Journal of Applied Psychology最新文献_第2页

Group differences in biographical inventories: A meta-analysis on the adverse impact potential of biodata. 生物资料组间差异：生物资料潜在不利影响的荟萃分析。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2025-01-16 DOI: 10.1037/apl0001260

Andrew P Tenbrink,Andrew B Speer,Lauren J Wegmeyer,Caitlynn C Sendra,Shannon Rowley

{"title":"Group differences in biographical inventories: A meta-analysis on the adverse impact potential of biodata.","authors":"Andrew P Tenbrink,Andrew B Speer,Lauren J Wegmeyer,Caitlynn C Sendra,Shannon Rowley","doi":"10.1037/apl0001260","DOIUrl":"https://doi.org/10.1037/apl0001260","url":null,"abstract":"The purpose of the present meta-analysis was to determine if biodata scale scores differ based on demographic group membership (i.e., gender, race, age) and to evaluate the contextual factors that amplify or mitigate these effects (e.g., construct domain, scoring method). Despite the popularity of biodata scales for personnel selection purposes, previous research findings do not provide clear evidence as to whether adverse impact is a serious concern. To address this gap, a meta-analysis of 43 studies (56 independent samples) was conducted, providing estimates of group differences across demographic groups (female-male, Black-White, Hispanic-White, Asian-White, and age) and relevant construct domains. The majority of biodata scale scores were found to exhibit small group differences across construct domains and demographic groups (≈75% had Cohen's d less than |.20|). Group differences were also relatively small when compared with other popular selection methods. When considered with previous research, these findings provide further support for the use of biodata scales in personnel selection scenarios. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"7 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-01-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142989139","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 power dependence model of the impact of leader impostorism on supervisor support and undermining: The moderating role of power distance. 领导冒名行为对主管支持与破坏影响的权力依赖模型：权力距离的调节作用。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2025-01-16 DOI: 10.1037/apl0001265

Xueqi Wen,Zihan Liu,Feng Qiu,Keith Leavitt,Xingyu Wang,Ziyang Tang

{"title":"A power dependence model of the impact of leader impostorism on supervisor support and undermining: The moderating role of power distance.","authors":"Xueqi Wen,Zihan Liu,Feng Qiu,Keith Leavitt,Xingyu Wang,Ziyang Tang","doi":"10.1037/apl0001265","DOIUrl":"https://doi.org/10.1037/apl0001265","url":null,"abstract":"Leaders, often perceived as possessing exceptional confidence and competence, are not immune to feelings of self-doubt. Leader impostorism describes the experience that one's attributes, experiences, skills, and abilities fall short of the standards expected in the leadership role, resulting in a sense of deception in fulfilling leadership responsibilities. While existing research has examined the antecedents and individual outcomes of leader impostorism, its implications for leaders' treatment of subordinates remain largely unexplored. In this research, we investigate the downstream consequences of leader impostorism on behaviors directed toward subordinates. Integrating research on leader impostorism with power dependence theory, we propose that for leaders with a low power distance orientation, leader impostorism increases supervisor support through the mechanism of perceived power dependence on subordinates, whereas for leaders with a high power distance orientation, leader impostorism increases supervisor undermining through the mechanism of power threat. The findings from two field studies support our theoretical model. This research contributes to the literature by broadening the understanding of the impact of leader impostorism on subordinates, extending power dependence theory within leader-subordinate dynamics, and offering insights into the dual nature of impostorism and its contingent effects. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"15 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-01-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142989140","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

Revisiting the nature and strength of the personality-job performance relations: New insights from interpretable machine learning. 重新审视个性与工作绩效关系的性质和强度：可解释机器学习的新见解。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2025-01-01 Epub Date: 2024-08-12 DOI: 10.1037/apl0001218

Q Chelsea Song, In-Sue Oh, Yesuel Kim, Chaehan So

{"title":"Revisiting the nature and strength of the personality-job performance relations: New insights from interpretable machine learning.","authors":"Q Chelsea Song, In-Sue Oh, Yesuel Kim, Chaehan So","doi":"10.1037/apl0001218","DOIUrl":"10.1037/apl0001218","url":null,"abstract":"Prior research on the relations between the five-factor model (FFM) of personality traits and job performance has suggested mixed findings: Some studies pointed to linear relations, while other studies revealed nonlinear relations. This study addresses these gaps using machine learning (ML) methods that can model complex relations between the FFM traits and job performance in a more generalizable way, particularly interpretable ML techniques that can more effectively reveal the nature (linear, curvilinear, interactive) and strength (feature/relative importance) of the personality-job performance relations. Overall, the results based on a sample of 1,190 employees suggest that nonlinear ML methods perform slightly yet consistently better than linear regression methods in modeling the relation of job performance with FFM facets, but not with factors. On the factor level, conscientiousness exhibits a noticeable curvilinear relation with job performance, and it also interacts with other FFM factors to predict job performance. Conscientiousness displays the strongest feature importance across job types, followed by agreeableness. On the facet level, most FFM facets show limited evidence for curvilinear and interactive (with other facets) relations with job performance. While several conscientiousness facets (order, deliberation, self-discipline) display the strongest feature importance in predicting job performance, some agreeableness (straightforwardness, altruism) and extraversion (positive emotionality) facets also emerge as important features for different sales job types (corporate vs. individual sales). We discuss the implications of these findings for research and practice. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"1-26"},"PeriodicalIF":9.4,"publicationDate":"2025-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141971192","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

Shared leadership and team creativity: Examining effects of shared leadership level and concentration and the countervailing mechanisms. 共享领导与团队创造力：共享领导水平与集中度的影响及抵消机制研究。

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. 工作不安全感与身心健康之间的动态互惠关系。

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. 阴影中的高绩效者：明星员工对同事的负面影响。

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. 预先承诺可以让决策者在降低承诺时保持信任。

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