Work and Stress最新文献_第10页

Proactivity, stress appraisals, and problem-solving: A cross-level moderated mediation model 主动性、压力评估和问题解决:一个跨水平调节的中介模型

IF 6.1 2区心理学

Work and Stress Pub Date : 2020-05-21 DOI: 10.1080/02678373.2020.1767723

A. Espedido, Ben J. Searle

{"title":"Proactivity, stress appraisals, and problem-solving: A cross-level moderated mediation model","authors":"A. Espedido, Ben J. Searle","doi":"10.1080/02678373.2020.1767723","DOIUrl":"https://doi.org/10.1080/02678373.2020.1767723","url":null,"abstract":"ABSTRACT Problem-solving demands have been shown to exert both positive and negative effects on employees. We examined whether these inconsistencies could be explained by the way people appraise (interpret) their problem-solving demands, either as a challenge or a threat. We proposed a cross-level moderated mediation model whereby the effects of problem-solving demands on a range of proactive behaviours (i.e. proactive innovation, problem prevention, voice, and proactive undermining) would be mediated by stress appraisals and moderated by psychological safety climate. Surveys were administered twice daily for 5 consecutive workdays to 248 employees from a variety of industries. Multilevel analyses showed that appraisals of challenge mediated the relationship between problem-solving demands and favourable forms of proactivity, whereas appraisals of threat mediated the relationship with unfavourable forms of proactivity. Depending on the type of proactive behaviour, these effects manifested at either the within- or between-person level. Finally, we observed a cross-level moderated mediation effect in which psychological safety climate strengthened the positive effects of within-person problem-solving demands on challenge appraisal, which in turn promoted proactive innovation. These results emphasise the explanatory power of stress appraisals and climate in shaping a range of proactive behaviours.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"35 1","pages":"132 - 152"},"PeriodicalIF":6.1,"publicationDate":"2020-05-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2020.1767723","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46386382","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 14

Systematic literature review of psychological interventions for first responders 对急救人员心理干预的系统文献综述

IF 6.1 2区心理学

Work and Stress Pub Date : 2020-05-04 DOI: 10.1080/02678373.2020.1758833

L. Alden, L. Matthews, Shannon L. Wagner, T. Fyfe, Christine Randall, C. Regehr, Marc White, N. Buys, Mary G. Carey, W. Corneil, Nicole White, Alex Fraess-Phillips, E. Krutop

{"title":"Systematic literature review of psychological interventions for first responders","authors":"L. Alden, L. Matthews, Shannon L. Wagner, T. Fyfe, Christine Randall, C. Regehr, Marc White, N. Buys, Mary G. Carey, W. Corneil, Nicole White, Alex Fraess-Phillips, E. Krutop","doi":"10.1080/02678373.2020.1758833","DOIUrl":"https://doi.org/10.1080/02678373.2020.1758833","url":null,"abstract":"ABSTRACT We conducted a systematic review of the empirical literature examining the effectiveness of psychological interventions for post-traumatic symptomatology in police, firefighters, and paramedic personnel. The review process was guided by the PRISMA statement (Moher et al. [2009]. Preferred reporting items for systematic reviews and meta-analyses: The PRISMA statement. PLoS Medicine, 6(7), e1000097. https://doi.org/10.1371/journal.pmed.1000097) and Institute of Medicine’s Standards for Systematic Reviews (IOM [2011]. Finding what works in health care: Standards for systematic reviews. nihlibrary.nih.gov/sites/default/files/Finding_What_Works_in_Health_Care_StandardsforSystematic_Reviews_IOM_2011.pdf). An inter-disciplinary, multi-national research team with expertise in mental health trauma and occupational stress in high risk professions was engaged at each stage of the review. Two team members rated each study in terms of quality and contribution to the research question. Twenty-one studies were identified: 9 case studies, 2 single-group studies, 8 randomised controlled trials, and 2 studies examining work leave. Most of the studies were limited by small sample sizes and absence of active control conditions. Research limitations reduce the ability to draw definitive best practices recommendations; however, the increase in randomised controlled trials provides encouraging signs that trauma-focused psychotherapies can be effective for first responders.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"35 1","pages":"193 - 215"},"PeriodicalIF":6.1,"publicationDate":"2020-05-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2020.1758833","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47837238","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 15

Changes in the association between job decision latitude and work engagement at different levels of work experience: A 10-year longitudinal study 不同工作经验水平下工作决策纬度与工作投入关系的变化:一项10年纵向研究

IF 6.1 2区心理学

Work and Stress Pub Date : 2020-04-02 DOI: 10.1080/02678373.2019.1577310

K. Heinrichs, P. Angerer, Jian Li, A. Loerbroks, M. Weigl, A. Müller

{"title":"Changes in the association between job decision latitude and work engagement at different levels of work experience: A 10-year longitudinal study","authors":"K. Heinrichs, P. Angerer, Jian Li, A. Loerbroks, M. Weigl, A. Müller","doi":"10.1080/02678373.2019.1577310","DOIUrl":"https://doi.org/10.1080/02678373.2019.1577310","url":null,"abstract":"ABSTRACT This study set out to explore the effects of accumulating work experience on the association between job decision latitude and its interaction with job demands and work engagement. Our ten-year longitudinal study followed 333 junior physicians in postgraduate training at baseline. We used self-report measures in four assessment waves, and we conducted path analyses to investigate linear and curvilinear regression effects. Results show that high job decision latitude was associated with high work engagement at all levels of work experience, with strongest associations at baseline and after ten years. Only for novices did job decision latitude buffer the negative association between job demands and work engagement. At the stage of high work experience, low levels of job decision latitude were weakly associated with work engagement, whereas with higher levels of job decision latitude, the positive association seemed to strengthen. Our findings indicate that job decision latitude is a key job resource at all stages of work experience, with stronger effects among novices and experts. Organisations’ work design efforts should include job decision latitude to promote work engagement across employees’ different career stages, with consideration to job entrants and experts in order to tailor specific work design solutions.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"34 1","pages":"111 - 126"},"PeriodicalIF":6.1,"publicationDate":"2020-04-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2019.1577310","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43690624","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 7

Socio-emotional and monetary employee-organization resource exchanges: Measurement and effects on daily employee functioning 员工组织的社会情感和金钱资源交换：对员工日常功能的衡量和影响

IF 6.1 2区心理学

Work and Stress Pub Date : 2020-04-02 DOI: 10.1080/02678373.2019.1616333

M. Tomprou, D. Xanthopoulou, M. Vakola

{"title":"Socio-emotional and monetary employee-organization resource exchanges: Measurement and effects on daily employee functioning","authors":"M. Tomprou, D. Xanthopoulou, M. Vakola","doi":"10.1080/02678373.2019.1616333","DOIUrl":"https://doi.org/10.1080/02678373.2019.1616333","url":null,"abstract":"ABSTRACT Daily exchanges between employees and their organisation pertain mainly to socio-emotional resources. We investigate how daily employee-organizational resource exchanges relate to daily strain and work-related self-efficacy. We also examine the role of perceived organisational monetary investments on the relationship between daily employee resource investments and outcomes. To do so, we assess the psychometric properties of the Resource Exchange Scale (RES) that we developed for measuring general and daily employee and organisational resource investments (Study 1 and Study 2). Seventy-six health-care employees completed a general survey and a 10-day diary survey twice: at mid-shift and at the end of their shift (Study 3). Analyses supported the validity of the RES. Findings revealed that daily, under-reciprocal exchange related to increased physical symptoms. Mutual high daily resource investments related to greater work-related self-efficacy. The relationship between daily employee resource investments and self-efficacy was positive under conditions of both high and low perceived monetary investments. Lagged analyses showed that the previous day’s self-efficacy related positively to employees’ next day resource investments. Our findings suggest that socio-emotional resource exchanges matter for daily employee functioning, over and above between-person effects.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"34 1","pages":"189 - 214"},"PeriodicalIF":6.1,"publicationDate":"2020-04-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2019.1616333","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47258857","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 5

Emotional labour, collectivism and strain: a comparison of Turkish and U.S. service employees 情绪劳动、集体主义和压力:土耳其和美国服务业雇员的比较

IF 6.1 2区心理学

Work and Stress Pub Date : 2020-04-02 DOI: 10.1080/02678373.2019.1598515

A. Nixon, Savaş Ceylan, C. Nelson, Merve Alabak

{"title":"Emotional labour, collectivism and strain: a comparison of Turkish and U.S. service employees","authors":"A. Nixon, Savaş Ceylan, C. Nelson, Merve Alabak","doi":"10.1080/02678373.2019.1598515","DOIUrl":"https://doi.org/10.1080/02678373.2019.1598515","url":null,"abstract":"ABSTRACT Global growth in service employment highlights the need to understand how cross-cultural differences impact emotional labour processes for service employees. The current study investigates these differences by examining the impact of national and individual level collectivistic values on emotional labour strategies and employee strain (emotional strain, turnover intentions, job satisfaction, and organisational commitment). Cross-sectional data was collected from U.S. (n = 191) and Turkish (n = 249) customer service employees. Results indicate that collectivism impacts the process model of emotional labour via direct and interaction effects. Collectivism was associated with higher emotional labour engagement and lower employee strains. Surface acting was uncorrelated with Turkish employees’ strain, though moderated regression analyses revealed interaction effects associated with national and individual level collectivism. These results suggest that collectivistic values may serve as a buffer against harmful effects associated with surface acting. This study is the first to directly compare emotional labour processes in U.S. and Turkish service employees and expand the process model of emotional labour to include collectivism. The theoretical implications of this expanded model are discussed, along with future research directions and practical applications of these findings.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"34 1","pages":"168 - 188"},"PeriodicalIF":6.1,"publicationDate":"2020-04-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2019.1598515","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42434847","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 11

The effects of employee burnout on customers: An experimental approach 员工倦怠对顾客的影响:一种实验方法

IF 6.1 2区心理学

Work and Stress Pub Date : 2020-04-02 DOI: 10.1080/02678373.2019.1577312

Hadar Nesher Shoshan, S. Sonnentag

{"title":"The effects of employee burnout on customers: An experimental approach","authors":"Hadar Nesher Shoshan, S. Sonnentag","doi":"10.1080/02678373.2019.1577312","DOIUrl":"https://doi.org/10.1080/02678373.2019.1577312","url":null,"abstract":"ABSTRACT This study investigated the different effects of employee burnout dimensions (depersonalisation and emotional exhaustion) on customer service perceptions. We hypothesised that customers who interact with depersonalising employees will feel angry and hostile, which, in turn, should be related to low service perceptions. Emotional exhaustion was hypothesised to attenuate this effect because customers might perceive exhaustion as a reason for the depersonalising behaviour and may be affected less negatively. Each of the 156 study participants read 12 vignettes in which university employees displayed depersonalisation and emotional exhaustion symptoms. Multilevel analysis showed that employee depersonalisation negatively affected customer perceptions towards employee service and organisation service. Customer anger and hostility mediated this effect. Employee emotional exhaustion moderated the indirect effect such that depersonalisation had the strongest effect on customer service perceptions via anger and hostility when the employee did not display emotional exhaustion. Findings highlight the importance of studying the effects of depersonalisation and emotional exhaustion separately, and taking into account customer affective processes.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"34 1","pages":"127 - 147"},"PeriodicalIF":6.1,"publicationDate":"2020-04-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2019.1577312","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42314750","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 17

Occupational self-efficacy and work engagement as moderators in the stressor-detachment model 职业自我效能感和工作投入在压力源-脱离模型中的调节作用

IF 6.1 2区心理学

Work and Stress Pub Date : 2020-03-31 DOI: 10.1080/02678373.2020.1743790

Elisa Clauss, A. Hoppe, Vivian Schachler, Deirdre O’Shea

{"title":"Occupational self-efficacy and work engagement as moderators in the stressor-detachment model","authors":"Elisa Clauss, A. Hoppe, Vivian Schachler, Deirdre O’Shea","doi":"10.1080/02678373.2020.1743790","DOIUrl":"https://doi.org/10.1080/02678373.2020.1743790","url":null,"abstract":"ABSTRACT Psychological detachment from work is crucial for employees to replenish resources and maintain well-being. In this study, we tested the stressor detachment model (Sonnentag & Fritz, 2015. Recovery from job stress: The stressor-detachment model as an integrative framework. Journal of Organizational Behavior, 36(S1), S72–S103. https://doi.org/10.1002/job.1924) by examining the mediation of psychological detachment between workload and emotional exhaustion. Furthermore, we investigated work engagement and occupational self-efficacy as moderators in the stressor-detachment model Our study comprised a 3-wave lagged design with 257 participants with flexible working hours. The results show that psychological detachment mediated the workload-exhaustion relationship and that work engagement buffered the negative effect of workload on psychological detachment. We found no moderated mediation for occupational self-efficacy; however, occupational self-efficacy significantly predicted psychological detachment. Our findings suggest that research should conceive a broader stressor-detachment model that considers different paths (i.e. moderators, mediators, and predictors). Moreover, organisations should support engagement and resource replenishment to ensure detachment from work.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"35 1","pages":"74 - 92"},"PeriodicalIF":6.1,"publicationDate":"2020-03-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2020.1743790","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42914915","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 21

Living to work: The role of occupational calling in response to challenge and hindrance stressors 为工作而活：职业召唤在应对挑战和阻碍压力中的作用

IF 6.1 2区心理学

Work and Stress Pub Date : 2020-03-20 DOI: 10.1080/02678373.2020.1743791

Chloe A Wilson, T. Britt

{"title":"Living to work: The role of occupational calling in response to challenge and hindrance stressors","authors":"Chloe A Wilson, T. Britt","doi":"10.1080/02678373.2020.1743791","DOIUrl":"https://doi.org/10.1080/02678373.2020.1743791","url":null,"abstract":"ABSTRACT The present study examined how occupational calling affects the relationships between challenge and hindrance stressors, work motivation, and mental health symptoms. Individuals experience the presence of calling as a result of a transcendent summons (i.e. feeling called to a particular line of work), being engaged in purposeful work, or having a prosocial orientation to work as giving back to others. Employees with a higher calling orientation were expected to experience enhanced reactions to both challenge and hindrance stressors. A prospective design was utilised, as the three subscales of calling and challenge and hindrance stressors were assessed at Time 1 and engagement and mental health symptoms were assessed three months later at Time 2. Results indicated that the relationships between hindrance stressors and mental health symptoms were magnified when participants reported higher levels of all three subscales of occupational calling, whereas calling did not influence the relationship between challenge stressors and the outcomes. The present study builds on recent research showing that although calling is related to numerous positive outcomes, negative effects may also occur. The results of the present study hold potential for interventions to minimize the negative outcomes that can result from possessing an occupational calling.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"35 1","pages":"111 - 131"},"PeriodicalIF":6.1,"publicationDate":"2020-03-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2020.1743791","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48954878","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 15

The impact of workaholism on day-level workload and emotional exhaustion, and on longer-term job performance 工作狂对日常工作量和情绪衰竭以及长期工作表现的影响

IF 6.1 2区心理学

Work and Stress Pub Date : 2020-03-09 DOI: 10.1080/02678373.2020.1735569

C. Balducci, G. Alessandri, S. Zaniboni, L. Avanzi, Laura Borgogni, F. Fraccaroli

{"title":"The impact of workaholism on day-level workload and emotional exhaustion, and on longer-term job performance","authors":"C. Balducci, G. Alessandri, S. Zaniboni, L. Avanzi, Laura Borgogni, F. Fraccaroli","doi":"10.1080/02678373.2020.1735569","DOIUrl":"https://doi.org/10.1080/02678373.2020.1735569","url":null,"abstract":"ABSTRACT By drawing on effort-recovery theory, we conducted two studies to explore the short-term process through which workaholism may affect health and to assess the implications of such a process for job performance. In Study 1 we hypothesised that workaholic tendencies would affect daily workload and that daily workload would mediate the relationship between workaholic tendencies and daily emotional exhaustion. Data were provided by 102 workers consisting mostly of entrepreneurs, managers and self-employed individuals, who were followed for ten consecutive working days. Multilevel structural equation modelling, controlling for the general level of workload, neuroticism and conscientiousness, supported the hypotheses. Building on the results of Study 1, in Study 2 we hypothesised that workaholism would lead in the long run to a decline in job performance. Study 2 considered 519 employees of a large organisation and focused on their supervisors’ performance ratings in two successive years. Workaholism was used to predict change in work performance. Work engagement was included in the model as a concurrent predictor of work performance. Contrary to what was hypothesised, workaholism did not affect performance; only work engagement did so, and in a positive way. The implications of the obtained results for further research on workaholism are discussed.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"35 1","pages":"6 - 26"},"PeriodicalIF":6.1,"publicationDate":"2020-03-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2020.1735569","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43028711","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 48

Leaders as role models: Effects of leader presenteeism on employee presenteeism and sick leave 领导者作为榜样：领导者在场主义对员工在场主义和病假的影响

IF 6.1 2区心理学

Work and Stress Pub Date : 2020-02-24 DOI: 10.1080/02678373.2020.1728420

C. Dietz, H. Zacher, Tabea Scheel, Kathleen Otto, T. Rigotti

{"title":"Leaders as role models: Effects of leader presenteeism on employee presenteeism and sick leave","authors":"C. Dietz, H. Zacher, Tabea Scheel, Kathleen Otto, T. Rigotti","doi":"10.1080/02678373.2020.1728420","DOIUrl":"https://doi.org/10.1080/02678373.2020.1728420","url":null,"abstract":"ABSTRACT There is a broad consensus that associations exist between leadership behaviour and employee health. However, much less is known about potential mediating processes underlying links between specific leader behaviours, for instance presenteeism (i.e. working while being ill), and indicators of employee health, such as sick leave. Integrating theories of social information processing, social learning, and the allostatic load hypothesis, we propose that employee presenteeism mediates the positive association between leader presenteeism and employee sick leave. This hypothesis was tested with a multilevel mediation model using three-wave longitudinal data from 74 leaders and their 412 team members across a time period of 22 months. As hypothesised, leader presenteeism had a positive effect on employee presenteeism which, in turn, had a positive effect on employee sick leave, controlling for baseline measures of employee presenteeism and sick leave, as well as employee general health status, shared workload and job autonomy, and demographic characteristics. Additionally, leader presenteeism had a positive indirect effect on employee sick leave through employee presenteeism. These results contribute to the occupational health psychology literature by suggesting that leader health-related behaviour can have consequences for employee health-related behaviour and employee health.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"34 1","pages":"300 - 322"},"PeriodicalIF":6.1,"publicationDate":"2020-02-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2020.1728420","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43462524","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 49