Human Resource Management最新文献_第4页

Managerial control or feedback provision: How perceptions of algorithmic HR systems shape employee motivation, behavior, and well-being 管理控制还是提供反馈？对算法人力资源系统的看法如何影响员工的动力、行为和福利

IF 6 2区管理学

Human Resource Management Pub Date : 2024-04-15 DOI: 10.1002/hrm.22218

Martin R. Edwards, Elena Zubielevitch, Tyler Okimoto, Stacey Parker, Frederik Anseel

{"title":"Managerial control or feedback provision: How perceptions of algorithmic HR systems shape employee motivation, behavior, and well-being","authors":"Martin R. Edwards, Elena Zubielevitch, Tyler Okimoto, Stacey Parker, Frederik Anseel","doi":"10.1002/hrm.22218","DOIUrl":"10.1002/hrm.22218","url":null,"abstract":"Algorithmic HR systems are becoming a more prevalent interface between organizations and employees. Yet little research has examined how automated HR processes impact employee motivation. In a three-wave study (NTime1 = 401; NTime2 = 379; NTime3 = 303), we investigated the motivational effects of HR systems that automatically capture—and make decisions based on—employee performance, and whether these effects depend on employee attributions regarding the organization's intended use of its automated HR metric system. Additionally, we test whether these motivational states affect employee task prioritization and emotional exhaustion. Results show that employees whose organizations use algorithmic HR systems, and who also attribute managerial control as intent to that system, experience higher levels of extrinsic motivation at work. This, in turn, predicts greater prioritization of metricized tasks and de-prioritization of non-metricized tasks. Conversely, employees who believe the purpose of algorithmic HR systems is to provide them with constructive feedback are more likely to experience intrinsic motivation, leading to reduced feelings of emotional exhaustion, greater prioritization of metricized tasks, but reduced non-metricized behavior de-prioritization. These results illustrate the critical importance of employee sensemaking around algorithmic HR systems as a precursor to the impact of such systems on employee motivation, behavior, and well-being.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 4","pages":"691-710"},"PeriodicalIF":6.0,"publicationDate":"2024-04-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22218","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140575750","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

The effects of relational human resource management: A moderated mediation model of positive affective climate and collective occupational calling 关系型人力资源管理的影响：积极情感氛围与集体职业召唤的调节中介模型

IF 6 2区管理学

Human Resource Management Pub Date : 2024-04-13 DOI: 10.1002/hrm.22222

Pingshu Li, Yuanmei (Elly) Qu, Mengwei Li, Patrick E. Downes, Guofeng Wang

{"title":"The effects of relational human resource management: A moderated mediation model of positive affective climate and collective occupational calling","authors":"Pingshu Li, Yuanmei (Elly) Qu, Mengwei Li, Patrick E. Downes, Guofeng Wang","doi":"10.1002/hrm.22222","DOIUrl":"10.1002/hrm.22222","url":null,"abstract":"Relationship-oriented human resource management (HRM) contributes to organizational functioning by promoting employee relationships, coordination, and cooperation. We propose unit-level positive affective climate as a motivational mechanism through which relationship-oriented HR systems can positively influence unit service quality and relationships with beneficiaries, and prevent individual emotional exhaustion. Moreover, we propose collective occupational calling serves as an alternative motivational source that can substitute for the positive effects of positive affective climate. In analyzing a sample composed of 742 nurses from 48 nursing units of two hospitals in China with data collection at three time points before and after the COVID-19 outbreak, our results supported the substituting effects of unit-level collective occupational calling on positive affective climate stemmed from relationship-oriented HR systems. Our study connects strategic HRM and motivation research by shedding light on an affective mechanism from relationship-oriented HR systems and the contingencies involving employees' various sources of motivation, such as occupational calling. We further discuss theoretical and practical implications of the research.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 4","pages":"673-689"},"PeriodicalIF":6.0,"publicationDate":"2024-04-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140707156","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

Perceived overqualification and employee outcomes: The dual pathways and the moderating effects of dual-focused transformational leadership 认知资质过高与员工成果：双重路径和双重变革型领导的调节作用

IF 6 2区管理学

Human Resource Management Pub Date : 2024-04-12 DOI: 10.1002/hrm.22221

Zhiqiang Liu, Yuqi Huang, Tae-Yeol Kim, Jing Yang

{"title":"Perceived overqualification and employee outcomes: The dual pathways and the moderating effects of dual-focused transformational leadership","authors":"Zhiqiang Liu, Yuqi Huang, Tae-Yeol Kim, Jing Yang","doi":"10.1002/hrm.22221","DOIUrl":"10.1002/hrm.22221","url":null,"abstract":"Research findings concerning the effects of perceived overqualification on task performance are mixed. To reconcile the disparate findings, drawing on person-environment theory, we propose cynicism toward the job and constructive deviance as contrasting dual pathways that explain the negative and positive effects of perceived overqualification on task performance and employee creativity. We also examine the moderating effects of dual-focused transformational leadership (TFL) on the relationships between perceived overqualification and the two mediating mechanisms. We test this model using data collected from 469 employees and their 135 supervisors via two-wave surveys. The results support the negative and positive mediating mechanisms. In addition, based on one field study and two online experiments, we find that individual-focused TFL mitigates the relationship between perceived overqualification and cynicism toward the job, but that team-focused TFL enhances the relationship between perceived overqualification and constructive deviance.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 4","pages":"653-671"},"PeriodicalIF":6.0,"publicationDate":"2024-04-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22221","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140575968","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

When words are not enough: The combined effects of autism meta-stereotypes and recruitment practices aimed at attracting autistic job-seekers 光说不练假把式自闭症元定型观念和旨在吸引自闭症求职者的招聘做法的综合影响

IF 6 2区管理学

Human Resource Management Pub Date : 2024-04-06 DOI: 10.1002/hrm.22219

Caren Goldberg, Evan Willham

{"title":"When words are not enough: The combined effects of autism meta-stereotypes and recruitment practices aimed at attracting autistic job-seekers","authors":"Caren Goldberg, Evan Willham","doi":"10.1002/hrm.22219","DOIUrl":"10.1002/hrm.22219","url":null,"abstract":"Based on research on meta-stereotypes and signaling theory, we examined the effects of organizational signaling on the attraction of autistic applicants. Our model predicted that meta-stereotypes and the combination of expressed and evidence-based autism-conscious signals would have simple and joint effects on candidates' fit perceptions, which would, in turn, affect their job pursuit intentions. Further, we expected that the effect of signaling on our outcomes would be weaker among candidates with strong negative autism meta-stereotypes. Prior to testing our hypotheses, we conducted a focus group to determine the supports that autistic job seekers deemed most important. As the ability to work from home (WFH) was overwhelmingly the most cited support, we included this as our evidence-based signal. Specifically, we examined the combined effect of disability-conscious (vs. disability-blind) diversity statements and WFH (vs. retirement benefits) on expected fit and subsequent job pursuit intentions. Both meta-stereotypes and combined signals significantly influenced fit expectations. Further, the autism-friendly signals significantly affected the fit of candidates with weak and moderate negative meta-stereotype, but not the fit of candidates with strong meta-stereotypes. In addition, our results indicate that the signal x meta-stereotype interaction had an indirect effect on job pursuit intentions. Findings are discussed vis-à-vis the research on signaling theory and practical guidance is offered to employers seeking to attract the growing number of autistic job seekers.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 4","pages":"639-651"},"PeriodicalIF":6.0,"publicationDate":"2024-04-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22219","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140575748","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

Women's representation in managerial hierarchies: An examination of trickle-down and pipeline effects 妇女在管理层中的代表性：对涓滴效应和管道效应的研究

IF 6 2区管理学

Human Resource Management Pub Date : 2024-04-04 DOI: 10.1002/hrm.22220

Kevin Stainback, Helen Roberts, Pallab Kumar Biswas

{"title":"Women's representation in managerial hierarchies: An examination of trickle-down and pipeline effects","authors":"Kevin Stainback, Helen Roberts, Pallab Kumar Biswas","doi":"10.1002/hrm.22220","DOIUrl":"10.1002/hrm.22220","url":null,"abstract":"The trickle-down effect has been proposed as one means to address women's continued underrepresentation in leadership positions globally. While earlier research supported the trickle-down effect's prediction that increasing women's representation at higher managerial levels will positively impact women's careers at lower managerial levels, recent studies provide inconsistent evidence, leading to claims that it may be spurious. Due to data limitation, most prior trickle-down research has explored just two managerial levels—board and executives—making it difficult to separate a trickle-down effect from external pressures (e.g., shareholders, law) or internal factors (e.g., organizational culture) that may cause it. Furthermore, prior research does not adequately account for women's representation in managerial pipelines, a crucial source of potential managerial talent. To address these concerns, we analyze Australian workplace panel data (2014–2020) that allow for a more robust test of the trickle-down effect than previously examined. Our results support the trickle-down effect across multiple managerial levels below the board level, independent of managerial pipeline effects. The trickle-down and pipeline effects were only observed for positions immediately above and below each managerial level. This highlights the proximity of positions within management hierarchies where the in-group preference and women's direct advocacy for other women are most likely to occur. Our study suggests that simply appointing more women to top positions, such as boards, while beneficial, is not enough to address gender inequality in management meaningfully. We recommend that rather than focusing on gender representation at the top, organizations should set gender diversity goals and monitor progress at all managerial levels. We conclude with implications for theory, practice, and future research.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 4","pages":"619-637"},"PeriodicalIF":6.0,"publicationDate":"2024-04-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22220","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140575969","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

Conscientiousness and perceived ethicality: Examining why hierarchy of authority diminishes this positive relationship 自觉性与道德感知：研究权威等级为何会削弱这种积极关系

IF 6 2区管理学

Human Resource Management Pub Date : 2024-03-30 DOI: 10.1002/hrm.22217

Aleksandra Luksyte, Joseph A. Carpini, Sharon K. Parker, Mark A. Griffin

{"title":"Conscientiousness and perceived ethicality: Examining why hierarchy of authority diminishes this positive relationship","authors":"Aleksandra Luksyte, Joseph A. Carpini, Sharon K. Parker, Mark A. Griffin","doi":"10.1002/hrm.22217","DOIUrl":"10.1002/hrm.22217","url":null,"abstract":"Human resource (HR) managers hire conscientious employees because they are both productive and are viewed as upholding high ethical standards due to their propensity to engage in voice. Organizations may strive to create a work context conducive to all employees acting ethically, not just conscientious ones, by centralizing decision-making authority and promoting formalization through a higher hierarchy of authority. Yet, we propose that from the social information processing perspective, in higher hierarchy of authority contexts, peers may view their highly conscientious colleagues as less ethical. We hypothesize these effects through the lens of trait activation theory, according to which in a higher hierarchy of authority context, others are less likely to notice the voice behaviors of conscientious employees. Problematically, when others fail to notice conscientious employees' voice, they may perceive these workers as being less ethical. We tested our hypothesized moderated mediation model in a matched sample of employees (N = 820), their supervisors (N = 445), and peers (N = 529). As predicted, hierarchy of authority moderated the positive relationship between conscientiousness and voice, which in turn explained others' perceptions of their ethicality. Conscientiousness was positively related to peer assessments of ethicality via promotive (not prohibitive) voice when hierarchy of authority was lower (but not higher), partially supporting our hypotheses. These results suggest HR practitioners should be cognizant of the differential evaluations of highly conscientious employees in contexts with different levels of hierarchy of authority, and continuing challenges associated with balancing flexibility and formalization.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 4","pages":"601-617"},"PeriodicalIF":6.0,"publicationDate":"2024-03-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22217","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140362378","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

How does Human Resource Management help service organizations to thrive in uncertainties and risks: Postcrisis as a context 人力资源管理如何帮助服务机构在不确定性和风险中茁壮成长：以危机后为背景

IF 6 2区管理学

Human Resource Management Pub Date : 2024-03-27 DOI: 10.1002/hrm.22216

Yang Chen, Rong Fu, Mengying Xie, Fang Lee Cooke, Qi Song

{"title":"How does Human Resource Management help service organizations to thrive in uncertainties and risks: Postcrisis as a context","authors":"Yang Chen, Rong Fu, Mengying Xie, Fang Lee Cooke, Qi Song","doi":"10.1002/hrm.22216","DOIUrl":"10.1002/hrm.22216","url":null,"abstract":"With heightened uncertainties and risks in the fluctuating business environment, existing studies have concentrated on elucidating how service organizations leverage human resource practices to adapt to and survive such unforeseen and disruptive threats. However, how such practices could serve the strategic objective of cultivating a sustainably thriving workforce across different situations is not well understood. Thriving is a core transitional state that fosters positive behaviors, such as creative customer-related problem-solving. Applying social information processing theory, we propose and test a model by exploring how organizations that engage in thriving-oriented human resource management (HRM) encourage employees to take responsibility and promote constructive change, thereby activating their creative problem-solving behaviors. Specifically, we theorize and develop measures to promote thriving-oriented HRM in Study 1. In Study 2, we collected multisource and multi-wave data from 296 frontline service employees and 45 supervisors in China. Our findings reveal that thriving-oriented HRM is positively related to felt responsibility for change, which ultimately encourages creative problem-solving. We also show that the threat imposed by a crisis, that is, the COVID-19 pandemic, strengthens the positive relationship between thriving-oriented HRM and felt responsibility for change. Our study contributes to the HRM literature, especially on thriving-oriented HRM and employee perception, and has practical implications for service organizations in the uncertain context.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 4","pages":"581-600"},"PeriodicalIF":6.0,"publicationDate":"2024-03-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140377182","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

Do women perceive incivility from men as selective? Examining main effects, coping responses, and boundary conditions 女性会选择性地看待男性的不礼貌行为吗？研究主效应、应对反应和边界条件

IF 6.6 2区管理学

Human Resource Management Pub Date : 2024-03-17 DOI: 10.1002/hrm.22213

Grisel Lopez-Alvarez, M. Teresa Cardador, Simon Lloyd D. Restubog

{"title":"Do women perceive incivility from men as selective? Examining main effects, coping responses, and boundary conditions","authors":"Grisel Lopez-Alvarez, M. Teresa Cardador, Simon Lloyd D. Restubog","doi":"10.1002/hrm.22213","DOIUrl":"10.1002/hrm.22213","url":null,"abstract":"Women are more likely than men to be targets of incivility in the workplace. Scholars have referred to this pattern as selective incivility and suggest that incivility directed toward women—that is, selective incivility—is a form of modern sexism in the workplace. However, it remains unclear whether women themselves make sense of incivility from men as a form of gender bias, and when such perceptions shape whether women engage in unique responses to incivility perceived as selective. Drawing on social identity theory, we develop a conceptual model to better understand these relationships. Across two studies with working women, we show that women perceive male-instigated incivility as selective. Further, our findings show that women are more likely to engage in problem-focused-responses (i.e., direct confrontation and formal reporting), rather than emotion-focused responses (i.e., avoidance) in response to incivility perceived as selective and that these coping responses are, at times, moderated by the frequency of incivility. Overall, our research advances the literature on incivility, selective incivility, and gender bias at work, offers practical implications for managers seeking to foster workplace inclusion, and suggests novel directions for future research.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 3","pages":"517-532"},"PeriodicalIF":6.6,"publicationDate":"2024-03-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22213","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140152985","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

What are interviews for? A qualitative study of employment interview goals and design 面试是为了什么？就业面试目标和设计的定性研究

IF 6 2区管理学

Human Resource Management Pub Date : 2024-03-10 DOI: 10.1002/hrm.22215

Timothy G. Wingate, Joshua S. Bourdage

{"title":"What are interviews for? A qualitative study of employment interview goals and design","authors":"Timothy G. Wingate, Joshua S. Bourdage","doi":"10.1002/hrm.22215","DOIUrl":"10.1002/hrm.22215","url":null,"abstract":"The employment interview is among the most versatile of staffing tools. Yet, the interview is rarely studied as a multipurpose tool. If the interview is used to serve multiple goals, then the interview can be effective (i.e., valid), and effectively designed, in multiple ways. The current study uses qualitative methodology to develop an inductive theory of interview goals and design based on conversational interviews with 29 experienced professional interviewers. Transcript data were analyzed with template analysis grounded in a postpositive epistemology and objectivist ontology. Results suggested that the interview is primarily used to serve three broad goals: performing a targeted assessment, making a positive impression, and informing the applicant. Interviewers reported a variety of strategies for adapting the interview to achieve and balance these goals. In short, findings suggest that the interview is used in multiple ways that have received very little research attention. These findings imply that the concept of interview validity should be expanded to include multiple interviewing goals, and that interview design should be understood as a complex function of these goals. Further implications for the research, theory, and practice of employment interviews are discussed.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 4","pages":"555-580"},"PeriodicalIF":6.0,"publicationDate":"2024-03-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22215","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140107265","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

Employee voice in times of crisis: A conceptual framework exploring the role of Human Resource practices and Human Resource system strength 危机时期的员工呼声：探索人力资源实践和人力资源系统力量作用的概念框架

IF 6 2区管理学

Human Resource Management Pub Date : 2024-03-07 DOI: 10.1002/hrm.22214

Margarita Nyfoudi, Bora Kwon, Adrian Wilkinson

{"title":"Employee voice in times of crisis: A conceptual framework exploring the role of Human Resource practices and Human Resource system strength","authors":"Margarita Nyfoudi, Bora Kwon, Adrian Wilkinson","doi":"10.1002/hrm.22214","DOIUrl":"10.1002/hrm.22214","url":null,"abstract":"Despite extensive developments in the field of Human Resource Management, we still have limited and fragmented knowledge of how the external and internal environment of an organization influences direct employee voice. In this conceptual paper, we draw on signaling theory and theorize on whether and, if so, how direct employee voice and organizational voice climate are shaped at times of macro and organizational turbulence. Specifically, we introduce the concepts of solidary, utilitarian, and opportunistic crisis-related Human Resource (HR) practices and propose that they send different signals to employees, influencing their voice perceptions in distinctive ways. We also theorize that employees interpret these signals vis-à-vis the experienced meso- and macroturbulence, a process that affects HR system strength and the subsequent formulation of voice perceptions and voice climate emergence. With this work, we contribute to the voice and strategic HR literature by offering an integrated and multilayered understanding of how top-down processes at turbulent times such as crisis-related HR practices can influence bottom-up emergent phenomena.","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 4","pages":"537-553"},"PeriodicalIF":6.0,"publicationDate":"2024-03-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22214","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140070161","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