Journal of Applied Psychology最新文献

How context shapes collective turnover over time: The relative impact of internal versus external factors. 环境如何随着时间的推移影响集体更替：内部与外部因素的相对影响。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-09-05 DOI: 10.1037/apl0001230

Patrick J Flynn, Matthew L Call, Paul D Bliese, Anthony J Nyberg

{"title":"How context shapes collective turnover over time: The relative impact of internal versus external factors.","authors":"Patrick J Flynn, Matthew L Call, Paul D Bliese, Anthony J Nyberg","doi":"10.1037/apl0001230","DOIUrl":"https://doi.org/10.1037/apl0001230","url":null,"abstract":"Despite the prevalence of research on the consequences of collective turnover (TO), we lack an understanding of how, when, and why changes in the external environment influence collective turnover. The present study extends context emergent turnover and threat-rigidity theories to consider temporal changes in rates of collective turnover brought on by an external disruption. We also conduct variance decomposition to evaluate the relative influence of internal and external factors on collective turnover and examine how changes in the external environment impact relative influences. Finally, we examine the role of collective engagement in explaining patterns of collective turnover over time. Our study is based on a large, geographically dispersed U.S. firm. Findings from a two-phase longitudinal model reveal that rates of collective turnover change over time in ways that are predictable from threat-rigidity theory. Variance decomposition analysis finds that internal store-level factors explain substantially more variance than external factors, but the balance changes in response to an external disruption. We also show that collective engagement can mitigate increases in collective turnover. Results inform theory regarding the relative importance of internal versus external factors in influencing collective turnover and provide a framework for predicting how contextual change in the external environment impacts collective turnover over time. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":null,"pages":null},"PeriodicalIF":9.4,"publicationDate":"2024-09-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142140179","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

Examining the effectiveness of interventions to reduce discriminatory behavior at work: An attitude dimension consistency perspective. 研究减少工作中歧视行为的干预措施的有效性：态度维度一致性视角。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-08-29 DOI: 10.1037/apl0001215

Elaine Costa

{"title":"Examining the effectiveness of interventions to reduce discriminatory behavior at work: An attitude dimension consistency perspective.","authors":"Elaine Costa","doi":"10.1037/apl0001215","DOIUrl":"https://doi.org/10.1037/apl0001215","url":null,"abstract":"Academic interest in reducing discrimination has produced substantial research testing interventions to mitigate biased outcomes. However, disparate findings and a scarcity of studies examining work-related behavioral measures make it challenging to determine which interventions are better suited to reduce workplace discrimination. Derived from the tripartite theory of attitudes and the principle of compatibility, I develop a conceptual model mapping the attitude focus of interventions and code studies in this literature from the past two decades for these common properties. Based on a meta-analysis of 70 articles totaling 208 effect sizes, I test this conceptual model, finding that it helps explain why some interventions to reduce discrimination yield superior outcomes relative to others. In particular, results indicate that passive interventions, such as short-term education or reminders of bias processes, are largely ineffective in shifting behavior. Conversely, the class of interventions that targets behavior directly by attempting to inhibit the manifestation of bias (e.g., making individuals accountable for their decisions or changing social norms) emerged as the most helpful category of interventions in this area. Overall, results support a key prediction of the attitude dimension consistency perspective, demonstrating that aligning the attitude dimension primarily targeted by an intervention and the outcome measured could lead to improved results in this area. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":null,"pages":null},"PeriodicalIF":9.4,"publicationDate":"2024-08-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142107765","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

A tale of two narratives: The role of event disruption in employee affective and behavioral reactions to authoritarian leadership. 两种叙述的故事：事件干扰在员工对专制领导的情感和行为反应中的作用。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-08-29 DOI: 10.1037/apl0001209

Zheng Zhu, Xingwen Chen, Russell E Johnson, Mengxi Yang, Yiwei Yuan, Yunlu Yin, Jun Liu

{"title":"A tale of two narratives: The role of event disruption in employee affective and behavioral reactions to authoritarian leadership.","authors":"Zheng Zhu, Xingwen Chen, Russell E Johnson, Mengxi Yang, Yiwei Yuan, Yunlu Yin, Jun Liu","doi":"10.1037/apl0001209","DOIUrl":"https://doi.org/10.1037/apl0001209","url":null,"abstract":"Extant research demonstrates the destructive nature of authoritarian leadership in the workplace, yet its widespread use suggests that a more balanced view of this leadership style may be needed to identify whether this form of leadership engenders favorable reactions in specific circumstances. Integrating insights from appraisal theory and the compensatory control model, we posit that authoritarian leadership can evoke anxiety among employees in less disruptive settings, whereas it evokes feelings of awe in highly disruptive contexts. These anxiety and awe reactions then influence employees' downstream leader-focused behaviors (i.e., leader-directed avoidance and affiliation) and general work behaviors (i.e., counterproductive behavior and job performance). Thus, whether reactions to authoritarian leadership are dysfunctional or functional is contingent on event disruption as a key boundary condition. Results from an experience sampling study (Study 1), a multiwave and multisource field study (Study 2), and laboratory experiments (Studies 3a and 3b) largely confirm these predictions. The findings underscore the importance of event disruption for predicting employee reactions to authoritarian styles of leadership. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":null,"pages":null},"PeriodicalIF":9.4,"publicationDate":"2024-08-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142107762","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

Emboldened in the rap "game": How severely stigmatized video models navigate disrespect and vulnerability to workplace mistreatment. 在说唱 "游戏 "中变得更加大胆：被严重鄙视的视频模特如何应对工作场所的不尊重和虐待。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-08-29 DOI: 10.1037/apl0001231

Payal N Sharma, Kristie M Rogers, Blake E Ashforth

{"title":"Emboldened in the rap \"game\": How severely stigmatized video models navigate disrespect and vulnerability to workplace mistreatment.","authors":"Payal N Sharma, Kristie M Rogers, Blake E Ashforth","doi":"10.1037/apl0001231","DOIUrl":"https://doi.org/10.1037/apl0001231","url":null,"abstract":"Moral stigma attached to an occupation can scar workers through discrediting, shaming, and denying respect. It can also open the door to interpersonal mistreatment, but little is known about how morally stigmatized workers navigate anticipated disrespect to potentially avoid harm. We explore this issue in a study of an occupation carrying severe moral stigma and where disrespect and workplace mistreatment are pervasive: models in hip-hop and rap music videos. Through analyses of 71 interviews with 48 video models and 19 industry informants, field observations, and archival data, we show how severe moral stigma and industry constraints promote generalized disrespect of video models (i.e., denial of worth to all role occupants) and, thus, each model's personal vulnerability to mistreatment. Two distinct groups of models emerged from our analysis-those who viewed themselves as emboldened in their role identity and those who did not-and this emboldened role identity was associated with differing perceptions of their personal vulnerability to mistreatment and their behaviors to mitigate it. The first group of models, those reporting an emboldened role identity, perceived their vulnerability to mistreatment as controllable. They strategically used both assertive behaviors (that earned respect from others) and passive behaviors (that avoided disrespect from others) to mitigate mistreatment. By contrast, the second group perceived their vulnerability to mistreatment as uncontrollable and reported using only passive behaviors (to avoid disrespect) when mistreatment was imminent. We discuss theoretical and practical implications of our findings, advancing knowledge of dirty work, workplace mistreatment, respect dynamics, and identity. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":null,"pages":null},"PeriodicalIF":9.4,"publicationDate":"2024-08-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142107763","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

Navigating inter-team competition: How information broker teams achieve team innovation. 驾驭团队间竞争：信息中介团队如何实现团队创新。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-08-29 DOI: 10.1037/apl0001216

Thomas Taiyi Yan, Vijaya Venkataramani, Chaoying Tang, Giles Hirst

{"title":"Navigating inter-team competition: How information broker teams achieve team innovation.","authors":"Thomas Taiyi Yan, Vijaya Venkataramani, Chaoying Tang, Giles Hirst","doi":"10.1037/apl0001216","DOIUrl":"https://doi.org/10.1037/apl0001216","url":null,"abstract":"Organizations are increasingly using teams to stimulate innovation. Often, these teams share knowledge and information with each other to help achieve their goals, while also competing for resources and striving to outperform each other. Importantly, based on their industry, the nature of work, or prior history, some teams may face more competition from peer teams than others. Our research examines how teams' competitive relations with other teams in the organization operate in tandem with their collaborative inter-team information exchange relations in impacting their innovation. Using two studies-a field study of 73 knowledge-intensive teams in high-tech engineering firms and a team-based network experimental study of 162 teams-we find that a high degree of overall competition with many peer teams reduces a focal team's ability to acquire and utilize diverse knowledge from these teams (i.e., inter-team knowledge integration), thereby hindering team innovation. However, applying insights from network structural hole theory, we find that when a focal team occupies a brokerage position in the inter-team information exchange network, this can help buffer the effects of competition in getting access to knowledge resources from other teams, thus enabling their innovation. Additionally, we find that focal broker teams' dealmaking and network obstruction behaviors explain these effects. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":null,"pages":null},"PeriodicalIF":9.4,"publicationDate":"2024-08-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142107766","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

Euphemism as a powerful framing device that influences moral judgments and punitive responses after wrongdoing. 委婉语是一种强有力的构思手段，可影响道德判断和不法行为发生后的惩罚性反应。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-08-29 DOI: 10.1037/apl0001233

Matthew L Stanley, Christopher P Neck

{"title":"Euphemism as a powerful framing device that influences moral judgments and punitive responses after wrongdoing.","authors":"Matthew L Stanley, Christopher P Neck","doi":"10.1037/apl0001233","DOIUrl":"https://doi.org/10.1037/apl0001233","url":null,"abstract":"Euphemism-that is, softening words or phrases substituted for more direct language-has become pervasive in our everyday personal and professional lives. Leveraging theory and research on construal and framing effects, we conceptualize euphemism as a linguistic framing device that influences how observers construe situations and the people, groups, objects, and events within them. We then experimentally investigate the effects of euphemism as a linguistic framing device on third-party judgments about moral transgressions (i.e., bribery, fraud). Across studies (total N = 3,081) we find consistent evidence that employing euphemistic labels (relative to their noneuphemistic analogs) reduces the perceived severity of moral transgressions and, as a result, also reduces third-party motivations to punish transgressors. Overt experimental manipulations to reconstrue euphemistic labels into their noneuphemistic forms reduced, but did not entirely eliminate, the effects on moral severity and punishment judgments. Participants did not sufficiently adjust their judgments. These findings underscore the power of simple linguistic manipulations in influencing public opinion, and they have important implications for the possibility of creating a more just and fair society. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":null,"pages":null},"PeriodicalIF":9.4,"publicationDate":"2024-08-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142107764","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 : 2024-08-26 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":"https://doi.org/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":null,"pages":null},"PeriodicalIF":9.4,"publicationDate":"2024-08-26","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

Beyond the prototype: Unpacking the intersectional identity and image work of female minority founders in a startup context. 超越原型：解读初创企业中少数族裔女性创始人的交叉身份和形象工作。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-08-22 DOI: 10.1037/apl0001234

Pisitta Vongswasdi, Julia de Groote, Janine Heinrich, Jamie Ladge

{"title":"Beyond the prototype: Unpacking the intersectional identity and image work of female minority founders in a startup context.","authors":"Pisitta Vongswasdi, Julia de Groote, Janine Heinrich, Jamie Ladge","doi":"10.1037/apl0001234","DOIUrl":"https://doi.org/10.1037/apl0001234","url":null,"abstract":"It is well documented that female minority founders (FMFs) face disadvantages in starting and scaling their ventures. However, the causes of these disadvantages-as well as how FMFs navigate these challenges-are less understood. Our article adopts an intersectionality lens, which allows us to focus on and examine the multiple intersecting dimensions of FMFs (such as gender, ethnicity, migrant status, and social class) and how they influence their entrepreneurial experiences. Drawing upon an inductive study of FMFs operating in Berlin, we build a theory on intersectional identity and image work in startup contexts. We found key structural barriers that serve to sustain inequality and continue to favor more prototypical founders. However, we also identified sources of penalties and privileges that exacerbate (or mitigate) inequality and result in founder image discrepancy. Our analysis demonstrates how founder image discrepancy can prompt FMFs to engage in a progression of intersectional identity and image work that shapes their founder identity. These findings advance entrepreneurship and identity research by extending our understanding of how intersectional identity challenges and opportunities manifest and can be managed within startup contexts. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":null,"pages":null},"PeriodicalIF":9.4,"publicationDate":"2024-08-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142017530","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

They do not deserve your thanks! Witness reactions to leader-directed expressions of gratitude. 他们不值得你感谢！见证领导者在表达感谢时的反应。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-08-15 DOI: 10.1037/apl0001228

Ryan Fehr, Yu Tse Heng, Yue Wang, Yirong Guo

{"title":"They do not deserve your thanks! Witness reactions to leader-directed expressions of gratitude.","authors":"Ryan Fehr, Yu Tse Heng, Yue Wang, Yirong Guo","doi":"10.1037/apl0001228","DOIUrl":"https://doi.org/10.1037/apl0001228","url":null,"abstract":"Gratitude expressions have received growing attention from scholars, with research emphasizing its many positive effects on expressers, recipients, and witnesses. Although our knowledge of gratitude expressions' benefits is accumulating, our understanding of its limits is less developed. In this article, we ask when employees' expressions of gratitude toward their leaders positively influence witnesses' perceptions of them, and when they do not. Across three studies including two multiwave surveys and an experiment, we find that expressed gratitude strengthens witnesses' perceptions of expressers' prosocial identities, especially when the leader is believed to be deserving of gratitude. Study 1 examines leader competence as an indicator of deservingness in a sample of leaders and employees in a manufacturing context. Studies 2 and 3 use survey and experimental methods to directly establish leader deservingness as a mechanism of the competence moderator and explore warmth as an additional component of employees' deservingness perceptions. All three studies show how gratitude expression ultimately shapes witnesses' tendencies to help expressers and seek feedback from them. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":null,"pages":null},"PeriodicalIF":9.4,"publicationDate":"2024-08-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141988036","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

Too much of a good thing? A multilevel examination of listening to music at work. 好东西太多？对工作时听音乐的多层次研究。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-08-12 DOI: 10.1037/apl0001222

Brent A Scott, Nikhil Awasty, Shuqi Li, Donald E Conlon, Russell E Johnson, Clay M Voorhees, Liana G Passantino

{"title":"Too much of a good thing? A multilevel examination of listening to music at work.","authors":"Brent A Scott, Nikhil Awasty, Shuqi Li, Donald E Conlon, Russell E Johnson, Clay M Voorhees, Liana G Passantino","doi":"10.1037/apl0001222","DOIUrl":"https://doi.org/10.1037/apl0001222","url":null,"abstract":"Music listening has proliferated in the workplace, yet its effects have been overlooked, and classic investigations offer conflicting results. To advance our understanding, we draw from self-regulation and resource allocation theories to suggest that listening to music has curvilinear effects on attentional focus and performance on work tasks and that willpower belief is a key boundary condition. We test these hypotheses across three studies: a pilot study of 108 employees from a software company who took part in a 2-week experience-sampling methodology study and self-rated their music listening and performance, a laboratory study (Study 1) of 252 undergraduate students in which task attentional focus and objective performance on proofreading tasks were captured across repeated trials while listening to music, and a 3-week experience-sampling methodology study (Study 2) of 247 employees that included a within-person manipulation of music listening (little to no music vs. 1 hr longer than usual vs. 3 hr longer than usual), daily self-ratings of task attentional focus and task performance, and weekly coworker ratings of task performance. We find mixed support for our hypotheses. Time spent listening to music exhibited an inverted, U-shaped relationship with self-rated (pilot study) and objective (Study 1) task performance. Individuals with higher willpower belief maintained higher levels of task attentional focus regardless of the amount of music they listened to (Studies 1 and 2), and the curvilinear relationship of reported music listening with self-rated task performance was more pronounced for individuals who believe that willpower is limited (pilot study and Study 2). (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":null,"pages":null},"PeriodicalIF":9.4,"publicationDate":"2024-08-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141971193","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