全文获取类型
收费全文 | 940篇 |
免费 | 102篇 |
国内免费 | 85篇 |
专业分类
1127篇 |
出版年
2024年 | 4篇 |
2023年 | 31篇 |
2022年 | 28篇 |
2021年 | 33篇 |
2020年 | 65篇 |
2019年 | 88篇 |
2018年 | 67篇 |
2017年 | 88篇 |
2016年 | 77篇 |
2015年 | 54篇 |
2014年 | 51篇 |
2013年 | 174篇 |
2012年 | 29篇 |
2011年 | 31篇 |
2010年 | 29篇 |
2009年 | 28篇 |
2008年 | 21篇 |
2007年 | 27篇 |
2006年 | 29篇 |
2005年 | 30篇 |
2004年 | 13篇 |
2003年 | 23篇 |
2002年 | 20篇 |
2001年 | 12篇 |
2000年 | 18篇 |
1999年 | 5篇 |
1998年 | 3篇 |
1997年 | 7篇 |
1996年 | 4篇 |
1995年 | 9篇 |
1994年 | 8篇 |
1993年 | 1篇 |
1992年 | 1篇 |
1991年 | 1篇 |
1990年 | 2篇 |
1989年 | 2篇 |
1987年 | 3篇 |
1984年 | 1篇 |
1980年 | 1篇 |
1979年 | 2篇 |
1978年 | 1篇 |
1976年 | 5篇 |
1975年 | 1篇 |
排序方式: 共有1127条查询结果,搜索用时 0 毫秒
881.
Chuchai Smithikrai 《Asian Journal of Social Psychology》2008,11(4):253-263
The present study investigated the extent to which the strength of situations moderates the relations between personality traits and counterproductive work behaviour (CWB). It was hypothesized that the relations between personality traits and CWB would vary across strong and weak situations. In addition, there would be an interaction between conscientiousness and agreeableness in predicting CWB. As predicted, the results showed that the effect of personality on CWB depended on the strength of situations. The results also indicated that, in a weak situation only, conscientiousness has a stronger, negative relation to CWB when agreeableness is low than when agreeableness is high. 相似文献
882.
Jari J. Hakanen Riku Perhoniemi Salla Toppinen-Tanner 《Journal of Vocational Behavior》2008,73(1):78-91
The present cross-lagged panel study aimed to investigate the energizing power of job resources and related gain spirals. Drawing on Hobfoll’s Conservation of Resources (COR) theory’s rarely tested assumptions of cumulative resource gains and gain spirals a reciprocal process was expected: (1) job resources lead to work engagement and work engagement leads to personal initiative (PI), which, in turn, has a positive impact on work-unit innovativeness, and (2) work-unit innovativeness leads to PI, which has a positive impact on work engagement, which finally predicts future job resources. The study was based on a two-wave 3-year panel design among 2555 Finnish dentists. Structural equation modeling was employed to study cross-lagged associations. The results mainly confirmed our hypotheses: positive and reciprocal cross-lagged associations were found between job resources and work engagement and between work engagement and PI. In addition, PI had a positive impact on work-unit innovativeness over time. 相似文献
883.
This study moves from “work-family” to a multi-dimensional “life-course fit” construct (employees’ cognitive assessments of resources, resource deficits, and resource demands), using a combined work-family, demands-control and ecology of the life course framing. It examined (1) impacts of job and home ecological systems on fit dimensions, and (2) whether control over work time predicted and mediated life-course fit outcomes. Using cluster analysis of survey data on a sample of 917 white-collar employees from Best Buy headquarters, we identified four job ecologies (corresponding to the job demands-job control model) and five home ecologies (theorizing an analogous home demands-home control model). Job and home ecologies predicted fit dimensions in an additive, not interactive, fashion. Employees’ work-time control predicted every life-course fit dimension and partially mediated effects of job ecologies, organizational tenure, and job category. 相似文献
884.
885.
Jerald Greenberg Claire E. Ashton-James Neal M. Ashkanasy 《Organizational behavior and human decision processes》2007
We systematically analyze the role of social comparison processes in organizations. Specifically, we describe how social comparison processes have been used to explain six key areas of organizational inquiry: (1) organizational justice, (2) performance appraisal, (3) virtual work environments, (4) affective behavior in the workplace, (5) stress, and (6) leadership. Additionally, we describe how unique contextual factors in organizations offer new insight into two widely studied sub-processes of social comparison, acquiring social information and thinking about that information. Our analyses underscore the merit of integrating organizational phenomena and social comparison processes in future research and theory. 相似文献
886.
Laura A. Hambley Thomas A. O’Neill Theresa J.B. Kline 《Organizational behavior and human decision processes》2007
This study investigated the effects of transformational and transactional leadership styles and communication media on team interaction styles and outcomes. Teams communicated through one of the following three ways: (a) face-to-face, (b) desktop videoconference, or (c) text-based chat. Results indicated that transformational and transactional leadership styles did not affect team interaction styles or outcomes; that the mean constructive interaction score was higher in FTF than videoconference and chat teams, but not significantly higher in videoconference than chat teams; and that teams working in richer communication media did not achieve higher task performance than those communicating through less rich media. Finally, mean team cohesion scores were higher in FTF and videoconference than chat teams, but not significantly higher in FTF than videoconference teams. These results provide further evidence that communication media do have important effects on team interaction styles and cohesion. 相似文献
887.
Dikkers JS Geurts SA Kinnunen U Kompier MA Taris TW 《Scandinavian journal of psychology》2007,48(6):529-538
This study aimed at providing insight into the processes underlying crossover between "work" and "home" in dyadic partner relationships. Specifically, we examined to what extent husbands' work demands (work load and overtime hours) and psychological health (fatigue and depressive symptoms) "cross over" to their wives' home demands (home load) and psychological health. These associations were investigated among three couple groups, based on wives' working hours (i.e., more than 20 hours per week, from 1 to 20 hours per week, and not engaged in paid work) (253 couples in total). All husbands worked for at least 35 hours a week. Three possible crossover mechanisms were hypothesized: (i) time-based, (ii) strain-based, and (iii) empathy-based crossover. The results partially supported mechanisms (i) and (ii): when husbands reported higher work load (mechanism i) and more psychological health complaints (mechanism ii), their wives experienced higher home load. The results further supported mechanism (iii) that wives' and husbands' psychological health were associated. It is concluded that crossover from husbands to wives may occur through various mechanisms. 相似文献
888.
Vasconcelos M Urcuioli PJ Lionello-DeNolf KM 《Journal of the experimental analysis of behavior》2007,87(3):405-407
Zentall and Singer (2007) challenge our conclusion that the work-ethic effect reported by Clement, Feltus, Kaiser, and Zentall (2000) may have been a Type I error by arguing that (a) the effect has been extensively replicated and (b) the amount of overtraining our pigeons received may not have been sufficient to produce it. We believe that our conclusion is warranted because (a) the original effect has not been replicated despite multiple attempts to do so and (b) the statement that more extended overtraining may be needed itself suggests that the original effect is not reliable. 相似文献
889.
通过对29所高中阶段学校763名教师的问卷调查,主要研究了教师应对效能和工作压力对教师职业枯竭的预测作用。分析结果表明:(1)应对效能对教师的职业枯竭具有显著的预测作用,自信程度、胜任力对情绪衰竭、非人性化和认知枯竭的预测作用显著,胜任力和认知水平对个人成就感有显著的预测作用;(2)工作压力对教师的职业枯竭具有显著的预测作用,导致教师职业枯竭的工作压力因素有:领导与管理、工作负荷、考试升学因素、人际关系;(3)通过对工作压力和应对效能的联合考察能够更好地预测教师的职业枯竭。 相似文献
890.
本研究旨在考察上下级沟通对工作应激源-心理及生理应激的调节作用。研究结果表明:上下级沟通的两个维度及时告知和指导、积极表达对应激源-应激有不稳定的、不强烈的调节作用,既表现为及时告知与指导对工作-家庭冲突与心理应激、对工作负荷-生理应激有缓冲作用(负向作用),也表现为积极表达对工作-家庭冲突-生理应激、及时告知和指导对攻击行为-心理应激有增强作用(正向作用)。 相似文献