全文获取类型
收费全文 | 151篇 |
免费 | 2篇 |
出版年
2015年 | 1篇 |
2014年 | 1篇 |
2013年 | 4篇 |
2012年 | 1篇 |
2011年 | 3篇 |
2010年 | 3篇 |
2009年 | 3篇 |
2007年 | 2篇 |
2006年 | 3篇 |
2005年 | 1篇 |
2004年 | 3篇 |
2003年 | 3篇 |
2002年 | 1篇 |
2001年 | 2篇 |
2000年 | 1篇 |
1999年 | 1篇 |
1998年 | 3篇 |
1997年 | 5篇 |
1996年 | 3篇 |
1995年 | 4篇 |
1994年 | 2篇 |
1993年 | 2篇 |
1992年 | 11篇 |
1991年 | 5篇 |
1990年 | 3篇 |
1989年 | 2篇 |
1988年 | 5篇 |
1987年 | 9篇 |
1986年 | 10篇 |
1985年 | 3篇 |
1984年 | 8篇 |
1983年 | 8篇 |
1982年 | 3篇 |
1981年 | 7篇 |
1980年 | 2篇 |
1979年 | 2篇 |
1978年 | 1篇 |
1977年 | 1篇 |
1976年 | 3篇 |
1975年 | 1篇 |
1974年 | 2篇 |
1973年 | 1篇 |
1972年 | 1篇 |
1971年 | 1篇 |
1970年 | 3篇 |
1957年 | 3篇 |
1954年 | 1篇 |
1953年 | 1篇 |
1950年 | 2篇 |
1949年 | 2篇 |
排序方式: 共有153条查询结果,搜索用时 15 毫秒
1.
2.
3.
Academically talented students scoring in the 95th and 99th percentiles on the 1986 ACTs were compared to each other and to “high average” students scoring in the 80th percentile in terms of their choices for college majors, extracurricular plans, and desires for services. Academically talented students were found to be narrow in their choices of majors but broad in their extracurricular interests. Although uninterested in personal counseling, they are demanding of career counseling, independent study, and honors opportunities. 相似文献
4.
Employers of human resource professionals described their hiring practices. This information is especially useful for counselors and for developing curricula for nonbusiness majors interested in human resource careers. 相似文献
5.
Assessors evaluated assessees'performances in one of three performance conditions in an assessment center simulation: a consistent performance condition, a within-assessee performance variation condition, or a between-assessee performance variation condition. Contrast effects influenced ratings of assessees when there was variation in performance within assessees. For each assessee, the low target performance was rated lower when the assessee's prior performance had been dissimilar (high) than when the assessee's prior performance had been similar (low). Contrast effects also infiuenced assessors'ratings of the target assessee when there was variation in performance among assessees. The low performing target assessee was rated significantly lower when he was evaluated with two high performers than when he was evaluated with two low performers. In addition, ratings obtained when there was performance variation among assessees were more accurate than those obtained when there was no performance variation, suggesting that under some circumstances contrast effects may not lead to inferior judgments. 相似文献
6.
Self-assessment research has concentrated on validity and psychometric issues in selection and appraisal contexts. Little is known about factors that affect self-assessment of training needs. The present study examines the influence of managerial position (level, function) and managerial attitudes toward training utility on self-reported training needs. A training-needs survey consisting of items related to basic managerial, interpersonal, administrative, and quality control skills was completed by 506 lower and middle level managers across four functional areas. Correlational and regression analyses indicated that managerial level and function had some effect on reported administrative training needs, while function and attitudes towards training utility had some impact on self-reported training needs for quality control. Level, function, and attitude were not related to reported basic managerial and interpersonal training needs. The implications and limitations of the results are discussed, and future research directions are presented. 相似文献
7.
Counselors can play a vital role in addressing the needs of increasing numbers of older persons subject to and at risk for abuse from their families, caretakers, and themselves. 相似文献
8.
WILLIAM SHREEVE MURIEL R. RADEBAUGH JANET R. NORBY WILLIAM G. J. GOETTER T. K. MIDGLEY ARNOLD F. STUECKLE BARBARA DE MICHELE 《Counseling and values》1984,29(1):59-66
Although the use of merit pay, incentive pay, bonus pay, and job promotion are well-established measures in the private or corporate sector of American society, few examples of successful teacher merit pay systems exist. In 1983, the Eastern Washington University Department of Education surveyed six major private corporations to determine whether corporate merit pay programs could be applied to teachers and educational institutions. Survey findings suggest several reasons why merit pay programs for teachers will probably fail: (a) lack of monetary goals; (b) the necessity for subjective evaluation, which requires multiple measurement devices, extensive supervision, and time; (c) the absence of a many-tiered corporate structure in most educational institutions; and (d) increased supervisory direction that could stifle creativity and flexibility. 相似文献
9.
After reviewing the moral development and general developmental literature, the authors propose several practical guidelines for moral development training programs in the schools. 相似文献
10.
RONALD H. FREDRICKSON RICHARD M. BINGMAN BARBARA BENSON 《Journal of counseling and development : JCD》1972,50(8):655-660
School counselors need to adopt some new supplementary roles in order to get more involved in the classroom learning situation. The Inquiry Role Approach (IRA) offers such a program for counselor involvement. The IRA establishes teams of students who work with the counselor and the teacher in the regular classroom. Individual referrals to the counselor are accepted as part of the classroom routine. Preliminary evaluation of the program suggests that certain attitudes and social skills are enhanced, and the counselors benefit by dealing directly with more students in a classroom situation. 相似文献