全文获取类型
收费全文 | 21066篇 |
免费 | 66篇 |
国内免费 | 1篇 |
出版年
2023年 | 7篇 |
2022年 | 9篇 |
2021年 | 9篇 |
2020年 | 22篇 |
2019年 | 22篇 |
2018年 | 3513篇 |
2017年 | 2836篇 |
2016年 | 2278篇 |
2015年 | 208篇 |
2014年 | 107篇 |
2013年 | 149篇 |
2012年 | 599篇 |
2011年 | 2425篇 |
2010年 | 2540篇 |
2009年 | 1496篇 |
2008年 | 1718篇 |
2007年 | 2201篇 |
2006年 | 55篇 |
2005年 | 236篇 |
2004年 | 194篇 |
2003年 | 124篇 |
2002年 | 83篇 |
2001年 | 39篇 |
2000年 | 61篇 |
1999年 | 21篇 |
1998年 | 25篇 |
1997年 | 27篇 |
1996年 | 16篇 |
1995年 | 11篇 |
1994年 | 8篇 |
1993年 | 6篇 |
1992年 | 5篇 |
1991年 | 3篇 |
1990年 | 13篇 |
1989年 | 8篇 |
1988年 | 4篇 |
1987年 | 2篇 |
1986年 | 3篇 |
1985年 | 2篇 |
1984年 | 6篇 |
1983年 | 4篇 |
1982年 | 5篇 |
1981年 | 5篇 |
1980年 | 4篇 |
1979年 | 4篇 |
1978年 | 5篇 |
1977年 | 2篇 |
1976年 | 3篇 |
1975年 | 2篇 |
1973年 | 4篇 |
排序方式: 共有10000条查询结果,搜索用时 0 毫秒
1.
2.
Aline D. Masuda Steven A.Y. Poelmans Tammy D. Allen Paul E. Spector Laurent M. Lapierre Cary L. Cooper Nureya Abarca Paula Brough Pablo Ferreiro Guillermo Fraile Luo Lu Chang‐Qin Lu Oi Ling Siu Michael P. O'Driscoll Alejandra Suarez Simoni Satoru Shima Ivonne Moreno‐Velazquez 《Psychologie appliquee》2012,61(1):1-29
The present study explored the availability of flexible work arrangements (FWA) and their relationship with manager outcomes of job satisfaction, turnover intentions, and work‐to‐family conflict (WFC) across country clusters. We used individualism and collectivism to explain differences in FWA availability across Latin American, Anglo, and Asian clusters. Managers from the Anglo cluster were more likely to report working in organisations that offer FWA compared to managers from other clusters. For Anglo managers, flextime was the only FWA that had significant favorable relationships with the outcome variables. For Latin Americans, part‐time work negatively related with turnover intentions and strain‐based WFC. For Asians, flextime was unrelated to time‐based WFC, and telecommuting was positively associated with strain‐based WFC. The clusters did not moderate the compressed work week and outcome relationships. Implications for practitioners adopting FWA practices across cultures are discussed. 相似文献
3.
4.
5.
Internal attribution for bad events, along with stable and global attributions, has been regarded as a component of pessimism, a precursor of negative work outcomes. Most evidence in support of this conceptualisation has come from research conducted in individualist cultures. We questioned if internal attribution has the same pessimistic implication in a collectivist culture. Findings from two studies conducted on Chinese employees supported our expectations that the stability and globality dimensions (but not the internality dimension) would predict disengagement responses (such as quitting and being neglectful at work) and lack of engagement responses (such as voicing suggestions and being loyal to the organisation). A reconceptualisation of pessimism in the workplace is therefore necessary. A dimensional, rather than a composite, scoring method is proposed for maintaining the predictive and construct validities of attributional style as an indicator of pessimism. 相似文献
6.
7.
8.
9.
10.