Journal of Applied Psychology最新文献

Shared leadership and team creativity: Examining effects of shared leadership level and concentration and the countervailing mechanisms.

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-12-19 DOI: 10.1037/apl0001258

Junfeng Wu, Zhen Zhang, Lynda Jiwen Song, Li Zhu

{"title":"Shared leadership and team creativity: Examining effects of shared leadership level and concentration and the countervailing mechanisms.","authors":"Junfeng Wu, Zhen Zhang, Lynda Jiwen Song, Li Zhu","doi":"10.1037/apl0001258","DOIUrl":"https://doi.org/10.1037/apl0001258","url":null,"abstract":"Integrating insights from team hierarchy literature and shared leadership research, we propose and test a model that illuminates the positive and negative team processes through which shared leadership relates to team creativity. We use a social network lens to examine both shared leadership level (indexed by team density of informal leadership ties) and shared leadership concentration (indexed by team centralization of such ties). With a sample of 136 work teams and three waves of surveys, we found that shared leadership concentration weakens the positive effect of shared leadership level on team creativity. We explicated the positive and negative mediating roles played by team information elaboration and team status conflict, respectively. Our findings show that shared leadership concentration serves as an enabler or inhibitor on which mediating mechanism is at play, such that when shared leadership concentration is higher, there is a negative indirect effect of shared leadership level on team creativity via team status conflict. By contrast, when shared leadership concentration is lower, shared leadership level has a positive indirect effect on team creativity via team information elaboration. Our work provides nuanced insights into how to maximize the potential benefits of shared leadership in enhancing team creativity. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":9.4,"publicationDate":"2024-12-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142853861","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Dynamic and reciprocal relations between job insecurity and physical and mental health.

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-12-16 DOI: 10.1037/apl0001259

Cort W Rudolph, Mindy K Shoss, Hannes Zacher

{"title":"Dynamic and reciprocal relations between job insecurity and physical and mental health.","authors":"Cort W Rudolph, Mindy K Shoss, Hannes Zacher","doi":"10.1037/apl0001259","DOIUrl":"https://doi.org/10.1037/apl0001259","url":null,"abstract":"This article reports the results of a 33-wave longitudinal study of relations between job insecurity and physical and mental health based on monthly data collected between April 2020 and December 2022 among n = 1,666 employees in Germany. We integrate dynamic theorizing from the transactional stress model and domain-specific theorizing based on stressor creation and perception to frame hypotheses regarding dynamic and reciprocal relations between job insecurity and health over time. We find that lower physical health predicted subsequent increases in job insecurity and higher physical health predicted subsequent decreases in job insecurity. However, job insecurity did not have a significant influence on physical health. Furthermore, higher job insecurity predicted subsequent decreases in mental health, and higher mental health predicted subsequent decreases in job insecurity. This pattern of findings suggests a dynamic and reciprocal within-person process wherein positive deviations from one's average trajectory of job insecurity are associated with subsequently lower levels of mental health and vice versa. We additionally find evidence for linear trends in these within-person processes themselves, suggesting that the strength of the within-person influence of job insecurity on mental health becomes more strongly negative over time (i.e., a negative amplifying cycle). This research provides practical insights into job insecurity as a health threat and shows how concerns about job loss following deteriorations in physical and mental health serve to further threaten well-being. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":9.4,"publicationDate":"2024-12-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142828751","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

High performers in the shadow: The adverse effect of star employees on their peers.

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-12-16 DOI: 10.1037/apl0001254

Jinyi Zhou, Ning Li, Shiyong Xu, Wei Chi

{"title":"High performers in the shadow: The adverse effect of star employees on their peers.","authors":"Jinyi Zhou, Ning Li, Shiyong Xu, Wei Chi","doi":"10.1037/apl0001254","DOIUrl":"https://doi.org/10.1037/apl0001254","url":null,"abstract":"Star employees are pivotal to organizational success and significantly influence their peers. Previous studies on this topic often explore the attributes of stars and nonstars in isolation. Using social comparison theory, our study posits that as employees' performance approaches that of star employees, nonstar employees become more likely to compare themselves with stars, thereby increasing their sense of psychological entitlement. The increase in entitlement is likely to promote workplace deviance and decrease workplace well-being. We further propose that team interdependence amplifies the relationship between the star-nonstar performance gap and psychological entitlement. When team interdependence is high, the influence of the star-nonstar performance gap on nonstars' psychological entitlement and the mediating effects of psychological entitlement become more significant. We conducted four studies including two field surveys and two experiments to test our hypotheses. The results indicated that employees who exhibit small performance gaps are more adversely affected by stars than other employees, thus offering a more nuanced understanding of star employees' influence within organizations. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":9.4,"publicationDate":"2024-12-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142828754","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Precommitment can allow decision makers to maintain trust when de-escalating commitment.

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-12-12 DOI: 10.1037/apl0001243

Ariella S Kristal, Charles A Dorison

{"title":"Precommitment can allow decision makers to maintain trust when de-escalating commitment.","authors":"Ariella S Kristal, Charles A Dorison","doi":"10.1037/apl0001243","DOIUrl":"https://doi.org/10.1037/apl0001243","url":null,"abstract":"Following through on commitments builds trust. However, blind adherence to a prior course of action can undermine key organizational objectives. How can this challenge be resolved? Four primary experiments and five supplemental experiments (collective N = 7,759, all preregistered) reveal an effective communication strategy: precommitment (i.e., a public pledge to change course conditional on a concrete future state of the world). In the presence (vs. absence) of precommitment, observers deemed decision makers who de-escalated commitment as more trustworthy. This effect held across the roles of the decision makers (entrepreneurs vs. established leaders), the relationship with the decision makers (follower vs. third-party observer), contexts (consumer products vs. infrastructure projects), and measures (perceived integrity vs. incentivized behavior). These benefits for integrity were attenuated when the precommitment was to a vague future action or was not conditional on a concrete future state of the world. Finally, results revealed that precommitment can yield a negative externality: undermining perceived confidence and motivation among followers at a project's inception. Altogether, our work provides a nuanced perspective on a communication strategy decision makers can use to align short-term personal incentives (i.e., reputation management) and long-term organizational incentives (i.e., value maximization). (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":9.4,"publicationDate":"2024-12-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142818024","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Trickle-up effects of children's financial anxiety on parent retirement intentions. 子女的财务焦虑对父母退休意愿的涓滴效应。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-12-12 DOI: 10.1037/apl0001256

Alexander Eng, Liuxin Yan, Kai Chi Yam

{"title":"Trickle-up effects of children's financial anxiety on parent retirement intentions.","authors":"Alexander Eng, Liuxin Yan, Kai Chi Yam","doi":"10.1037/apl0001256","DOIUrl":"https://doi.org/10.1037/apl0001256","url":null,"abstract":"Today, adult children depend financially on their parents more than ever before. This poses challenges for the financial well-being of parents, particularly in the context of retirement planning. Our research investigates the crossover of financial anxiety from adult children to their parents and its impact on parents' retirement intentions. Drawing on crossover theory and the resource-based view of retirement, we examine the mechanisms underlying this stress crossover. Across three studies (Studies 1a, 1b, and 2) conducted in developed economies, we found that adult children's financial anxiety was associated with their parents' delayed retirement intentions through an increase in their parents' own financial anxiety. Study 3, conducted in a developing economy, further established that financial stress crossover occurred primarily through an increase in social undermining and financial expenditure, although these mechanisms do not translate into delayed retirement intentions. Our work contributes to the stress-crossover literature by testing different mechanisms of stress crossover and highlighting how children's financial anxiety might \"trickle-up\" to affect their parents' stress and important life decisions. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":9.4,"publicationDate":"2024-12-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142818027","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

High-performance work system and organizational resilience process: The case of firms during a global crisis. 高绩效工作系统与组织复原过程：全球危机中的企业案例。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-12-01 Epub Date: 2024-07-18 DOI: 10.1037/apl0001208

Mijeong Kim, Inseong Jeong, Johngseok Bae, Yaping Gong

{"title":"High-performance work system and organizational resilience process: The case of firms during a global crisis.","authors":"Mijeong Kim, Inseong Jeong, Johngseok Bae, Yaping Gong","doi":"10.1037/apl0001208","DOIUrl":"10.1037/apl0001208","url":null,"abstract":"Owing to consecutive global crises (e.g., the COVID-19 pandemic, multiple regional wars), interest has grown in understanding and promoting organizational resilience. There is scant knowledge about how a human resource management (HRM) system can foster organizational resilience. This study examines the role of a high-performance work system in the organizational resilience process during the COVID-19 pandemic. We focus on two properties of the resilience process: stability during the jolt phase and flexibility during the turnaround phase. We test our hypotheses using quarterly sales data from 268 Korean firms during the COVID-19 pandemic. Our findings show that an high-performance work system reduces the severity of loss during the jolt phase (i.e., it maintains stability) through an increased climate of trust and enhances the scale of recovery during the turnaround phase (i.e., it improves flexibility) through an increased climate of innovation. We advance research on HRM, organizational resilience, and crisis management, showing how an HRM system can foster two essential properties for the resilience process to unfold effectively over time after the onset of a crisis. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1994-2014"},"PeriodicalIF":9.4,"publicationDate":"2024-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141633615","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Employee benefit availability, use, and subjective evaluation: A meta-analysis of relationships with perceived organizational support, affective organizational commitment, withdrawal, job satisfaction, and well-being. 员工福利的提供、使用和主观评价：与感知组织支持、情感组织承诺、退出、工作满意度和幸福感之间关系的荟萃分析。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-12-01 Epub Date: 2024-07-18 DOI: 10.1037/apl0001202

Yeong-Hyun Hong, Michael T Ford, Jaehee Jong

{"title":"Employee benefit availability, use, and subjective evaluation: A meta-analysis of relationships with perceived organizational support, affective organizational commitment, withdrawal, job satisfaction, and well-being.","authors":"Yeong-Hyun Hong, Michael T Ford, Jaehee Jong","doi":"10.1037/apl0001202","DOIUrl":"10.1037/apl0001202","url":null,"abstract":"Employee benefits constitute 38.1% of compensation costs, representing a sizeable investment in the workforce. Unlike other forms of support that depend on the actions of individuals throughout the organization, benefits can be changed through decisions at the highest level and influence employees throughout the company. Yet, the literature on benefits has been largely disjointed, resulting in theoretical ambiguity and practical questions about the role of employee benefit experiences in individual employee outcomes. To inform theory and practice, we organized the benefits literature using social exchange theory as a framework and conducted a meta-analysis on the relationships of employee benefit availability, use, and subjective evaluation with perceived organizational support, employee attitudes, and well-being. Our review (k = 134, N = 260,604) found unique relationships between the availability and subjective evaluation of employee benefits and affective organizational commitment, withdrawal intentions, job satisfaction, and well-being, with these relationships partially mediated by perceived organizational support. Benefit use contributed little to these outcomes beyond benefit availability and subjective evaluation. Benefit subjective evaluation was also more strongly related to most outcomes than were benefits availability and use. These relationships varied across types of benefits, with training benefits more strongly related to job satisfaction and health care and retirement benefits more strongly related to turnover intentions. Altogether, this meta-analysis integrates the empirical literature on employee benefits and highlights the implications of benefit experiences and types for the employee-organization relationship and employee well-being. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1921-1947"},"PeriodicalIF":9.4,"publicationDate":"2024-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141633613","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Looking inside the black box of gender differences in creativity: A dual-process model and meta-analysis. 揭开创造力性别差异的黑匣子：双重过程模型和荟萃分析。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-12-01 Epub Date: 2024-07-29 DOI: 10.1037/apl0001205

Joohyung Jenny Kim, Manuel J Vaulont, Zhen Zhang, Kris Byron

{"title":"Looking inside the black box of gender differences in creativity: A dual-process model and meta-analysis.","authors":"Joohyung Jenny Kim, Manuel J Vaulont, Zhen Zhang, Kris Byron","doi":"10.1037/apl0001205","DOIUrl":"10.1037/apl0001205","url":null,"abstract":"Although prior work has characterized creativity as a primarily agentic endeavor, we diverge from this perspective and argue for agentic and communal pathways to creativity that offer unique advantages to each gender. We draw from social role theory to predict that risk-taking and empathic tendencies-as agentic and communal mechanisms, respectively-help explain how gender influences creativity. We also identify contextual moderators that can strengthen the communal pathway-predicting a more positive relationship between empathic tendency and creativity as well as a stronger indirect effect via empathic tendency when the tasks demand perspective-taking and when usefulness is explicitly incorporated in creativity assessment. With a meta-analysis of 753 independent samples (265,762 individuals), we find support for a communal pathway (i.e., women are creative via empathic tendency) and for an agentic pathway (i.e., men are creative via risk-taking tendency). We also find that the communal pathway is stronger when usefulness is explicitly incorporated in creativity assessment. Task demands for perspective-taking did not show a moderating effect. Taken together, our findings provide a more balanced account of the gender-creativity relationship, demonstrate why men and women differ in creativity and when women can leverage the communal mechanism to enhance creativity, and inform theory and practice towards a more gender-equitable workplace. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1861-1900"},"PeriodicalIF":9.4,"publicationDate":"2024-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141788140","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Making the grade? A meta-analysis of academic performance as a predictor of work performance and turnover. 做出成绩？将学习成绩作为工作表现和离职预测因素的荟萃分析。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-12-01 Epub Date: 2024-08-26 DOI: 10.1037/apl0001212

Chad H Van Iddekinge, John D Arnold, Sara J Krivacek, Rachel E Frieder, Philip L Roth

{"title":"Making the grade? A meta-analysis of academic performance as a predictor of work performance and turnover.","authors":"Chad H Van Iddekinge, John D Arnold, Sara J Krivacek, Rachel E Frieder, Philip L Roth","doi":"10.1037/apl0001212","DOIUrl":"10.1037/apl0001212","url":null,"abstract":"Many organizations assess job applicants' academic performance (AP) when making selection decisions. However, researchers and practitioners recently have suggested that AP is not as relevant to work behavior as it used to be due to factors such as grade inflation and increased differences between academic and work contexts. The present meta-analysis examines whether, and under what conditions, AP is a useful predictor of work behavior. Mean correlations (corrected for error in the criterion) between AP and outcomes were .21 for job performance (k = 114), .34 for training performance (k = 8), and -.02 for turnover (k = 20). There was considerable heterogeneity in validity estimates for job performance (80% credibility interval [.04, .37]). Moderator analyses revealed that AP is a better predictor of performance (a) for AP measures that are more relevant to students' future jobs, (b) for professor ratings of AP than for grades and class rank, (c) for samples that include applicants from the same university or from the same major, and (d) for official records of AP than for applicant self-reports. Job relevance was the strongest and most consistent moderator with operational validities in the .30s and .40s for measures that assessed AP in major-specific courses or courses in which students are evaluated on behaviors relevant to their future jobs (e.g., practicum classes). Overall, researchers and organizations should carefully consider whether and how AP is relevant to particular jobs and outcomes, as well as use designs and measures that optimize the predictive value of AP. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1972-1993"},"PeriodicalIF":9.4,"publicationDate":"2024-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142072895","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Work-family conflict and strain: Revisiting theory, direction of causality, and longitudinal dynamism. 工作与家庭的冲突和压力：重新审视理论、因果关系方向和纵向动态。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-12-01 Epub Date: 2024-07-18 DOI: 10.1037/apl0001204

Anna Z Brzykcy, Mikko Rönkkö, Stephan A Boehm, Tim M Goetz

{"title":"Work-family conflict and strain: Revisiting theory, direction of causality, and longitudinal dynamism.","authors":"Anna Z Brzykcy, Mikko Rönkkö, Stephan A Boehm, Tim M Goetz","doi":"10.1037/apl0001204","DOIUrl":"10.1037/apl0001204","url":null,"abstract":"Does work-family conflict (WFC) cause psychological strain or vice versa? How long do these effects take to unfold? What is the role of persistent WFC (or strain) levels in these processes? Prior research has left some of these questions open: Our systematic review reveals that WFC-strain studies have primarily used short (e.g., hours) or long (e.g., years) measurement lags, leaving mid-long lags underexplored. Moreover, while many work-family theories imply long-term effects, prior longitudinal research has often relied on cross-lagged panel models that assume effects to be solely within-person, not considering persistent between-person differences. We tested this assumption in five three-wave survey studies (N = 26,133) with varying lags (1 day, 1 week, 1 month, 6 months, 1 year) and found it to fail in all cases. Employing the random-intercept crossed-lagged panel, a new approach in WFC research, our results indicate that the effects between WFC and strain (exhaustion, perceived stress, and affective rumination) depend primarily on longer term WFC (or strain) levels. In contrast, short-term deviations from these levels (within-person effects) play a minor role. These findings suggest that the effects between WFC and strain may be more persistent than previously assumed, opening avenues for further theoretical and empirical development. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1833-1860"},"PeriodicalIF":9.4,"publicationDate":"2024-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141633626","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0