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121.
Arnold B. Bakker 《Journal of Vocational Behavior》2008,(3):400-414
The WOrk-reLated Flow inventory (WOLF) measures flow at work, defined as a short-term peak experience characterized by absorption, work enjoyment, and intrinsic work motivation. Results of Study 1 among 7 samples of employees (total N = 1346) from different occupational groups offer support for the factorial validity and reliability of the WOLF. Study 2 examined the validity of the WOLF in more detail among some of the samples. Positive correlations between a general flow index and the three flow dimensions confirm the convergent validity of the WOLF. In addition, the findings of Study 2 provide evidence for the construct and predictive validity of the WOLF using five job characteristics as predictors of flow, and other-ratings of performance as outcomes. 相似文献
122.
运用自然辩证法培养良好的临床思维,指导周围神经嵌压症的诊治过程,有助于获得最佳诊治效果。诊断过程中需全面了解理论知识,学会科学观察,兼顾整体与局部的关系,通过合理分析与综合,可以做出确切诊断。治疗过程中需对有关医师的技术进行评价,采用控制论及系统论方法指导治疗,才能恢复周围神经的结构与功能。 相似文献
123.
卫生经济伦理学是应用伦理学的一个分支,相对于经济学和卫生经济学的发展,卫生经济伦理学的建立和发展滞后,导致卫生经济体制改革的经济效果与社会效果的一定程度的偏离。卫生经济伦理学的理论前提是社会结构变迁要求各个相对独立社会领域的规则整合,其研究任务是为社会经济主体的行为提供一个规范性的评判,实现社会的和谐发展。 相似文献
124.
The present study adopts a bottom-up approach to work engagement by examining how self-management is related to employees' work engagement on a daily basis. Specifically, we hypothesized that on days that employees use more self-management strategies, they report higher resources at work and in turn, are more vigorous, dedicated, and absorbed in their work (i.e., engaged) on these days. We tested this hypothesis in a sample of 72 maternity nurses who filled out an online diary for 5 days (N = 360 data points). In line with our hypotheses, results of multilevel structural equation modeling analyses showed that daily self-management was positively related to the resourcefulness of the daily work environment (i.e., more skill variety, feedback, and developmental opportunities) and consequently, to employees' daily work engagement. However, contrary to our expectations, the measurement model showed that two of the five included self-management strategies (i.e., self-reward and self-punishment) loaded onto a separate factor and were unrelated to all job resources. The findings contribute to our understanding of employees' role in regulating their own daily work engagement. 相似文献
125.
The current study presents a multi-dimensional scale measuring the learning potential of the workplace (LPW), which is applicable across various occupational settings. Based on a comprehensive literature review, we establish four theoretically relevant dimensions of work-based learning, which together constitute the learning potential of the workplace. The psychometric characteristics of our instrument were examined among a sample of Dutch employees working in different organizations (N = 1013). In this study, we tested the factorial structure and validity of the LPW-scale by conducting Confirmatory Factor Analyses, testing for measurement invariance and determining the scale's reliability. Subsequently, the LPW-instrument was cross-validated using SEM (AMOS 20.0). Furthermore, convergent, divergent, and construct validity were investigated. The results empirically supported the theory based four-factor structure of the LPW-scale and provided solid evidence for the sound psychometric properties of the study's instrument. 相似文献
126.
127.
Gordon L. Flett Paul L. Hewitt Teresa Whelan Thomas R. Martin 《Journal of Rational-Emotive & Cognitive-Behavior Therapy》2007,25(4):255-277
Two studies were conducted to examine the psychometric properties and correlates of the Perfectionism Cognitions Inventory
(PCI) when administered to clinical samples. The PCI is a 25-item measure of automatic thoughts with themes involving perfectionism
and beliefs that perfection should be attained. Analyses indicated that the PCI is unidimensional and it has adequate internal
consistency. Correlational analyses confirmed that the PCI is associated with psychological distress and deficits in cognitive
self-management, including lack of self-reinforcement, lack of a positive self-focus, and perfectionistic inflexibility. Moreover,
tests of incremental validity revealed that the PCI accounts for unique variance in levels of anxiety and depression symptoms
after removing variance attributable to trait perfectionism dimensions. Overall, the findings suggest that automatic thoughts
involving perfectionistic themes can be assessed in a reliable and valid manner in clinical samples. Moreover, it is important
to assess perfectionism cognitions as a supplement to trait perfectionism measures when evaluating the role of perfectionism
in psychological distress and associated deficits in cognitive self-control.
This research was supported by major research grants from Health Canada and the Social Sciences and Humanities Research Council
(SSHRC) of Canada to the first two authors, and a Canada Research Chair in Personality & Health awarded to the first author.
The fourth author, Thomas Martin, is now deceased and this paper is dedicated to his memory. 相似文献
128.
There is a large and growing body of research to show that human resource (HR) practices affect individual performance, organisational productivity and organisational performance. Academic findings about effective HR practices, however, have not readily been adopted by practitioners. A variety of theoretical and practical explanations have been advanced about the research–practice gap. Research by Rynes, Colbert, and Brown (2002) suggested that the research–practice gap is due to a lack of knowledge, but the extent to which these findings apply to the Australian context is unknown. The sample consisted of 102 industrial/organisational (I/O) psychologists and 89 HR practitioners. The main aim of the present study was to replicate and extend the work of Rynes et al. by examining and comparing the knowledge of I/O psychologists and HR practitioners. It was found that overall I/O psychologists were better informed about HR research than HR practitioners; in particular, they were more knowledgeable about management practices and recruitment and selection. In both groups, of the five content areas examined (Management Practices; General Employment Practices; Training and Development; Recruitment and Selection; and Compensation and Benefits), the greatest gaps were in Recruitment and Selection. 相似文献
129.
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
130.
Peter Madsen Gubi 《Counselling and Psychotherapy Research》2009,9(2):115-121
Aim: This research article contributes to the debate on the value and limitation of the use of spiritual strategies, like prayer, in counselling (Foskett & Lynch, 2001) by disseminating the insights that were gained from a qualitative study of mainstream counsellors whose work includes prayer. Method: Participants were 19 British Association for Counselling and Psychotherapy (BACP)‐accredited and Churches Ministerial Counselling Service (CMCS)‐approved counsellors who use prayer in their practice. They were interviewed, and the data were analysed using Interpretative Phenomenological Analysis. Results: The data reveal that counsellors who use prayer are aware that ethical problems may be encountered: if prayer changes the way that the counsellor is perceived; when using prayer with issues of psychopathology; if the counsellor uses prayer to impose faith on a client; when being professionally held to account; if prayer is used for avoidance or as a defence; if prayer is used to enhance the counsellor's power; if prayer is not part of the client's agenda; if prayer is used routinely; if prayer cannot be challenged; if there is a cultural pressure to pray; and if the prayer method is not matched to the client – but that their concern over potential ethical issues is not of sufficient strength to override their therapeutic use of prayer if facilitated with due care. 相似文献