全文获取类型
收费全文 | 226篇 |
免费 | 52篇 |
国内免费 | 15篇 |
专业分类
安全科学 | 187篇 |
废物处理 | 1篇 |
环保管理 | 32篇 |
综合类 | 29篇 |
基础理论 | 25篇 |
环境理论 | 3篇 |
污染及防治 | 2篇 |
评价与监测 | 1篇 |
社会与环境 | 8篇 |
灾害及防治 | 5篇 |
出版年
2023年 | 9篇 |
2022年 | 2篇 |
2021年 | 10篇 |
2020年 | 12篇 |
2019年 | 23篇 |
2018年 | 25篇 |
2017年 | 21篇 |
2016年 | 31篇 |
2015年 | 14篇 |
2014年 | 23篇 |
2013年 | 26篇 |
2012年 | 20篇 |
2011年 | 16篇 |
2010年 | 9篇 |
2009年 | 8篇 |
2008年 | 8篇 |
2007年 | 10篇 |
2006年 | 5篇 |
2005年 | 2篇 |
2004年 | 4篇 |
2003年 | 2篇 |
2002年 | 2篇 |
2001年 | 1篇 |
1999年 | 1篇 |
1998年 | 2篇 |
1997年 | 1篇 |
1995年 | 1篇 |
1994年 | 1篇 |
1993年 | 1篇 |
1988年 | 1篇 |
1978年 | 2篇 |
排序方式: 共有293条查询结果,搜索用时 781 毫秒
281.
Lee Na Puah Wei Ying Chong 《International journal of occupational safety and ergonomics》2016,22(3):333-339
Although knowledge is cumulating, very little is known about the effects of various sources of support on safety and health compliance. This study goes beyond previous research by investigating the relationships among perceived support from organizations, supervisors and co-workers, and employees’ safety and health compliance behaviour at chemical and petroleum process plants. The results of this study show that the support from organizations, supervisors and co-workers was significantly related to employees’ safety and health compliance. Also, the findings reveal that perceived supervisor support has the strongest influence in ensuring employees’ safety and health compliance behaviour. 相似文献
282.
Peyman Piranveyseh Katerine Osatuke Iraj Mohammadfam Abbas Moghimbeigi Ahmad Soltanzadeh 《International journal of occupational safety and ergonomics》2016,22(2):267-273
The purpose of this study was to investigate the relationship between organizational and personal (individual) factors with the prevalence of musculoskeletal disorders (MSDs) in office workers of the Iranian Gas Transmission Company. The participants rated two questionnaires – the standardized Nordic Musculoskeletal Questionnaire to measure the prevalence of MSDs, and the Veterans Healthcare Administration All Employee Survey questionnaire (2004 version) – to measure psychosocial, organizational and individual aspects of job satisfaction and workplace climate. The highest prevalence of MSDs was found in the lower back (49.7%) and neck (49.0%) regions. Results of the logistic regression models showed that some psychosocial and organizational factors and also some individual factors were associated with prevalence of MSDs (p < 0.05).These ?ndings illustrate the need to consider all elements of the work system as a whole in future studies and in organizational planning. 相似文献
283.
284.
The research on perceived overqualification has mainly examined its negative consequences. Defined, employees who feel overqualified have surplus talent and thus can be excellent workers if managed properly; yet, empirical evidence in this domain is lacking. Building on person–environment fit theory, this research explored whether, when, and how employees who feel overqualified can engage in creative performance. The results of a multi‐source field study (N = 113 employees and 19 supervisors) supported theoretical predictions. Perceived overqualification was related positively to supervisor‐rated creative performance when these workers felt supported and appreciated and successfully negotiated developmental idiosyncratic deals. Opportunities to mentor others had an impact on the relationship between perceived overqualification and supervisor‐rated creativity, although the simple slopes were non‐significant. This study is novel in that it unpacked actionable steps that organizations can utilize to motivate this large segment of workforce to use their surplus qualifications constructively by, for example, engaging in creative performance. Copyright © 2015 John Wiley & Sons, Ltd. 相似文献
285.
A process model of employee engagement: The learning climate and its relationship with extra‐role performance behaviors
下载免费PDF全文
![点击此处可从《组织行为杂志》网站下载免费的PDF全文](/ch/ext_images/free.gif)
Employee engagement has recently been introduced as a concept advantageous to organizations. However, little is known about the value of employee engagement in explaining work performance behaviors compared with similar concepts. The learning climate, defined as the organization's beneficial activities in helping employees create, acquire, and transfer knowledge, has also been proposed as an antecedent of employee engagement. Using data from a sample of 625 employees and their supervisors in various occupations and organizations throughout Israel, we investigated employee engagement as a key mechanism for explaining the relationship between perceptions of the organization's learning climate and employees' proactivity, knowledge sharing, creativity, and adaptivity. We also tested whether employee engagement explained the relationship more thoroughly than similar concepts such as job satisfaction and job involvement. Multilevel regression analyses supported our hypotheses that employee engagement mediates the relationship between the perceived learning climate and these extra‐role behaviors. Moreover, engagement provides a more thorough explanation than job satisfaction or job involvement for these relationships. The implications for organizational theory, research, and practice are discussed. Copyright © 2015 John Wiley & Sons, Ltd. 相似文献
286.
Can self‐sacrificial leadership promote subordinate taking charge? The mediating role of organizational identification and the moderating role of risk aversion
下载免费PDF全文
![点击此处可从《组织行为杂志》网站下载免费的PDF全文](/ch/ext_images/free.gif)
The extant literature on the relationship between self‐sacrificial leadership and subordinate behavioral outcomes has primarily focused on the influence of this leadership on subordinate affiliative behaviors. Our research proposed a theoretical model explaining why and when self‐sacrificial leadership might promote taking charge, an exemplar of challenging behaviors. We tested this model across two studies conducted in China. In addition, we also examined the differences in the boundary conditions for self‐sacrificial leadership to influence taking charge and affiliative behaviors (cooperation in Study 1 and helping in Study 2 ). Our results revealed that (i) self‐sacrificial leadership was positively related to subordinate taking charge, with organizational identification acting as a mediator for this relationship, and (ii) risk aversion moderated both the self‐sacrificial leadership–subordinate taking charge relationship and the mediating effect of organizational identification, such that the relationship and its mediating mechanism were weaker for subordinates high rather than low in risk aversion. These moderating effects, however, could not generalize to cooperation and helping. Finally, the theoretical and practical implications of our results and directions for future research were discussed. Copyright © 2015 John Wiley & Sons, Ltd. 相似文献
287.
100 years running: The need to understand why employee physical activity benefits organizations
下载免费PDF全文
![点击此处可从《组织行为杂志》网站下载免费的PDF全文](/ch/ext_images/free.gif)
Charles Calderwood Allison S. Gabriel Christopher C. Rosen Lauren S. Simon Joel Koopman 《组织行为杂志》2016,37(7):1104-1109
Employee physical activity initiatives are commonplace, but management scholarship has not kept pace with theoretical and empirical work to validate such initiatives. In this Incubator, we clarify the employee physical activity construct, present mechanisms linking physical activity to organizationally valued outcomes, and consider the dark side of employee physical activity initiatives. Copyright © 2015 John Wiley & Sons, Ltd. 相似文献
288.
We examined whether job engagement mediated the effects of organizational justice dimensions on work behaviors and attitudes. Considering distributive and procedural justice from a motivational perspective, we proposed that job engagement would mediate these two dimensions' relations with the work outcomes of task performance, organizational citizenship behavior, and job satisfaction. We also expected this mediation effect would be magnified when senior management trust (SMT) was high. Our results showed that the simple mediation model was supported only for distributive justice. Alternatively, the indirect effect of procedural justice on work outcomes through job engagement was significant only when SMT was high. Implications of our findings and areas for future research are discussed. Copyright © 2016 John Wiley & Sons, Ltd. 相似文献
289.
为了提升建筑施工安全管理水平,从社会网络的视角分析了施工组织非正式网络的结构特征对组织安全行为的影响关系,构建了施工组织非正式网络结构特征、安全沟通和组织安全行为的理论模型,实证分析了91个施工组织非正式网络的结构特征,使用多层回归分析的方法验证了上述模型。结果表明:网络密度对组织安全行为有显著正向影响,安全沟通在密度与组织安全行为的关系中起到了部分中介作用;出度中心势对组织安全行为有显著正向影响,安全沟通起到了完全中介作用;入度中心势对组织安全行为没有显著影响,安全沟通没有起到中介作用;中间中心势对组织安全行为没有显著影响,安全沟通没有起到中介作用;平均路径长度对组织安全行为有显著负向影响,安全沟通起到了完全中介作用;聚类系数对组织安全行为有显著正向影响,安全沟通起到了完全中介作用。 相似文献
290.
Devising effective strategies to facilitate waste reuse depends on the solid understanding of reuse behaviors. However, previous studies of reuse behavior have been limited in scope, focusing mostly on household recycling behaviors or very limited types of industrial wastes. To gain a better understanding of the business reuse behaviors, this study examined the impact of various factors in technical, economic, regulatory, and behavioral categories in the case of coal ash generated in the United States. The results of fixed effect models for fly ash and bottom ash particularly showed the significance role of the behavioral factor. In both models, a proxy variable, which represents knowledge sharing among the power plants or the utility's decision-making, turned out to be statistically significant and had the largest coefficient estimates among a group of variables. This finding may imply that the characteristics of waste reuse behavior are determined more by business decision-making behaviors than by market or institutional factors. However, the role of the behavioral variable was stronger in the bottom ash models than in the fly ash models. While the reuse of bottom ash was determined primarily by the behavioral variable, fly ash reuse was determined by more diverse factors including economic and regulatory variables. This could be explained by material characteristics in relation to competing resources and the nature of reuse applications. 相似文献