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渠佳敏 《天水师范学院学报》2012,32(5):59-62
在汉语中,声调有着辨义的作用,是汉语最重要的特征之一.自古迄今,在汉语研究中历代学者对声调的研究都很重视且卓有成果,都在力求寻找更多的证据,做出更为细致的推理来验证各自的观点.在学习前人各种声调理论的基础上,对四声起源做出另外的构思和假设,这些假设还需更多出土文献和语音理论来论证,但依然是在吸收前人研究成果的基础上做出的尝试. 相似文献
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While most studies have focused primarily on the correlates of career barriers, research examining specific career barrier
typology experienced among college students remains limited. Employing cluster analysis, this study explored the career barrier
typology of 318 college students using the Korean college students’ Career Barrier Inventory (KCBI). The variables used in
this study included ‘personality’ (hardiness, trait anxiety, locus of control, resilience, and optimism) and ‘career maturity
attitude’. Two major conclusions were drawn. Firstly, cluster analysis of the KCBI identified four groups of participants;
(a) a salient external career barrier group, (b) a well adjusted group, (c) a salient internal career barrier group, and (d)
the worst career barrier group. Secondly, the results suggest discrepant differences of personality variables and career attitude
maturity among the clustered groups. Limitations of the present study and suggestions for future research are also discussed. 相似文献
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Janet H. Lawrence Sergio Celis Hee Sun Kim Sarah Ketchen Lipson Ximeng Tong 《Higher Education》2014,67(5):511-531
The present study identifies characteristics of individuals and work settings that influence Asian international faculty members’ intentions to continue their employment in US research universities. Given the demand for researchers in science, technology, engineering and mathematics fields (STEM), the higher rate of turnover among untenured faculty, and the replacement costs associated with turnover in STEM, the sample is limited to assistant professors employed in these areas. Multinomial regression analyses are conducted to identify variables that “pull” and “push” uncertain faculty toward intentions stay and leave their current institutions. The results suggest that faculty who are more satisfied with time available for research and those who express stronger organizational commitment are more likely to say they will stay. Those dissatisfied with the fairness of work evaluations and believe tenure decisions are not merit-based, are more likely to say they will leave. 相似文献
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对我国优秀女排队员单脚起跳扣球技术动作分析——背飞与背快扣球技术动作的比较 总被引:1,自引:0,他引:1
运用三维高速录像解析法对中国女排队员刘亚男单脚起跳背飞与背快扣球技术进行了现场拍摄和数字化解析.结果表明,背飞扣球技术的助跑速度为5.86m/s,高于背快扣球助跑速度2.95m/s,助跑速度快是单脚起跳背飞扣球在助跑环节的主要技术特征;背飞扣球在左脚着地瞬间,几乎是以全脚掌形式来完成制动向前的水平速度,具有积极性起跳技术特征;背快扣球是以脚跟先着地逐步过渡到前脚掌的形式来完成制动向前的水平速度,具有消极性起跳技术特征;背飞和背快扣球的起跳时间相同,为0.26s.但两种扣球技术起跳环节在缓冲和蹬伸的时间分配却不相同. 相似文献