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1.
FREDERICK G. LOPEZ 《Journal of counseling and development : JCD》1987,65(9):484-486
The author explores the developmental consequences of parental divorce on college students. A critique of the literature in this area and its implications for counselors are provided. 相似文献
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ROBERT A. MACGUFFIE GARY Q. JORGENSEN FREDERICK V. JANZEN 《Journal of counseling and development : JCD》1970,48(8):653-656
The intent of this study was to determine the effects of a clients' need for approval on the outcomes of counseling. The expectation was that clients who have a high need for approval by others would cooperate more with the counseling process and would more often be successful in the sense of being rehabilitated. The Marlowe-Crowne Social Desirability Scale was administered to 167 applicants at a state rehabilitation agency immediately after the initial interview. It was hypothesized that successfully rehabilitated clients would obtain significantly higher social desirability scores than those clients who were not successful. The results confirmed the hypothesis at the .01 level of significance. 相似文献
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Based on the assumptions that relational messages are multidimensional and that they are frequently communicated by nonverbal cues, this experiment manipulated five nonverbal cues -eye contact, proximity, body lean, smiling, and touch - to determine what meanings they convey along four relational message dimensions. Subjects (N= 150) observed 2 out of 40 videotaped conversational segments in which a male-female dyad presented various combinations of the nonverbal cues. High eye contact, close proximity, forward body lean, and smiling all conveyed greater intimacy, attraction, and trust. Low eye contact, a distal position, backward body lean, and the absence of smiling and touch communicated greater detachment. High eye contact, close proximity, and smiling also communicated less emotional arousal and greater composure, while high eye contact and close proximity alone conveyed greater dominance and control. Effects of combinations of cues and sex-differences are also reported. 相似文献
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SELECTING INDIVIDUALS IN TEAM SETTINGS: THE IMPORTANCE OF SOCIAL SKILLS, PERSONALITY CHARACTERISTICS, AND TEAMWORK KNOWLEDGE 总被引:3,自引:0,他引:3
Although work is commonly organized around teams, there is relatively little empirical research on how to select individuals in team-based settings. The goal of this investigation was to examine whether 3 of the most commonly used selection techniques for hiring into traditional settings (a structured interview, a personality test, and a situational judgment test) would be effective for hiring into team settings. In a manufacturing organization with highly interdependent teams, we examined the relationships between social skills, several personality characteristics (Conscientiousness, Extraversion, Agreeableness, and Emotional Stability), teamwork knowledge, and contextual performance. Results indicate that each of these constructs is bivariately related to contextual performance in a team setting, with social skills, Conscientiousness, Extraversion, and teamwork knowledge incrementally predicting contextual performance (with a multiple correlation of .48). Implications of these results for selection in team and traditional settings are discussed. 相似文献
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FREDERICK P. MORGESON MICHAEL A. CAMPION ROBERT L. DIPBOYE JOHN R. HOLLENBECK KEVIN MURPHY NEAL SCHMITT 《Personnel Psychology》2007,60(4):1029-1049
We recently published an article in which we highlighted a number of issues associated with the use of self-report personality tests in personnel selection contexts ( Morgeson et al., 2007 ). Both Ones, Dilchert, Viswesvaran, and Judge (2007) and Tett and Christiansen (2007) have written responses to this article. In our response to these articles we address many of the issues raised by Ones et al. and Tett and Christiansen. In addition to a detailed response, we make the following 4 key points: (1) Our criticisms of personality testing apply only to the selection context, not to all research on personality; (2) the observed validities of personality tests predicting job performance criteria are low and have not changed much over time; (3) when evaluating the usefulness of using personality tests to select applicants, one must not ignore the observed, uncorrected validity; and (4) when discussing the value of personality tests for selection contexts, the most important criteria are those that reflect job performance. Implications for personality testing research and practice are discussed. 相似文献
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UNDERSTANDING WORK USING THE OCCUPATIONAL INFORMATION NETWORK (O*NET): IMPLICATIONS FOR PRACTICE AND RESEARCH 总被引:6,自引:1,他引:5
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