International Journal of Manpower最新文献

{"title":"The curvilinear relationship between moral identity and unethical pro-organizational behavior: moderating role of organizational identification","authors":"Vivek Mishra, Varun Sharma, Nishant Uppal","doi":"10.1108/ijm-06-2023-0343","DOIUrl":"https://doi.org/10.1108/ijm-06-2023-0343","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>This study proposes that the relationship between the employee's moral identity and unethical behavior might sometimes differ from linearly negative, given certain contextual variations, such as unethical pro-organizational behavior (UPB). The pro-organizational motivation of UPB may appeal to individuals' morality to perform unethical behavior for their organization. Herein, using the social identity perspective, the present study hypothesizes a curvilinear relationship between moral identity and UPB with the moderation of organizational identification.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Data collected in two field studies, from 316 and 185 executives in Study 1 and 2, was analyzed using hierarchical regression analysis.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The results affirmed an inverted U-shaped relationship between moral identity and UPB. Further, organizational identification moderated the relationship such that an increase in organizational identification augmented the UPB tendency for low moral identity individuals while inhibiting the UPB tendency for high moral identity individuals.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>The current study uniquely demonstrates how moral identity might promote unethical behavior in pro-organizational contexts. Further, this research shows how high moral identity might mitigate the negative outcomes of high organizational identification.</p><!--/ Abstract__block -->","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":"43 1","pages":""},"PeriodicalIF":4.4,"publicationDate":"2024-04-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140609360","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":"Using indirect survey techniques to investigate the relationship between employee personal experience of abusive supervision and job performance","authors":"Leonidas A. Zampetakis","doi":"10.1108/ijm-10-2023-0595","DOIUrl":"https://doi.org/10.1108/ijm-10-2023-0595","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>To propose the use of indirect survey protocols, in general and the item count technique (ICT), in particular, that ensure participant anonymity in organizations to explore the effect of employee perceived abusive supervision on job performance.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>We apply ICT to a sample of 363 employees (52.6% female) from Greek organizations. Utilizing multivariate statistical techniques, we investigated how employees assess the impact of their personal encounters with abusive supervision on job performance. This approach allowed us to explore the percentage of employees perceiving negative effects on job performance, distinguishing our study from previous studies that primarily focus on quantifying the extent or magnitude of abusive supervision in organizational settings. Also, we investigated how employee socio-demographic characteristics, human capital characteristics and affective traits relate to the evaluation of experienced abusive supervision as a negative factor for their job performance.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>We found that approximately 62% of the respondents evaluated personal experience of abusive supervision as negatively affecting their job performance. We also found that the likelihood of employees evaluating personal experience of abusive supervision as having a negative impact on their job performance is: (1) higher for female employees, (2) does not depend on employee age, job tenure and education; (3) is lower for employees with managerial roles and (4) increases with employee trait negative affectivity.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>The study is a response to the call for researchers to use innovative methods for advancing abusive supervision research. The study highlights the significance of taking a proactive stance towards addressing abusive supervision in the workplace, by using indirect survey methods that ensures employee anonymity. The results have implications for organizational strategies aimed at increasing awareness of abusive supervision and its impact on employee performance.</p><!--/ Abstract__block -->","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":"35 1","pages":""},"PeriodicalIF":4.4,"publicationDate":"2024-04-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140595441","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":"Labour mobility, short-time work and working from home: establishments' behaviour during the COVID-19 crisis","authors":"Lisa Bellmann, Lutz Bellmann, Olaf Hübler","doi":"10.1108/ijm-05-2023-0256","DOIUrl":"https://doi.org/10.1108/ijm-05-2023-0256","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>We enquire whether short-time work (STW) avoids firings as intended by policymakers and is associated with unintended side effects by subsidising some establishments and locking in some employees. Additionally, where it was feasible, establishments used working from home (WFH) to continue working without risking an increase in COVID-19 infections and allowing employed parents to care for children attending closed schools.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Using 21 waves of German high-frequency establishment panel data collected during the COVID-19 crisis, we investigate how STW and WFH are associated with hirings, firings, resignations and excess labour turnover (or churning).</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Our results show the important influences of STW and working from home on employment dynamics during the pandemic. By means of STW, establishments are able to avoid an increase in involuntary layoffs and hiring decreases significantly. In contrast, WFH is associated with a rise in resignations, as can be expected from a theoretical perspective.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>While most of the literature on STW and WFH is unrelated and remains descriptive, we consider them in conjunction and conduct panel data analyses. We apply data and methods that allow for the dynamic pattern of STW and working from home during the pandemic. Furthermore, our data include relevant establishment-level variables, such as the existence of a works council, employee qualifications, establishment size, the degree to which the establishment was affected by the COVID-19 crisis, industry affiliation and a wave indicator for the period the survey was conducted.</p><!--/ Abstract__block -->","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":"234 1","pages":""},"PeriodicalIF":4.4,"publicationDate":"2024-03-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140323574","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 impact of COVID-19 on women’s labour market outcomes: evidence from four MENA countries","authors":"Vladimir Hlasny, Reham Rizk, Nada Rostom","doi":"10.1108/ijm-12-2022-0586","DOIUrl":"https://doi.org/10.1108/ijm-12-2022-0586","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>COVID-19 has had various effects on women’s labour supply worldwide. This study investigates how women’s labour market outcomes in the MENA region have been affected by the stringency of governments’ COVID-19 responses and school closures. We examine whether women, particularly those with children at young age, reduced their labour supply to take care of their families during the pandemic.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>To investigate whether having a family results in an extra penalty to women’s labour market outcomes, we compare single women to married women and mothers. Using the ERF COVID-19 MENA Monitor Household Surveys, we analyse the key conditions underlying women’s labour market outcomes: (1) wage earnings and labour market status including remaining formally employed, informally, unpaid or self-employed, unemployed or out of the labour force and (2) becoming permanently terminated, being suspended, seeing a reduction in the hours worked or wages, or seeing a delay in one’s wage payments because of COVID-19. Ordered probit and multinomial logit are employed in the case of categorical outcomes, and linear models for wage earnings.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Women, regardless of whether they have children or not, appear to join the labour market out of necessity to help their families in the times of crisis. Child-caring women who are economically inactive are also more likely to enter the labour market. There is little difference between the negative experiences of women with children and child-free women in regard to their monthly pay reduction or delay, or contract termination, but women with children were more likely to experience reduction in hours worked throughout the pandemic.</p><!--/ Abstract__block -->\u0000<h3>Research limitations/implications</h3>\u0000<p>These findings may not have causal interpretation facilitating accurate inference. This is because of potential omitted variables such as endogenous motivation of women in different circumstances, latent changes in the division of domestic work between care-giving and other household members, or selective sample attrition.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>Our analysis explores the multiple channels in which the pandemic has affected the labour outcomes of MENA-region women. Our findings highlight the challenges that hamper the labour market participation of women, and suggest that public policy should strive to balance the share of unpaid care work between men and women and increase men’s involvement, through measures that support child-bearing age women’s engagement in the private sector during crises, invest in childcare services and support decent job creation for all.</p><!--/ Abstract__block -->","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":"26 1","pages":""},"PeriodicalIF":4.4,"publicationDate":"2024-03-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140166470","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":"Fostering a safe workplace: the transformative impact of responsible leadership and employee-oriented HRM","authors":"Huma Bashir, Mumtaz Ali Memon, Nuttawuth Muenjohn","doi":"10.1108/ijm-06-2023-0318","DOIUrl":"https://doi.org/10.1108/ijm-06-2023-0318","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Promoting a safe workplace for everyone is a key tenet of Sustainable Development Goal 8 (SDG-8), which focuses on promoting inclusive and sustainable economic growth, employment and decent work for all. Therefore, this study explores how responsible leadership ensures a psychologically safe workplace for everyone, leveraging employee-oriented human resource management. Specifically, drawing on signalling theory, this study aims to examine the impact of responsible leadership on employee-oriented HRM and the subsequent effect of employee-oriented HRM on employees' psychological safety. Furthermore, it investigates the mediating role of employee-oriented HRM in the relationship between responsible leadership and psychological safety.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Data was collected from banking professionals through a survey questionnaire. A total of 270 samples were collected using both online and face-to-face data collection strategies. The data was analysed using the Partial Least Squares Structural Equation Modelling (PLS-SEM) approach.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The findings reveal that responsible leadership ensures employee-oriented HRM, which subsequently enhances employees' psychological safety. Further, the results suggest that employee-oriented HRM acts as a mediator between responsible leadership and psychological safety.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>Past studies have often emphasized HRM practices as antecedents of various attitudes and behaviours. The present study offers a novel contribution by conceptualizing and empirically validating employee-oriented HRM as a mechanism that links responsible leadership and psychological safety. It stands as the first of its kind to establish this significant relationship, shedding new light on the dynamics between responsible leadership, HRM practices and employees' sense of psychological safety.</p><!--/ Abstract__block -->","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":"1 1","pages":""},"PeriodicalIF":4.4,"publicationDate":"2024-02-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139755226","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":"Are there differences in the perceived advantages and disadvantages of teleworking? The identification of distinct classes of teleworkers","authors":"Vicente Peñarroja","doi":"10.1108/ijm-07-2023-0416","DOIUrl":"https://doi.org/10.1108/ijm-07-2023-0416","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Previous research has focused on the outcomes of telework, investigating the advantages and disadvantages of teleworking for employees. However, these investigations do not examine whether there are differences between teleworkers when evaluating the advantages and disadvantages of teleworking. The aim of this study is to identify of distinct classes of teleworkers based on the advantages and disadvantages that teleworking has for them.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>This study used secondary survey data collected by the Spanish National Statistics Institute (INE). A sample of 842 people was used for this study. To identify the distinct classes of teleworkers, their perceived advantages and disadvantages of teleworking were analyzed using latent class analysis.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Three different classes of teleworkers were distinguished. Furthermore, sociodemographic covariates were incorporated into the latent class model, revealing that the composition of the classes varied in terms of education level, household income, and the amount of time spent on teleworking per week. This study also examined the influence of these emergent classes on employees’ experience of teleworking.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This study contributes to previous research investigating if telework is advantageous or disadvantageous for teleworkers, acknowledging that teleworkers are not identical and may respond differently to teleworking.</p><!--/ Abstract__block -->","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":"28 1","pages":""},"PeriodicalIF":4.4,"publicationDate":"2024-02-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139925487","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":"Social contacts, neighborhoods and individual unemployment risk","authors":"Ambra Poggi","doi":"10.1108/ijm-05-2023-0266","DOIUrl":"https://doi.org/10.1108/ijm-05-2023-0266","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>The aim of this paper is to empirically investigate whether social contacts can mediate the way in which current unemployment impacts future unemployment.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>We use 2006–2017 data from the Household Income and Labour Dynamics in Australia (HILDA) survey and a dynamic random-effects model to describe the evolution of individual unemployment status over time.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Once controlled for the local context where individuals live and create friendships, we find that above-average social contacts reduce unemployment persistence. However, social contacts seem to be slightly less effective in deprived neighborhoods. These findings are consistent with the idea that individuals obtain information about job opportunities through a network of social contacts, and unemployment may lead to a decay of social capital, making it more difficult to find employment in future periods. Our results also show that neighborhood deprivation increases individual unemployment risk, while above-average neighborhood cohesion reduces the probability of unemployment in deprived neighborhoods.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>Although many studies have been published on unemployment persistence, to the best of the author's knowledge, this is the first study quantifying the impact of social contacts on unemployment persistence. The study also offers fresh empirical evidence on the impact of neighborhood characteristics on unemployment risk.</p><!--/ Abstract__block -->","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":"287 1","pages":""},"PeriodicalIF":4.4,"publicationDate":"2024-02-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139755303","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":"Is labour force participation independent of unemployment? A panel analysis for high-income countries","authors":"Walter Paternesi Meloni","doi":"10.1108/ijm-10-2022-0474","DOIUrl":"https://doi.org/10.1108/ijm-10-2022-0474","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>We test the pertinence of the unemployment invariance hypothesis (UIH) for a set of Organisation for Economic Co-operation and Development countries.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>We empirically investigate the nexus between unemployment and labour force participation employing structural vector autoregressive methods for panel data.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>We find that shocks in unemployment produce long-lasting, negative effects on participation, testifying to a discouraged worker effect.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>Our results do not support the validity of the UIH in high-income economies. This has relevant implications for policy making and macroeconomic models.</p><!--/ Abstract__block -->","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":"43 1","pages":""},"PeriodicalIF":4.4,"publicationDate":"2024-02-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139755289","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":"Does access to assistive technologies enhance labour force participation amongst the disabled population? Evidence from India","authors":"Subramania Raju Rajasulochana, Mohd Imran Khan","doi":"10.1108/ijm-03-2023-0107","DOIUrl":"https://doi.org/10.1108/ijm-03-2023-0107","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Persons with disabilities (PwD) are generally less likely to be employed than the general population. The paper aims to investigate whether access to assistive technologies (AT) impacts labour force participation in the disabled population.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>The study utilises the nationally representative survey on disability in India conducted in 2018 through multi-stage sampling by the Ministry of Statistics and Programme Implementation (MOSPI), Government of India. The instrumental variable (IV) approach has been employed to infer causality between AT and labour market participation.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The study found that the labour force participation rate (LFPR) in India amongst the disabled population was 29% in the age group of 15–65 years in 2017–2018, as compared to 52% in the general population. Around two-thirds of the PwD respondents who were advised to acquire aid appliances acquired them, implying limited access to AT. The probability of LFPR in disabled population increases by 26.6% with access to AT particularly in urban areas.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>Persistent issues such as lack of adequate amenities, poor literacy and a lack of vocational skills need to be addressed to improve labour market outcomes for the disabled population in rural areas.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>Despite its role in promoting distributive justice and inclusive development, research on equity gaps in access to AT and its impact on labour market outcomes is scant. This is the first paper that provides empirical evidence on the impact of access to AT on LFPR in the context of low- and middle-income countries.</p><!--/ Abstract__block -->","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":"18 1","pages":""},"PeriodicalIF":4.4,"publicationDate":"2024-01-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139580400","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":"Commuting while Black: compensating differentials and Black–White wage gap in Canada","authors":"Maryam Dilmaghani","doi":"10.1108/ijm-01-2023-0042","DOIUrl":"https://doi.org/10.1108/ijm-01-2023-0042","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Using the Canadian Census of 2016, the present study examines the Black and White gap in compensating differentials for their commute to work.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>The data are from the Canadian Census of 2016. The standard Mincerian wage regression, augmented by commute-related variables and their confounders, is estimated by OLS. The estimations use sample weights and heteroscedasticity robust standard errors.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>In the standard Mincerian wage regressions, Black men are found to earn non-negligibly less than White men. No such gap is found among women. When the Mincerian wage equation is augmented by commute duration and its confounders, commute duration is revealed to positively predict wages of White men and negatively associate with wages of Black men. At the same time, in the specifications including commute duration and its confounders, the coefficient for the dummy variable identifying Black men is positive with a non-negligible size. The latter pattern indicates wage discrepancies among Black men by their commute duration. Again, no difference is found between Black and White women in these estimations.</p><!--/ Abstract__block -->\u0000<h3>Research limitations/implications</h3>\u0000<p>The main caveat is that due to data limitations, causal estimates could not be produced.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>For the Canadian working men, the uncovered patterns indicate both between and within race gaps in the impact of commuting on wages. Particularly, Black men seem to commute longer towards relatively lower paying jobs, while the opposite holds for their White counterparts. However, Black men who reside close to their work earn substantially more than both otherwise identical White men and Black men who live far away from their jobs. The implications for research and policy are discussed.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This is the first paper focused on commute compensating differentials by race using Canadian data.</p><!--/ Abstract__block -->","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":"27 1","pages":""},"PeriodicalIF":4.4,"publicationDate":"2024-01-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139376733","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}