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72.
员工建言日益成为组织创新和变革的推动力,在学术界它也引起了广泛关注.以往研究多从社会交换的视角来探索建言的发生机制,而从社会认知的视角的研究则较为缺乏,本研究将弥补该不足.采用问卷调查法,从苏南地区企业单位选取368份有效配对样本,研究探索了员工的工作投入对其建言行为的影响机制,及认知灵活性和权力动机的调节作用.结果表明,工作投入对建言行为具有显著的正向影响,建言效能感在其中起着中介作用;认知灵活性正向调节工作投入与建言效能感之间的关系,权力动机负向调节建言效能感对工作投入和建言行为的中介作用.文章最后讨论了研究存在的局限,并对建言行为的未来研究做了展望. 相似文献
73.
E. Layne Paddock Jaewon Ko Russell Cropanzano Jessica Bagger Assâad El Akremi Julie Camerman Gary J. Greguras Antonio Mladinic Carolina Moliner Kidok Nam Kjell Törnblom Kees Van den Bos 《决策行为杂志》2015,28(2):167-175
The present study examines the congruence of individuals' minimum preferred amounts of voice with the prospect theory value function across nine countries. Accounting for previously ignored minimum preferred amounts of voice and actual voice amounts integral to testing the steepness of gain and loss functions explicated in prospect theory, we use curve fitting to show that ratings of procedural justice fit prospect theory's value function specifically. Further, we investigate the form of this function across nine countries that range in power distance. Results suggest that the form of the value function is congruent with prospect theory, showing an S‐shaped curve that is steeper in the loss than in the gain domain. Further, this pattern is similar across countries. Theoretical and practical implications of these results for both decision making and organizational justice are discussed. Copyright © 2014 John Wiley & Sons, Ltd. 相似文献
74.
Impression management motive and voice: Moderating effects of self‐monitoring,self‐efficacy,and voice instrumentality 下载免费PDF全文
The purpose of this study is to examine how employees’ impression management motive influences their voice by considering dispositional and situational variables. Drawing on the theory of self‐motive, we hypothesized that voice would be more positively related to impression management motive than prosocial motive. In addition, based on the interactional approach of motive and trait and trait activation theory, we hypothesized that the relationship between impression management motive and voice would be moderated by self‐monitoring, self‐efficacy, and voice instrumentality. Using a sample of 307 supervisor–subordinate dyads from South Korea, we found that, although prosocial motive had a positive influence on voice, impression management motive had a stronger influence on voice than prosocial motive. We also found that the positive influence of impression management motive on voice was stronger for employees with high levels of self‐monitoring, self‐efficacy, and voice instrumentality. This study helps verify the boundary conditions as to when impression management motive is strongly related to voice. In addition, this study will provide theoretical clues for resolving the inconsistent findings on the relationship between impression management motive and voice. 相似文献
75.
Emotional and self-relevant stimuli are able to automatically attract attention and their use in patients suffering from disorders of consciousness (DOC) might help detecting otherwise hidden signs of cognition.We here recorded EEG in three Locked-in syndrome (LIS) and four Vegetative State/Unresponsive Wakefulness Syndrome (VS/UWS) patients while they listened to the voice of a family member or an unfamiliar voice during a passive. Data indicate that, in a passive listening condition, the familiar voice induces stronger alpha desynchronization than the unfamiliar one. In an active condition, the target evoked stronger alpha desynchronization in controls, two LIS patients and one VS/UWS patient. Results suggest that self-relevant familiar voice stimuli can engage additional attentional resources and might allow the detection of otherwise hidden signs of instruction-following and thus residual awareness. Further studies are necessary to find sensitive paradigms that are suited to find subtle signs of cognition and awareness in DOC patients. 相似文献
76.
Restating an interlocutor’s position in an incredulous tone of voice can sometimes serve legitimate dialectical ends. However,
there are cases in which incredulous restatement is out of bounds. This article provides an analysis of one common instance
of the inappropriate use of incredulous restatement, which the authors call “modus tonens.” The authors argue that modus tonens
is vicious because it pragmatically implicates the view that one’s interlocutor is one’s cognitive subordinate and provides
a cue to like-minded onlookers that dialectical opponents are not to be treated as epistemic peers.
相似文献
Robert B. TalisseEmail: |
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Marian Ådnanes 《Political psychology》2004,25(5):795-815
Hirschman's (1970 , 1993 ) theoretical constructs of Exit and Voice represent a useful way to think about citizenship. Exit refers to a desire to emigrate and can be construed as apolitical, private, and passive—a threat to citizenship—whereas Voice refers to political commitment and can be construed as ideal citizenship. A survey of 560 Bulgarian university students in 1998 explored their emphasis on Exit and Voice (as options for themselves in the future) and the association of each option with different economic, political, and psychological factors. One in four students wanted to emigrate, and half of them considered leaving the country for a period of time. Exit plans appeared mainly to be triggered by a wish to participate in the consumer culture, but were also associated with a critical view of the political system as well as a rejection of tradition in conjunction with a Western identity. Although most of the students shared vague or ideal Voice-related plans, few wanted to become actively involved in politics. An emphasis on Voice reflected not only a somewhat limited political engagement but also a more traditionalistic attitude associated with plans for a career and family. The findings indicate that a normative separation between Exit and Voice as theoretical concepts does not cover the complexities of the Bulgarian students' emigration and political involvement plans. 相似文献
79.
以来自36个组织的223名员工为被试,通过上级、同事和员工自评三方配对的问卷数据,研究探讨了高承诺组织与员工建言行为之间的关系。采用多层结构方程模型等方法进行数据分析,结果发现:(1)高承诺组织对员工建言行为(包括上行建言和平行建言)有显著的促进作用;(2)员工知觉到组织内的职业机会在高承诺组织和上行建言之间起部分中介作用;工作满意度在高承诺组织和平行建言之间起部分中介作用;(3)工作绩效在知觉到职业机会和上行建言之间起正向调节作用;人际关系在工作满意度和平行建言之间起正向调节作用;(4)不光如此,工作绩效还调节着"高承诺组织-知觉职业机会-上行建言"这一中介路径;人际关系还调节着"高承诺组织-工作满意感-平行建言"这一中介路径。文章最后对所得结果、理论和实践意义及未来研究做了讨论。 相似文献
80.
研究目的在于明确人口统计学特征与员工建言行为的关系。共81篇实证文献被纳入元分析, 被试人数为39118人。结果发现, 员工年龄、教育程度、组织任期和职位均与建言行为显著正相关, 即年龄越大、受教育程度越高、组织任期越长的员工会表现出越多建言行为; 同时, 在不同的文化背景下, 职位高低与建言行为的关系存在显著差异, 受中国传统文化影响, 高、低职位员工的建言行为数量差异明显, 而在非中国情境下, 员工职位高低对其建言行为的数量影响差异不明显; 此外, 建言行为的数据来源对员工年龄与建言行为之间的关系存在显著调节作用, 采用他评方式时, 年龄与建言行为的正向关系更为显著。研究结果为人口统计特征预测建言行为提供较为精确的估计, 并为未来建言行为的相关研究指引了方向。 相似文献