Baltic Journal of Management最新文献

{"title":"Challenges of business angels: does career matter?","authors":"Rui Falcao, A. C. Moreira, Maria João Carneiro","doi":"10.1108/bjm-08-2023-0330","DOIUrl":"https://doi.org/10.1108/bjm-08-2023-0330","url":null,"abstract":"PurposeThe business angels market dramatically changed the modus operandi and nature of business angels’ activity, evolving from lone investors to angel groups managed professionally. This paper aims to analyze the impact of angel perceived career development on angel satisfaction and, consequently, on their intention to continue investing.Design/methodology/approachA model was tested through covariance-based structural equation modeling (SEM) using AMOS based on data collected from 336 business angels from seven European countries.FindingsThe results highlight that: the perception of personal development is a decisive factor in pursuing the career of business angel; personal development has a higher explanatory power in angel career development than fostering innovation; and the perception of career development has positive impacts on angels’ job satisfaction and reinvestment intention. The paper ends with implications and guidelines for angels, gatekeepers and entrepreneurs, which may increase satisfaction with the angel experience and contribute to enriching business angel work.Research limitations/implicationsCross-sectional self-reported data were used to analyze the results of this study.Originality/valueTo paper extends the body of knowledge of business angels’ perceived career development, with implications for business angels, which may increase satisfaction with angel experience and, therefore, contribute to enhancing business angels’ activity. Thus, this study provides a consistent reference for forthcoming studies regarding the career of business angels and their relationship with entrepreneurs.","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2024-06-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141387750","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"CSR perceptions, meaningful work and innovative behaviors: the moderated mediation effects of co-worker instrumental and emotional support","authors":"Won-Moo Hur, Taewon Moon, Jie Young Won, Seung-Yoon Rhee","doi":"10.1108/bjm-05-2023-0184","DOIUrl":"https://doi.org/10.1108/bjm-05-2023-0184","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>This study examines the role of meaningful work in mediating the relationship between employees’ perceptions of corporate social responsibility (CSR) and innovative behavior. This study further examines how co-worker support, both instrumental and emotional, moderates the meaningful work–innovative behavior relationship.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Utilizing survey data from 355 employees in South Korea with a two-wave longitudinal design, path modeling with the M-plus PROCESS macro was performed to analyze the mediation and second-stage moderated mediation effects.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The results showed that the relationship between employee CSR perceptions and innovative behavior was mediated by meaningful work. Co-worker instrumental support strengthened the meaningful work–innovative behavior relationship, whereas co-worker emotional support had no significant moderating effect. The three-way interaction analysis indicated that the meaningful work–innovative behavior relationship was weakest when co-worker instrumental support was low. Additionally, instrumental support by co-workers moderated the indirect effect of CSR perceptions on innovative behavior via meaningful work.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This research contributes to the literature on CSR perceptions and meaningful work. Our focus on meaningful work as a key psychological mechanism provides insights into how and why employee CSR perceptions promote desirable outcomes including innovative behavior, an underexplored yet important outcome. Furthermore, by identifying co-worker instrumental support as a significant boundary condition, this study contributes to a more nuanced understanding of the social context that promotes innovative behavior.</p><!--/ Abstract__block -->","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2024-05-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141173258","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"The effects of board compensation on the voluntary establishment of an internal audit function","authors":"Jaakko Rönkkö, Mikko Paananen, Aleksi Lahikainen","doi":"10.1108/bjm-08-2023-0323","DOIUrl":"https://doi.org/10.1108/bjm-08-2023-0323","url":null,"abstract":"PurposeThis study examines the effects of board members’ compensation on the voluntary establishment of an internal audit function in publicly listed firms. While previous studies have identified some individual determinants related to the voluntary establishment of an internal audit function, the existing evidence on how board members’ compensation affects voluntary use of internal audit is, at best, ambiguous, scarce and incoherent.Design/methodology/approachBoard compensation is a central incentive instrument in the classic principal–agent relationship between the owners and board members. The theme is empirically examined by using data compiled from Finnish publicly listed companies for the period 2015 to 2018. Since the dependent variable of the study is a binary variable, the logistic regression method was chosen as the statistical method of the study.FindingsOur results unequivocally show that generous compensation of the board members increases the likelihood of establishing an internal audit function. Thus, we conclude that good corporate governance can be improved through generous compensation of board members.Originality/valueIdentifying the determinants of internal audit is vital to better understand the mechanisms that facilitate firms' improvement of internal control and risk management in terms of voluntarily adopting an internal audit function, and the implementation of good governance in general. Although numerous determinants of internal audit have been identified in previous studies, this study showed that one of the key determinants has so far been overlooked; namely, the remuneration of board members.","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2024-05-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141120303","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Networks perceptions and job satisfaction: the mediating role of perceived organizational support for women’s work contribution","authors":"Ashly H. Pinnington, Hazem Aldabbas, Fatemeh Mirshahi, Mary L. Brown","doi":"10.1108/bjm-04-2023-0169","DOIUrl":"https://doi.org/10.1108/bjm-04-2023-0169","url":null,"abstract":"PurposeThis study investigates the relationship between women’s networks perceptions and job satisfaction. It also examines the mediating effects of perceived organizational support (POS) for women’s work contributions on the relationship between networks perceptions and job satisfaction.Design/methodology/approachThe participants are female employees working in Scotland (n = 247). The data were collected using a survey questionnaire. PROCESS macro (model 4, Hayes, 2018) was used to test the proposed model.FindingsThe results revealed that (controlling for work time, age and sector) there is a significant relationship between women’s networks perceptions and job satisfaction. In addition, POS for women’s work contribution mediates the relationship between networks perceptions and job satisfaction. These findings show the significant effects of networks perceptions on employees’ job, satisfaction directly and through POS for women’s work contributions. Therefore, understanding the networks perceptions of employees and organizational factors will assist in improving job satisfaction.Originality/valueThis study is unique for examining the role of POS for women’s work contribution in the relationship between employees’ networks perceptions and job satisfaction. It addresses gender inequality in the workplace in terms of women’s career advancement and job satisfaction. In addition, this research offers insight into the development of a seven-item measurement scale related to networks perceptions.","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2024-05-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140970235","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Sleepless nights at work: examining the mediating role of insomnia in customer mistreatment","authors":"Jeeyoon Jeong, Ji Hoon Lee, Steven J. Karau","doi":"10.1108/bjm-11-2023-0426","DOIUrl":"https://doi.org/10.1108/bjm-11-2023-0426","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Grounded in the conservation of resources theory, this study proposes the mechanisms and conditions under which customer mistreatment affects employee proactive behavior. This study focuses on insomnia as a mediating mechanism and resilience as a boundary condition for the indirect effect of customer mistreatment on employee proactive behavior via insomnia.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>We conducted a single survey in two phases, with a time lag of three weeks, among 302 frontline South Korean employees. The data collected from these two points were then analyzed using hierarchical regression analysis and the PROCESS macro.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The findings demonstrated that there was a significant negative relationship between customer mistreatment and employee proactive behavior, and this relationship was mediated by insomnia. Furthermore, the results revealed that resilience moderates both the effect of customer mistreatment on insomnia and the indirect effect of customer mistreatment on employee proactive behavior through insomnia.</p><!--/ Abstract__block -->\u0000<h3>Research limitations/implications</h3>\u0000<p>This research primarily focuses on Korean frontline workers, potentially limiting cultural generalizability. The reliance on self-reported data may introduce common method bias. Future studies should diversify participant demographics and utilize multi-source feedback to validate findings. Grounded in the Conservation of Resource Theory, this study underscores the neglected linkage between customer mistreatment and proactive behavior, especially in frontline employees. We introduce insomnia as a pivotal mediator, deepening our understanding of why mistreatment dampens proactivity. Additionally, we spotlight the role of resilience, revealing its buffering effect against mistreatment’s adverse outcomes.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>Organizations should be aware of the detrimental effects of customer mistreatment on frontline employees, as it can hamper proactive behavior, primarily through the exacerbation of insomnia. Implementing resilience-training programs can be a proactive step, offering frontline staff tools to buffer against such negative outcomes. Managers are encouraged to recognize and address instances of customer mistreatment and prioritize employee well-being, which in turn can foster a more proactive and resilient workforce, enhancing organizational performance and customer satisfaction.</p><!--/ Abstract__block -->\u0000<h3>Social implications</h3>\u0000<p>This study underscores the broader societal challenge of customer mistreatment in the service sector, highlighting its ripple effects on employee well-being and proactive behavior. It sheds light on the importance of fostering respectful interactions in public and private spaces, emphasizing mutual respect between customers and service providers. Recognizing the ad","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2024-05-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140942304","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"How supervisor and coworker ostracism influence employee outcomes: the role of organizational dehumanization and organizational embodiment","authors":"Noémie Brison, Tiphaine Huyghebaert‐Zouaghi, Gaëtane Caesens","doi":"10.1108/bjm-09-2023-0370","DOIUrl":"https://doi.org/10.1108/bjm-09-2023-0370","url":null,"abstract":"PurposeThis research aims to investigate the mediating role of organizational dehumanization in the relationships between supervisor/coworker ostracism and employee outcomes (i.e., increased physical strains, decreased work engagement, increased turnover intentions). Moreover, this research explores the moderating role of supervisor’s organizational embodiment and coworkers’ organizational embodiment in these indirect relationships.Design/methodology/approachA cross-sectional study (N = 625) surveying employees from various organizations while using online questionnaires was conducted.FindingsResults highlighted that, when considered together, both supervisor ostracism and coworker ostracism are positively related to organizational dehumanization, which, in turn, detrimentally influences employees’ well-being (increased physical strains), attitudes (decreased work engagement) and behaviors (increased turnover intentions). Results further indicated that the indirect effects of supervisor ostracism on outcomes via organizational dehumanization were stronger when the supervisor was perceived as highly representative of the organization. However, the interactive effect between coworker ostracism and coworkers’ organizational embodiment on organizational dehumanization was not significant.Originality/valueThis research adds to theory by highlighting how and when supervisor and coworker ostracism relate to undesirable consequences for both employees and organizations. On top of simultaneously considering two sources of workplace ostracism (supervisor/coworkers), this research adds to extant literature by examining one underlying mechanism (i.e., organizational dehumanization) explaining their deleterious influence on outcomes. It further examines the circumstances (i.e., high organizational embodiment) in which victims of supervisor/coworker ostracism particularly rely on this experience to form organizational dehumanization perceptions.","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2024-04-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140652069","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Supervisor bottom-line mentality and employee workplace well-being: a multiple mediation model","authors":"Linyi Guo, Jing Du, Juncheng Zhang","doi":"10.1108/bjm-11-2023-0467","DOIUrl":"https://doi.org/10.1108/bjm-11-2023-0467","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>This study is intended to investigate the relationship between supervisor bottom-line mentality (BLM) and employee workplace well-being. In addition, this study discusses the mediating roles of perception of organizational politics and job anxiety in this relationship.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Data were gathered from a two-wave survey of 301 full-time employees in southern China. The PROCESS macro in SPSS was applied to test the hypotheses.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Results showed that supervisor BLM was negatively related to employee workplace well-being. Moreover, perceptions of organizational politics and job anxiety played multiple mediating roles in the relationship between supervisor BLM and employee workplace well-being.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>Drawing on the conservation of resource (COR) theory and cognitive-affective personality system (CAPS) theory, this study proposes a multiple mediation model to advance our understanding of how supervisor BLM affects employee workplace well-being.</p><!--/ Abstract__block -->","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2024-04-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140636178","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Determinants of corporate environmental performance and the moderating effect of economic crises","authors":"María Lourdes Arco-Castro, María Victoria López-Pérez, Ana Belén Alonso-Conde, Javier Rojo Suárez","doi":"10.1108/bjm-06-2023-0233","DOIUrl":"https://doi.org/10.1108/bjm-06-2023-0233","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>This paper aims to identify the effect of environmental management systems (EMSs), commitment to stakeholders and gender diversity on corporate environmental performance (CEP) and the extent to which an economic crisis moderates these relationships.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>A regression analysis was conducted on a sample of 14,217 observations from 1,933 firms from 26 countries from 2002 to 2010. The estimator used is ordinary least squares with heteroscedastic panel-corrected standard errors (PCSEs), which allows us to obtain consistent results in the presence of heteroscedasticity and autocorrelation.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The results show that EMSs and stakeholder engagement are mechanisms that drive CEP but lose their effectiveness in times of crisis. However, the presence of women on boards has a positive effect on CEP that is not affected by an economic crisis.</p><!--/ Abstract__block -->\u0000<h3>Research limitations/implications</h3>\u0000<p>The study has some limitations that could be addressed in the future. We present board gender diversity as a governance mechanism because its role is strongly related to non-financial performance. Future studies could focus on other corporate governance mechanisms, such as the presence of institutional or long-term investors. In addition, other mechanisms could be found that can counteract poor environmental performance in times of crisis. Finally, it might be useful to contrast these results with the crisis generated by the coronavirus pandemic.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>The results obtained have important practical implications at the corporate and institutional levels. At the corporate level, they highlight, as essential contributions, that environmental management systems and stakeholder orientation are not effective in times of economic crisis, except for with the presence of women on the board.</p><!--/ Abstract__block -->\u0000<h3>Social implications</h3>\u0000<p>Following the crisis, the European Commission has promoted gender diversity on boards as a mechanism to improve the governance of entities – improving, among other aspects, sustainability. In this sense, another one of the practical implications of the study is support for the policies that the European Union has implemented over the last two decades.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>The paper analyses how a crisis affects the moral and cultural institutional mechanisms that promote CEP. Gender diversity on the board of directors not only promotes environmental performance but also appears to be a governance mechanism that ensures this performance in times of crisis when the other mechanisms lose their effectiveness. The study proposes specific policies that help maintain environmental performance in an economic crisis.</p><!--/ Abstract__block -->","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2024-04-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140837769","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Decreasing employability with age? The role of automation risk, lifelong learning and occupational mobility","authors":"Bernadeta Goštautaitė, Miglė Šerelytė","doi":"10.1108/bjm-11-2022-0419","DOIUrl":"https://doi.org/10.1108/bjm-11-2022-0419","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>As aging populations lead to longer working lives and increasing automation threatens job security, maintaining lifelong employability is becoming a fundamental challenge for many individuals. The purpose of this study is to examine how lifelong employability can be maintained. </p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Based on the theoretical perspectives of both movement capital and selection, optimization and compensation (SOC) theories, we used large-scale survey data (N = 2,256) from three European countries to investigate strategies for preserving employability among aging workers. Specifically, we explored the perceived risk of automation, lifelong learner characteristics and self-efficacy for occupational mobility as boundary conditions that may shape the negative relationship between age and employability.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>We found a negative relationship between age and employability, which was more pronounced when the perceived risk of automation was higher. Furthermore, lifelong learner characteristics and self-efficacy for occupational mobility mitigated the negative relationship, so that age was not related to employability if people possessed lifelong learner characteristics and were ready for a career change.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>Our study implies the importance of investing in enhancing lifelong learner characteristics and self-efficacy for occupational mobility for older employees.</p><!--/ Abstract__block -->","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2024-04-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140574979","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Toward an alternative measure of board diversity: an exploratory study on board polarization in German stock exchange-listed companies","authors":"Johann Valentowitsch, Michael Kindig, Wolfgang Burr","doi":"10.1108/bjm-09-2023-0367","DOIUrl":"https://doi.org/10.1108/bjm-09-2023-0367","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>The effects of board composition on performance have long been discussed in management research using fractionalization measures. In this study, we propose an alternative measurement approach based on board polarization.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Using an exploratory analysis and applying the polarization measure to German Deutscher Aktienindex (DAX)-, Midcap-DAX (MDAX)- and Small Cap-Index (SDAX)-listed companies, this paper applies the polarization index to examine the relationship between board diversity and performance.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The results show that the polarization concept is well suited to measure principal-agent problems between the members of the management and supervisory boards. We reveal that board polarization is negatively associated with firm performance, as measured by return on investment (ROI).</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This exploratory study shows that the measurement of board polarization can be linked to performance differences between companies, which offers promising starting points for further research.</p><!--/ Abstract__block -->","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2024-04-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140574902","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}