Employee Relations最新文献

{"title":"Employee corporate social responsibility and well-being: the role of work, family and culture spillover","authors":"Ester Ellen Trees Bolt, Stephen T. Homer","doi":"10.1108/er-02-2023-0097","DOIUrl":"https://doi.org/10.1108/er-02-2023-0097","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Considering the conservation of resources (COR) theory, this research investigates the mediating roles of work, family and culture on the relationship between employee corporate social responsibility (CSR) and employee well-being.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Self-administered questionnaire data from 403 employees working across multiple organisations in the United Kingdom were analysed using path analysis with SmartPLS.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Organisations can only maximally benefit from their CSR investment when specific HR strategies are in place, as no direct relationship between CSR and well-being outcomes was observed. Family-to-work spillover and work–family culture were significant mediators in the relationship between employee CSR and well-being.</p><!--/ Abstract__block -->\u0000<h3>Research limitations/implications</h3>\u0000<p>CSR strategies targeted at improving employee well-being do not necessarily do so in a direct approach. They, therefore, may not serve the desired performance outcomes of organisations. Boundary conditions of applying the crossover model of COR theory were observed.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This research contributes to the limited knowledge of the effectiveness of employee-related CSR strategies on HRM and well-being outcomes from an employees' perspective. Employee-related CSR strategies are unlikely to improve employee well-being if the inter-individual level of analysis, i.e. interchange between work, family and culture, is not considered.</p><!--/ Abstract__block -->","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":"45 1","pages":""},"PeriodicalIF":3.4,"publicationDate":"2024-01-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139459537","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–life balance: Does leadership matter?","authors":"Kareem Folohunso Sani, Toyin Ajibade Adisa","doi":"10.1108/er-03-2023-0145","DOIUrl":"https://doi.org/10.1108/er-03-2023-0145","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>The extant literature on work–life balance (WLB) has generally overlooked the interrelationship between leadership and WLB. Does leadership have any impact on employees' use of WLB policies and practices? To answer this question, this article considers the social exchange theory as well as transformational and transactional leadership in an investigation of the impact of leadership on WLB.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>The study employs qualitative data from 32 semi-structured interviews to achieve the study’s objectives.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The research reveals that leadership does matter in WLB. The study findings reveal that both the transactional and transformational leadership styles result in the establishment of strong reciprocal relationships between leaders and employees in terms of using WLB policies and practices. Managers only sanction the use of WLB policies and practices only as a reward for excellent performance or when they are completely sure the outcome will favour the organisation. The study concludes that the desire to achieve WLB has often led many employees to go the extra mile in carrying out their work duties, which is rewarded with an approval to use WLB policies and practices. These non-contractual exchanges emphasise reciprocity and are based on trust.</p><!--/ Abstract__block -->\u0000<h3>Research limitations/implications</h3>\u0000<p>The extent to which the findings of this research can be generalised is constrained by the size and nature of the research sample.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>Many managers are transactional leaders, and they purposefully allow their employees to use WLB policies and practices only as a reward for meeting targets and for excellent performance. This means that employees who fall short of the required targets and expected performance are not permitted to use WLB policies and practices. This finding implies that such employees experience incessant work–family conflict, which may have negative implications for their work engagement, overall well-being and work performance.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This study demonstrates that leadership is relevant to WLB. It shows that transformational leadership is supportive of WLB, as it considers employees' work performance and non-work outcomes. The results and practical implications of this study aids the understanding of the non-contractual exchanges involved in manager–employee relationships, which is crucial for ensuring employees' achievement of WLB and for organisations to achieve their goals.</p><!--/ Abstract__block -->","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":"36 1","pages":""},"PeriodicalIF":3.4,"publicationDate":"2024-01-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139411728","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":"Aligning expectations with real-world experiences: a talent management study on the restaurant industry in Finland","authors":"Niko Cajander, Arto Reiman","doi":"10.1108/er-07-2023-0347","DOIUrl":"https://doi.org/10.1108/er-07-2023-0347","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Skilled workers are crucial for an organization’s success, and managing, retaining and attracting them is vital in long-term. This study aims to explore talent management practices in the Finnish restaurant industry and to align workers' expectations with the real-world experiences of their work to reduce turnover and enhance job satisfaction.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>The study adopts a mixed methods approach, including a survey and interviews with workers and managers to gain insights into their expectations and experiences of work. The study considers themes for designing and implementing effective talent management procedures.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>This study highlights the importance of employees' experiences of their work conditions, leveraging positive emotions and fair utilization of temporary agency work (TAW). Understanding the different work preferences of generational cohorts and addressing the challenges associated with owner disengagement and TAW can also contribute to attracting and retaining talent in the restaurant industry.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>Skilled workers have often been portrayed as targets that need to be managed, with insufficient consideration given to their preferences, needs and expectations. With the findings of this study, companies can establish mutual understanding with their employees and attract diverse talent.</p><!--/ Abstract__block -->","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":"97 1","pages":""},"PeriodicalIF":3.4,"publicationDate":"2023-12-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139063491","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":"UK higher education staff's mental health and wellbeing during Covid-19","authors":"Rasha Kassem, Fotios Mitsakis","doi":"10.1108/er-03-2023-0166","DOIUrl":"https://doi.org/10.1108/er-03-2023-0166","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>This paper examines the impact of the COVID-19 pandemic on the mental health and wellbeing of academic and professional Higher Education (HE) staff in the UK.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>A mixed-method survey questionnaire was sent to almost 300 UK HE staff to secure qualitative and quantitative data to enable data triangulation.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The study found an adverse impact on academic and professional staff's mental health and wellbeing, further resulting in stress and anxiety. Several reasons for the increased stress and anxiety levels were identified, but social isolation and the increased workload were the most commonly reported. The most affected groups by the pandemic were females, younger staff, full-timers and those with disabilities or caring responsibilities.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>This study offers a range of strategies to support staff's mental health and wellbeing; as such, it is of great interest to policymakers to inform their decisions of similar crisis events in the future. It also addresses some of the COVID-19 areas of research interest for the UK parliament.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>The study's originality derives from exploring the pandemic's impact on UK HE staff's mental health and wellbeing by including professional staff's experiences alongside those of academics. It also expands the scant evidence concerning the pandemic's impact on HE staff in the UK.</p><!--/ Abstract__block -->","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":"91 1","pages":""},"PeriodicalIF":3.4,"publicationDate":"2023-12-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138628622","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 factors determining LGBT disclosure: an analysis of the Brazilian context","authors":"Alan Bandeira Pinheiro, Nágela Bianca do Prado, Gustavo Hermínio Salati Marcondes de Moraes, Wendy Beatriz Witt Haddad Carraro","doi":"10.1108/er-12-2022-0555","DOIUrl":"https://doi.org/10.1108/er-12-2022-0555","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>This study investigated the impact of some determinant organizational factors on disseminating LGBT information in Brazilian companies in 2019.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>The study is exploratory and has a quantitative approach, which uses secondary data from the CSR Hub database 2019 of publicly traded Brazilian companies. For constructing the LGBT disclosure metric, the authors took the study by Parizek and Evangelinos (2021). The independent variables were the social responsibility, financial and governance characteristics of the companies. Analysis was conducted by combining a symmetric method (multiple linear regression analysis with econometric models) and an asymmetric approach (fuzzy-set qualitative comparative analysis).</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The research findings showed that companies with higher performance in CSR have greater LGBT disclosure. Findings also show that companies with higher financial performance tend to have greater LGBT disclosure. This is because larger companies have more resources to invest in CSR practices and sexual diversity policies, as well as a greater number of stakeholders pressing them to act more responsibly. Additional results showed that companies that signed the UN Global Compact and publish an environmental report annually have greater engagement in LGBT disclosure.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This study's novelty emerges from applying the fsQCA technique, which helps to a broaden understanding of the conditions necessary to achieve greater LGBT disclosure. Furthermore, this study initiates the debate on LGBT disclosure in emerging economies, a recent topic and still little explored empirically.</p><!--/ Abstract__block -->","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":"78 1","pages":""},"PeriodicalIF":3.4,"publicationDate":"2023-12-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138547659","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":"Investigating the impact of person-organization fit on employee well-being in uncertain conditions: a study in three central European countries","authors":"Vaida Jaškevičiūtė, Tibor Zsigmond, Szilárd Berke, Nemanja Berber","doi":"10.1108/er-12-2022-0535","DOIUrl":"https://doi.org/10.1108/er-12-2022-0535","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>The objective of this research is to explore the relationship between person-organization fit and employee well-being in the context of uncertainty across three Central European countries: Lithuania, Slovakia and Hungary.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>This study employed a survey-based approach to gather primary data from Lithuania, Slovakia and Hungary, resulting in a total of 1,140 respondents. The survey utilized a structured questionnaire designed with a five-point Likert scale. The questionnaire consisted of three main sections: person-organization fit, employee well-being and demographic information. Person-organization fit was assessed through a 3-item scale, while employee well-being was evaluated using an 18-item scale that included 3 dimensions: life well-being, workplace well-being and psychological well-being. Partial least squares structural equation modeling (PLS-SEM) was employed to analyze the survey data.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The findings of the study reveal significant positive relationships between person-organization fit and three dimensions of employee well-being – life well-being, workplace well-being and psychological well-being – in three Central European countries: Lithuania, Slovakia and Hungary. Notably, there were discernible differences between Hungary and Lithuania, as well as between Slovakia and Lithuania. Conversely, no significant distinctions were observed between Hungary and Slovakia in relation to these variables.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This research has the potential to shed light on how the alignment between individual values and organizational values impacts employee well-being, particularly within the context of volatile periods such as the COVID-19 pandemic. This understanding can guide organizations in fostering a work environment that supports employees. Furthermore, the results of this study create the prospect of providing actionable guidance to organizations aiming to strengthen their approaches for enhancing employee well-being across dimensions such as life well-being, workplace well-being and psychological well-being.</p><!--/ Abstract__block -->","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":"51 14","pages":""},"PeriodicalIF":3.4,"publicationDate":"2023-12-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138503091","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":"Impact of employee well-being on performance in the context of crisis-induced remote work: role of boundary control and professional isolation","authors":"Akanksha Jaiswal, Neethu Prabhakaran","doi":"10.1108/er-08-2022-0384","DOIUrl":"https://doi.org/10.1108/er-08-2022-0384","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>COVID-19 forced employees to work remotely. Since this shift from physical to remote working was sudden and unprecedented, the authors aimed to examine the impact of employee well-being on performance in the context of remote work. Further, the authors explored how feelings of professional isolation and employees' control over their personal and professional boundaries (i.e. boundary control) moderated the well-being and performance link. The authors invoke the equity theory and boundary theory to augment their hypotheses.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>With 218 full-time employees representing large information technology organisations in India, the authors tested the hypothesised relationships using regression and double moderation in the PROCESS macro.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Results indicate that well-being has a significant positive impact on employee performance as they worked remotely. Further, the authors found that professional isolation and boundary control moderated the link between well-being and performance such that when boundary control is high and professional isolation is low, the aforementioned relationship strengthened and vice versa.</p><!--/ Abstract__block -->\u0000<h3>Research limitations/implications</h3>\u0000<p>The authors extend the boundary theory as the crisis-induced remote work highlighted the employees' need for deploying alternating boundary management styles to balance their personal and professional lives.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>Organisations must develop flexible work policies to facilitate remote work and managers must efficiently craft the overall management of professional isolation and employees' boundaries to boost their well-being and performance.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>The authors not only examine the impact of employee well-being on performance in the context of remote work but also, in a first, examine the role of boundary control and professional isolation in this relationship.</p><!--/ Abstract__block -->","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":"51 15","pages":""},"PeriodicalIF":3.4,"publicationDate":"2023-11-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138503089","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":"“If only these conversations had happened in induction.” Influencing employee aspiration with action learning-led inductions in the Big Four","authors":"Deborah Callaghan, Helen Collins","doi":"10.1108/er-03-2023-0120","DOIUrl":"https://doi.org/10.1108/er-03-2023-0120","url":null,"abstract":"Purpose This paper explores employee experiences of induction in the Big Four accountancy firms to understand how induction influences new recruits' career aspirations. Design/methodology/approach Using Bourdieusian sociology, this article adopts an interpretivist multi-method approach through focus groups and semi-structured interviews with 28 newly appointed accounting professionals. The study defines newly appointed as those who have experienced induction within the last two years of their employment. Findings The study's findings challenge the authenticity of induction from a shared employee consensus. It cites contagious spin, regarding career progression opportunities espoused during induction, at odds with the reality of work, ultimately contributing towards unfulfilled employee aspiration. As current strategies suggest that the intersection between employee aspiration and employer provision in the accountancy profession, is too broad, this study argues for more collaborative inductions. In addition, it proposes that accountancy firms should re-evaluate their current strategies and co-construct more authentic inductions that benefit all stakeholders to develop a stronger psychological contract that positively influences employee aspiration. Research limitations/implications The paper posits action-learning as a solution to address employee aspiration in induction campaigns in the accountancy profession. Practical implications As aspiration is the genesis of motivation and engagement, this study’s findings suggest that the use of an action-learning ethos in induction activities may provide an opportunity to explore the complexities of employee socialisation and provide a voice to new recruits attempting to influence any tensions or disappointment that may arise, as unmet career aspirations emerge. Originality/value The paper posits action learning as a solution to address employee aspiration in induction campaigns in the accountancy profession.","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":"6 7","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-11-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136229447","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":"Should I stay or should I go: how pay secrecy influences turnover intentions","authors":"Shelly Rodrigue, Susie Cox","doi":"10.1108/er-01-2023-0032","DOIUrl":"https://doi.org/10.1108/er-01-2023-0032","url":null,"abstract":"Purpose The purpose of this study is to extend the pay communication literature by examining the relationship between pay secrecy and turnover intentions with the inclusion of mediators. This study further analyzes the influence pay secrecy and organizational trust have on three key employee attitudinal variables that are directly related to turnover intentions. Design/methodology/approach The data were collected from participants that were recruited using Mechanical Turk, yielding a sample size of 496. Structural equation modeling (SEM) was used to analyze the hypotheses. Findings Findings demonstrate pay secrecy positively influences turnover intentions. This relationship is double-mediated by organizational trust with organizational cynicism, organizational disidentification, and job embeddedness. All hypotheses were supported. Practical implications This research shows that pay secrecy has negative effects on employee attitudes and behaviors. Based on the findings of this study, organizations should take steps toward pay openness to avoid employees becoming distrustful and more cynical of the organization, boost feelings of being embedded, and deter organizational disidentification. Originality/value This study contributes to the pay communication literature by further explaining the pay secrecy–turnover intentions relationship with the inclusion of mediators that have shown mixed results or have not been previously analyzed to the researchers' knowledge. Specifically, organizational trust, organizational cynicism, organizational disidentification, and job embeddedness were examined as mediators. Previous research has shown mixed results for the influence pay secrecy has on organizational trust, with some studies demonstrating pay secrecy to have a positive effect and others a negative effect. This study demonstrates support for pay secrecy's negative relationship with organizational trust.","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":"5 5","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-11-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136229285","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":"Can female executives improve employment relations outcomes? Empirical evidence from China with gender implications","authors":"Fang Yuan, Fang Lee Cooke, Xiaozhen Fang, Fansuo An, Yiming He","doi":"10.1108/er-01-2023-0001","DOIUrl":"https://doi.org/10.1108/er-01-2023-0001","url":null,"abstract":"Purpose Despite the growing research interest in gender diversity, the presence of female executives and organizational outcomes, the relationship between female executives and employment relations outcomes remains under-researched. This study aims to examine the potential relationship between female executives and employment relations outcomes, with the gender gap as a focus. Design/methodology/approach A cross-sectional survey was used to collect data from 2,682 workers from 119 manufacturing firms in Guangdong Province, southern China. Findings Results show that firms with female executives are more likely to comply with labor laws and promote staff development. The association between female executives and promotion opportunities is stronger for female employees than for male employees. However, there is no significant association between female executives and employee salaries. Originality/value This research contributes to employment relations literature and extends the application of social role theory to studies of employment relations in particular societal contexts. This study also provides possible boundary conditions for the existence of queen bee behavior by using data from Chinese factories.","PeriodicalId":47857,"journal":{"name":"Employee Relations","volume":"52 46","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-11-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134993519","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}