Employee Relations最新文献

{"title":"E-work self-efficacy and innovative behaviour: a moderated mediation analysis","authors":"Prinka Dogra, Aubid Hussain Parrey","doi":"10.1108/er-12-2023-0619","DOIUrl":"https://doi.org/10.1108/er-12-2023-0619","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Based on self-determination theory, the paper examines the employee’s innovative behaviour in a remote-working context. It explores the relationship between e-skill self-efficacy (ESSE) in developing innovative behaviour (IB) to stay up with the rising rate of change through the mediating mechanism of employee resilience (ER) and considering organisational support (OS) as a potential moderator in these relationships.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>The study adopted empirical research tested on 298 remote workers from the Indian IT and Education industry. Structural Equation Modelling (SEM) via Partial Least Squares (PLS) is the statistical methodology used.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The results identified that ER partially mediates the relationship between ESSE and IB. Further, for the direct effects, it was found that ESSE directly impacts ER and IB. Intriguingly, the moderating role adds depth to our understanding of predicting nuanced conditions under which ESSE and ER influence IB.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>Due to organisational significance, IB is gaining increasing attention from scholars. There is a dearth of knowledge on how innovative behaviour can be stimulated at the individual level, despite the rising interest of academicians. Hence, this study bridges the gap and intends to analyse the theoretical model linking ESSE and IB mediated by ER and moderated by OS conducive to the future of remote work. Further, the findings add knowledge to the literature on contemporary remote working. It aids in designing, adopting and implementing policies and practices for the organisations that have (or will move) to remote and hybrid work settings.</p><!--/ Abstract__block -->","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":null,"pages":null},"PeriodicalIF":3.4,"publicationDate":"2024-09-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142179031","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Pay information and employees’ perception of organizational support: the mediating role of pay satisfaction","authors":"José Manuel de la Torre-Ruiz, Eulogio Cordón-Pozo, María Dolores Vidal Salazar, Alejandro Ortiz-Perez","doi":"10.1108/er-07-2023-0356","DOIUrl":"https://doi.org/10.1108/er-07-2023-0356","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Pay communication policies continue to garner attention in human resource management. This article draws on social exchange theory to examine the consequences of different types of pay information on employees' perceived organizational support (POS). Similarly, it draws on the relational model to examine whether pay level satisfaction and satisfaction with variable pay and pay raise procedures mediate the relationships between the different types of pay information and employee POS.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>The hypothesized model was tested using structural equation modeling in a sample of 695 employees of Spanish firms.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The five types of pay information considered in this study did not have a direct effect on employee POS. Furthermore, distributive base pay information and distributive base pay information on other employees in the firm and in the industry had an indirect influence on POS through the multiple mediating effect of pay comparison and pay level satisfaction. Finally, procedural variable pay and procedural pay raise information were indirectly related to employee POS through satisfaction with pay procedures.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This study highlights the importance of considering the type of pay information provided to employees and the need to understand the mediating variables that explain how each type of pay information can influence employees’ POS.</p><!--/ Abstract__block -->","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":null,"pages":null},"PeriodicalIF":3.4,"publicationDate":"2024-09-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142179030","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Bridging power and fairness: unravelling the impact of informal networks on organisational justice in the ARAB region","authors":"Arwa Al-Twal, Fadi Alsarhan, Leen Nabulsi, Christina Horani","doi":"10.1108/er-03-2024-0142","DOIUrl":"https://doi.org/10.1108/er-03-2024-0142","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Wasta, the prevailing form of informal networks in the Arab region, exerts a significant controversial influence on organisations in this region. Despite the pervasive negative perceptions and alleged detrimental effects of Wasta, it remains a frequently employed practice. This research aims to comprehensively explore the influence of Wasta on organisational justice across organisations in the Arab world, with Jordanian organisations taken as an illustrative case.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Employing a qualitative approach, semi-structured interviews were conducted with 20 employees from various industries in Jordan.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The study reveals that Wasta significantly affects distributive, procedural and interactional justice within organisations, eliciting feelings of unfairness and hopelessness among employees.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>This study recommends that HR departments focus on implementing ethical policies and standards to enhance transparency in organisational decision-making processes. By understanding and addressing the implications of Wasta, organisations can foster a more just and equitable workplace environment.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This study advances our understanding of informal network theories in the Arab world by highlighting the interconnectedness between Wasta and organisational justice, and its profound impact on the work environment and employees. This study also explains how Wasta directly influences decision-making processes, at high managerial levels.</p><!--/ Abstract__block -->","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":null,"pages":null},"PeriodicalIF":3.4,"publicationDate":"2024-08-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142179032","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Employee retention and company performance results: the mediating role of HRM outcomes in foreign subsidiaries of Central European MNCs","authors":"Marzena Stor","doi":"10.1108/er-04-2024-0246","DOIUrl":"https://doi.org/10.1108/er-04-2024-0246","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>The main goal of the article is to identify, analyze and evaluate the mediating role of HRM outcomes in the relationships between employee retention (ER) and company performance results, with a specific focus on discerning any shifts or differences in this mediation across non-crisis and crisis times in the foreign subsidiaries of MNCs.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>The empirical research covered 200 MNCs headquartered in Central Europe. A Computer-Aided Telephone Interviewing (CATI) method was used for data collection. The raw data was adjusted using the Efficiency Index (EI) to accurately represent the relationships between the variables under study. The research hypotheses were examined, and the mediating effects were assessed through Partial Least Squares Structural Equation Modeling (PLS-SEM).</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The research findings provide valuable insights by exploring the mediating role of HRM outcomes between ER and company performance results, highlighting HRM’s crucial role in enhancing results in finance, innovation and quality, particularly during crises. They underscore the strategic importance of HRM in fostering organizational resilience and innovation.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>The study offers a new methodological contribution through introducing the EI for a precise quantitative evaluation of the relationships between ER, HRM and company performance results. However, the greatest added value of this article is the creation of the ER-HRM Mediation Theory of Organizational Resilience through Innovativeness in Crisis.</p><!--/ Abstract__block -->","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":null,"pages":null},"PeriodicalIF":3.4,"publicationDate":"2024-08-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142179033","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Employee’s narrative on quiet quitting – a qualitative analysis","authors":"P.M. Nimmi, Femina Syed, Neenet Baby Manjaly, G. Harsha","doi":"10.1108/er-10-2023-0538","DOIUrl":"https://doi.org/10.1108/er-10-2023-0538","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Quiet quitting (QQ) has been around in academic and professional discussions for quite some time. Despite many definitions and reasons for QQ being proposed, no study has systematically undertaken exploratory research on the reasons and behavioral manifestations of employees who QQ.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Our study adopted an exploratory qualitative approach to understand the reasons for QQ without any prior judgment. We undertook interviews with 21 employees who have undergone QQ in their careers.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The qualitative inquiry brought out the reasons behind QQ. The three major reasons for QQ were identified by thematic analysis: personal, organizational politics and people dynamics. Further, overt and covert behaviors that employees undertake while QQ were framed with this study. Findings are discussed in the framework of existence, relatedness and growth (ERG) theory.</p><!--/ Abstract__block -->\u0000<h3>Research limitations/implications</h3>\u0000<p>The theoretical implications include understanding QQ within the purview of ERG theory and the frustrated regression model. Practically, measures to be taken by organizations to mitigate the instances are presented, along with employee suggestions on what measures need to be taken to avoid QQ behaviors of employees.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This study is a pioneering work on the exploratory understanding of QQ. Empirically validated theory formulation of QQ is developed here for the first time.</p><!--/ Abstract__block -->","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":null,"pages":null},"PeriodicalIF":3.4,"publicationDate":"2024-08-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142179035","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Balancing the performance benefits and health costs of leader high performance expectations: the role of servant leadership","authors":"Zhen Wang, Huan Chen","doi":"10.1108/er-03-2024-0157","DOIUrl":"https://doi.org/10.1108/er-03-2024-0157","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Leader high performance expectation (LHPE) as a performance management practice is becoming more common in today’s business environment, with managers setting ambitious goals to motivate employees to excel at their jobs. This study aims to critically examine LHPE as a performance management practice within contemporary organizations, focusing on whether LHPE has opposing effects on employee performance and health, as well as how servant leadership can improve the benefits of LHPE while lowering its costs.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>A path analysis of data from a three-wave survey of 416 full-time employees was used to test our hypotheses.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>LHPE has opposing effects on employees via two distinct pathways: motivational effects on employee performance via harmonious work passion and strain effects on employee health via work strain. In the face of LHPE, servant leadership can assist in achieving a mutual gain between employee performance and health.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This study contributes uniquely to the field of employee relations by offering a comprehensive analysis of LHPE’s dual effects. It moves beyond traditional views that focus on singular outcomes, providing a deeper understanding of how LHPE can both motivate and strain employees. Highlighting servant leadership’s role signifies a novel approach to managing LHPE’s complexities, presenting valuable insights for HR practitioners and organizational leaders. This research underlines the importance of balancing performance expectations with employee well-being, aligning with modern perspectives on positive employment relationships.</p><!--/ Abstract__block -->","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":null,"pages":null},"PeriodicalIF":3.4,"publicationDate":"2024-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141868393","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Organizational justice and employee acceptance of management decisions: the mediating role of perceived organizational adaptation to hindering external conditions","authors":"Stanisław Burdziej, Rafał Haffer, Anna Moszyńska, Arkadiusz Karwacki","doi":"10.1108/er-11-2023-0586","DOIUrl":"https://doi.org/10.1108/er-11-2023-0586","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Previous research has demonstrated that the experience of fair treatment (organizational justice) motivates workers to accept their leaders’ decisions, even when these decisions are viewed as unfavorable. We aim at extending these findings by testing for mediating effects of the perceived impact of the COVID-19 pandemic on the organization as a particular example of a hindering external condition. We expected that employees’ perception of management response to the pandemic would partly mediate the effect of organizational fairness on employee compliance.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>In Study 1 we surveyed a nationally representative (N = 1,001) sample of employees. In Study 2 we used a representative sample (N = 250) of those workers who were laid off during the pandemic.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>We show that an organization’s perceived ability to adapt to the pandemic partly mediated the relationship between organizational justice and acceptance of management decisions. Employees who were treated fairly were more ready to accept management decisions and viewed their organization as better prepared for hindering external conditions such as COVID-19. Their perceptions of organization’s ability to adapt partly mediated the effect of organizational justice on decision acceptance.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>Our study is among the first to identify a link between organizational fairness and organizational adaptation. We show that employees perceive fair organizations as better prepared for external shocks.</p><!--/ Abstract__block -->","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":null,"pages":null},"PeriodicalIF":3.4,"publicationDate":"2024-07-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141872927","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Reframing: a feminist reflection on Alan Fox","authors":"Anne-marie Greene, Heather Connolly, Deborah Dean","doi":"10.1108/er-01-2024-0033","DOIUrl":"https://doi.org/10.1108/er-01-2024-0033","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>This paper contributes to the broad aim of this special issue, reflecting on the relevance of the writing of Alan Fox to the contemporary industrial relations field. It offers an original reflection from a feminist perspective on Fox’s classic insights around frames of reference.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>We concentrate on Beyond Contract, Work, Power and Trust Relations (1974a) and Man Mismanagement (1974b, 1985) as the texts setting out Fox’s influential frames of reference theory, before moving on to subsequent literature in the field making use of Fox’s frames. In undertaking this review from a feminist perspective, we specifically look at the extent to which work considers standpoint, gender relations and political engagement. We draw further on wider feminist scholarship within industrial relations, critical race theory and intersectionality perspectives.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Despite the concept of inequality forming the core of Fox’s analyses, there is a lack of attention to gender or to other diversity strands in his work and, notwithstanding the weight of feminist scholarship within the industrial relations field since, this neglect has been carried forward into subsequent use of Fox’s work. We argue there is space for the frames to be interpreted and used in ways that leave space for attention to feminist concerns and call on academics to approach their use of Fox from a more critically-informed perspective.</p><!--/ Abstract__block -->\u0000<h3>Research limitations/implications</h3>\u0000<p>The paper’s argument has implications for the field of industrial relations in terms of conceptual understanding and methodological approaches. With space, it would have been useful to apply our revised understanding of Fox’s key concepts to empirical cases.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>Greater clarity in what constitutes “unitary” and “pluralist” perspectives and categories will help employment relations actors.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>We present a novel feminist re-framing of Fox’s work, providing new understandings of the strengths, weaknesses and applicability of the frames of reference within contemporary industrial relations research and practice. We advocate for methodological and scholarly approaches which advance theoretical and empirical justice in the field, moving beyond gender to draw on critical race theory and intersectionality frameworks.</p><!--/ Abstract__block -->","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":null,"pages":null},"PeriodicalIF":3.4,"publicationDate":"2024-07-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141746287","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"The new pluralism: interests, identity and social change","authors":"Patrick McGovern","doi":"10.1108/er-09-2023-0449","DOIUrl":"https://doi.org/10.1108/er-09-2023-0449","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>The paper reviews Fox’s frames of reference against subsequent changes in the composition of the labour force, shifts in social values and the arrival of the politics of identity.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>A close reading of the frames of reference is placed in the context of Fox’s writing on the search for managerial legitimacy. That search is then considered in relation to the subsequent revolution in equal opportunities and contemporary efforts to promote equality, diversity and inclusion (EDI).</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>At the core of Fox’s frames lies the fundamental question of whether employers accept trade unions as a legitimate expression of employee interests. Changes in the composition of the labour force and the related arrival of identity politics has led to the emergence of a new set of interests based on social identity. These interests exist because of state legislation, social pressure from campaign groups and the awareness of the right to equal treatment regardless of gender, race, sexuality etc. It follows that the emergence of these identity-based interests means that employers are all pluralists now. This new pluralism has the ideological challenge of gaining approval not only from employees but also from the public in a world where errant employers are vulnerable to hashtag activism.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>By revisiting Fox’s frames of reference, and emphasizing the role of employee interests, the paper shows that Fox's original insights on managerial authority and the need for “legitimising sentiments” are still relevant even if his frames are now outdated.</p><!--/ Abstract__block -->","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":null,"pages":null},"PeriodicalIF":3.4,"publicationDate":"2024-07-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141744129","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Work in the platform economy: a systematic literature review","authors":"Raavi Masta, Pavni Kaushiva","doi":"10.1108/er-12-2023-0638","DOIUrl":"https://doi.org/10.1108/er-12-2023-0638","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>With the increasing global popularity of the gig economy encompassing freelancers, online platform workers, self-employed, on-call workers and other temporary contractual workers, this study aims to review research focusing on the gig economy to explore the nuances of working in various alternative work arrangements. We aim to enhance the understanding of existing literature and highlight underexplored areas for future research.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>A systematic literature review of 258 studies based on gig economy and gig work was conducted. It follows systematic search criteria and SPAR-4-SLR protocols. The analysis uses different gig worker profiles given by Watson <em>et al</em>. (2021) to categorize studies, followed by thematic analysis to identify patterns in the literature.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Our analysis of studies on gig economy shows that the majority of existing literature is based on gig service providers. Within this literature subset, major areas of study are work conditions, financial conditions, emergence and role of collectives, the impact of algorithmic management and the impact of rise of the gig economy on entrepreneurship. There is little research focusing on gig goods providers, gig data providers, agency gig workers and traditional gig worker profiles. More focus is also needed on emerging markets and markets transitioning to the gig economy.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>Differing from reviews that have attempted to define gig work and workers, we focus on literature on the lived experiences of gig workers. By reviewing studies on different gig worker profiles, we are able to highlight future research directions for pointed sample sets and comparative underexplored areas.</p><!--/ Abstract__block -->","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":null,"pages":null},"PeriodicalIF":3.4,"publicationDate":"2024-07-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141746276","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}