Journal of Applied Psychology最新文献_第4页

The relative effects of design thinking versus after-action review on team performance: An experiential/episodic team learning perspective. 设计思维与事后回顾对团队绩效的相对影响：经验/情景团队学习视角。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2025-03-27 DOI: 10.1037/apl0001277

Jingqiu Chen, Dana R Vashdi, Qingyue Fan, Peter A Bamberger, Gilad Chen

{"title":"The relative effects of design thinking versus after-action review on team performance: An experiential/episodic team learning perspective.","authors":"Jingqiu Chen, Dana R Vashdi, Qingyue Fan, Peter A Bamberger, Gilad Chen","doi":"10.1037/apl0001277","DOIUrl":"https://doi.org/10.1037/apl0001277","url":null,"abstract":"In an effort to extend experiential learning theory to the team level, we develop and test a model capturing and explaining the relative effects of two alternative team learning-based interventions, namely, after-action reviews (AAR) and design thinking (DT; a team problem-solving approach which we argue can be repurposed as a team development intervention). Integrating experiential learning theory with research on episodic team learning, we propose that by engaging the team in a more comprehensive set of experiential learning elements in each performance episode, relative to AAR, DT drives enhanced normative and cognitive team emergent states, and as a result, a greater short-term (i.e., 6-month) improvement in team performance, particularly for teams characterized by greater team task variety. Results from a multiwave field experiment of teams in a manufacturing company largely support this model, indicating that over the 6-month study period: (a) A DT intervention was associated with greater improvement in team performance than that associated with AAR, and (b) these effects are partially explained by differential changes in both team learning climate and transactive memory system specification. Implications for theory and practice are discussed. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":9.4,"publicationDate":"2025-03-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143730057","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

Range restriction corrections in personnel selection: A mixed range restriction correction approach to overcome a key limitation in applying Case V. 人员选择中的距离限制修正：一种克服案例V应用中关键限制的混合距离限制修正方法。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2025-03-27 DOI: 10.1037/apl0001276

Huy Le, In-Sue Oh, Philip L Roth, Frank L Schmidt

{"title":"Range restriction corrections in personnel selection: A mixed range restriction correction approach to overcome a key limitation in applying Case V.","authors":"Huy Le, In-Sue Oh, Philip L Roth, Frank L Schmidt","doi":"10.1037/apl0001276","DOIUrl":"https://doi.org/10.1037/apl0001276","url":null,"abstract":"Recent advancements in range restriction (RR) correction research suggest that Case V (Dahlke & Wiernik, 2020; Le et al., 2016) is one of the most accurate approaches to correct for (indirect) RR. However, researchers have had difficulty applying the Case V approach, especially in validation and meta-analytic (including validity generalization) studies, because of the lack of information regarding one of its key components: the RR ratio of the criterion (uY), particularly in the context of job performance ratings. In the present study, we provide a solution to this problem by presenting a mixed approach using Case IV to estimate the uY of job performance ratings, a critical input in implementing Case V correction (by doing so, mixing Cases IV and V). The premise for this mixed approach hinges upon prior findings that Case IV yields the same unbiased estimates as does Case V as long as its \"full mediation\" assumption is met. The accuracy of the approach is then tested and compared to those of existing RR correction approaches (Cases II, IV, and V) using Monte Carlo simulations covering a wide range of conditions researchers may realistically encounter in their research. We discuss the present study's implications for personnel selection research and practice, along with study limitations and future research directions. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":9.4,"publicationDate":"2025-03-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143730044","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 spectrum of bystander actions: Latent profile analysis of sexual harassment intervention behavior at work. 旁观者行动的光谱：工作场所性骚扰干预行为的潜在特征分析。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2025-03-20 DOI: 10.1037/apl0001280

Yijue Liang, YoungAh Park

{"title":"A spectrum of bystander actions: Latent profile analysis of sexual harassment intervention behavior at work.","authors":"Yijue Liang, YoungAh Park","doi":"10.1037/apl0001280","DOIUrl":"https://doi.org/10.1037/apl0001280","url":null,"abstract":"Sexual harassment bystander intervention (SHBI) has been deemed critical to addressing persistent incidents in the workplace, yet scholarly knowledge of this behavior remains sporadic and limited. To move this field of research forward, the present study departs from the traditional variable-centered approach and instead adopts a latent profile approach to answer three key questions: (1) Which combinations (profiles) of actions do bystanders take to intervene? (2) When do bystanders intervene with specific profiles of SHBI? and (3) What happens when bystanders intervene with different behavioral combinations? We first developed and validated a scale to measure five distinct SHBI behaviors (i.e., confronting, distracting, supporting, reporting, and discussing) with two scenario-based pilot studies. Then, using this scale and latent profile analysis, we identified three distinctive profiles (i.e., active intervention, low-risk intervention, and no/limited intervention) in a field survey study (N₁ = 381). In two additional field survey studies (N₂ = 312; N₃ = 326), by integrating social cognitive theory with the moral lens, we not only replicated the three similar profiles but also examined antecedents (i.e., organizational norms about sexual harassment and gender, and bystanders' anger, empathy, and harassment-curbing expectancy) and outcomes of the profile memberships (i.e., aggression from the harasser, target gratitude, third-party elevation, and bystander guilt and pride). Overall, this research provides new insights into the nature of SHBI, its distinct patterns in the workplace, and potential organizational practices related to SHBI profiles. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":9.4,"publicationDate":"2025-03-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143669864","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

In sync or out of tune? The effects of workplace music misfit on employees. 同步还是走调？职场音乐对员工的影响。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2025-03-20 DOI: 10.1037/apl0001278

Kathleen R Keeler, Harshad Puranik, Yue Wang, Jingfeng Yin

{"title":"In sync or out of tune? The effects of workplace music misfit on employees.","authors":"Kathleen R Keeler, Harshad Puranik, Yue Wang, Jingfeng Yin","doi":"10.1037/apl0001278","DOIUrl":"https://doi.org/10.1037/apl0001278","url":null,"abstract":"Employees, especially in the service sector, often work long hours exposed to background music that they have little control over because it is usually selected to enhance customer experience. How does this affect employees' daily work experience? This research focuses on how a misfit between the type of music employees need and the background music played in their workplace impacts their psychological states and behaviors. Integrating stimulus-organism-response theory with the research on self-regulation of attention in the workplace, we theorize that workplace music misfit can lower employees' positive affect and increase cognitive depletion, further impacting their organizationally directed citizenship and counterproductive work behaviors. We also theorize that these adverse effects of workplace music misfit are stronger for employees who have lower stimulus screening ability. The test of our hypotheses across two studies-an online experimental study and a 3-week experience sampling methodology field study-broadly supported our theory. Our research offers a novel and dynamic account of workplace background music and its effects on employees' psychological states and workplace behavior. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":9.4,"publicationDate":"2025-03-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143669962","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

Breaking ceilings: Debate training promotes leadership emergence by increasing assertiveness. 打破天花板：辩论训练通过增强自信来提升领导力。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2025-03-10 DOI: 10.1037/apl0001273

Jackson G Lu, Michelle X Zhao, Hui Liao, Lu Doris Zhang

{"title":"Breaking ceilings: Debate training promotes leadership emergence by increasing assertiveness.","authors":"Jackson G Lu, Michelle X Zhao, Hui Liao, Lu Doris Zhang","doi":"10.1037/apl0001273","DOIUrl":"10.1037/apl0001273","url":null,"abstract":"To date, little is known about what interventions can help individuals attain leadership roles in organizations. To address this knowledge gap, we integrate insights from the communication and leadership literatures to test debate training as a novel intervention for leadership emergence. We propose that debate training can increase individuals' leadership emergence by fostering assertiveness-\"an adaptive style of communication in which individuals express their feelings and needs directly, while maintaining respect for others\" (American Psychological Association, n.d.)-a valued leadership characteristic in U.S. organizations. Experiment 1 was a three-wave longitudinal field experiment at a Fortune 100 U.S. company. Individuals (N = 471) were randomly assigned to either receive a 9-week debate training or not. Eighteen months later, the treatment-group participants were more likely to have advanced in leadership level than the control-group participants, an effect mediated by assertiveness increase. In a sample twice as large (N = 975), Experiment 2 found that individuals who were randomly assigned to receive debate training (vs. nondebate training or no training) acted more assertively and had higher leadership emergence in a subsequent group activity. Results were consistent across self-rated, group-member-rated, and coder-rated assertiveness. Moderation analyses suggest that the effects of debate training were not significantly different for (a) U.S.- and foreign-born individuals, (b) men and women, or (c) different ethnic groups. Overall, our experiments suggest that debate training can help individuals attain leadership roles by developing their assertiveness. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":9.4,"publicationDate":"2025-03-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143597011","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

Not every part of a tree is a tree: A reply to Matta and Frank (2025). 不是树的每一部分都是树：对Matta和Frank的回复（2025）。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2025-03-01 DOI: 10.1037/apl0001270

Yongheng Angus Yao, Zhenzhong Ma

{"title":"Not every part of a tree is a tree: A reply to Matta and Frank (2025).","authors":"Yongheng Angus Yao, Zhenzhong Ma","doi":"10.1037/apl0001270","DOIUrl":"10.1037/apl0001270","url":null,"abstract":"Our recent article on congruence research (Yao & Ma, 2023) advocated the need to adopt a holistic approach to studying congruence effects and to developing stronger congruence theories. Matta and Frank (2025) offered an insightful commentary on our article, highlighting theoretical and empirical/inferential concerns. These concerns include (a) whether the exact correspondence effect is the theoretical goal and (b) when researchers should consider applied conditions or reported conditions in congruence research. While Matta and Frank acknowledged the value of the holistic perspective, they recommended testing one's hypothesized form of congruence as the goal of future congruence research. We thank Matta and Frank for bringing up these issues. These issues have gained increased relevance and urgency especially after Yao and Ma (2023) identified several common issues in published congruence studies and offered suggestions for improvements. This reply is intended to clarify and extend our arguments on the holistic perspective, illustrating how this perspective can help address the concerns they raised and further advance congruence research. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"110 3","pages":"308-313"},"PeriodicalIF":9.4,"publicationDate":"2025-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143523499","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

Seeing value in novelty: Manager and employee social networks as keys in managers' idea evaluation and implementation decisions. 从新颖中看到价值：经理和员工社交网络是经理评估和实施创意决策的关键。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2025-03-01 Epub Date: 2024-09-23 DOI: 10.1037/apl0001227

Vijaya Venkataramani, Shuye Lu, Kathryn M Bartol, Xiaoming Zheng, Dan Ni

{"title":"Seeing value in novelty: Manager and employee social networks as keys in managers' idea evaluation and implementation decisions.","authors":"Vijaya Venkataramani, Shuye Lu, Kathryn M Bartol, Xiaoming Zheng, Dan Ni","doi":"10.1037/apl0001227","DOIUrl":"10.1037/apl0001227","url":null,"abstract":"Employees' novel ideas often do not get recognized or valued by their managers, thus precluding these ideas from benefiting the organization. Drawing on the social-cognitive model of creativity evaluation (Zhou & Woodman, 2003) and integrating it with a social network (N/W) lens, this article investigates how characteristics of the social networks of managers and employees play a role in influencing managers' valuation of and willingness to implement novel employee ideas. In three studies-an experimental study manipulating idea novelty and the functional diversity of idea evaluators' (i.e., managers') network, and two network field studies (with managers evaluating actual product ideas generated by employees)-we document how managers generally disfavor novelty and, therefore, are unwilling to implement novel yet useful ideas. However, we find that managers' advice network diversity and employees' centrality in the advice network among their peers help mitigate this negative effect. Managers are able to better appreciate the value of novel ideas when they have more diverse networks and when idea-proposing employees have high centrality in their peer network. Theoretical and practical implications of these findings are discussed. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"358-380"},"PeriodicalIF":9.4,"publicationDate":"2025-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142287977","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

It's not a cedar tree, therefore it's not a tree: A commentary on Yao and Ma (2023). 这不是一棵雪松树，所以它不是一棵树——《姚和马》评注（2023）

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2025-03-01 DOI: 10.1037/apl0001189

Fadel K Matta, Emma L Frank

{"title":"It's not a cedar tree, therefore it's not a tree: A commentary on Yao and Ma (2023).","authors":"Fadel K Matta, Emma L Frank","doi":"10.1037/apl0001189","DOIUrl":"10.1037/apl0001189","url":null,"abstract":"Yao and Ma (2023) recently reviewed and reanalyzed 31 studies published in top-tier journals utilizing polynomial regression and response surface methods. Their work offers a useful holistic framework for how to test and categorize various forms of congruence; however, they ultimately advance cautionary conclusions about the extent to which 28 of the 31 studies provide \"evidence of congruence\" and call into question whether the practical implications of these studies are valid (p. 446). In this commentary, we clarify this inference stems largely from theoretical and empirical oversights made in Yao and Ma (2023). We bring to light issues surrounding (a) proposals that exact correspondence is the theoretical goal (despite 26 of the 31 studies explicitly hypothesizing deviation from that form) and (b) suggestions that authors did not adequately consider empirics they did report. Most critically, Yao and Ma suggested their reanalysis provides conclusions that differ from the reviewed studies in 28 (of 31) instances. We demonstrate that, when one accounts for the form of congruence the authors explicitly theorized, the type of congruence supported as well as the inferences discussed in the studies differ from those in Yao and Ma's reanalysis in only nine of 31 studies (rather than 28). This commentary seeks to rectify the theoretical, empirical, and inferential misconceptions in Yao and Ma (2023) that may lead readers to inaccurately assess past work and threaten future work in this vein. We outline a path for scholars interested in applying this method moving forward. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"110 3","pages":"297-307"},"PeriodicalIF":9.4,"publicationDate":"2025-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143523496","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

Silence on injustices speaks volumes: When and how silence impacts perceptions of managers. 对不公正现象保持沉默说明了很多问题：沉默何时以及如何影响人们对管理者的看法。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2025-03-01 Epub Date: 2024-09-30 DOI: 10.1037/apl0001240

Hannah J Birnbaum, Kaylene J McClanahan, Miguel Unzueta

{"title":"Silence on injustices speaks volumes: When and how silence impacts perceptions of managers.","authors":"Hannah J Birnbaum, Kaylene J McClanahan, Miguel Unzueta","doi":"10.1037/apl0001240","DOIUrl":"10.1037/apl0001240","url":null,"abstract":"Speaking up on social injustices may help create more just and inclusive organizations. Yet, many people choose to remain silent. In this article, we test how managerial silence on injustices can shape impressions of a manager's lack of support for an outgroup. In Study 1, we surveyed employees and found that many noticed their managers' silence and recounted that such silence influenced how they perceived their managers. We then conducted nine experimental studies (Studies 2-6, Supplemental Studies 1-4) to test how observers' perceptions of managers who engage in silence on an outgroup injustice depend on whether managers have spoken up or remained silent in the past. We demonstrate that when a manager engages in selective silence by previously speaking up on an ingroup injustice but remains silent on an outgroup injustice, observers perceive the manager as harboring greater bias and as less supportive of the outgroup than if they remained totally silent on both issues. In contrast, when a manager engages in selective silence by previously speaking up on an outgroup injustice but then remains silent on a second outgroup injustice, observers perceive the manager as generally supportive of social justice and as more supportive of the second outgroup than if they remained totally silent on both issues. We discuss implications for speaking up and remaining silent on injustices in the workplace. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"336-357"},"PeriodicalIF":9.4,"publicationDate":"2025-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142347251","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 happens after anti-Asian racism at work? A moral exclusion perspective on coworker confrontation and mechanisms. 工作中的反亚裔种族主义之后会发生什么？从道德排斥的角度看同事间的对抗和机制。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2025-03-01 Epub Date: 2024-09-30 DOI: 10.1037/apl0001242

Anjier Chen, Liuxin Yan, Min Young Yoon

{"title":"What happens after anti-Asian racism at work? A moral exclusion perspective on coworker confrontation and mechanisms.","authors":"Anjier Chen, Liuxin Yan, Min Young Yoon","doi":"10.1037/apl0001242","DOIUrl":"10.1037/apl0001242","url":null,"abstract":"Despite Americans' recent heightened awareness of racial inequality, anti-Asian racism at work remains underrecognized and largely unaddressed. In this research, we aim to understand why White bystander coworkers may fail to confront anti-Asian racism. Integrating the moral exclusion perspective and research on racial positions, we propose that due to perceiving Asian Americans as more foreign than other non-White coworkers, White coworkers are less likely to feel anger and engage in confrontation when witnessing anti-Asian racism at work. We first conducted a survey study (Study 1), demonstrating the external validity of the phenomenon that White coworkers are less likely to confront racism when the victim is Asian American versus Black. We then conducted two experiments (Studies 2 and 3) with a realistic, interactive design and behavioral measures of confrontation, supporting our hypothesized mechanisms (i.e., perceived target foreignness and anger). Study 3 further generalized our theory by including Hispanic/Latinx American targets as an additional comparison group and showing that the relative perceived foreignness among Asian American, Hispanic/Latinx American, and Black targets reduced White coworkers' anger and confrontation. We then conclude by discussing the theoretical and practical implications of our work. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"432-443"},"PeriodicalIF":9.4,"publicationDate":"2025-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142347252","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