Organizational Psychology Review最新文献

{"title":"The relationship between alexithymia and counterproductive behaviors in the workplace","authors":"D. Ucok","doi":"10.17323/2312-5942-2023-13-2-37-52","DOIUrl":"https://doi.org/10.17323/2312-5942-2023-13-2-37-52","url":null,"abstract":"Purpose. The concept of alexithymia which is expressed as individuals having difficulty defining, regulating, and expressing their emotions, is believed to be on the rise in organizational life. It is argued that it is not possible for employees who have difficulty defining their emotions to build positive relationships in the workplace. Therefore, this study aims to investigate whether alexithymia has an impact on counterproductive work behaviors. Study design. Data were collected through the convenience sampling method from 334 employees working in public and private sector organizations in Turkey. The mean age of the participants is 34.1 years, the mean seniority in the profession is seven years, and the mean seniority in their organizations is three years. The data was collected through asurvey form. The Counterproductive Work Behaviors Scale (CWB) and Toronto Alexithymia Scale (TAS-20) were used in the data collection tool. Findings. The study revealed that alexithymia has a significant contribution to counterproductive work behaviors. Moreover, it was found that alexithymia has a stronger contribution to organizational deviance (Cwb-O) than employee deviance (Cwb-P). As a result of the simple regression analysis carried out to determine to what extent the sub-dimension of alexithymia predicts counterproductive work behaviors in the workplace. “Having difficulty recognizingand verbalizing emotions” significantly predicted counterproductive work behaviors towards the organization (β = .65, t = 15.7, p = .00) and counterproductive work behaviors towards the employee (β = .42, t = 8.52, p = .00). Value of results. The findings of the study will provide a new perspective on counterproductive work behaviors in organizations and contribute to the industrial and organizational psychology literature as it is the first study in Turkey regarding the relationship between alexithymia and counterproductive work behaviors.","PeriodicalId":46914,"journal":{"name":"Organizational Psychology Review","volume":"51 1","pages":""},"PeriodicalIF":6.1,"publicationDate":"2023-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"73906297","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}

{"title":"Learning organizations and innovative work behaviors: A moderated mediation model from the perspective of social schema theory","authors":"Muhammad Chughtai1, Yasra Khalid","doi":"10.17323/2312-5942-2023-13-2-207-229","DOIUrl":"https://doi.org/10.17323/2312-5942-2023-13-2-207-229","url":null,"abstract":"Purpose. The present study aimed to examine the intervening impact of creative self-efficacy amid learning organizations — innovative work behaviors relationships. Also, this study investigates the moderating role of self-leadership amid learning organizations — innovative work behaviors and amid creative self-efficacy — innovative work behaviors relationships. Study design. Three hundred sixty-one employees and one hundred twenty-six immediate supervisors (officers) voluntarily participate in the data collection survey from the manufacturing sector (pharmaceutical and automobile). Using different statistical software (i.e., AMOS v.22, Smart-PLS v.3, SPSS v.25, and PROCESS-macro), the hypothesized relationships (i.e., direct, indirect, moderation, and moderated mediation) were tested. Findings. The present study’s findings reveal that creative self-efficacy partially mediates the learning organizations— innovative work behaviors relationships. Also, results indicate that self-leadership moderates the learning organizations — innovative work behaviors and creative self-efficacy — innovative work behaviors relationships. Implications for practice. The present study enlightens the importance of learning organizations for enhancing innovative work behaviors in the workforce. Rapid worldwide unprecedented changes increase the competition level and require a change in the working structure. Creative self-efficacy of the employees helps the management overcome this uncertain situation through innovative behaviors. Additionally, self-leadership plays a vital role with the support of learning organizational culture and creative self-efficacy for enhancing innovative work behaviors. Value of theresults. The present study will be helpful for management by explaining how to overcome the situation of uncertain change in the business world; also, this study responds to the unanswered questions which occur in the current era, such as how organizations increase the innovative behaviors of their workforce for survival and competitive advantage. Moreover, this study adds knowledge to work psychology and organizational behavior by explaining the intervening role of creative self-efficacy and moderating role of self-leadership.","PeriodicalId":46914,"journal":{"name":"Organizational Psychology Review","volume":"37 1","pages":""},"PeriodicalIF":6.1,"publicationDate":"2023-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84154246","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}

{"title":"Organizational citizenship behavior: A step towards effective employee engagement in the banking sector","authors":"Mandira Dеу","doi":"10.17323/2312-5942-2023-13-2-53-63","DOIUrl":"https://doi.org/10.17323/2312-5942-2023-13-2-53-63","url":null,"abstract":"urpose. Organizational citizenship behaviour is a concept used to describe all the productive and constructive acts and attitudes of workers that are not part of the definition of their formal work. Employees do something out of their own free will that respects their friends, which helps the companyas a whole. This paper states that how effectively monitoring the various dimensions of organizational citizenship behaviour can inculcate an effective employee engagement in the organization. Study design. Exploratory research has been conducted comprising of 84 respondents from public and private sector banks in Kolkata. Findings. The findings revealed that organizational citizenship behaviour is having a significant relationship with employee engagement. The dimension conscientiousness which has more influence on employee engagement and courtesy has least influence on employee engagement.There exists no significant difference of organizational citizenship behaviour among the employees with respect to ownership of the bank, gender of employees, experience and with respect to various dimensions of organizational citizenship behaviour. Implications for practice. This study focusses thatif the organization follow a proactive strategy for inculcating organizational citizenship behaviour i.e. stimulus-organism-response behaviour model which in turn will enhance employee engagement in the organization. Originality. The literature review reveals that no study has been conducted based on this area in banking sector in India.","PeriodicalId":46914,"journal":{"name":"Organizational Psychology Review","volume":"4 1","pages":""},"PeriodicalIF":6.1,"publicationDate":"2023-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89223627","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}

{"title":"A qualitative investigation of the occupational stress in the hospitality and tourism industry in Bahrain during COVID-19","authors":"Asma Ayari","doi":"10.17323/2312-5942-2023-13-2-64-77","DOIUrl":"https://doi.org/10.17323/2312-5942-2023-13-2-64-77","url":null,"abstract":"Purpose. Workplace stress is a big challenge for employees and organizations. This research explores employees’ stressors working in Bahrain’s hospitality and tourism industry during the COVID-19 pandemic. Study design. First, a questionnaire was distributed to 172 employees, which helped to assess employees’ stress levels. Then 18 semi-directive interviews were conducted, and the data were analysed using qualitative content analysis. Following the usual content analysis method, an analysis grid was made by switching back and forth between the corpus and the definition of categories. Findings. The study’s results highlighted new occupational stressors: “the pandemic stressors” and their effects on Bahraini tourism and hospitality professionals. The COVID-19 pandemic stressors are more specific to the context of the health crisis, such as the intolerance of uncertainty, isolation and social distancing, the risk of contamination, and job security. Value of the results. The results of this paper revealed different stressors related to the job and stressors specific to the pandemic. The findings will help managers implement preventive measures to reduce the spread of infection, protect workers, and improve employees’ well-being in the context of the pandemic. The results can also help set up procedures to manage crises in the future.","PeriodicalId":46914,"journal":{"name":"Organizational Psychology Review","volume":"115 1","pages":""},"PeriodicalIF":6.1,"publicationDate":"2023-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"86440373","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}

{"title":"A meta-analysis of polychronicity: Applying modern perspectives of multitasking and person-environment fit","authors":"Matt C. Howard, Joshua E. Cogswell","doi":"10.1177/20413866221143370","DOIUrl":"https://doi.org/10.1177/20413866221143370","url":null,"abstract":"We apply modern theory on multitasking and person-environment fit to holistically explain the relations of polychronicity as well as provide justifications for disparate results found in prior studies, such as undetected differences regarding task-switching and dual-tasking. We then conduct a meta-analysis of polychronicity's relations. We show that the nomological net surrounding polychronicity matches our proposed fit perspective. We likewise demonstrate that differences in task-switching and dual-tasking indeed influence the observed results of polychronicity, and the growing complexity of businesses may have caused the association of polychronicity and job performance to strengthen over time. Our discussion highlights that polychronicity plays an important role in personal well-being and employee performance, which can be understood by our person-environment fit perspective. Plain Language Summary We apply modern theory on multitasking and person-environment fit to holistically explain the relations of polychronicity as well as provide justifications for disparate results found in prior studies, such as undetected differences regarding task-switching and dual-tasking. We then conduct a meta-analysis of polychronicity's relations. We show that the nomological net surrounding polychronicity matches our proposed fit perspective. We likewise demonstrate that differences in task-switching and dual-tasking indeed influence the observed results of polychronicity, and the growing complexity of businesses may have caused the association of polychronicity and job performance to strengthen over time. Our discussion highlights that polychronicity plays an important role in personal well-being and employee performance, which can be understood by our person-environment fit perspective.","PeriodicalId":46914,"journal":{"name":"Organizational Psychology Review","volume":"13 1","pages":"315 - 347"},"PeriodicalIF":6.1,"publicationDate":"2022-12-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45878498","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}

{"title":"Job demands-resources theory in times of crises: New propositions","authors":"E. Demerouti, A. Bakker","doi":"10.1177/20413866221135022","DOIUrl":"https://doi.org/10.1177/20413866221135022","url":null,"abstract":"This theoretical paper presents an extended Job Demands–Resources (JD–R) theory aimed at understanding how organizations and their employees can best deal with COVID-19 and other crises in the workplace. The crisis showed that job characteristics alone are insufficient to explain employee health and motivation, i.e., the two focal outcomes of the JD-R theory. Rather, demands and resources of the individual, the family, the job and the organization interact with each other to predict outcomes. Moreover, next to individual regulatory strategies also the regulatory strategies of the family, the leader and organization/team are suggested to modify the impact of demands and resources on outcomes. This was possible by integrating the crisis management literature in JD-R theory. Viewing the crisis from a job design perspective helped us to introduce several new and testable propositions that specify how employee well-being and functioning are impacted by crises and turbulent times. Plain Language Summary Organizations have been struggling to find out how their employees are affected by the COVID-19 pandemic and what they can do to support their well-being and improve their functioning during the pandemic and beyond. The well-being and job performance of individual employees are difficult to predict which becomes even more complicated during times of crisis. The Job Demands–Resources theory is a helpful means because it suggests that employee health and motivation are outcomes of two different processes, i.e., the health impairment process and the motivational process. Job demands, such as work pressure and demanding customers, exhaust the energy of employees and consequently diminish their health, whereas job resources, such as autonomy and social support, help employees to deal with the demands and to develop themselves. The pandemic showed that the interplay between demands and resources of the individual, the job, the family and the organization predict outcomes. Moreover, next to individual regulatory strategies also the regulatory strategies of the family, the leader and organization/team are suggested to modify the impact of demands and resources on outcomes. Viewing the crisis from a job design perspective helped us to introduce in the Job Demands–Resources theory several testable propositions that specify how employee well-being and functioning are impacted by crises and turbulent times.","PeriodicalId":46914,"journal":{"name":"Organizational Psychology Review","volume":"13 1","pages":"209 - 236"},"PeriodicalIF":6.1,"publicationDate":"2022-11-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41551087","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}

{"title":"Pursuing multiple goals during the commute: A dynamic self-regulatory perspective","authors":"Megan T. Nolan, J. Diefendorff, Meghan A. Thornton-Lugo, D. Hynes, Margaret Prezuhy, Jenna Schreiber","doi":"10.1177/20413866221133745","DOIUrl":"https://doi.org/10.1177/20413866221133745","url":null,"abstract":"The current review theorizes that self-regulatory principles can be applied to the commute experience to better understand how spatial navigation and role transition processes interface with each other. Using a multiple goal framework, spatial navigation and role transitions are conceptualized as simultaneous goals, each with their own set of effort allocation processes. Furthermore, the review describes how dynamic and stable features of the commute and of the different roles individuals enact come together to impact spatial navigation and role transition effectiveness, along with well-being and effectiveness in individuals’ “home” and “workplace” roles. The proposed framework offers novel predictions about how and why these two activities impact each other in different ways, providing testable propositions that will help researchers begin to better understand the commute as a time for multiple goal regulation. The review concludes with suggestions for future research aimed at investigating these processes. Plain Language Summary The commute represents a time when individuals are focused on physically moving from one location to another to meet the goal of arriving at one's destination in a safe and timely manner (Calderwood & Mitropoulos, 2020). At the same time, individuals may also have the goal of transitioning between roles, which involves mentally detaching from one role (e.g., deactivating goals involved with being a spouse) and reattaching to a second role (e.g., activating goals relevant to being an employee). As such, the current review views the commute as a time and place in which individuals may be striving for multiple goals that involve shifting attention and energetic resources between goals (Louro et al., 2007). The review uses a multiple goal framework (e.g., Louro et al., 2007) to explain how dynamic and stable features of the commute and of individuals’ roles come together to influence commute and role transition effectiveness and work and home outcomes. Further, the review concludes with suggestions for future research aimed at investigating these dynamic processes.","PeriodicalId":46914,"journal":{"name":"Organizational Psychology Review","volume":"13 1","pages":"99 - 124"},"PeriodicalIF":6.1,"publicationDate":"2022-11-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46770998","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}

{"title":"Fly-in-fly-out work: A review of the impact of an extreme form of work-related travel on mental health","authors":"L. Fruhen, J. Gilbert, Sharon K. Parker","doi":"10.1177/20413866221134938","DOIUrl":"https://doi.org/10.1177/20413866221134938","url":null,"abstract":"Large distances between work and home require many workers to stay away from home for work over extended periods. An extreme case of such work is fly-in-fly-out (FIFO) work. FIFO work requires workers to stay, over a fixed number of days or weeks, in remote employer-arranged accommodation. Given the disruptive nature of this work arrangement, it is important to develop an understanding of its implications for worker mental health. Based on a systematic review, we identify mostly negative mental health implications of FIFO work and propose an integrative model that brings together FIFO work's key features: the simultaneous fracturing and blending of personal and work lives. The model can guide future research. For example, we suggest that researchers investigate how FIFO workers and other work-related travelers experience fracturing and blending, and how they manage the frequent fluctuation between these two extremes. Plain language summary Fly-in-fly-out work represents a specific and extreme case of work-related travel in which workers are housed by employers and have fixed schedules that prescribe blocks of time at work followed by blocks of time at home, alongside other rules. This paper provides an overview of the literature regarding the mental health implications of FIFO work. Moreover, an integrative model of FIFO work is proposed that brings together its key defining attributes: the simultaneous fracturing and blending of personal and work lives, which FIFO workers, and by extension other work-related travellers, experience. The model identifies the key attributes of this type of work arrangement that shape fracturing namely the commute (i.e., duration, mode, distance) and rosters (i.e., length and ratio of time on and off) and blending experiences, namely accommodation (i.e., type and quality), extent to which autonomy is limited (i.e., via choice in food, activities, scheduling) and social isolation. While developed for an extreme, highly standardized, and specific case of work-related travel, the model may also be useful in research focused on work related travel more broadly,","PeriodicalId":46914,"journal":{"name":"Organizational Psychology Review","volume":"13 1","pages":"177 - 204"},"PeriodicalIF":6.1,"publicationDate":"2022-11-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44260817","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}

{"title":"Spilling tea at the water cooler: A meta-analysis of the literature on workplace gossip","authors":"Amy Wax, Wiston A. Rodriguez, R. Asencio","doi":"10.1177/20413866221112383","DOIUrl":"https://doi.org/10.1177/20413866221112383","url":null,"abstract":"This paper presents a meta-analysis on workplace gossip as a predictor of individual, relational, and organizational outcomes. Our systematic review yielded 52 independent studies (n = 14,143). Results suggested that negative workplace gossip has a more deleterious association with workplace outcomes than positive gossip. Furthermore, findings indicated that negative gossip has a disproportionately negative association with attitudinal/affective outcomes and coworker relationships for targets of gossip. Unexpectedly, results also suggested that senders and recipients of negative gossip may also experience highly deleterious outcomes; in fact, the relations between negative gossip and well-being, engagement/performance, supervisor relationships, and organizational outcomes were more negative for gossip participants than targets, although the direction of causality for these relations has yet to be conclusively determined. Overall, our results suggest that organizations and managers should take seriously the threat of negative gossip to the health of the organization at large, while simultaneously leveraging the potential benefits of positive gossip. \u0000 Plain Language Summary\u0000 This paper presents a meta-analysis on the topic of workplace gossip as a predictor of work-relevant outcomes. Results—which were based on 52 independent studies that, in total, employed 14,143 independent research participants—suggested that negative workplace gossip has a worse impact on individual, relational, and organizational outcomes than positive gossip does. Furthermore, our findings indicated that targets of negative gossip experience the worst outcomes in terms of attitudes/affect and coworker relationships, when compared with the outcomes of individuals who exchanged the gossip. Unexpectedly, patterns of results also suggested that individuals who exchange negative gossip at work may also experience highly deleterious outcomes, although the direction of causality for these relations has yet to be conclusively determined. Overall, our results suggest that organizations and managers should take seriously the threat of negative gossip to the health of the organization at large, and may also be able to leverage the potentially beneficial effects of positive gossip. We conclude with a discussion of the implications of our results.","PeriodicalId":46914,"journal":{"name":"Organizational Psychology Review","volume":"12 1","pages":"453 - 506"},"PeriodicalIF":6.1,"publicationDate":"2022-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46529928","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}

{"title":"Autonomous or controlled self-regulation, that is the question: A self-determination perspective on the impact of commuting on employees’ domain-specific functioning","authors":"Fabiola H. Gerpott, W. Rivkin, Dana Unger","doi":"10.1177/20413866221133644","DOIUrl":"https://doi.org/10.1177/20413866221133644","url":null,"abstract":"The few studies that have considered psychological processes during the commute have drawn an ambiguous picture, with some emphasizing the negative and others the positive consequences of commuting. Drawing on self-determination theory, we develop a framework that expands on the costs and benefits of commuting for employees’ subsequent domain-related functioning at work and home. Specifically, we propose employees’ basic needs satisfaction and processes of autonomous and controlled self-regulation as mechanisms that explain how psychological commute characteristics spill over to domain-related functioning through experienced subjective vitality. In doing so, we introduce a taxonomy of psychological commute characteristics and highlight the importance of separating these underlying subjective characteristics from objective aspects of the commuting environment. Our research encourages scholars to conduct within- and between-person studies to examine how the objective commute environment and associated psychological commute characteristics affect employees’ self-regulation. Plain Language Summary What happens during the commute does not stay within the boundaries of the commute: Aversive experiences such as being stuck in a traffic jam may spill over to lower engagement in work or home activities. Similarly, positive incidents such as flowing to work uninterruptedly can positively impact subsequent experiences such as flowing (i.e., being fully engaged) when performing tasks at work or at home. How can this be explained? Our article suggests that commuters enter motivational states when going and coming from work. For instance, they feel that everything is going easy and under one's control (autonomous self-regulation) or they feel that the commute is effortful and externally determined (controlled self-regulation). These motivational states influence subjective vitality after the commute, which in turn predicts how employees function at work or at home. Importantly, while objective aspects of the commute environment (for instance, the length of one's commute or one's means of transportation) have an impact on these motivational states, we argue that they do so via psychological commute characteristics perceived by the commuter. We focus on the latter and predict employees’ motivational state during the commute in the form of the fulfillment of their basic needs (i.e., feeling autonomous, competent, and related during the commute) as determined by different psychological commute characteristics (decision latitude, psychological stimulation, social characteristics, physical aspects, insecurity). Our work can inspire research that investigates why different employees perceive their commute differently as well as why the same employee may experience different motivational states during their commute from day to day. We end with practical recommendations for communities, organizations, and the commuter themselves.","PeriodicalId":46914,"journal":{"name":"Organizational Psychology Review","volume":"13 1","pages":"67 - 95"},"PeriodicalIF":6.1,"publicationDate":"2022-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48341793","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}