Journal of Occupational and Organizational Psychology最新文献_第4页

Linguistics of the heart and mind: Negotiating in one's native language is comfortable but not efficient 心灵和思想的语言学：用母语谈判舒适但效率不高

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-06-26 DOI: 10.1111/joop.12524

Adrian Barragan Diaz, Jimena Y. Ramirez Marin, Elena Poliakova, Francisco J. Medina

{"title":"Linguistics of the heart and mind: Negotiating in one's native language is comfortable but not efficient","authors":"Adrian Barragan Diaz, Jimena Y. Ramirez Marin, Elena Poliakova, Francisco J. Medina","doi":"10.1111/joop.12524","DOIUrl":"10.1111/joop.12524","url":null,"abstract":"When negotiating with partners from abroad, which language should we choose: a native or a foreign one? To answer this question, we leverage dual-process theory to investigate how using a native versus foreign language affects negotiation strategies and outcomes and explore the moderating role of emotions. Across three studies that use dual-language speakers of four of the five most common languages in the world (English, Chinese, Spanish and French), our findings consistently show that, while the native language is the preferred option for negotiation (Study 1), the consequences are more emotional expression, more passive strategies and worse outcomes (Studies 2 and 3). Anger in a native versus foreign language makes negotiators compromise more, which results in worse outcomes (Study 3). Our contribution is threefold: We are the first to explore the effects of language (foreign vs. native) in an empirical negotiation setting; we separate the intrapersonal from the interpersonal effects of language by using the Actor-Partner Interdependence Model; and we establish that the language effects are independent of culture. Our results suggest that managers should use their native language with caution when negotiating, since they might unconsciously display higher levels of emotion and use more passive negotiation strategies.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 4","pages":"1451-1474"},"PeriodicalIF":4.9,"publicationDate":"2024-06-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141504739","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

Making our groups better? The roles of moral disengagement and group identification in the learning of pro-group unethical behaviour 让我们的团体变得更好？道德脱离和群体认同在学习亲群体不道德行为中的作用

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-06-25 DOI: 10.1111/joop.12528

Julie N. Y. Zhu, Long W. Lam, Yolanda Na Li, Maggie Q. Shao

{"title":"Making our groups better? The roles of moral disengagement and group identification in the learning of pro-group unethical behaviour","authors":"Julie N. Y. Zhu, Long W. Lam, Yolanda Na Li, Maggie Q. Shao","doi":"10.1111/joop.12528","DOIUrl":"10.1111/joop.12528","url":null,"abstract":"Pro-group unethical behaviour (PGUB) refers to a set of behaviours that conflict with moral standards but are beneficial to the interests of an actor's workgroup. Drawing on social cognitive theory, this research investigates whether, how, and when perceived co-worker PGUB leads employees to engage in the same unethical behaviour. We propose that moral disengagement is a crucial mechanism through which PGUB is transmitted from co-workers to employees and that this relationship is further amplified by employees' group identification. The results of three field studies featuring different samples consistently highlight the mediating role of moral disengagement in the relationship between perceived co-worker PGUB and employee PGUB. Furthermore, employees who identify strongly with their workgroup are more likely to exhibit moral disengagement and learn their co-workers' PGUB than are employees with low group identification. The findings of this research provide insights for both theory and practice.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 4","pages":"1550-1571"},"PeriodicalIF":4.9,"publicationDate":"2024-06-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12528","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141513090","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 vanishing applicant: Uncovering aberrant antecedents to ghosting behaviour 消失的申请人揭示幽灵行为的异常前因

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-06-24 DOI: 10.1111/joop.12522

Brian D. Lyons, Robert H. Moorman, John W. Michel

{"title":"The vanishing applicant: Uncovering aberrant antecedents to ghosting behaviour","authors":"Brian D. Lyons, Robert H. Moorman, John W. Michel","doi":"10.1111/joop.12522","DOIUrl":"10.1111/joop.12522","url":null,"abstract":"Research suggests that both applicants and organizations may withdraw from the recruitment and selection process without notice. This behaviour, referred to as ‘ghosting’, is prevalent yet empirical research on this topic is unfortunately scarce. To gain greater clarity, the current study examines the antecedents of applicant ghosting behaviour, which we place within the nomological network of maladaptive workplace behaviour. Drawing on an interactionist framework, we examine the role of aberrant dispositional characteristics – the Dark Triad, self-control and fear of missing out (FoMO) – in predicting applicant ghosting behaviour. We also draw on trait activation and conservation of resources theories to examine how the experience of being ghosted before moderates these relationships between aberrant dispositional characteristics and ghosting behaviour. Results from a two-wave design suggest that psychopathy and FoMO positively predicted ghosting behaviour and being ghosted before moderated relationships between both (a) self-control and ghosting behaviour and (b) FoMO and ghosting behaviour. Qualitative data suggest that perceived fit and interest, communication and ghosting norms, company culture and behaviour, and compensation and benefits were the primary reasons why applicants engage in ghosting behaviour. We discuss the theoretical and practical implications of these results and offer future research directions in this nascent field.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 4","pages":"1427-1450"},"PeriodicalIF":4.9,"publicationDate":"2024-06-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12522","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141504740","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

A dual-process model of the effects of boundary segmentation on work–nonwork conflict 边界划分对工作与非工作冲突影响的双过程模型

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-06-24 DOI: 10.1111/joop.12526

George Michaelides, Karen Niven, Stephen Wood, Ilke Inceoglu

{"title":"A dual-process model of the effects of boundary segmentation on work–nonwork conflict","authors":"George Michaelides, Karen Niven, Stephen Wood, Ilke Inceoglu","doi":"10.1111/joop.12526","DOIUrl":"10.1111/joop.12526","url":null,"abstract":"Segmentation of work from nonwork life is widely presented as desirable to maximize recovery from work. Yet it involves effort which may reduce its positive effects. We present a dual-process model of segmentation based on integrating boundary theory and self-regulation theory that shows how creating and maintaining boundaries can have both positive and negative effects. Segmentation allows individuals not only to psychological detach from work, thereby reducing work–nonwork conflict, but can also deplete an individual's momentary capacity for state self-control, increasing work–nonwork conflict. We tested our model with two studies: a weekly diary study with a sample of 436 individuals and a daily diary study with data collected at two time points each day from 162 participants. Using a Bayesian approach, we find some support for our hypothesized dual pathways. In both studies, psychological detachment mediated a negative relationship between segmentation and work–nonwork conflict. In the daily study, self-control capacity mediated a positive relationship between segmentation and work–nonwork conflict, but this effect was present only when individuals worked onsite and not when working at home. This article contributes towards understanding the mechanisms explaining the relationship between segmentation and work–nonwork conflict and underscores the importance of self-regulation in this process.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 4","pages":"1502-1525"},"PeriodicalIF":4.9,"publicationDate":"2024-06-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12526","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141513091","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 do older employees achieve successful ageing at work through generativity in the digital workplace? A self-affirmation perspective 老年员工如何通过数字工作场所的生成性实现工作中的成功老龄化？自我肯定的视角

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-06-21 DOI: 10.1111/joop.12525

Changyu Wang, Yimeng Zhang, Jiaojiao Feng

{"title":"How do older employees achieve successful ageing at work through generativity in the digital workplace? A self-affirmation perspective","authors":"Changyu Wang, Yimeng Zhang, Jiaojiao Feng","doi":"10.1111/joop.12525","DOIUrl":"10.1111/joop.12525","url":null,"abstract":"The necessity of helping older employees achieve career success in the digital workplace has drastically increased. Drawing on self-affirmation theory, we postulate that using enterprise social media (ESM) to conduct intergenerational knowledge sharing (IGKS) is a generativity and self-affirmation behaviour in the digital workplace, and investigate how it would help older employees enhance job performance and thus achieve successful ageing at work. Study 1 (a three-wave time-lagged survey study with 262 older employees over 40 years old) demonstrates that, older employees' IGKS in ESM positively affects their job performance via personal needs-job supplies fit. Perceived younger colleagues' knowledge disseminative capacity can weaken, but perceived younger colleagues' knowledge absorptive capacity can strengthen the above indirect effect. We replicated the first study's findings in Study 2 using a two-wave survey with 161 older employees over 50 years old. Additionally, we found that older employees' IGKS in ESM positively influences their job performance via a serial mediation of organization-based self-esteem and needs-supplies fit. Perceived younger colleagues' knowledge disseminative capacity can weaken, but knowledge absorptive capacity can strengthen the serial mediation relationship. These findings contribute to integrating IGKS and ESM literature to improve the theoretical framework of successful ageing at work.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 4","pages":"1475-1501"},"PeriodicalIF":4.9,"publicationDate":"2024-06-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141513092","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

Breaking the concrete ceiling: Resources and strategies for career success amongst Black and Asian minority ethnic women leaders 打破水泥天花板：黑人和亚裔少数民族女性领导者事业成功的资源和战略

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-06-10 DOI: 10.1111/joop.12520

Lilian Otaye-Ebede, Samah Shaffakat

{"title":"Breaking the concrete ceiling: Resources and strategies for career success amongst Black and Asian minority ethnic women leaders","authors":"Lilian Otaye-Ebede, Samah Shaffakat","doi":"10.1111/joop.12520","DOIUrl":"10.1111/joop.12520","url":null,"abstract":"Despite ongoing research efforts to resolve the pertinent issues with the underrepresentation of women from Black and Asian Minority Ethnic backgrounds in senior leadership positions, the problem persists. We suggest that one reason for the lack of progress is that management research has predominantly focused on the manifestation of race and gender inequality, the barriers experienced by these women, and the resulting adverse outcomes, with inadequate attention given to practical interventions for resolving these issues. We argue that an urgent and critical paradigm shift from problems to solutions is required in order to advance the field. Using the conservation of resource theory as a lens, we explore the lived experiences of 50 highly successful Black and Asian women and how they navigated the organizational labyrinth to achieve success in their careers. Our findings revealed that despite discriminatory experiences that threatened their career advancement, there were several personal and contextual resources which they drew upon to achieve career success. We develop a resource taxonomy framework illustrating these salient career advancement resources across their career journey, alongside strategies they used to protect these valuable resources. Our findings have theoretical and practical implications for career, leadership and diversity scholars and practitioners.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 4","pages":"1243-1281"},"PeriodicalIF":4.9,"publicationDate":"2024-06-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12520","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141361869","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

Leader humility and follower prosocial behaviours: Integrating three theoretical perspectives 领导者的谦逊与追随者的亲社会行为：整合三种理论视角

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-06-07 DOI: 10.1111/joop.12521

Jianfeng Jia, Baoyi Feng, Yingxin Deng, Weipeng Lin, Danzhao Ning

{"title":"Leader humility and follower prosocial behaviours: Integrating three theoretical perspectives","authors":"Jianfeng Jia, Baoyi Feng, Yingxin Deng, Weipeng Lin, Danzhao Ning","doi":"10.1111/joop.12521","DOIUrl":"10.1111/joop.12521","url":null,"abstract":"Integrating social cognitive perspective, social exchange perspective, and social identity perspective, we developed a research model examining how leader humility affects follower prosocial behaviours via three psychological mechanisms (i.e., self-efficacy, affective trust, and perceived insider status). We used two field survey studies to examine our research model. Using a three-wave lagged design, Study 1 (N = 221) found that leader humility had positive indirect effects on employee knowledge exchange, an information-based indicator of prosocial behaviours, through all three mechanisms. To constructively replicate and extend our findings, Study 2 (N = 230) used a multi-source and three-wave lagged design and incorporated two additional indicators of prosocial behaviours: helping behaviour and voice behaviour. The results showed that affective trust mediated the positive effects of leader humility on all indicators of prosocial behaviours, indicating that social exchange is a powerful theoretical lens in explaining the implications of leader humility. Self-efficacy mediated the positive effect of leader humility on knowledge exchange and helping behaviour. However, perceived insider status did not exhibit any significant mediating effect. We discussed the theoretical and practical implications of these findings for leadership.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 4","pages":"1282-1306"},"PeriodicalIF":4.9,"publicationDate":"2024-06-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141370966","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 relational perspective on how and when follower attachment style impacts job performance: The moderating role of leader neuroticism 从关系角度看追随者依恋风格如何以及何时影响工作绩效：领导者神经质的调节作用

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-05-29 DOI: 10.1111/joop.12509

Allan Lee, Joanne Lyubovnikova, Geoff Thomas, Gary Schwarz, Jie Cao

{"title":"A relational perspective on how and when follower attachment style impacts job performance: The moderating role of leader neuroticism","authors":"Allan Lee, Joanne Lyubovnikova, Geoff Thomas, Gary Schwarz, Jie Cao","doi":"10.1111/joop.12509","DOIUrl":"10.1111/joop.12509","url":null,"abstract":"We integrate insights from attachment theory and relational leadership to develop a novel interpersonal explanation of why, how and when followers' attachment anxiety and avoidance impact performance. Drawing on the attachment system dynamics model, we posit that attachment avoidance will be negatively related to LMX quality, whereas attachment anxiety will be positively related to LMX ambivalence. Furthermore, we predict that followers' anxious (and avoidant) attachment styles will interact with leader neuroticism leading to a hyperactivation (deactivation) of the attachment system, manifesting in greater LMX ambivalence (and lower LMX quality). Across three studies, we found consistent evidence for a positive relationship between follower attachment anxiety and LMX ambivalence, as well as an indirect effect between attachment anxiety and job performance. Leader neuroticism was especially likely to induce LMX ambivalence and, in turn, undermine job performance in anxiously attached followers. Attachment avoidance, although unaffected by leader neuroticism, was negatively related to LMX quality across all three studies and demonstrated an indirect effect on job performance in Study 3. Overall, our findings shed light on the unique explanatory power of relational mechanisms, beyond previously examined intrapersonal mechanisms, for understanding the attachment style–performance relationship as well as the role that leader characteristics play in triggering the attachment system in anxious followers.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 3","pages":"977-1010"},"PeriodicalIF":4.9,"publicationDate":"2024-05-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12509","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141196318","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

Boosting school staff well-being and engagement through identity leadership: The mediating role of organizational climate 通过身份领导提升学校教职员工的幸福感和参与度：组织氛围的中介作用

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-05-27 DOI: 10.1111/joop.12513

Diana Cárdenas, Bethany Reid, Haochen Zhou, Katherine J. Reynolds

{"title":"Boosting school staff well-being and engagement through identity leadership: The mediating role of organizational climate","authors":"Diana Cárdenas, Bethany Reid, Haochen Zhou, Katherine J. Reynolds","doi":"10.1111/joop.12513","DOIUrl":"10.1111/joop.12513","url":null,"abstract":"Organizations and their leaders are recognized as key players in staff well-being and engagement but there is limited longitudinal research with large samples. Moreover, it is not clear how specifically leader behaviour impacts on well-being. Based on the social identity approach, we argue that school leaders who are capable of crafting and clarifying what it means to be an organizational member while actively representing the groups' interests—an identity leader—will be able to foster a positive school climate. In turn, this positive climate should result in a range of positive outcomes for school staff members, including better well-being and engagement in their work. Using a longitudinal survey of over 6000 school staff, we found support for our hypothesis: school staff members who perceived their school leaders as being identity leaders perceived a more positive school climate 1 year later, which, in turn, predicted higher levels of well-being (lower burnout, lower stress and higher self-esteem) and engagement in school outcomes (higher organizational commitment, team morale and professional development). Overall, these results underline the key role that school identity leaders play in crafting positive working environments and outcomes for staff members.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 4","pages":"1353-1378"},"PeriodicalIF":4.9,"publicationDate":"2024-05-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12513","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141196378","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

Striving to contribute to the greater good: Changes in self-transcendent versus self-enhancement career strivings during a global pandemic 努力为更大的利益做出贡献：全球大流行病期间自我超越与自我提升的职业追求的变化

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-05-24 DOI: 10.1111/joop.12514

Andreas Hirschi, Dawa Schläpfer, Daniel Spurk, Jos Akkermans

{"title":"Striving to contribute to the greater good: Changes in self-transcendent versus self-enhancement career strivings during a global pandemic","authors":"Andreas Hirschi, Dawa Schläpfer, Daniel Spurk, Jos Akkermans","doi":"10.1111/joop.12514","DOIUrl":"10.1111/joop.12514","url":null,"abstract":"The COVID-19 pandemic, as a major crisis event, could have changed people's career goals. We examined change trajectories in self-transcendent versus self-enhancement career strivings during the COVID-19 pandemic among 662 employees from Germany with eight measurement waves across 7 months. Building on event systems theory and the literature on prosocial motivation and altruism, we examined whether affective and cognitive self-focused and other-focused reactions to the pandemic (i.e., personal distress, empathic concern, and perceived responsibility) predicted differences in changes in career strivings. Analyses with growth curve mixture modelling suggest three distinct groups in terms of stable (N = 537), declining (N = 12), and increasing (N = 113) self-transcendent versus self-enhancement career strivings. Controlling various individual and contextual factors, membership in the increasing group was predicted by more empathic concern for people negatively affected by the COVID crisis. In addition, less dispositional self-concern, more other-concern, less job insecurity, experiencing job loss and less career impact of the pandemic predicted an increasing self-transcendent versus self-enhancement career strivings trajectory compared to other trajectories. The results imply that career strivings can change during major crisis events, predicted by empathic reactions to the effects of the crisis and personal dispositions and contextual factors.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"97 4","pages":"1379-1402"},"PeriodicalIF":4.9,"publicationDate":"2024-05-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12514","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141101679","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