Journal of Applied Psychology最新文献_第6页

Are unions friends or foes of high-performance work systems? 工会是高绩效工作系统的朋友还是敌人？

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2025-01-30 DOI: 10.1037/apl0001266

David Jinwoo Chung,Tae-Youn Park

{"title":"Are unions friends or foes of high-performance work systems?","authors":"David Jinwoo Chung,Tae-Youn Park","doi":"10.1037/apl0001266","DOIUrl":"https://doi.org/10.1037/apl0001266","url":null,"abstract":"Do unions facilitate or hamper the effectiveness of high-performance work systems (HPWS)? Despite the long-standing interest among labor and human resource scholars on this matter, relevant studies are limited and dated. This research investigates whether and how the interplay between HPWS and unions affects both organizational performance and employee well-being outcomes. The authors argue while unions may attenuate the HPWS effects on organizational performance due to decreased performance climate, the overall impacts of unions are likely beneficial, as they facilitate cooperative climate that contributes to organizational performance and enhances employee well-being, which positively affects longer term organizational outcomes. Analyzing longitudinal data with 934 observations from 287 South Korean firms, the authors show that unions indeed facilitate the positive effects of HPWS on organizational performance and employee well-being, mediated by enhanced cooperative climate. They did not find statistically meaningful evidence that unions mitigate HPWS' effects on performance climate and subsequent organizational performance. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"9 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-01-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143062046","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

Contexts, people, and work designs: Developing and testing a multilevel theory for understanding variability in work design consequences. 环境、人员和工作设计：开发和测试多层次理论，以理解工作设计结果的可变性。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2025-01-23 DOI: 10.1037/apl0001267

Erich C Dierdorff, J Kemp Ellington, Frederick P Morgeson

{"title":"Contexts, people, and work designs: Developing and testing a multilevel theory for understanding variability in work design consequences.","authors":"Erich C Dierdorff, J Kemp Ellington, Frederick P Morgeson","doi":"10.1037/apl0001267","DOIUrl":"https://doi.org/10.1037/apl0001267","url":null,"abstract":"Work design scholarship has demonstrated that work characteristics are important determinants of a wide range of individual outcomes including well-being, motivation, satisfaction, and performance. Yet this scholarship has also revealed substantial and unaccounted for variance in these effects, prompting calls for theory and research that applies multilevel and contextual perspectives to expand our understanding of work designs. We develop theory that spans occupation, job, and individual levels to connect the influences of both context and personal attributes (e.g., skills) on work design consequences. Central to our multilevel theory is the concept of attribute relevance, which reflects the extent to which different attributes are prioritized within occupational and job contexts in which individuals enact their roles. Results across three studies spanning 3,838 incumbents and 339 unique occupations reveal that attribute relevance systematically moderates the relationships between work designs and individual outcomes and thus demarcates factors that account for variability in the main effects observed in previous work design research. We bring much-needed theory and evidence to open questions about how worker requirements and individual differences are connected to work designs. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":9.4,"publicationDate":"2025-01-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143023485","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

I need a vacation: A meta-analysis of vacation and employee well-being. 我需要休假：休假与员工幸福感的元分析。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2025-01-20 DOI: 10.1037/apl0001262

Ryan S Grant,Beth E Buchanan,Kristen M Shockley

{"title":"I need a vacation: A meta-analysis of vacation and employee well-being.","authors":"Ryan S Grant,Beth E Buchanan,Kristen M Shockley","doi":"10.1037/apl0001262","DOIUrl":"https://doi.org/10.1037/apl0001262","url":null,"abstract":"Previous meta-analytic research concluded that the well-being benefits of vacation are small and fade away quickly, suggesting that vacation may not be that effective of a recovery opportunity for improving employee well-being. Since the time of this initial meta-analysis, however, the number of vacation studies has increased, providing an opportunity to estimate more precise meta-analytic estimates and increase our understanding of the different factors that play a role in this vacation-well-being relationship. As such, we conduct a meta-analysis using 32 studies that include 256 effect sizes to examine how employee well-being levels change due to vacation. Our results reveal that vacation has a large effect on well-being that does not fade out as quickly as previously thought. In terms of moderators, our results suggest that vacation length, national culture, and number of nationally mandated vacation days moderate this relationship, but the role of vacation location (i.e., away from home, at home, or a mix of both) remains unclear. Finally, we examine how types of activities and specific recovery experiences during vacation correlate with well-being during and after vacation using a meta-analysis of eight studies that include 69 effect sizes. Our findings suggest that psychological detachment and physical activities during vacation may be the most beneficial for improving employee well-being. Overall, this meta-analysis provides evidence that vacation is a more effective recovery opportunity for improving employee well-being than previous work suggests. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"2 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-01-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142991820","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

From moral exemplar to underperformer? The double-edged sword of ethical leadership for leader in-role and extra-role performance. 从道德模范到表现不佳？伦理领导对领导者角色内绩效和角色外绩效的双刃剑。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2025-01-20 DOI: 10.1037/apl0001264

Grace Ching Chi Ho,David T Welsh,John T Bush

{"title":"From moral exemplar to underperformer? The double-edged sword of ethical leadership for leader in-role and extra-role performance.","authors":"Grace Ching Chi Ho,David T Welsh,John T Bush","doi":"10.1037/apl0001264","DOIUrl":"https://doi.org/10.1037/apl0001264","url":null,"abstract":"Given the overall positive influence ethical leaders have on their followers' performance, the literature has largely assumed that ethical leadership also facilitates the performance of leaders themselves. We challenge this assumption by adopting a within-person perspective to reveal more nuanced relationships between distinct forms of daily ethical leadership and daily leader performance. Building on the affect theory of social exchange (Lawler, 2001), we develop a theoretical model that examines the diverging effects of daily promotion- and prevention-focused ethical leadership on daily leader performance through the reciprocal influence of followers' affective reactions. Specifically, we predict that whereas daily promotion-focused ethical leadership will elicit follower displayed gratitude toward the leader, daily prevention-focused ethical leadership will elicit follower displayed anger toward the leader. Downstream, we predict that follower displayed gratitude and anger will subsequently influence leaders' in-role and extra-role performance. We also explore how overall social exchange quality shapes the daily affective and behavioral dynamics between leaders and followers. Results from three studies using a multimethod approach provide convergent support for our model. Overall, this research offers both theoretical and practical insights about the potentially unexpected leader-centric consequences of ethical leadership. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"32 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-01-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142991817","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 comparison of the response-pattern-based faking detection methods. 基于响应模式的伪造检测方法的比较。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2025-01-20 DOI: 10.1037/apl0001261

Weiwen Nie,Ivan Hernandez,Louis Tay,Bo Zhang,Mengyang Cao

{"title":"A comparison of the response-pattern-based faking detection methods.","authors":"Weiwen Nie,Ivan Hernandez,Louis Tay,Bo Zhang,Mengyang Cao","doi":"10.1037/apl0001261","DOIUrl":"https://doi.org/10.1037/apl0001261","url":null,"abstract":"The covariance index method, the idiosyncratic item response method, and the machine learning method are the three primary response-pattern-based (RPB) approaches to detect faking on personality tests. However, less is known about how their performance is affected by different practical factors (e.g., scale length, training sample size, proportion of faking participants) and when they perform optimally. In the present study, we systematically compared the three RPB faking detection methods across different conditions in three empirical-data-based resampling studies. Overall, we found that the machine learning method outperforms the other two RPB faking detection methods in most simulation conditions. It was also found that the faking probabilities produced by all three RPB faking detection methods had moderate to strong positive correlations with true personality scores, suggesting that these RPB faking detection methods are likely to misclassify honest respondents with truly high personality trait scores as fakers. Fortunately, we found that the benefit of removing suspicious fakers still outweighs the consequences of misclassification. Finally, we provided practical guidance to researchers and practitioners to optimally implement the machine learning method and offered step-by-step code. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"74 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-01-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142991818","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

The gendered nature of leader behaviors: Navigating stereotype threat from conservation of resources and gender role perspectives. 领导行为的性别性质：从资源保护和性别角色的角度看待刻板印象威胁。

IF 9.9 1区心理学

Journal of Applied Psychology Pub Date : 2025-01-20 DOI: 10.1037/apl0001263

Szu-Han Joanna Lin,Justin P Woodall,Marie S Mitchell,Nai-Wen Chi,Russell E Johnson

{"title":"The gendered nature of leader behaviors: Navigating stereotype threat from conservation of resources and gender role perspectives.","authors":"Szu-Han Joanna Lin,Justin P Woodall,Marie S Mitchell,Nai-Wen Chi,Russell E Johnson","doi":"10.1037/apl0001263","DOIUrl":"https://doi.org/10.1037/apl0001263","url":null,"abstract":"Previous research has highlighted the benefits followers gain from their leaders' initiating structure and consideration. Adopting a leader-centric perspective, we propose that leaders' gender influences the impact of these behaviors for leaders themselves. Drawing from conservation of resources and gender role theories, we explain why gender-role-inconsistent leader behaviors (behaviors that go against gender stereotypes, such as initiating structure for women and consideration for men) is detrimental, while engaging in gender-role-consistent leader behaviors (such as initiating structure for men and consideration for women) is beneficial. We further theorize that follower support mitigates the negative effects of gender-role-inconsistent behaviors. We tested our hypotheses across four studies-an experience sampling field study (Study 1) and three experiments (Studies 2 through 4). Study 1 revealed initiating structure for women leaders elicited gender stereotype threat, which depleted women leaders. This resulted in increased work withdrawal and reduced initiating structure and consideration the next day. Study 1 also showed that initiating structure and consideration increased both men and women leaders' perceived leader effectiveness, which, in turn, increased their work engagement, further increasing their initiating structure and consideration the next day. Study 2 replicated these results, and Studies 3 and 4 showed that follower support mitigated the depletion effects of gender stereotype threat by initiating structure for women leaders. Our research highlights the benefits and detriments of leader behaviors and identifies how followers can alleviate the costs associated with initiating structure for women leaders. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"8 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-01-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142991819","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

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

Whither bias goes, I will go: An integrative, systematic review of algorithmic bias mitigation. 偏见去哪儿，我就去哪儿：对减少算法偏差的综合、系统回顾。

IF 9.4 1区心理学

Journal of Applied Psychology Pub Date : 2024-12-30 DOI: 10.1037/apl0001255

Louis Hickman, Christopher Huynh, Jessica Gass, Brandon Booth, Jason Kuruzovich, Louis Tay

{"title":"Whither bias goes, I will go: An integrative, systematic review of algorithmic bias mitigation.","authors":"Louis Hickman, Christopher Huynh, Jessica Gass, Brandon Booth, Jason Kuruzovich, Louis Tay","doi":"10.1037/apl0001255","DOIUrl":"https://doi.org/10.1037/apl0001255","url":null,"abstract":"Machine learning (ML) models are increasingly used for personnel assessment and selection (e.g., resume screeners, automatically scored interviews). However, concerns have been raised throughout society that ML assessments may be biased and perpetuate or exacerbate inequality. Although organizational researchers have begun investigating ML assessments from traditional psychometric and legal perspectives, there is a need to understand, clarify, and integrate fairness operationalizations and algorithmic bias mitigation methods from the computer science, data science, and organizational research literature. We present a four-stage model of developing ML assessments and applying bias mitigation methods, including (a) generating the training data, (b) training the model, (c) testing the model, and (d) deploying the model. When introducing the four-stage model, we describe potential sources of bias and unfairness at each stage. Then, we systematically review definitions and operationalizations of algorithmic bias, legal requirements governing personnel selection from the United States and Europe, and research on algorithmic bias mitigation across multiple domains and integrate these findings into our framework. Our review provides insights for both research and practice by elucidating possible mechanisms of algorithmic bias while identifying which bias mitigation methods are legal and effective. This integrative framework also reveals gaps in the knowledge of algorithmic bias mitigation that should be addressed by future collaborative research between organizational researchers, computer scientists, and data scientists. We provide recommendations for developing and deploying ML assessments, as well as recommendations for future research into algorithmic bias and fairness. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":""},"PeriodicalIF":9.4,"publicationDate":"2024-12-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143752803","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