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1.
Responds to the points made by R. Cropanzano and K. James (see record 1991-00462-001) concerning the article by R. D. Arvey et al (1989). The authors acknowledge that the Arvey et al study is based on a single design, makes use of a small and special sample, and, as such, is vulnerable to threats of internal and external validity. Nevertheless, after providing a more comprehensive conceptual and empirical context for the study, and after reviewing a number of the issues raised by Cropanzano and James, the authors conclude that it is not premature to accept the idea that work attitudes are partially genetically influenced. Indeed, the authors use behavioral genetic theory, together with data gathered in the Arvey et al study, to make specific point predictions regarding the outcomes of an array of studies that easily can be undertaken. Finally, the authors acknowledge that the comments and issues raised by Cropanzano and James, along with the interchange, can offer directions for future research in this important area. (PsycINFO Database Record (c) 2010 APA, all rights reserved)  相似文献   
2.
A random telephone survey was used to interview 598 employees about instances, if any, when they had been physically attacked or threatened in the workplace. Demographic and workplace characteristics are analyzed as correlates of these forms of violence. The only characteristic consistently associated with higher risk is a work schedule that included nighttime hours. However, although few strong or consistent correlates of workplace violence were found, there were clear negative consequences associated with being victimized at work: lower job satisfaction, greater job stress, increased considerations of job change, and an increased likelihood of bringing mace, a gun, or another weapon to work.  相似文献   
3.
Comparable worth principles suggest that regression line differences between male- and female-dominated jobs be examined where pay is regressed on job evaluation point values. It is demonstrated that unreliable job evaluation measures could artifactually produce regression line differences between male- and female-dominated jobs, even when no such bias exists. A. S. Goldberger's (1984) reverse regression and other procedures are examined as alternative methods of determining bias, and it is shown that linear structural relations procedures provide accurate and nonbiased estimates of wage discrimination in comparable worth analyses. (32 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)  相似文献   
4.
Monte Carlo methods were used to investigate the adequacy of 2 approaches to data analysis in a repeated measures design in which the number of repeated levels was large and the sample size was relatively small. The techniques examined were G. E. Box's (1954) ε?-adjustment and H. Huynh and L. S. Feldt's (1976) ε?-adjustment. Results show that approximate univariate approaches to repeated measures can successfully be used even when the number of Ss is smaller than the number of levels of the repeated factor. (22 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)  相似文献   
5.
This article directly addresses explicit contradictions in the literature regarding the relation between the power of multivariate analysis of variance (MANOVA) and the intercorrelations among the dependent variables. Artificial data sets, as well as analytical methods, revealed that (1) power increases as correlations between dependent variables with large consistent effect sizes (that are in the same direction) move from near 1.0 toward –2.0, (2) power increases as correlations become more positive or more negative between dependent variables that have very different effect sizes (i.e., one large and one negligible), and (3) power increases as correlations between dependent variables with negligible effect sizes shift from positive to negative (assuming that there are dependent variables with large effect sizes still in the design). Implications for the reliability of dependent variables and strategies for selecting these variables in MANOVA designs are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)  相似文献   
6.
This study examined demographic, personality, and economic incentive correlates of workplace injuries suffered by 171 firefighters over a 12-yr period. Results showed that female firefighters experienced more injuries than male firefighters. Several Minnesota Multiphasic Personality Inventory (MMPI) scales (Conversion Hysteria, Psychopathic Deviate, and Social Introversion) were positively related to injury frequency. Regression analyses revealed that age, tenure, gender, marital status, type of injury, and wage variables were significant when predicting the duration of injuries as well as an interaction between marital status and gender. Two MMPI scales (Psychopathic Deviate and Schizophrenia) were also significantly related to injury duration. Indemnity cost estimates were calculated. The results underscore the importance of distinguishing the duration of injury from the occurrence of injury. (PsycINFO Database Record (c) 2010 APA, all rights reserved)  相似文献   
7.
Provides an update of V. E. Schein's (see record 1972-11847-001) findings and a reassessment of women's role in the field of industrial and organizational psychology. (PsycINFO Database Record (c) 2010 APA, all rights reserved)  相似文献   
8.
Examines relationships among 3 ANOVA measures of association—eta squared, epsilon squared, and omega squared. The rationale for each measure is developed within the fixed-effects ANOVA model, and the measures are related to corresponding measures of association in the regression model. Special attention is paid to the conceptual distinction between measures of association in fixed- vs random-effects designs. Limitations of these measures in fixed-effects designs are discussed, and recommendations for usage are provided. (43 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)  相似文献   
9.
Previous behavioral genetic studies have found that job satisfaction is partially heritable. We went a step further to examine particular genetic markers that may be associated with job satisfaction. Using an oversample from the National Adolescent Longitudinal Study (Add Health Study), we found 2 genetic markers, dopamine receptor gene DRD4 VNTR and serotonin transporter gene 5-HTTLPR, to be weakly but significantly associated with job satisfaction. Furthermore, we found study participants' level of pay to mediate the DRD4 and job satisfaction relationship. However, we found no evidence that self-esteem mediated the relationships between these 2 genes and job satisfaction. The study represents an initial effort to introduce a molecular genetics approach to the fields of organizational psychology and organizational behavior. (PsycINFO Database Record (c) 2011 APA, all rights reserved)  相似文献   
10.
The Minnesota Importance Questionnaire (MIQ), measuring work values, was administered to 23 monozygotic and 20 dizygotic reared-apart twin pairs to test the hypothesis that genetic factors are associated with work values. Both univariate and multivariate analyses were performed. In the univariate analysis, intraclass correlations were computed to estimate the proportion of variability in work values associated with genetic factors for each of the 20 MIQ scales and for the 6 higher-order work value scales. The multivariate analysis used maximum likelihood estimation to separate the genetic and environmental factors for the correlated higher-order scales. Results from both analyses indicated that, on average, 40% of the variance in measured work values was related to genetic factors, whereas approximately 60% of the variance was associated with environmental factors and error variance. Implications for job enrichment and motivation theories are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)  相似文献   
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