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121.
Olugbenga Jelil Ladebo 《Journal of business and psychology》2006,20(3):409-427
This study examined the attitude reactions to trust among coworkers and between employees and management. Sample included 296 extension personnel drawn from two Agricultural Development Programs in southwest Nigeria. Exploratory principal component factor analysis showed that the perceptions of trust have the dimensions of: management-affective, coworkers-affective, management-cognitive, and coworkers-cognitive. Based on a hierarchical regression procedure, coworkers-cognitive trust was unrelated to group cohesion and affective commitment, and coworkers-affective, management-affective and -cognitive trusts were related to cohesion and affective commitment. Quit intentions was predicted by coworkers-cognitive, management-affective and -cognitive trusts, and not by coworkers-affective trust. Implications of the results are discussed.I would like to appreciate the efforts of Helen Asishana and T. Amore during the data collection phase of this study. Also, the author wishes to thank the anonymous reviewers for their helpful comments on an earlier version of this paper. 相似文献
122.
Using a meta‐analytical procedure, the relationship between team composition in terms of the Big‐Five personality traits (trait elevation and variability) and team performance were researched. The number of teams upon which analyses were performed ranged from 106 to 527. For the total sample, significant effects were found for elevation in agreeableness (ρ = 0.24) and conscientiousness (ρ = 0.20), and for variability in agreeableness (ρ = ?0.12) and conscientiousness (ρ = ?0.24). Moderation by type of team was tested for professional teams versus student teams. Moderation results for agreeableness and conscientiousness were in line with the total sample results. However, student and professional teams differed in effects for emotional stability and openness to experience. Based on these results, suggestions for future team composition research are presented. Copyright © 2006 John Wiley & Sons, Ltd. 相似文献
123.
D. N. Walton 《Argumentation》2006,20(3):273-307
In this paper it is shown is that although poisoning the well has generally been treated as a species of ad hominem fallacy, when you try to analyze the fallacy using ad hominem schemes, even by supplementing with related schemes like argument from position to know, the analysis ultimately fails. The main argument of the paper is taken up with proving this negative claim by applying these schemes to examples of arguments associated with the fallacy of poisoning the well. Although there is a positive finding in this quest, in that poisoning the well is shown to be based on and associated with these forms of argument in interesting ways, the paper in the end is led to the conclusion that the fallacy is irreducibly dialectical. Poisoning the well is thus analyzed as a tactic to silence an opponent violating her right to put forward arguments on an issue both parties have agreed to discuss at the confrontation stage of a critical discussion. It is concluded that it is a special form of strategic attack used by one party in the argumentation stage of a critical discussion to improperly shut down the capability of the other party for putting forward arguments of the kind needed to properly move the discussion forward. 相似文献
124.
New Directions in Goal-Setting Theory 总被引:1,自引:0,他引:1
ABSTRACT— Goal-setting theory is summarized regarding the effectiveness of specific, difficult goals; the relationship of goals to affect; the mediators of goal effects; the relation of goals to self-efficacy; the moderators of goal effects; and the generality of goal effects across people, tasks, countries, time spans, experimental designs, goal sources (i.e., self-set, set jointly with others, or assigned), and dependent variables. Recent studies concerned with goal choice and the factors that influence it, the function of learning goals, the effect of goal framing, goals and affect (well-being), group goal setting, goals and traits, macro-level goal setting, and conscious versus subconscious goals are described. Suggestions are given for future research. 相似文献
125.
问卷调查410名北京市中学教师,探讨了学校组织气氛对教师组织承诺的影响.结果表明:修订的《学校组织气氛问卷》是可靠而有效的适用于中学教师组织气氛相关研究的工具;在持续承诺维度上,本科学历的教师显著高于硕士学历的教师,高级职称的教师非常显著地高于中教二级的教师;所教学生人数的多少与情感承诺、规范承诺有显著的正相关;在控制了人口统计学变量之后,分层回归和优势分析发现:支持行为、同事行为和疏远行为对预测情感承诺做出了新的贡献,支持行为的贡献更大;支持行为和亲密行为对预测规范承诺做出了新贡献,支持行为的贡献更大;亲密行为能预测持续承诺. 相似文献
126.
127.
供应链伙伴间的信任、承诺对合作绩效的影响 总被引:18,自引:0,他引:18
本文通过问卷调查的方式探讨供应链伙伴间的信任、关系承诺对合作绩效的影响。研究结果显示组织信任、个人信任与合作绩效存在正相关关系,组织信任通过关系承诺对合作绩效的间接影响明显高于其直接影响,个人信任通过关系承诺对合作绩效的间接影响明显不及其直接影响。 相似文献
128.
Edward O. Akoto 《Journal of Vocational Behavior》2014,84(3):332-344
Research interest on the commitment–performance link persists, and recent efforts have focused on investigating the contextual factors due to the mixed outcome of the empirical studies. However, very limited study has examined the influence of economic factors including economic volatility, and none in the dual setting of the organization and the union. This study investigated the contextual influence of perceived inflation—an economic volatility construct—on commitment and extra-role performance. Exchange theory, with support from psychological contract and equity theories, was used to postulate two parallel, but competing models of the organization and the union. Using a sample of 247 unionized employees in southern U.S.A., the study tested the moderating effect of perceived inflation on the relation between commitment and citizenship intent. The results revealed three-way interactive effects in both models, in a dual commitment setting. Thus, the economic volatility construct acts as a situational constraint on the link between the attitudinal-based commitments and citizenship intent, but in the contexts of obligation and cost-based commitments to the organization and the union respectively. The implications of these mitigated effects are discussed. 相似文献
129.
Qian Wang Qingxiong Weng James C. McElroy Neal M. Ashkanasy Filip Lievens 《Journal of Vocational Behavior》2014,84(3):431-441
Although research has established a connection between career growth and turnover intentions, there continues to be a need to study how employee career growth contributes positively to organizations. In the present research, we studied in particular how employees' organizational career growth is related to voice behavior. Employing theories of social exchange, organization-based self-esteem, and psychological attachment, we developed six hypotheses pertinent to this relationship, including the mediating role of affective organizational commitment and the moderating effect of gender. We tested our hypotheses using data from 328 employees in Mainland China over three time periods. As we hypothesized, we found positive relationships between the three dimensions of organizational career growth and subsequent voice behavior. Our results also verified that these relationships are partially mediated by affective organizational commitment and partially moderated by gender. 相似文献
130.
《Behavior Therapy》2022,53(5):913-926
A pilot parallel randomized controlled trial compared a self-acceptance, non-weight-loss intervention, Accept Yourself! (AY), to a weight loss program, Weight Watchers (WW), in order to provide preliminary safety, feasibility, and efficacy data in preparation for a definitive RCT of AY as an intervention to enhance the mental and physical health of larger-bodied women with Major Depressive Disorder (MDD). Adult women with MDD and a Body Mass Index ≥30 were eligible. Nineteen women were randomized by random number table into AY (n = 9) or WW (n = 10). Intake, pretreatment, posttreatment, 3-, 6-, 9-, and 12-month follow-up assessments occurred at a rural academic medical center. Primary outcomes included depression severity and cardiovascular fitness. Chi-square and t-tests assessed attrition and participant preferences for treatment; other analyses used intention-to-treat, linear mixed-effects models for repeated measures, including all participants’ available data. Both groups improved in self-reported, F(5, 43.81) = 7.45, p < .001, partial η2 = .38, and blinded-clinician-rated depression, F(6, 62.03) = 10.41, p < .001, partial η2 = .5. AY was superior to WW in self-reported depression, F(5, 43.81) = 2.72, p = .03, partial η2 = .11. Neither group improved in fitness. Eating disorder symptoms and weight gain worsened in WW. AY appeared safe, feasible, and offered initial evidence of efficacy for depression; it should be investigated in a definitive RCT, with modifications to increase potency. WW may not be suitable as a comparator intervention for AY because of risk to participants. 相似文献