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The purpose of the present study was to understand, from parents' perspectives, the process of entry to community‐based services for children with developmental disabilities and to explore the relationship between patterns of entry and parent‐reported needs and priorities for service. Qualitative interviews were conducted with 43 mothers and 29 fathers of children with developmental disabilities approximately 6 months after the families entered community‐based childhood disability support services in Manitoba, Canada. Analysis of the coded interview data resulted in the identification of three process factors influential in the entry of families to community‐based support services: recognition of problems in child development, formal diagnosis of child disability and linkage between diagnostic services and the community‐based support system. Analysis of these processes identified four patterns of service entry associated with differing family needs for service: early entry, prompt entry, delayed entry and atypical entry. The results can be understood as a typology useful for social workers in the assessment of family needs and priorities at the point of entry to community‐based services. 相似文献
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Alexandra Délano 《The International migration review》2011,45(4):1043-1046
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T. Alexandra Beauregard 《英国管理杂志》2011,22(2):218-237
The extent to which an organization's culture exhibits support for its employees' efforts to balance work and personal responsibilities has been shown to influence a number of work‐ and home‐related outcomes. This study tests a model with a mix of mediated and moderated relationships to investigate direct and indirect routes by which work–home culture may affect employee well‐being. Sex differences in these relationships are also explored. Data collected from public sector employees in the UK indicate that a supportive work–home culture is significantly associated with lower levels of psychosomatic strain among employees. For women, this relationship is mediated by reduced levels of work–home interference. Different types of support demonstrate different effects for men and for women: managerial support has a more beneficial impact on women's well‐being, and organizational time demands have a more detrimental impact on men's well‐being. Recommendations for managers to boost employee well‐being include shifting the focus away from presenteeism and toward work outputs in order to reduce gender stereotypes and improve attitudes toward those using flexible work practices and family‐friendly initiatives, incorporating work–home supportiveness into the managerial performance appraisal process, and compensating or otherwise recognizing employees taking on absent colleagues' workloads. 相似文献
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运用危机传播理论及自然主义研究框架,通过对发生于2003年8月14日加拿大安大略省和魁北克省以及美国东北部和中西部等大部分地区遭遇的两国历史上最具深远影响力的电力故障的调查分析,试图收集一家大型联邦机构雇员在电力故障发生后一周内所作出的反应信息,并进行分析,发现了该组织机构中危机管理系统存在的问题。 相似文献
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Ilke Inceoglu Geoff Thomas Chris Chu David Plans Alexandra Gerbasi 《The Leadership Quarterly》2018,29(1):179-202
Leadership behavior has a significant impact on employee behavior, performance and well-being. Extant theory and research on leadership behavior, however, has predominantly focused on employee performance, treating employee well-being (typically measured as job satisfaction) as a secondary outcome variable related to performance, rather than as an important outcome in and of itself. This qualitative state of the science review examines the process by which leadership behavior (i.e., change, relational, task, passive) affects employee well-being. We identify five mediator groupings (social-cognitive, motivational, affective, relational, identification), extend the criterion space for conceptualizing employee well-being (i.e., psychological: hedonic, eudaimonic, negative; and physical), examine the limited evidence for differential processes that underlie the leader behavior-employee well-being relationship and discuss theoretical and methodological problems inherent to the literature. We conclude by proposing a theoretical framework to guide a future research agenda on how, why and when leadership behavior impacts employee well-being. 相似文献
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Alexandra Duarte Luisa Veloso Joana Marques João Sebastião 《International Journal of Social Research Methodology》2013,16(4):381-398
This article reflects on the focus group as a research technique used in an analysis of the relationship between learning spaces and pedagogy, developed as part of the assessment of the secondary school modernisation programme in Portugal. The research proposes a methodological innovation in the use of focus group, by developing focus groups before, during and after tours to the schools. The focus groups in this format were particularly important for the research since they facilitated a dynamic of social interaction and the expression of views and opinions among groups of pupils and teachers about the impact of the renovations on education practices. They also highlighted some of the specific aspects of the interaction between the appropriation processes and the object of the intervention, which was in itself object of contradictory interpretations. Further, this technique enables the attainment of a triangulation strategy, central to the study. 相似文献