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The aim of this study was to investigate how sex (male and female) and gender‐role (masculinity and femininity) and their interaction were associated with risky driving behaviors, traffic offences, and accident involvement among young Turkish drivers. Three‐hundred and fifty‐four young drivers (221 males and 133 females) filled in a form including the short form of Bem Sex‐Role Inventory (BSRI), the Driver Behaviour Questionnaire (DBQ), questions about a driver's accident history, and background information. The effects were tested on outcome variables by using hierarchical regression analysis. It was found that sex (being male) predicted only the ordinary violations. While masculinity score predicted positively the number of offences, and aggressive and ordinary (highway code) violations, femininity score predicted negatively the number of accidents and offences, aggressive and ordinary violations, and errors. The effect of interaction between masculinity and femininity was only found on the number of accidents and aggressive violations among young drivers. There was no significant interaction effect between sex and gender roles on criterion variables. Aggr. Behav. 00:1–12, 2005. © 2005 Wiley‐Liss, Inc. 相似文献
233.
Colette Van Laar Shana Levin Jim Sidanius 《Journal of experimental social psychology》2005,41(4):329-345
This study examined the effect of living with White, Asian American, Latino, or African American roommates on affective, cognitive, and behavioral indicators of prejudice among university students. We used a five-wave panel study with approximately 2000 students to examine the effect of roommate contact in two ways: First, through a field experimental test by examining prejudice as a function of living with randomly assigned roommates during the first year of university. Second, net of pre-existing attitudes, we examined the effects of voluntary roommate contact during the second and third year of university on fourth year prejudice. Consistent with contact theory, both randomly assigned and voluntary contact decreased prejudice. Also, there was generalization to other outgroups, particularly from Black roommates to Latinos, and vice versa. Finally, an interesting exception was found for contact with Asian American roommates, whether randomly assigned or voluntary, which tended to make attitudes towards other groups more negative. Potential explanations for this result are discussed. 相似文献
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235.
通过文献分析和实证研究,构建了中小学生感觉寻求的理论维度,并据此编制了中小学生感觉寻求的测量量表。以14,560名中小学生为有效被试,对量表进行了探索性因素分析和验证性因素分析后表明:中小学生感觉寻求包含两个维度,即兴奋与冒险寻求、去抑制,所构建的中小学生感觉寻求理论体系比较合理,中小学生感觉寻求量表具有较好的信度和效度,可以作为中小学生感觉寻求研究的测量工具。我国中小学生感觉寻求特点同国外研究结果表现出大体相同趋势。兴奋与冒险寻求、去抑制,以及综合感觉寻求水平,男生均显著高于女生。从年级发展趋势看,中小学生感觉寻求水平总体上逐年增高。 相似文献
236.
When organizational justice and the self-concept meet: Consequences for the organization and its members 总被引:2,自引:0,他引:2
Russell E. Johnson Christopher Selenta Robert G. Lord 《Organizational behavior and human decision processes》2006,99(2):175-201
In two studies, we examined the joint effects of employed participants’ self-concept levels and perceptions of fairness on organizational attitudes and citizenship behavior intentions. We examined the effects of chronic self-concept activation in Study 1, whereas we primed the working self-concept in Study 2. Combining the results of both studies, we found support for our hypotheses that particular self-concept levels and organizational justice dimensions interact to predict various work-related outcomes. Specifically, we observed interactions between the relational self-concept and interactional justice, and between the collective self-concept and procedural justice, such that the justice–outcome relationships were stronger for those experiencing higher activation on the relevant self-concept level. Thus, as hypothesized, justice information is weighted differently depending on the particular level of self-concept that is active. In addition, interesting direct effects of employees’ self-concepts were also observed. We discuss the implications of these findings and the importance of considering the self-concept in conjunction with organizational justice. 相似文献
237.
Who Wants to Marry a Millionaire? Reality Dating Television Programs, Attitudes Toward Sex, and Sexual Behaviors 总被引:2,自引:0,他引:2
Past research has revealed associations between television viewing and sexual attitudes and behaviors. We examined a burgeoning
new television genre, reality dating programs (RDPs). Undergraduate students (ages 18–24) reported their overall television
viewing, their RDP viewing, and their involvement with RDPs (watching in order to learn and watching in order to be entertained).
They also completed measures of attitudes toward sex, dating, and relationships, and answered questions about sexual behavior.
Most participants were occasional or frequent viewers of at least one RDP. Men reported using RDPs for learning more than
did women; there was no gender difference in use of RDPs for entertainment. Total amount of RDP viewing was positively correlated,
for both men and women, with adversarial sexual beliefs, endorsement of a sexual double standard, and the beliefs that men
are sex-driven, that appearance is important in dating, and that dating is a game. In all cases, however, these relationships
were partially or totally mediated through viewer involvement. Men and women who watched RDPs tended to be less sexually experienced;
there were few other correlations with sexual behaviors. 相似文献
238.
本研究采用了问卷调查法,对苏州271名企业员工的行为中庸化的特征进行了研究。结果表明:(1)企业员工的行为,总体上是趋向于中庸的;(2)男性员工较女性员工在行为上更倾向于中庸;(3)教育水平高的员工较教育水平低的员工更倾向于中庸;(4)职务水平高的员工较职务水平低的员工更倾向于中庸;(5)企业性质不同、资本来源不同的企业员工,其行为中庸化水平不同。 相似文献
239.
Meagan E. Brock Baskin Victoria McKee 《International Journal of Selection & Assessment》2019,27(1):83-89
Time banditry has recently been introduced as a distinct construct in the organizational behavior literature. An employee is engaged in time banditry when he or she pursues nontask‐related activities during work time (i.e., chatting with a co‐worker or surfing the web). This study examines the novel concept of time banditry and the impact of climate on its prevalence in the workplace. Climate is a direct reflection of how employees feel about where they work, and is postulated to have a direct effect on engagement in time banditry behaviors. Results provide evidence that employee perceptions of process, policies, and satisfaction as they relate to the job climate are positively related to engagement in time banditry. Thus, when climates promote positive feelings at the job level, employees actually engage in more time banditry behavior. However, no significant relationship was found between time banditry and climate perceptions at the team or the organizational level. 相似文献
240.
Six caregivers participated in a research study in which behavioral skills training (BST) was used within a pyramidal training model to train a differential reinforcement of an alternative behavior (DRA) procedure. Physical prompting was utilized to obtain correct responses across the identified alternative behavior. The caregivers were split into two tiers, comprised of three caregivers each. The experimenter trained tier‐one caregivers, who then trained tier‐two caregivers after meeting a predetermined mastery criterion. A multiple baseline design across participants research design was used to evaluate the effectiveness of correct implementation of the DRA procedure, demonstrating experimental control across participants. During baseline, caregivers did not implement DRA correctly. Following training, tier‐one and tier‐two caregivers demonstrated correct implementation of the DRA and prompting procedure. Intervention score was (M = 96%), from a baseline score of (M = 34.6%), for tier‐one participants. Intervention score was (M = 96.6%), from a baseline score of (M = 33%), for tier‐two participants. A follow‐up maintenance probe demonstrated correct implementation of the DRA procedure with prompting across both tiers of trained caregivers. 相似文献