stronger for increasing levels of time pressure. 相似文献
644.
《Women & Therapy》2013,36(3-4):17-27
No abstract available for this article. 相似文献
645.
This exploratory study considered language use as a manifestation of anxiety in work and everyday settings. Respondents were seven psychology practitioners from across the discipline (following a psychodynamic approach), who reflected on the dynamics of language use associated with their social and occupational roles. Hermeneutic phenomenological analysis revealed the way in which participants characterised their language use in managing the language of titles and defining potential space for relational, regressive and defensive purposes. 相似文献
646.
ABSTRACTDespite growing interest in genetic and psychosocial indicators of heightened susceptibility to posttraumatic stress disorder (PTSD), a predictive model, which explains why some individuals develop PTSD in response to life-threatening traumatic events, while others, when faced with the same or similar experiences, do not, has thus far remained out of reach. In this paper, we review the literature on gene–environment interactions in β-endorphin system functioning with regard to PTSD and suggest that variation, both genetic and with regard to environmental stimuli, in systems which, like the β-endorphin system, distort human perception of life-threatening traumatic experiences may account for some of the variance in resilience to the disorder. Given the role of β-endorphin in both social connections and physical exercise, this becomes especially relevant with regard to military selection, training, and leadership processes. 相似文献
647.
Laura Arnold Leibman 《Journal of Modern Jewish Studies》2019,18(4):399-423
ABSTRACTScholars often analyze houses’ “Jewishness” vis-à-vis Jewish law and rituals. For Dutch Sephardic Jews during the long eighteenth century, however, identity is better understood using a model of rhizome in which “Jewishness” consists of the deliberate interbraiding of multiple traditions. Jewish identity was inextricable from the cultures in which Jews lived. Jewish homes along the Vecht River near Amsterdam exemplify the rhizome model. They embody the same braided pastoral ideal found in eighteenth-century Dutch Sephardic literature and material culture. As Sephardic Jews relocated to Netherlands Antilles, the rhizome present in country houses shifted, taking into account Jews’ new role as slave owners. Thus while buitenplaatsen along the Vecht embraced the Jewish pastoral ideal of a retreat from mercantile life, landhuizen in Curaçao evoked a georgic ideal that channelled the residents’ gaze not on rivers, gardens, and grottos, but on guard stations, slave huts, and enslaved workers. Leisure became redefined as an ability to watch rather than retreat from labour. Taken together, Dutch Jewish country houses along the Vecht and in Curaçao challenge the notion that Jewish material culture has a “single root system.” 相似文献
648.
Joe Solberg 《Ethics & behavior》2013,23(2):91-102
Few sports-related events have generated as much controversy as the steroid crisis in baseball. Both ardent fans and casual observers wonder why professional baseball players would choose to use such substances when their use was viewed as outside the bounds of fair play. This article attempts to answer that question by applying concepts from the area of organizational culture. Understanding the culture of baseball and the ways leaders embedded and strengthened that culture adds insight into the decisions by athletes to engage in steroid use. In general, such use was consistent with the already-existing culture. In addition, key decisions and events likely created the conditions in which steroid use was more likely. 相似文献
649.
650.
ABSTRACT Research suggests that ethical leadership (EL) affects employee behavior and organizational functioning. This study aimed to determine the relationship between EL and productive energy (PE), as mediated by person-organizational fit (POF). The study used assumptions of the social learning and social exchange theories that posit that leadership has a direct impact on employee behavior, mainly through role modeling and the reciprocal nature thereof. An empirical paradigm using a cross sectional quantitative design was used. The PE instrument (developed in the USA) was assessed for construct validity within the South African context (exploratory and confirmatory factor analysis). The analysis included a comparison between the private and public sectors, emphasizing the importance of context as differentiator. Relatively high, statistically significant correlations were found between the variables for both sectors and the combined sample. The hierarchical regression analysis indicated that 18% of the variance in PE is explained by EL. This model was improved by the inclusion of POF (total variance of 32% explained). The conceptual model was confirmed with structural equation modeling (SEM). The findings of this study suggest that EL has a significantly positive effect on PE and POF, which mediates the relationship between EL and PE. Sectoral differences were reported. 相似文献