Human Resource Management最新文献

Exploring the Duality of Perceptions: Insights into Uncertainties, Aversion and Appreciation Towards Algorithmic HRM

IF 6 2区管理学

Human Resource Management Pub Date : 2024-12-22 DOI: 10.1002/hrm.22263

Anushree Tandon, Amandeep Dhir, Ashish Malik, Pawan Budhwar, Puneet Kaur

{"title":"Exploring the Duality of Perceptions: Insights into Uncertainties, Aversion and Appreciation Towards Algorithmic HRM","authors":"Anushree Tandon, Amandeep Dhir, Ashish Malik, Pawan Budhwar, Puneet Kaur","doi":"10.1002/hrm.22263","DOIUrl":"https://doi.org/10.1002/hrm.22263","url":null,"abstract":"<p>The human resource management (HRM) function has witnessed the rapid integration of algorithms into incumbent processes; however, significant employee resistance and aversion to algorithmic decision-making have also been reported. Research on algorithmic HRM practices indicates an underlying duality of perceptual responses by HRM professionals towards this technology. We seek to understand how HRM professionals experience algorithmic HRM use and determine if there are bright sides to its organizational integration. We undertake a qualitative, open-ended study based on written responses to open-ended questions from 58 respondents in the United Kingdom and the United States of America. The data were thematically analyzed using grounded theory, which revealed four themes representing HRM professionals' overarching perspectives on why algorithmic HRM precipitates aversion or appreciation. The first two themes highlight HRM professionals' perceived subjective uncertainty regarding algorithmic HRM and its perceived negative effects on the organization. The third theme acknowledges the positive effect of algorithmic HRM, and the final theme discusses three critical coping strategies (embrace, avoid, and collaborate) that HRM professionals adopt to counteract their experienced fears. Our findings suggest that HRM professionals adopt a cautiously fearful rather than a wholly adverse outlook towards algorithmic HRM, wherein aversion and appreciation appear to emerge simultaneously. We contend this existence of a duality of perceptual responses to algorithmic HRM may be a precursor to setting a harmonious collaboration between humans and algorithms in the HRM domain, contingent on appropriate levels of oversight and governance. Implications for theory and managerial practice are also discussed.</p>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 2","pages":"583-616"},"PeriodicalIF":6.0,"publicationDate":"2024-12-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22263","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143530740","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Commitment and Quiet Quitting: A Qualitative Longitudinal Study

IF 6 2区管理学

Human Resource Management Pub Date : 2024-12-18 DOI: 10.1002/hrm.22274

Lloyd C. Harris

{"title":"Commitment and Quiet Quitting: A Qualitative Longitudinal Study","authors":"Lloyd C. Harris","doi":"10.1002/hrm.22274","DOIUrl":"https://doi.org/10.1002/hrm.22274","url":null,"abstract":"<p>Recently scholars across a range of fields have noted the importance of the issue of quiet quitting in term of both pervasiveness and profundity of impact. Our study views quiet quitting as employees intentionally opting actively to manage their work/working lives to adhere to contracted duties/hours while avoiding voluntarily taking on additional responsibilities, tasks, or roles. To date, almost universally, existing studies assume that quiet quitting is a single, monolithic, homogenous phenomenon which relentlessly generates ‘bad’ outcomes for firms and ‘good’ outcomes for perpetrators. This current study addresses these important assumptions with a key aim of our research is to supply grounded evidence of the nature of quiet quitting and to examine the outcomes of such actions for perpetrators' longitudinally. To facilitate this, we adopt the concept of commitment as our conceptual lens for explicating how employees' quiet quitting is manifested and utilize a longitudinal, qualitative research design to gauge outcomes. After outlining existing research in the area, we detail our research design and methodology, before presenting the insights gained during data collection and analysis. Our paper concludes with a discussion of a series of contributions to both theory and practice.</p>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 2","pages":"565-582"},"PeriodicalIF":6.0,"publicationDate":"2024-12-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22274","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143530591","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Leaders Inflate Performance Ratings for Employees Who Use Robots to Augment Their Performance

IF 6 2区管理学

Human Resource Management Pub Date : 2024-12-11 DOI: 10.1002/hrm.22267

Guohua He, Kai Chi Yam, Puchu Zhao, Xiaowei Dong, Lixun Zheng, Xin Qin

{"title":"Leaders Inflate Performance Ratings for Employees Who Use Robots to Augment Their Performance","authors":"Guohua He, Kai Chi Yam, Puchu Zhao, Xiaowei Dong, Lixun Zheng, Xin Qin","doi":"10.1002/hrm.22267","DOIUrl":"https://doi.org/10.1002/hrm.22267","url":null,"abstract":"<div>\u0000 \u0000 <p>With robot usage becoming increasingly prevalent in contemporary workplaces, a key task for supervisors is conducting performance ratings in the context of employee-robot value co-creation. In this research, we explore whether, how, and when employees' robot usage affects supervisors' performance ratings. Drawing upon attribution theory, we suggest that supervisors might overestimate the performance of employees who use robots at work. Across a pilot study, two experiments, and one field study, we find that employees' robot usage is positively associated with supervisors' illusory performance transference (i.e., supervisors' belief that robot–associated performance should be attributed to employees who use robots at work). In turn, this transference is positively associated with high performance ratings for the respective employees. Furthermore, the supervisor–perceived experience of robots (i.e., supervisors' perceptions that robots are able to feel emotions and sensations) weakens this indirect effect. We conclude by discussing the theoretical and practical implications of our findings and future directions.</p>\u0000 </div>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 2","pages":"543-563"},"PeriodicalIF":6.0,"publicationDate":"2024-12-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143530363","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Dancing in Tandem: The Role of HR Value Congruence and Line Manager-HR Manager Collaboration in Effective HR Implementation

IF 6 2区管理学

Human Resource Management Pub Date : 2024-12-03 DOI: 10.1002/hrm.22272

Zhengtang Zhang, Hun Whee Lee, Kaifeng Jiang, Yuyao Chen

{"title":"Dancing in Tandem: The Role of HR Value Congruence and Line Manager-HR Manager Collaboration in Effective HR Implementation","authors":"Zhengtang Zhang, Hun Whee Lee, Kaifeng Jiang, Yuyao Chen","doi":"10.1002/hrm.22272","DOIUrl":"https://doi.org/10.1002/hrm.22272","url":null,"abstract":"<div>\u0000 \u0000 <p>Despite the increasing significance of partnerships between line managers and human resource managers in implementing HR practices, prior research has overlooked the potential interplay between these two groups in terms of collaboration and line managers' subsequent HR implementation behavior. By integrating insights from value congruence theory and social context theory, we formulated a model that examines how congruence or incongruence in HR values between line managers and HR managers influences line managers' HR implementation behaviors through their collaboration. We tested our hypotheses using multi-source and multi-wave data from 206 stores within a large retail chain organization (206 line managers, 206 HR managers, and 1227 employees). The polynomial regression results revealed that optimal collaboration and line managers' HR implementation behaviors occur when both parties agree on HR value, while disagreement negatively impacts these aspects. Moreover, we observed significant differences between the two levels of agreement (i.e., “high–high” congruence vs. “low–low” congruence). We further found that HR managers' political skill moderates the relationship between incongruence in HR value and collaboration levels. This research advances the understanding of HR implementation by emphasizing the importance of mutual agreement between line managers and HR managers and the role of HR managers' political skill.</p>\u0000 </div>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 2","pages":"523-541"},"PeriodicalIF":6.0,"publicationDate":"2024-12-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143530476","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Enhancing Employee Outcomes Through Common Good Human Resource Management: Exploring the Role of Meaningfulness and Thriving

IF 6 2区管理学

Human Resource Management Pub Date : 2024-12-03 DOI: 10.1002/hrm.22270

Ying Lu, Mingqiong Mike Zhang, Miles M. Yang, Teng Li

{"title":"Enhancing Employee Outcomes Through Common Good Human Resource Management: Exploring the Role of Meaningfulness and Thriving","authors":"Ying Lu, Mingqiong Mike Zhang, Miles M. Yang, Teng Li","doi":"10.1002/hrm.22270","DOIUrl":"https://doi.org/10.1002/hrm.22270","url":null,"abstract":"<div>\u0000 \u0000 <p>In the evolving landscape of human resource management (HRM), common good HRM (CG-HRM) practices are increasingly recognized for their potential to align organizational goals with societal sustainability. Despite their importance, how CG-HRM influences employee outcomes remain underexplored. Drawing on Conservation of Resources (COR) theory, this research explores the impact of CG-HRM practices, conceptualized as critical organizational-level resources, on employees' perception of meaningfulness of work. [Correction added on 20 December 2024, after first online publication: The definition of COR has been corrected in the preceding sentence.] This perception significantly affects employee thriving, which in turn fosters innovative behavior. Employing a multi-wave, multisource survey design, we collected data from 45 firms in China, involving 82 executives and 206 employees, to test our conceptual model. The findings from a multilevel path model reveal that organizational CG-HRM practices contribute to employees' perceived meaningfulness of work, which promotes employee thriving and subsequently innovative behavior at the organizational level, while meaningfulness also contributes to thriving and, thus, innovative behavior at the employee level. Our research enriches the COR theory and contributes to the HRM, thriving, and innovation literature, offering insights for future research and practical implications for organizations striving to align their goals with societal and environmental sustainability while nurturing a thriving workforce.</p>\u0000 </div>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 2","pages":"485-502"},"PeriodicalIF":6.0,"publicationDate":"2024-12-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143530478","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Supporting New Ways of Working for Social Workers Through High Performance Work Practices: Sustaining Professional Identity

IF 6 2区管理学

Human Resource Management Pub Date : 2024-12-03 DOI: 10.1002/hrm.22271

Graeme Currie, Ila Bharatan, Sharanya Mahesh, Robin Miller

{"title":"Supporting New Ways of Working for Social Workers Through High Performance Work Practices: Sustaining Professional Identity","authors":"Graeme Currie, Ila Bharatan, Sharanya Mahesh, Robin Miller","doi":"10.1002/hrm.22271","DOIUrl":"https://doi.org/10.1002/hrm.22271","url":null,"abstract":"<p>In our study, we examine implementation of strength-based practice (SBP) that invokes a new way of working for social workers in England. We note two antecedent conditions to support new ways of working. First, hybrid managers, who combine professional and organizational perspectives, act as a conduit for implementation of new ways of working through supporting implementation of high performance work practices (HPWPs). Second, the financial context faced by social care providers influences whether new ways of working, and HPWPs associated with this, aim to improve productivity, or enhance capability and commitment of social workers. We identify three HPWPs that support the new way of working because they align with professional identity of social workers. First, hybrid manager jobs were designed to afford opportunity for recruitment of appropriately able social workers to enact strategic influence over SBP implementation. Second, intervention to support peer-to-peer learning enhanced the ability of social workers to deliver SBP, and also motivated social workers toward SBP implementation because they retained professional autonomy in developing their practice. Third, performance management intervention was developmental rather than judgmental, designed to enhance ability of social workers to deliver SBP. Similar to the peer learning intervention, it remained within control of social workers, hence motivated them to engage with SBP.</p>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 2","pages":"503-521"},"PeriodicalIF":6.0,"publicationDate":"2024-12-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22271","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143530475","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Fraught Expectations: A Fairness Heuristic Process Model of the Pros and Cons of CSR for Talent Acquisition

IF 6 2区管理学

Human Resource Management Pub Date : 2024-12-02 DOI: 10.1002/hrm.22269

Adam A. Kay, Pavlos A. Vlachos, Konstantinos Tasoulis, Elaine Farndale

{"title":"Fraught Expectations: A Fairness Heuristic Process Model of the Pros and Cons of CSR for Talent Acquisition","authors":"Adam A. Kay, Pavlos A. Vlachos, Konstantinos Tasoulis, Elaine Farndale","doi":"10.1002/hrm.22269","DOIUrl":"https://doi.org/10.1002/hrm.22269","url":null,"abstract":"<p>Corporate social responsibility (CSR) is purely an asset when it comes to talent acquisition: that is the dominant narrative among Human Resource Management (HRM) practitioners and scholars alike. Growing evidence, however, gives reason to question this assumption. Accordingly, in this conceptual paper, we develop a process model to articulate both the pros and cons of CSR for recruitment. Using fairness heuristic theory as a central organizing framework, we integrate three theoretical perspectives into the HRM and micro-CSR literatures. First, we leverage dual-processing attribution theory to propose that job seekers process information about CSR through both heuristic and deliberative processes, leading them to attribute employer CSR to substantive or symbolic motives. We explain how CSR attributions represent a fairness heuristic, meaning a proxy for how trustworthy job seekers appraise an employer to be. Second, invoking expectancy violation theory, we propose that the more job seekers attribute employer CSR to substantive (symbolic) motives, the higher (lower) their justice expectations will be, thereby increasing (decreasing) the consequences to employers for violating those expectations. Third, expanding scholarship on the dynamic nature of organizational fairness perceptions, we propose that job seekers update their attributions of employer CSR in a recursive cycle that can improve, but tends to degrade, as the recruitment process unfolds—particularly if they have high expectations to begin with. In so doing, we nudge the talent acquisition literature beyond static, fixed-in-time accounts to a more representative description of the dynamic and dual-sided role of CSR in recruitment over time.</p>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 2","pages":"465-483"},"PeriodicalIF":6.0,"publicationDate":"2024-12-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22269","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143530038","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Predicting and Explaining Assessment Center Judgments: A Cross-Validated Behavioral Approach to Performance Judgments in Interpersonal Assessment Center Exercises

IF 6 2区管理学

Human Resource Management Pub Date : 2024-11-27 DOI: 10.1002/hrm.22252

Eric Grunenberg, Clemens Stachl, Simon M. Breil, Philipp Schäpers, Mitja D. Back

{"title":"Predicting and Explaining Assessment Center Judgments: A Cross-Validated Behavioral Approach to Performance Judgments in Interpersonal Assessment Center Exercises","authors":"Eric Grunenberg, Clemens Stachl, Simon M. Breil, Philipp Schäpers, Mitja D. Back","doi":"10.1002/hrm.22252","DOIUrl":"https://doi.org/10.1002/hrm.22252","url":null,"abstract":"<p>Although Assessment Center (AC) role-play assessments have received ample attention in past research, their reliance on actual behavioral information is still unclear. Uncovering the behavioral basis of AC role-play assessments is, however, a prerequisite for the optimization of existing and the development of novel automated AC procedures. This work provides a first data-driven benchmark for the behavioral prediction and explanation of AC performance judgments. We used machine learning models trained on behavioral cues (<i>C</i> = 36) to predict performance judgments in three interpersonal AC exercises from a real-life high-stakes AC (selection of medical students, <i>N</i> = 199). Three main findings emerged: First, behavioral prediction models showed substantial predictive performance and outperformed prediction models representing potential judgment biases. Comparisons with in-sample results revealed overfitting of traditional approaches, highlighting the importance of out-of-sample evaluations. Second, we demonstrate that linear combinations of behavioral cues can be strong predictors of assessors' judgments. Third, we identified consistent exercise-specific patterns of individual cues and cross-exercise consistent behavioral patterns of behavioral dimensions and interpersonal strategies that were especially predictive of the assessors' judgments. We discuss implications for future research and practice.</p>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 2","pages":"423-445"},"PeriodicalIF":6.0,"publicationDate":"2024-11-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22252","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143530643","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Strategic Human Resource Management in the Era of Algorithmic Technologies: Key Insights and Future Research Agenda

IF 6 2区管理学

Human Resource Management Pub Date : 2024-11-27 DOI: 10.1002/hrm.22268

Sunghoon Kim, Violetta Khoreva, Vlad Vaiman

{"title":"Strategic Human Resource Management in the Era of Algorithmic Technologies: Key Insights and Future Research Agenda","authors":"Sunghoon Kim, Violetta Khoreva, Vlad Vaiman","doi":"10.1002/hrm.22268","DOIUrl":"https://doi.org/10.1002/hrm.22268","url":null,"abstract":"<p>This article presents a contemporary review of human resource management (HRM) research on algorithmic technologies, including artificial intelligence, machine learning, and natural language processing. By connecting these recent advancements to the long-standing scholarly tradition of HRM-technology relations, this review examines current knowledge on how algorithmic technologies are reshaping three key areas: (1) work structures and design, (2) HR delivery activities, and (3) the management of technology workers. Using a threefold conceptualization of technology—the tool view, proxy view, and ensemble view—this review explores how organizations employ algorithmic systems to enhance productivity, how the human agency interacts with and resists these technologies, and how broader social, cultural, and institutional contexts shape the use of algorithms in HRM. Additionally, this article offers suggestions for future research, highlighting the unique opportunities algorithmic technologies provide to HR scholars for making enduring contributions to the broader conversations on HRM and technology.</p>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 2","pages":"447-464"},"PeriodicalIF":6.0,"publicationDate":"2024-11-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22268","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143530637","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Thriving for Nothing? The Hidden Costs of Thriving for Employees With Attention Deficit Hyperactivity Disorder and Their Employers

IF 6 2区管理学

Human Resource Management Pub Date : 2024-11-25 DOI: 10.1002/hrm.22266

Thomas Blondel, Kerstin Alfes, Daniela Lup

{"title":"Thriving for Nothing? The Hidden Costs of Thriving for Employees With Attention Deficit Hyperactivity Disorder and Their Employers","authors":"Thomas Blondel, Kerstin Alfes, Daniela Lup","doi":"10.1002/hrm.22266","DOIUrl":"https://doi.org/10.1002/hrm.22266","url":null,"abstract":"<div>\u0000 \u0000 <p>Research has shown that thriving at work leads to positive outcomes for both organizations and employees. A critical element of thriving is self-regulation, which enables employees to effectively manage their emotions and behaviors in alignment with their long-term goals. However, there is a limited understanding of how employees experience thriving when self-regulation is impaired. In this article, we integrate thriving theory and one of its central elements, self-regulation, with research on attention deficit hyperactivity disorder (ADHD) which has shown that the condition is associated with reduced and sometimes severely impaired self-regulation. Empirically, we explore how employees with ADHD experience thriving at work using a qualitative study of working individuals. In contrast to previous findings, our study uncovers a dark side of thriving for employees with ADHD, with negative consequences for their wellbeing and growth opportunities, and ultimately an increased likelihood of voluntary quitting. In our analysis, we explain why, despite an initial positive boost in productivity, thriving ends up being a harmful process for employees with ADHD. We argue that low self-regulation, together with low self-esteem and fear of failure, drive them to work excessively and neglect caring for themselves and their families. We develop recommendations for employees with ADHD and their companies to stop this negative downward spiral.</p>\u0000 </div>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"64 2","pages":"395-421"},"PeriodicalIF":6.0,"publicationDate":"2024-11-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143530552","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0