全文获取类型
收费全文 | 1463篇 |
免费 | 171篇 |
国内免费 | 104篇 |
出版年
2024年 | 5篇 |
2023年 | 36篇 |
2022年 | 36篇 |
2021年 | 49篇 |
2020年 | 97篇 |
2019年 | 118篇 |
2018年 | 101篇 |
2017年 | 114篇 |
2016年 | 107篇 |
2015年 | 84篇 |
2014年 | 67篇 |
2013年 | 250篇 |
2012年 | 57篇 |
2011年 | 48篇 |
2010年 | 43篇 |
2009年 | 46篇 |
2008年 | 52篇 |
2007年 | 51篇 |
2006年 | 49篇 |
2005年 | 60篇 |
2004年 | 30篇 |
2003年 | 44篇 |
2002年 | 29篇 |
2001年 | 28篇 |
2000年 | 29篇 |
1999年 | 10篇 |
1998年 | 11篇 |
1997年 | 11篇 |
1996年 | 10篇 |
1995年 | 16篇 |
1994年 | 9篇 |
1993年 | 7篇 |
1992年 | 4篇 |
1991年 | 3篇 |
1990年 | 1篇 |
1989年 | 3篇 |
1988年 | 2篇 |
1987年 | 5篇 |
1985年 | 1篇 |
1984年 | 1篇 |
1981年 | 1篇 |
1980年 | 2篇 |
1979年 | 2篇 |
1978年 | 2篇 |
1977年 | 1篇 |
1976年 | 5篇 |
1975年 | 1篇 |
排序方式: 共有1738条查询结果,搜索用时 15 毫秒
231.
对2018年5月为止基于自我决定理论的工作动机研究英文文献的系统检索得到了97篇实证研究样本。基于自我决定理论的核心假设, 运用“环境-基本心理需要-工作动机-结果”的理论模型对工作动机前因和结果的研究脉络进行了仔细地分析和归纳, 结果表明员工基本心理需要满足和自主性工作动机作为中介变量可解释自主性支持的工作环境和员工个体特征对工作行为、态度和心理健康的积极影响。将来的主要研究议题:一是对控制性工作环境具体因素对员工基本心理需要阻滞、控制性动机和去动机以及员工工作行为、态度和心理健康影响的研究; 二是不同动机类型对员工业绩、行为和态度影响的过程以及情境因素的研究; 三是外部奖励(包括薪酬、基于业绩的奖励等)对员工工作动机、基本心理需要、工作业绩和心理健康的影响及边界条件的深入研究。 相似文献
232.
基于资源保存理论,采用工作投入问卷、关系网络问卷、学业自我效能感问卷、学业投入问卷对326个双职工家庭的父母及其初中生子女进行调查,探讨父母工作投入对初中生学业投入的影响。结果表明:(1)父母工作投入、父母社会支持、子女学业自我效能感、子女学业投入两两之间呈显著正相关;(2)父母社会支持和子女学业自我效能感在父母工作投入影响子女学业投入中起中介作用;(3)父母社会支持和子女学业自我效能感的中介效应不存在显著的性别角色差异。从资源保存理论来看,父母工作投入对子女学业投入的影响,在一定程度上反映了资源在家庭系统内的投资和增益过程。 相似文献
233.
Jana Kühnel Hannes Zacher Jessica de Bloom Ronald Bledow 《European Journal of Work and Organizational Psychology》2017,26(4):481-491
The current study investigates the benefits of a good night’s sleep and short work breaks for employees’ daily work engagement. It is hypothesized that sleep and self-initiated short breaks help restore energetic and self-regulatory resources which, in turn, enable employees to experience high work engagement. A daily diary study was conducted with 107 employees who provided data twice a day (before lunch and at the end of the working day) over 5 workdays (453 days in total). Multilevel regression analyses showed that sleep quality and short breaks were beneficial for employees’ daily work engagement. After nights employees slept better, they indicated higher work engagement during the day. Moreover, taking self-initiated short breaks from work in the afternoon boosted daily work engagement, whereas taking short breaks in the morning failed to predict daily work engagement. Taking short breaks did not compensate for impaired sleep with regard to daily work engagement. Overall, these findings suggest that recovery before and during work can foster employees’ daily work engagement. 相似文献
234.
Lynn Germeys Sara De Gieter 《European Journal of Work and Organizational Psychology》2017,26(3):457-467
This study investigates the daily relationship between experiencing home–work conflict (HWC) and an employee’s performance of counterproductive work behaviour (CWB) directed towards the individual (CWBI) and CWB directed towards the organization (CWBO). Moreover, we examine whether these relationships are buffered by family supportive supervisor behaviour. Finally, we investigate whether CWBs directed towards the individual and the organization are related to feelings of work–home conflict (WHC). We examined the daily diary data using multilevel path analyses. We found support for a significant positive relation between HWC and same as well as next-day CWB enacted towards the individual, and same-day CWB directed towards the organization. General levels of family supportive supervisor behaviour buffered an employee’s daily relationship between experiencing HWC and enacting counterproductive work behaviour towards the individual, and are directly and negatively related with enacting CWB towards the individual and the organization. Furthermore, daily CWB enacted towards the individual was significantly positive, whereas CWB enacted towards the organization was significantly negatively related to WHC. Future research would benefit from examining buffering effects on the resource-depleting relationship between counterproductive work behaviour enacted towards the individual and WHC. 相似文献
235.
Sarah-Jane Cullinane Janine Bosak Patrick C. Flood Evangelia Demerouti 《European Journal of Work and Organizational Psychology》2017,26(4):541-554
The quality of working life under the production system known as lean manufacturing (LM) is a heavily debated topic. Little is known about the engagement level of employees under this system. Our study is concerned with how employees in this context craft their jobs to enhance their own engagement, and we specifically consider how daily skill utilization triggers this process. Using a cross-level perspective, we further consider whether job-level characteristics relevant to the lean context, namely task interdependence and boundary control, restrict or facilitate the effects of daily skill utilization. A daily diary study was conducted over 4 working days with 64 employees in a large company utilizing LM. The results of multilevel structural equation modelling demonstrated that on a given day, skill utilization was associated with seeking resources, and this relationship was stronger when employees had high boundary control and low task interdependence in their general job roles. Results further demonstrated that employees experienced higher work engagement on days when they sought resources and challenges. Our findings illustrate the motivational potential of job crafting under LM and how crafting activities can be facilitated by the design of jobs and allocation of daily tasks. 相似文献
236.
Kai C. Bormann 《European Journal of Work and Organizational Psychology》2017,26(4):590-600
The aim of this study was to advance literature on ethical leadership towards its day-level application. Daily ethical leadership is defined as ethical leadership behaviours a leader exhibits on a given day. Beneficial effects of daily ethical leadership on daily helping behaviour and daily counterproductive work behaviour via daily work engagement were examined. Furthermore, yesterday’s abusive supervision was postulated to moderate the impact of today’s ethical leadership on work engagement indicating moderated mediation. The relationship between daily ethical leadership and daily work engagement should be stronger when previous abusive supervision was high. This model was tested using an experience sampling methodology spread over 5 working days. The sample consisted of 241 employees from different organizations. Results supported the beneficial indirect impact of daily ethical leadership on daily helping through strengthening daily work engagement. The indirect effect was non-significant for daily counterproductive work behaviour. Consistent with theoretical assumptions, both indirect effects were strongest with high previous abusive supervision and diminished when previous abusive supervision was low. Implications for leadership research and managerial practice are discussed. 相似文献
237.
Karen-Marie Yust 《International Journal of Children's Spirituality》2017,22(3-4):260-273
North American Christian families face many challenges as they try to live faithfully in an intercultural, multi-religious, secularising world, particularly with regard to the formation of religious identity in children. Answering the question of how children become Christian is more complicated today than it was for previous generations because adults cannot assume that the Christian vestiges of a civil religion will be sufficient to help children embrace a robust sense of themselves as God’s beloved and called people in a divinely created world. Thus, this essay explores what social science research and theological reflection might offer religious leaders as frameworks and tools for encouraging family cultures that cultivate young Christians, focusing particularly on strategies for sharing religious language, communicating beliefs and values, modelling spiritual practices, encountering symbolic images, and participating in congregational life. 相似文献
238.
Nondumiso Mlangeni 《Journal of Psychology in Africa》2017,27(4):330-333
This study reports on the psychometric properties of measures of work engagement and psychological well-being in the South African state security forces. The research sample consisted of a combined sample of 178 soldiers and 57 police officers (34% females). They completed a battery of measures of work engagement and psychological well-being. Results following exploratory and reliability analysis suggest the scores from the measures to be reliable for research use with the South African security services. 相似文献
239.
240.
《Psychologie du Travail et des Organisations》2017,23(4):292-307
Health-care professionals are strongly affected by distress at work. Our goal is to study the usefulness of a psychosocial risk measure, compared to a measure of psychosocial and organizational work constraints, on the prediction of distress among a population of caregivers. This measure is based on the categorization of psychosocial risk factors issued from the College of experts chaired by Gollac. Seven hundred and fifty-seven health-care professionals filled out a questionnaire composed of measures of psychosocial risks, psychosocial and organizational work constraints specific to caregivers, as well as stress and burnout. Results indicate that the measure of psychosocial risk better predicted the levels of stress and burnout than the measure of psychosocial and organizational work constraints. 相似文献