Journal of Occupational and Organizational Psychology最新文献_第3页

Managers' evaluations of flexible work idiosyncratic deals (I-deals): The impact of request, requester and approver characteristics 管理者对弹性工作特质交易（i -deal）的评价：请求、请求者和批准者特征的影响

IF 3.5 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2026-01-13 DOI: 10.1111/joop.70084

Melissa A. Wheeler, Asanka Gunasekara, Lindsie C. Arthur, Anne Bardoel

{"title":"Managers' evaluations of flexible work idiosyncratic deals (I-deals): The impact of request, requester and approver characteristics","authors":"Melissa A. Wheeler, Asanka Gunasekara, Lindsie C. Arthur, Anne Bardoel","doi":"10.1111/joop.70084","DOIUrl":"https://doi.org/10.1111/joop.70084","url":null,"abstract":"When the onus is on employees to request flexible work arrangements, they need to individually broker flexibility idiosyncratic deals (i-deals) with their supervisors. In two studies, we experimentally manipulated three factors: the types of appeals employees make when proposing flexibility i-deals, the gender of the requester and the number of remote workdays requested. In Study 1, 93 participants evaluated four flexible work requests (based on caring, business case, work–life integration for well-being or task fulfilment). Care-and business-based framings were more likely to be approved than the other request types. In the second study (N = 208), we manipulated requester gender and surprisingly found no effect; that is, men and women's flexibility i-deals were similarly approved for both the care and business case conditions. Managers were more likely to approve requests to work remotely for a shorter period, with 2 days preferred over four. Attitudes towards flexible work positively predicted approvals for any kind of appeal, highlighting the importance of managers' attitudes towards flexibility. Employees from diverse socio-economic groups, and those working in industries with varied flexible work access, need evidence-based research of this kind to inform their negotiations and to ensure that future flexibility requests become less idiosyncratic and more equitable.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"99 1","pages":""},"PeriodicalIF":3.5,"publicationDate":"2026-01-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"146002227","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

A virtuous cycle: Reciprocal relations between work flexibilization and perceived organizational support 良性循环：工作灵活性和感知组织支持之间的相互关系

IF 3.5 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2026-01-13 DOI: 10.1111/joop.70077

Cort W. Rudolph, Hannes Zacher

{"title":"A virtuous cycle: Reciprocal relations between work flexibilization and perceived organizational support","authors":"Cort W. Rudolph, Hannes Zacher","doi":"10.1111/joop.70077","DOIUrl":"https://doi.org/10.1111/joop.70077","url":null,"abstract":"Organizational support theory suggests that human resource practices are important antecedents of perceived organizational support which, in turn, influences employees' orientation towards their organization and their work behaviour, including further engagement with human resource practices. Based on organizational support theory and social exchange theory, we hypothesized positive and reciprocal within-person relations between work flexibilization and perceived organizational support. We tested these hypotheses using 30 waves of longitudinal data collected between July 2020 and December 2022 from n = 1000 full-time employees in Germany. Using an autoregressive latent trajectory model with structured residuals (ALT-SR), results suggest that higher levels of work flexibilization are associated with subsequently higher levels of perceived organizational support, and vice versa. These results suggest a dynamic and reciprocal within-person process wherein positive deviations from one's average trajectory of work flexibilization (perceived organizational support) are subsequently related to higher levels of perceived organizational support (work flexibilization). These findings imply a virtuous cycle where work flexibilization leads to more favourable perceptions of organizational support which, in turn, leads to an increase in employees' use of work flexibilization. However, such positive effects may be short-lived (i.e., lasting between approximately 15 and 20 months), likely diminishing in strength over time.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"99 1","pages":""},"PeriodicalIF":3.5,"publicationDate":"2026-01-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145996663","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

From foundations to frontiers: A 25-year bibliometric journey of job demands–resources theory 从基础到前沿：工作需求-资源理论25年的文献计量学之旅

IF 3.5 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2026-01-12 DOI: 10.1111/joop.70079

Jure Andolšek, Matej Černe, Maša Košak, Amadeja Lamovšek

{"title":"From foundations to frontiers: A 25-year bibliometric journey of job demands–resources theory","authors":"Jure Andolšek, Matej Černe, Maša Košak, Amadeja Lamovšek","doi":"10.1111/joop.70079","DOIUrl":"https://doi.org/10.1111/joop.70079","url":null,"abstract":"This review focuses on overviewing research applying Job Demands–Resources (JD–R) theory. Previous reviews of research fields applying it have focused on its evolution, theoretical advancements and empirical validations over time. However, they have largely overlooked the broader bibliometric landscape, including the complex interconnections and theoretical influences among the extensive studies inspired by this theory. Our study contributes by presenting a comprehensive review of the development and current state of the field. We implemented three bibliometric techniques—co-citation, co-occurrence and bibliographic coupling—to map the intellectual structure and thematic evolution of JD-R research. Additionally, we interpreted the results using the invisible colleges framework, focusing on five distinct time frames (2001–2004, 2005–2009, 2010–2014, 2015–2020 and 2021–2024). This produced an in-depth map of the evolution of the field and its emerging research frontiers. By uncovering the complex connections between studies, our analysis highlights how JD-R theory has integrated diverse theoretical perspectives and shaped the broader discourse on work-related outcomes across contexts and levels of analysis. These findings offer a foundation for future research to build on the theory's strengths and address its unexplored avenues, underpinning its continued relevance and impact.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"99 1","pages":""},"PeriodicalIF":3.5,"publicationDate":"2026-01-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://bpspsychub.onlinelibrary.wiley.com/doi/epdf/10.1111/joop.70079","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145996662","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

Meaningful work over time: The impact of relative meaningful work on organizational citizenship behaviour 长期有意义的工作：相对有意义的工作对组织公民行为的影响

IF 3.5 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2026-01-08 DOI: 10.1111/joop.70081

Luisa Liedtke, Kai C. Bormann

{"title":"Meaningful work over time: The impact of relative meaningful work on organizational citizenship behaviour","authors":"Luisa Liedtke, Kai C. Bormann","doi":"10.1111/joop.70081","DOIUrl":"https://doi.org/10.1111/joop.70081","url":null,"abstract":"Research on meaningful work (MW) has largely presumed that its effects are determined by absolute levels: when MW is high, outcomes are favourable, and when it is low, outcomes are less so. Yet, this assumption overlooks the fact that employees interpret current experiences against the backdrop of the past. In this study, we apply a temporal lens to MW by examining how directional changes (gains vs. losses) and inconsistency (deviations from prior experiences) shape organizational citizenship behaviour (OCB). Across two experience-sampling studies (daily: 252 participants, 2200 observations; weekly: 387 participants, 2600 observations), we find that relative evaluations of MW explain OCB beyond absolute levels. Increases in MW generally enhance OCB more than decreases, but at the weekly level, inconsistency and even increases can undermine OCB. These findings underscore that MW is inherently dynamic and relative, advancing theory on how temporal comparisons shape work experiences and highlighting practical risks for sustaining employees' discretionary effort.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"99 1","pages":""},"PeriodicalIF":3.5,"publicationDate":"2026-01-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://bpspsychub.onlinelibrary.wiley.com/doi/epdf/10.1111/joop.70081","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145964184","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

Longitudinal trajectories of leader–member exchange in the era of hybrid work: A growth mixture analysis 混合工作时代领导-成员交换的纵向轨迹：一种增长混合分析

IF 3.5 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2026-01-07 DOI: 10.1111/joop.70083

Marie-Colombe Afota, Véronique Robert, Simon A. Houle

{"title":"Longitudinal trajectories of leader–member exchange in the era of hybrid work: A growth mixture analysis","authors":"Marie-Colombe Afota, Véronique Robert, Simon A. Houle","doi":"10.1111/joop.70083","DOIUrl":"https://doi.org/10.1111/joop.70083","url":null,"abstract":"While leader–member exchange (LMX) research has traditionally viewed the quality of relationships between leaders and followers – known for their beneficial implications – as stable over time, this perspective is increasingly challenged. Understanding how LMX relationships evolve is especially important in an era where hybrid work disrupts the foundations of high-quality LMX relationships. Accordingly, this study aims to (1) examine changes in LMX relationships over 6 months to identify profiles of trajectories; and (2) assess the impact of the current hybrid work context on these LMX trajectories by focusing on telework intensity and monitoring practices (observational or interactional). Using three-wave longitudinal data from 769 workers across industries, we identified five distinct profiles. Among these, four displayed significant changes over time, supporting a dynamic view of LMX. Interestingly, greater fluctuations in LMX quality were associated with decreasing LMX trajectories, while higher telework intensity tended to reduce these fluctuations. Results demonstrated that monitoring practices played a critical role: observational monitoring was linked to the least desirable profiles, while interactional monitoring reduced the likelihood of belonging to those profiles. Moreover, monitoring practices impacted LMX trajectories, regardless of profile membership. The implications for LMX theory and managerial practices in a hybrid work context are discussed.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"99 1","pages":""},"PeriodicalIF":3.5,"publicationDate":"2026-01-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://bpspsychub.onlinelibrary.wiley.com/doi/epdf/10.1111/joop.70083","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145983445","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

Assessing behavioural signatures in multiple, speeded assessments to illuminate intraindividual patterns of behaviour across situations 在多个快速评估中评估行为特征，以阐明不同情况下的个人行为模式

IF 3.5 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-12-31 DOI: 10.1111/joop.70076

Theresa Leyens, Filip Lievens, Joeri Hofmans

{"title":"Assessing behavioural signatures in multiple, speeded assessments to illuminate intraindividual patterns of behaviour across situations","authors":"Theresa Leyens, Filip Lievens, Joeri Hofmans","doi":"10.1111/joop.70076","DOIUrl":"https://doi.org/10.1111/joop.70076","url":null,"abstract":"Recently, multiple, speeded assessments (MSAs) have emerged as an attractive selection and assessment method that confronts candidates with a large set of job-related behavioural simulations. This study draws on the theory of behavioural signatures (Mischel & Shoda, 1995, Psychological Review, 102, 246) to argue that there is untapped potential in MSAs. Besides obtaining information on candidate's mean level, it also allows assessing their intraindividual patterns of behaviour variations (“behavioural signatures”) across these simulations. We predicted that an assessment of behavioural signatures represents substantive information and improves the prediction of future performance above and beyond mean scores. Data were obtained from a sample of 96 junior managers who were rated by assessors on four interpersonal dimensions in an MSA that contained 18 short interpersonal role-plays. Results showed that participants can indeed be characterized by unique intraindividual patterns of behaviour variations across the role-plays and that participants differ in terms of these behavioural signatures. Moreover, between-person differences in behavioural signatures matter because, for submissiveness, affiliation and quarrelsomeness, they predict supervisory ratings of communication skills above and beyond participants' mean levels of submissiveness, affiliation and quarrelsomeness. The conceptual, research and practical implications of introducing the notion of behavioural signatures in assessment contexts are discussed.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"99 1","pages":""},"PeriodicalIF":3.5,"publicationDate":"2025-12-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145887960","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

What if there is a better way? Investigating upward counterfactual thinking as a metacognitive self-regulatory strategy for job crafting 如果有更好的方法呢？调查向上反事实思维作为工作制作的元认知自我调节策略

IF 3.5 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-12-31 DOI: 10.1111/joop.70078

Giverny De Boeck, Yukun Liu

{"title":"What if there is a better way? Investigating upward counterfactual thinking as a metacognitive self-regulatory strategy for job crafting","authors":"Giverny De Boeck, Yukun Liu","doi":"10.1111/joop.70078","DOIUrl":"https://doi.org/10.1111/joop.70078","url":null,"abstract":"This study investigates whether encouraging employees to actively reframe their thinking can stimulate behavioural job crafting, that is, optimizing their job demands and resources. Grounded in the functional theory of counterfactual thinking (CFT), we theorize that upward CFT—mentally contrasting negative work situations with better imagined alternatives—can function as a self-regulatory strategy that helps people to recognize and act on job crafting opportunities by triggering proactive goal setting. In Study 1, we find significant correlations between upward self-referent (S-R) CFT and approach- and avoidance-oriented job crafting using cross-sectional data (N = 201). In Study 2, we develop and test a new electronic upward S-R CFT micro-intervention using a 10-day experience sampling study (N = 191). Specifically, we demonstrate that this micro-intervention indirectly promotes daily job crafting behaviours in workers through triggering proactive goal setting, which in turn enhances their work engagement and task performance. Our research seeks to contribute to Job Demands-Resources theory by integrating upward S-R CFT as a metacognitive strategy that can motivate people to set and act on job crafting goals, thereby addressing calls for deeper insight into the psychological mechanisms underlying job crafting. Practically, we offer a scalable self-regulatory tool to complement existing job crafting interventions.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"99 1","pages":""},"PeriodicalIF":3.5,"publicationDate":"2025-12-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145891695","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

Examining the underpinnings of psychosocial safety climate in organizations: A crafting and identity perspective 检查组织中社会心理安全气候的基础：一个制作和身份的视角

IF 3.5 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-12-23 DOI: 10.1111/joop.70075

Philipp Hubert, Sascha Etgen, Andreas Mojzisch, Malte Roswag, Jan Alexander Häusser

{"title":"Examining the underpinnings of psychosocial safety climate in organizations: A crafting and identity perspective","authors":"Philipp Hubert, Sascha Etgen, Andreas Mojzisch, Malte Roswag, Jan Alexander Häusser","doi":"10.1111/joop.70075","DOIUrl":"https://doi.org/10.1111/joop.70075","url":null,"abstract":"There is mounting evidence that psychosocial safety climate (PSC) is positively associated with employees' mental well-being and negatively associated with burnout. Drawing on a crafting perspective, we hypothesized that these relationships are mediated by both on-job and off-job crafting. We further hypothesized that organizational identification moderates the relationship between PSC and crafting, constituting a first-stage moderated mediation model. In a pre-registered, time-lagged study with three measurement waves, we collected data from 266 employees. As predicted, PSC was positively related to mental well-being and negatively to both disengagement and emotional exhaustion. Supporting our hypotheses, on-job crafting mediated the relationships between PSC and mental well-being, and between PSC and disengagement, but not emotional exhaustion. Off-job crafting, in turn, mediated the relationships between PSC and both well-being and emotional exhaustion, but not disengagement. Although organizational identification did not moderate indirect effects via on-job crafting, it did moderate the mediation pathways through off-job crafting for both mental well-being and emotional exhaustion, but not disengagement. In conclusion, our study advances PSC research by integrating a job crafting lens and by identifying organizational identification as a key boundary condition influencing PSC's effectiveness.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 4","pages":""},"PeriodicalIF":3.5,"publicationDate":"2025-12-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://bpspsychub.onlinelibrary.wiley.com/doi/epdf/10.1111/joop.70075","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145825201","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

Integrating forced choice with rapid response measurement 将强迫选择与快速反应测量相结合

IF 3.5 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-12-19 DOI: 10.1111/joop.70073

Sabah Rasheed, Chet Robie, Adam W. Meade, Neil D. Christiansen, Robert W. Loy, Peter A. Fisher

{"title":"Integrating forced choice with rapid response measurement","authors":"Sabah Rasheed, Chet Robie, Adam W. Meade, Neil D. Christiansen, Robert W. Loy, Peter A. Fisher","doi":"10.1111/joop.70073","DOIUrl":"https://doi.org/10.1111/joop.70073","url":null,"abstract":"Rapid Response Measurement (RRM) presents stimuli in rapid succession, which has been shown to effectively limit applicant faking. This study validates a novel measure integrating forced choice item pairs with RRM. Three assessment formats were evaluated for their susceptibility to faking, construct and criterion-related validity, and potential adverse impact: Single Stimulus (SS), traditional Forced Choice (traditional FC) and the new Rapid Response Forced Choice (RRFC). Faking susceptibility was highest for SS, followed by traditional FC, with RRFC exhibiting the greatest resistance. Both FC and RRFC demonstrated enhanced fake resistance at low selection ratios. Notably, our findings suggest that RRFC maintains criterion-related validity even in simulated applicant conditions where maximal faking is expected. Although construct validity degraded in the SS format, it was preserved in both the FC and RRFC formats. Respondents completed the RRFC approximately three times faster on average and showed the least potential for adverse impact compared to the other two formats. Given the speeded nature of the RRFC, it may be uniquely capable of limiting AI-based cheating. Future directions are discussed.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 4","pages":""},"PeriodicalIF":3.5,"publicationDate":"2025-12-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://bpspsychub.onlinelibrary.wiley.com/doi/epdf/10.1111/joop.70073","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145824726","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

Too little and too much job control impair psychological needs: The buffering role of leisure crafting 工作控制过少或过多损害心理需求：休闲工艺的缓冲作用

IF 3.5 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-12-16 DOI: 10.1111/joop.70069

Sascha Etgen, Paraskevas Petrou, Jan A. Häusser

{"title":"Too little and too much job control impair psychological needs: The buffering role of leisure crafting","authors":"Sascha Etgen, Paraskevas Petrou, Jan A. Häusser","doi":"10.1111/joop.70069","DOIUrl":"https://doi.org/10.1111/joop.70069","url":null,"abstract":"It is well known that low levels of job control are problematic, but research has recently begun to examine whether the same can be true for too much job control. Based on self-determination theory and the vitamin model, we investigate the relationship between job control and psychological needs within and beyond the work context, and the moderating effects of leisure crafting. We assume that not only too little, but also too much job control can negatively affect the satisfaction of context-free psychological needs (the needs for autonomy, competence, and relatedness) through frustrated needs at work. By examining the moderating role of leisure crafting, we further seek to shed light on strategies that may counteract the spillover of frustrated needs in the work context to other life domains. To test our model, we conducted a longitudinal study with 248 employees who completed four surveys over the course of 6 weeks. We found support for a curvilinear relationship between job control and frustrated psychological needs at work (most notably autonomy and competence needs) that further extends to reduced context-free needs satisfaction. Leisure crafting counteracts a negative spillover (for autonomy and competence needs).","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 4","pages":""},"PeriodicalIF":3.5,"publicationDate":"2025-12-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://bpspsychub.onlinelibrary.wiley.com/doi/epdf/10.1111/joop.70069","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145824617","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