Journal of Applied Psychology最新文献_第10页

Motivational drivers for serial position effects: Evidence from high-stakes legal decisions. 连续位置效应的动机驱动:来自高风险法律决策的证据。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2023-07-01 DOI: 10.1037/apl0001064

Ori Plonsky, Daniel L Chen, Liat Netzer, Talya Steiner, Yuval Feldman

{"title":"Motivational drivers for serial position effects: Evidence from high-stakes legal decisions.","authors":"Ori Plonsky, Daniel L Chen, Liat Netzer, Talya Steiner, Yuval Feldman","doi":"10.1037/apl0001064","DOIUrl":"https://doi.org/10.1037/apl0001064","url":null,"abstract":"Experts and employees in many domains make multiple similar but independent decisions in sequence. Often, the serial position of the case in the sequence influences the decision. Explanations for these serial position effects focus on the role of decision-makers' fatigue, but these effects emerge also when fatigue is unlikely. Here, we suggest that serial position effects can emerge due to decision-makers' motivation to be or appear consistent. For example, to avoid having inconsistencies revealed, decisions may become more favorable toward the side that is more likely to put a decision under scrutiny. As a context, we focus on the legal domain in which many high-stakes decisions are made in sequence and in which there are clear institutional processes of decision scrutiny. We analyze two field data sets: 386,109 U.S. immigration judges' decisions on asylum requests and 20,796 jury decisions in 18th century London criminal court. We distinguish between five mechanisms that can drive serial position effects and examine their predictions in these settings. We find that consistent with motivation-based explanations of serial position effects, but inconsistent with fatigue-based explanations, decisions become more lenient as a function of serial position, and the effect persists over breaks. We further find, as is predicted by motivational accounts, that the leniency effect is stronger among more experienced decision-makers. By elucidating the different drivers of serial position effects, our investigation clarifies why they are common, when they are expected, and how to reduce them. (PsycInfo Database Record (c) 2023 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"108 7","pages":"1137-1156"},"PeriodicalIF":9.9,"publicationDate":"2023-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"9723278","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: 1

A meta-analysis on the crossover of workplace traumatic stress symptoms between partners. 职场创伤压力症状跨界的meta分析。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2023-07-01 DOI: 10.1037/apl0001069

Yi-Ren Wang, Michael T Ford, Marcus Credé, P D Harms, Paul B Lester

{"title":"A meta-analysis on the crossover of workplace traumatic stress symptoms between partners.","authors":"Yi-Ren Wang, Michael T Ford, Marcus Credé, P D Harms, Paul B Lester","doi":"10.1037/apl0001069","DOIUrl":"https://doi.org/10.1037/apl0001069","url":null,"abstract":"Workers who are exposed to severe situations such as death, harassment, and others' suffering at work are vulnerable to symptoms of posttraumatic stress disorder (PTSD) and severe distress. This distress may extend to their intimate partners, despite their lack of firsthand experience with the traumatic stressors. Although theory and empirical research suggest that employees' traumatic distress can transmit to their partners, the magnitude of these effects and when, how, and why intimate partners develop secondary traumatic symptoms and distress are not as clear. Drawing from crossover theory as an organizing framework (Westman, 2001), our meta-analysis of 276 articles indicates that the relationship between employee PTSD/distress and spouse PTSD/distress is as strong as the relationship between employee trauma exposure and employee PTSD/distress (ρ = .26), suggesting that workers' PTSD/distress is as distressing for partners as the traumatic stressors are for workers encountering them firsthand. Our moderation tests further revealed that the trauma-exposed workers' vulnerability to traumatic stress symptoms was stronger in military than in nonmilitary settings, whereas the extent to which their symptoms crossover to their intimate partners did not vary across occupations. Mediation tests suggest that traumatic stress crossover is partially explained by the worsened quality of the couple's relationship (e.g., increased social support burden and undermining), consistent with the crossover via couple interaction explanation in crossover theory. On the other hand, there was mixed support for the mediating role of the partner's empathy, indicating further research and clarification are needed. Implications for crossover theory and practice are discussed. (PsycInfo Database Record (c) 2023 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"108 7","pages":"1157-1189"},"PeriodicalIF":9.9,"publicationDate":"2023-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"10091817","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

What makes you proactive can burn you out: The downside of proactive skill building motivated by financial precarity and fear. 让你积极主动的东西可能会让你精疲力竭:由财务不稳定和恐惧驱动的积极主动的技能培养的缺点。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2023-07-01 DOI: 10.1037/apl0001063

R David Lebel, Xue Yang, Sharon K Parker, Daniya Kamran-Morley

{"title":"What makes you proactive can burn you out: The downside of proactive skill building motivated by financial precarity and fear.","authors":"R David Lebel, Xue Yang, Sharon K Parker, Daniya Kamran-Morley","doi":"10.1037/apl0001063","DOIUrl":"https://doi.org/10.1037/apl0001063","url":null,"abstract":"Proactivity at work is generally assumed to be preceded by positive motivational states with positive outcomes for employees. However, recent perspectives suggest downsides to proactive behavior, including that it can be driven by negative emotions or experienced as depleting for employees. Bringing these previously disconnected ideas together, we utilize cognitive-motivational-relational and self-determination theories to holistically examine the negative antecedents of proactivity and its outcomes. We argue that employees, particularly those with high impression management motives, experience burnout when financial precarity and fear drive them to proactively learn new skills. We test and show support for these hypotheses in a four-wave study of 1,315 university employees during the beginning of the COVID-19 pandemic, an external event that threatened employees' financial security. Theoretically, our findings broaden our understanding of the antecedents and consequences of proactivity, while expanding the role of fear at work beyond \"flight\" responses to include motivating protective effort. Practically, our findings help to understand both how employees proactively develop their skills in light of financial precarity and how these proactive efforts are experienced as depleting. (PsycInfo Database Record (c) 2023 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"108 7","pages":"1207-1222"},"PeriodicalIF":9.9,"publicationDate":"2023-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"9729716","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: 3

A cross-lagged longitudinal investigation of the relationship between stigma and job effectiveness among employees with HIV. HIV感染员工的耻辱感与工作效能关系的交叉滞后纵向调查。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2023-06-01 DOI: 10.1037/apl0001051

Anna Carmella G Ocampo, Yueyang Chen, Simon Lloyd D Restubog, Lu Wang, Anthony Decoste

{"title":"A cross-lagged longitudinal investigation of the relationship between stigma and job effectiveness among employees with HIV.","authors":"Anna Carmella G Ocampo, Yueyang Chen, Simon Lloyd D Restubog, Lu Wang, Anthony Decoste","doi":"10.1037/apl0001051","DOIUrl":"https://doi.org/10.1037/apl0001051","url":null,"abstract":"Growing diversity in the workforce has compelled scholars and managers to create inclusive organizational environments for employees who belong to marginalized groups. Yet, little is known about how employees with stigmatized medical conditions manage their job demands. In this article, we examine the role of stigma associated with human immunodeficiency virus (HIV) in shaping the ability of employees with HIV to contribute to their organizations. Drawing on stigma and emotions literatures, we investigate the influence of HIV stigma on job effectiveness (i.e., in-role performance and organizational citizenship behaviors) through the mediated paths of fear and shame. We further examine whether a psychological (i.e., core self-evaluation [CSE]) and a physiological (i.e., CD4 cell count, defined as the biological indicator of HIV severity) factor would moderate these mediating relationships at the first and second stages, respectively. Using a sample of 225 employees with HIV surveyed across three measurement periods with a time lag of 3 months, we found support for the dual-stage moderated mediation model linking HIV stigma and job effectiveness via shame under lower (vs. higher) levels of CSE and CD4 cell count. By contrast, we did not find evidence for the mediating role of fear. Implications of our findings for theory and practice are discussed. (PsycInfo Database Record (c) 2023 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"108 6","pages":"889-904"},"PeriodicalIF":9.9,"publicationDate":"2023-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"9541555","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: 1

Matches measure: A visual scale of job burnout. 匹配度测量:工作倦怠的视觉量表。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2023-06-01 DOI: 10.1037/apl0001053

Cindy P Muir Zapata, Charles Calderwood, O Dorian Boncoeur

{"title":"Matches measure: A visual scale of job burnout.","authors":"Cindy P Muir Zapata, Charles Calderwood, O Dorian Boncoeur","doi":"10.1037/apl0001053","DOIUrl":"https://doi.org/10.1037/apl0001053","url":null,"abstract":"The evidence is overwhelming and ubiquitous; job burnout is a prevalent occupational syndrome with substantial costs. Although prevention and treatment are vital, both necessitate identifying job burnout itself, yet existing measures are long and sometimes proprietary. Because lengthy surveys are generally seen as too time-consuming, especially in contexts where rapid identification of job burnout is paramount and may be associated with increased measurement error for people experiencing burnout, there is a strong need for a quick and regular assessment of job burnout. Not surprisingly, many scholars have resorted to shortening existing scales. However, those efforts have seldom attended to the corresponding validation concerns of this approach. Our work aims to develop and validate a visual burnout scale using matches that can be deployed rapidly and consistently, as visual scales provide a way for people to more easily articulate their feelings. Our novel analytic approach entailed Bayesian comparisons of the effect sizes generated with our measure to published meta-analytic effect size estimates, evaluations of the convergence of our measure with existing job burnout scales, and comparisons of the overlap between our measure and existing scales as they relate to burnout antecedents and outcomes. Across multiple preregistered studies surveying over 1,200 participants in various industries, our results demonstrate that our visual scale shows strong convergent validity, criterion-related validity, and test-retest reliability. Our measure also compares favorably with the three most widely used burnout measures in organizational scholarship (the Maslach Burnout Inventory, Shirom-Melamed Job Burnout Measure, and Oldenburg Job Burnout Inventory) and, in some cases, demonstrated incremental validity beyond existing measures. (PsycInfo Database Record (c) 2023 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"108 6","pages":"977-1000"},"PeriodicalIF":9.9,"publicationDate":"2023-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"9602220","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: 1

Are gossipers looked down upon? A norm-based perspective on the relation between gossip and gossiper status. 爱说长道短的人被瞧不起吗?基于规范的八卦与八卦者地位关系研究。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2023-06-01 DOI: 10.1037/apl0001056

Huiwen Lian, Jie Kassie Li, Jingzhou Pan, Chenduo Du, Qinglin Zhao

{"title":"Are gossipers looked down upon? A norm-based perspective on the relation between gossip and gossiper status.","authors":"Huiwen Lian, Jie Kassie Li, Jingzhou Pan, Chenduo Du, Qinglin Zhao","doi":"10.1037/apl0001056","DOIUrl":"https://doi.org/10.1037/apl0001056","url":null,"abstract":"While some scholars regard workplace gossip as norm-violating behavior that costs gossipers status, others suggest that gossip clarifies organizational norms and thereby increases gossiper status. Integrating gossip literature with norm research, we develop a model to distinguish positive gossip from negative gossip and theorize their independent and joint effects on gossiper workplace status via peers' perceptions of norm violation and norm clarification-two concurrent but countervailing mechanisms. We hypothesize that positive gossip relates positively to norm clarification perceptions but negatively to norm-violation perceptions, whereas negative gossip relates positively to both norm clarification and norm-violation perceptions. Interactively, positive gossip weakens the norm-violation effects of negative gossip on gossiper status, and each type of gossip replaces the norm clarification effects of the other type of gossip on gossiper status. These hypotheses were largely supported in a 2 × 2 between-subjects experiment with 345 full-time employees (Study 1), a three-wave field survey with data from 192 full-time employees (Study 2), and a round-robin field survey with data from 287 focal employees and 1,075 of their team members embedded in 87 teams (Study 3). Three additional studies reported in the supplementary materials revealed contingencies of the hypotheses: The hypotheses received support with a different experimental manipulation (Study 4), and the hypothesized norm-violation effect of negative gossip was not contingent on gossip content (target's self-serving vs. nonself-serving behavior, Study 5) but gossip intention such that the effect became nonsignificant when gossip intention was group-serving (cf. self-serving, Study 6). (PsycInfo Database Record (c) 2023 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"108 6","pages":"905-933"},"PeriodicalIF":9.9,"publicationDate":"2023-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"9903935","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: 2

When new talent scores: The impact of human capital and the team socialization context on newcomer performance in professional sports teams. 新人才得分:人力资本与团队社会化背景对职业运动队新人才绩效的影响。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2023-06-01 DOI: 10.1037/apl0001060

Marvin Schuth, Prisca Brosi, Nicholas Folger, Gilad Chen, Robert E Ployhart

{"title":"When new talent scores: The impact of human capital and the team socialization context on newcomer performance in professional sports teams.","authors":"Marvin Schuth, Prisca Brosi, Nicholas Folger, Gilad Chen, Robert E Ployhart","doi":"10.1037/apl0001060","DOIUrl":"https://doi.org/10.1037/apl0001060","url":null,"abstract":"This study integrates research on newcomer socialization and work teams to examine how the team environment facilitates or hinders the translation of human capital into newcomer performance in professional sports teams. Using large, multiyear and multilevel data from the top five European professional football leagues, we examine how individual-level newcomer human capital and the team-level characteristics (prior team performance, number of newcomers) influence individual newcomer performance during two different socialization contexts (when more vs. less time for socialization is provided). We found that individual human capital was positively related to newcomer performance across socialization contexts while the direct relationships between team variables and performance were conditional on the socialization context. Prior team performance was positively related to newcomer performance when more time for socialization was provided, but prior team performance as well as the number of newcomers were negatively related to newcomer performance when less time for socialization was provided. Beyond the direct relationships, our results show that human capital was less positively related to newcomer performance when newcomers joined higher performing teams across socialization contexts. These findings extend our understanding of the complex relationships between individual human capital and the team's socialization environment on newcomer performance and advance new knowledge regarding conditions that facilitate the success of newcomers who join existing (operating) teams. (PsycInfo Database Record (c) 2023 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"108 6","pages":"1046-1059"},"PeriodicalIF":9.9,"publicationDate":"2023-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"9929579","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: 2

Retaining retirement-eligible older workers through training participation: The joint implications of individual growth need and organizational climates. 通过参加培训来留住符合退休条件的年长员工:个人成长需求和组织氛围的共同影响。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2023-06-01 DOI: 10.1037/apl0001065

Yixuan Li, Konrad Turek, Kène Henkens, Mo Wang

{"title":"Retaining retirement-eligible older workers through training participation: The joint implications of individual growth need and organizational climates.","authors":"Yixuan Li, Konrad Turek, Kène Henkens, Mo Wang","doi":"10.1037/apl0001065","DOIUrl":"https://doi.org/10.1037/apl0001065","url":null,"abstract":"As the workforce ages, organizations are increasing their efforts to retain retirement-eligible workers to avoid human capital shortages and preserve knowledge reservoirs. Nevertheless, the potential factors and underlying mechanisms relating to the retention of retirement-eligible workers have rarely been examined. The current research investigates how retirement-eligible workers may be retained by the organization through human capital development activities. Specifically, we draw upon the motivated choice framework to investigate the joint implications of individual (i.e., individual growth need) and organizational factors (i.e., climate for developing older workers and age-inclusive climate) for retirement-eligible workers' training participation and thereby retention. We tested our hypotheses with two samples in the Netherlands. Study 1 utilized the two-wave, multilevel survey data (2015-2018) from the Netherlands Interdisciplinary Demographic Institute Pension Panel Study (N = 3,200 older workers from 409 organizations). We found that individual growth need and climate for developing older workers had positive associations with training participation, which in turn was positively related to older workers' decision to stay (vs. retire) despite retirement eligibility. In addition, age-inclusive climate amplified the positive relationship between individual growth need and training participation. Study 2 utilized the two-wave Longitudinal Internet studies for the Social Sciences panel data (N = 301 older workers). We replicated result patterns from Study 1 and found that person-organization fit and needs-supplies fit mediated the relationship between training participation and retirement-eligible workers' intention to stay. (PsycInfo Database Record (c) 2023 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"108 6","pages":"954-976"},"PeriodicalIF":9.9,"publicationDate":"2023-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"9602221","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: 6

Collective turnover response over time to a unit-level shock. 集体周转反应随着时间的推移，对单位层面产生冲击。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2023-06-01 DOI: 10.1037/apl0001052

Jenna R Pieper, Mark A Maltarich, Anthony J Nyberg, Greg Reilly, Caitlin Ray

引用次数: 0

Turning words into numbers: Assessing work attitudes using natural language processing. 将文字转化为数字:使用自然语言处理评估工作态度。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2023-06-01 DOI: 10.1037/apl0001061

Andrew B Speer, James Perrotta, Andrew P Tenbrink, Lauren J Wegmeyer, Angie Y Delacruz, Jenna Bowker

{"title":"Turning words into numbers: Assessing work attitudes using natural language processing.","authors":"Andrew B Speer, James Perrotta, Andrew P Tenbrink, Lauren J Wegmeyer, Angie Y Delacruz, Jenna Bowker","doi":"10.1037/apl0001061","DOIUrl":"https://doi.org/10.1037/apl0001061","url":null,"abstract":"Researchers and practitioners are often interested in assessing employee attitudes and work perceptions. Although such perceptions are typically measured using Likert surveys or some other closed-end numerical rating format, many organizations also have access to large amounts of qualitative employee data. For example, open-ended comments from employee surveys allow workers to provide rich and contextualized perspectives about work. Unfortunately, there are practical challenges when trying to understand employee perceptions from qualitative data. Given this, the present study investigated whether natural language processing (NLP) algorithms could be developed to automatically score employee comments according to important work attitudes and perceptions. Using a large sample of employees, algorithms were developed to translate text into scores that reflect what comments were about (theme scores) and how positively targeted constructs were described (valence scores) for 28 work constructs. The resulting algorithms and scores are labeled the Text-Based Attitude and Perception Scoring (TAPS) dictionaries, which are made publicly available and were built using a mix of count-based scoring and transformer neural networks. The psychometric properties of the TAPS scores were then investigated. Results showed that theme scores differentiated responses based on their likelihood to discuss specific constructs. Additionally, valence scores exhibited strong evidence of reliability and validity, particularly, when analyzed on text responses that were more relevant to the construct of interest. This suggests that researchers and practitioners should explicitly design text prompts to elicit construct-related information if they wish to accurately assess work attitudes and perceptions via NLP. (PsycInfo Database Record (c) 2023 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"108 6","pages":"1027-1045"},"PeriodicalIF":9.9,"publicationDate":"2023-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"9602230","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: 1