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

From pixels to personality: Trait expression and impression formation based on contextual virtual meeting cues 从像素到个性：基于情境虚拟会议线索的特质表达和印象形成

IF 3.5 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-12-15 DOI: 10.1111/joop.70074

Tobias Marc Härtel, Felix Hoch

{"title":"From pixels to personality: Trait expression and impression formation based on contextual virtual meeting cues","authors":"Tobias Marc Härtel, Felix Hoch","doi":"10.1111/joop.70074","DOIUrl":"https://doi.org/10.1111/joop.70074","url":null,"abstract":"Virtual meetings are an important communication channel in organizations, introducing a range of contextual cues (e.g., background objects, lighting, positioning). Building on the lens model, we examine whether contextual virtual meeting cues signal displayers' traits and are used to form basic interpersonal impressions in genuine virtual interactions. We assessed traits (Big Five, narcissism, intelligence) and mutual impressions (assertive, trustworthy, calm, competent) of 362 participants completing assessment centre group tasks via Zoom. Using a broad set of 26 contextual virtual meeting cues derived from a combined top-down/bottom-up approach, we found contextual virtual meeting cues to explain variance beyond basic demographics in all traits and most impressions. Yet, cue validities/utilizations were only moderate (r ≤ .18), as were the incremental explained variances (ΔR2 ≤ .11). Whereas there appears to be some substance to the notion that traits manifest through contextual virtual meeting cues and that these cues shape impression formation, the effects seem to be smaller than suggested by widespread practitioner advice and early experimental research. The lens model emerged as a powerful framework for guiding theoretical explanations of trait expression and impression formation in virtual business meetings, and for identifying practical implications for organizational decision-makers and meeting attendees.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 4","pages":""},"PeriodicalIF":3.5,"publicationDate":"2025-12-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://bpspsychub.onlinelibrary.wiley.com/doi/epdf/10.1111/joop.70074","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145845750","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

Does intergenerational contact improve older workers' employability? The roles of intergenerational knowledge sharing and intergenerational climate 代际接触能提高老年工人的就业能力吗？代际知识共享与代际气候的作用

IF 3.5 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-12-09 DOI: 10.1111/joop.70061

Anqi Chen, Hai-Jiang Wang, Guodong Cui, Beatrice I. J. M. Van der Heijden, Jianqiao Liao

{"title":"Does intergenerational contact improve older workers' employability? The roles of intergenerational knowledge sharing and intergenerational climate","authors":"Anqi Chen, Hai-Jiang Wang, Guodong Cui, Beatrice I. J. M. Van der Heijden, Jianqiao Liao","doi":"10.1111/joop.70061","DOIUrl":"https://doi.org/10.1111/joop.70061","url":null,"abstract":"As population ageing intensifies and the fertility rate of the population is decreasing, labour shortages have made the utilization of older workers' human capital a critical organizational priority. Based on the self-categorization theory, we proposed a model to explore the relationship between intergenerational contact and older workers' self-perceived employability through self-categorization processes. Specifically, in Study 1, we used a matched sample of 142 older and younger Chinese employees. The results indicated a positive association between intergenerational contact and older workers' self-perceived employability, which was partially mediated by both providing and obtaining knowledge at a dyadic level. Study 2 extended Study 1 from an individual perspective, and introduced a boundary condition by conducting a two-wave survey study among 385 older workers. The results replicated the positive relationship between intergenerational contact and self-perceived employability found in Study 1, and revealed indirect effects through both providing and obtaining knowledge. Furthermore, intergenerational climate was found to strengthen the positive associations between intergenerational contact and knowledge-sharing processes. Theoretical and practical implications are discussed.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 4","pages":""},"PeriodicalIF":3.5,"publicationDate":"2025-12-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145750872","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

Balancing flexibility i-deals and job insecurity: How coordination flexibility i-deals affect employee well-being and burnout 平衡弹性工作协议和工作不安全感：协调性弹性工作协议如何影响员工幸福感和职业倦怠

IF 3.5 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-12-09 DOI: 10.1111/joop.70072

Bibi Zhang, Mariya Mathai, Jia Li

{"title":"Balancing flexibility i-deals and job insecurity: How coordination flexibility i-deals affect employee well-being and burnout","authors":"Bibi Zhang, Mariya Mathai, Jia Li","doi":"10.1111/joop.70072","DOIUrl":"https://doi.org/10.1111/joop.70072","url":null,"abstract":"This research introduces coordination flexibility idiosyncratic deals (i-deals), which allow employees to negotiate their current work tasks and pursue alternative job roles and work activities. This research examines when and how coordination flexibility i-deals affect employee well-being and burnout. Drawing on social exchange theory and conservation of resources theory, we propose that coordination flexibility i-deals have a more positive effect on well-being and a more negative effect on burnout for employees who have lower job insecurity than those facing higher job insecurity. This is because coordination flexibility i-deals lead employees who have lower (relative to higher) job insecurity to less objectify themselves as if they are instrumental tools. The results of two experimental studies and two multi-wave surveys have provided support for these hypotheses. This research extends the existing literature on flexibility i-deals and adds to our understanding of the boundary conditions and mechanisms through which coordination flexibility i-deals affect well-being and burnout.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 4","pages":""},"PeriodicalIF":3.5,"publicationDate":"2025-12-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://bpspsychub.onlinelibrary.wiley.com/doi/epdf/10.1111/joop.70072","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145750566","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

Always on-line? An organizational model of leaders' after-hours smartphone use and climate of constant connectivity 总是在线吗?一个关于领导者下班后使用智能手机和持续连接氛围的组织模型

IF 3.5 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-12-06 DOI: 10.1111/joop.70067

Frederik Hesse, Hendrik Huettermann, Heike Bruch

{"title":"Always on-line? An organizational model of leaders' after-hours smartphone use and climate of constant connectivity","authors":"Frederik Hesse, Hendrik Huettermann, Heike Bruch","doi":"10.1111/joop.70067","DOIUrl":"https://doi.org/10.1111/joop.70067","url":null,"abstract":"Many leaders communicate with their followers via electronic devices during non-work time. However, prior research on information and communication technologies (ICT) in the workplace has largely neglected leaders' ICT use and its broader organizational implications. Guided by climate models of organizational functioning and effectiveness, we propose that the extent to which leaders use their smartphones after hours shapes organizational norms regarding employees' availability for and responsiveness to work-related communication via electronic devices during non-work time. Drawing from conservation of resources theory and the work–family literature, we develop and test an organizational-level model in which leaders' after-hours work-related smartphone use is positively associated with an organizational climate of constant connectivity, which in turn impairs employees' collective well-being. Findings from a large-scale, multi-source study of 5414 managerial and 17,962 non-managerial employees in 142 German organizations support our hypotheses. Moreover, we show that the indirect health-impairing effect of leaders' after-hours smartphone use is weaker in more formalized organizations. Our study integrates and contributes to ICT and work-family research by shedding light on the critical role of leaders in the emergence of shared availability norms in organizations and their implications for employees' collective well-being.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 4","pages":""},"PeriodicalIF":3.5,"publicationDate":"2025-12-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://bpspsychub.onlinelibrary.wiley.com/doi/epdf/10.1111/joop.70067","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145686475","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 diary study of playful work design, flow, and performance at work: The moderating role of organizational support for playful work design 趣味工作设计、流程与工作绩效的日记研究：组织支持对趣味工作设计的调节作用

IF 3.5 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-12-06 DOI: 10.1111/joop.70070

Alina Daniela Ștefan, Zselyke Pap, Delia Vîrgă

{"title":"A diary study of playful work design, flow, and performance at work: The moderating role of organizational support for playful work design","authors":"Alina Daniela Ștefan, Zselyke Pap, Delia Vîrgă","doi":"10.1111/joop.70070","DOIUrl":"https://doi.org/10.1111/joop.70070","url":null,"abstract":"This study investigates the role of playful work design (PWD) as a proactive behavioural strategy within the motivational process described in the Job Demands-Resources (JD-R) theory. The first objective is to explore the flow state as a mediating mechanism that links daily PWD to daily performance. The second objective is to examine whether employees' perceptions of their organization being supportive of PWD predicts greater use of daily PWD and serves as an environmental condition for the effects of daily PWD. We employed a daily diary design and surveyed 256 participants for five consecutive workdays. The findings supported the hypothesized within-person mediated process, showing that on days when employees used more PWD, they found themselves more in the flow state, which significantly predicted better performance. Furthermore, we observed significant cross-level direct and moderating effects of organizational support for PWD. The data show that employees who perceive that their organization encourages and supports PWD are more likely to engage in such behaviours. The results also underscore the role of organizational support for PWD in maximizing the benefits of PWD in the prediction of flow, but not in the prediction of performance. Organizational support for PWD significantly moderated the effects of PWD on flow but not on performance. These findings contribute to the broader understanding of the role of PWD in JD-R theory's motivational process and shed light on the cross-level interaction between environmental conditions and proactive strategies.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 4","pages":""},"PeriodicalIF":3.5,"publicationDate":"2025-12-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145686287","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

Access to flexibility I-deals: The case of autistic individuals 获得灵活性i -deal：自闭症患者的案例

IF 3.5 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-12-03 DOI: 10.1111/joop.70071

Sophie Hennekam, Eline Jammaers, Bruno Felix

{"title":"Access to flexibility I-deals: The case of autistic individuals","authors":"Sophie Hennekam, Eline Jammaers, Bruno Felix","doi":"10.1111/joop.70071","DOIUrl":"https://doi.org/10.1111/joop.70071","url":null,"abstract":"This study examines access to i-deals for autistic employees at work. We draw on a mixed methods approach consisting of 300 qualitative surveys and 12 semi-structured interviews with autistic individuals in employment. The findings show that autistic individuals desire especially flexibility i-deals but find it challenging to negotiate them. We contribute to the literature on i-deals that has focused mainly on its outcomes by studying access to such personalized arrangements and positioning this negotiation as a social process between autistic workers and their employers. Second, we extend the literature on the dark sides of i-deals by drawing on critical disability studies, ableism, and power dynamics to reveal its potentially inequality-enhancing character for autistic employees. Third, we contribute to multilevel models of workplace inequality by highlighting that access to flexibility i-deals is influenced by interrelated multilevel factors. Although flexibility is important for autistic employees, we show that they seem to have less access to flexibility i-deals, hindering their inclusion in the labour market. We argue that collective flexibility could overcome this and might be useful to make the workplace more inclusive.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 4","pages":""},"PeriodicalIF":3.5,"publicationDate":"2025-12-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://bpspsychub.onlinelibrary.wiley.com/doi/epdf/10.1111/joop.70071","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145686267","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 and how gain cycles operate: Examining the temporal dynamics of gain cycles between PsyCap, work engagement and strengths use 增益周期何时以及如何运作：检查PsyCap、工作投入和优势使用之间增益周期的时间动态

IF 3.5 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-12-03 DOI: 10.1111/joop.70068

Rebekka Kuhlmann

{"title":"When and how gain cycles operate: Examining the temporal dynamics of gain cycles between PsyCap, work engagement and strengths use","authors":"Rebekka Kuhlmann","doi":"10.1111/joop.70068","DOIUrl":"https://doi.org/10.1111/joop.70068","url":null,"abstract":"This study explores when and how gain cycles between psychological capital (PsyCap), work engagement and strengths use operate within organizational contexts, grounded in Job Demands–Resources (JD-R) and Conservation of Resources (COR) theories. While existing research highlights gain cycles based on these theories, the temporal dynamics of how these relationships unfold within and across days remain underexplored. Using a daily diary methodology with two measurement points per workday over 2 weeks, results confirm positive mediated gain cycles within the same workday, with work engagement reinforcing itself through sequential pathways of strengths use and PsyCap. However, contrary to expectations, next-day analyses revealed non-significant mediated gain cycles, suggesting that gain cycles reset overnight. These findings contribute to JD-R theory by clarifying both when gain cycles operate (within-day enhancement vs. cross-day reset) and how they function through specific mediated pathways rather than simple direct effects. Practical implications emphasize enabling the behavioural (strengths use) and psychological (PsyCap) mechanisms that employees use to shape their own engagement.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 4","pages":""},"PeriodicalIF":3.5,"publicationDate":"2025-12-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://bpspsychub.onlinelibrary.wiley.com/doi/epdf/10.1111/joop.70068","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145686225","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

Bottom line above all: A meta-analysis of antecedents and consequences of leader bottom-line mentality 最重要的是：对领导者底线心态的前因和后果的元分析

IF 3.5 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-12-03 DOI: 10.1111/joop.70066

Fubin Jiang, Zhen Wang, Ningyu Tang, Qijie Ma

{"title":"Bottom line above all: A meta-analysis of antecedents and consequences of leader bottom-line mentality","authors":"Fubin Jiang, Zhen Wang, Ningyu Tang, Qijie Ma","doi":"10.1111/joop.70066","DOIUrl":"https://doi.org/10.1111/joop.70066","url":null,"abstract":"In today's increasingly competitive organizational environments, many leaders have adopted a single-minded pursuit of bottom-line objectives—defined as leader bottom-line mentality (BLM)—to boost personal rewards and organizational profits. While existing literature on leader BLM is extensive, it remains fragmented, leaving two critical questions unresolved: What drives leaders' adoption of BLM, and how does it shape employee outcomes? To address these gaps, we propose an integrated model that identifies personal and situational antecedents of leader BLM, as well as key mechanisms through which leader BLM influences employees' work outcomes. Based on 68 independent samples (N = 15,818), our meta-analytic findings reveal that both personal (competitiveness, performance reward expectancy) and situational factors (ethical climate, competitive climate, performance pressure) are significantly associated with leader BLM. Leader BLM exerts its influence through three distinct pathways—cognitive compliance, relational impairment and resource depletion—ultimately leading to lower task performance, reduced organizational citizenship behaviours, diminished well-being and greater unethical behaviours. We also found leader BLM is more positively correlated with employee task performance in non-Western, high power distance, low individualism, high long-term orientation and low indulgence samples. We discuss theoretical and practical implications of these findings, along with the study's limitations and future research directions.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 4","pages":""},"PeriodicalIF":3.5,"publicationDate":"2025-12-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145686268","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

Going off script: Exploring the reporting of preregistration deviations in Industrial and Organizational Psychology and their relationship with questionable research practices 脱稿：探索工业和组织心理学中注册前偏差的报告及其与可疑研究实践的关系

IF 3.5 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-11-29 DOI: 10.1111/joop.70057

Ann-Kathrin Torka, Joachim Hüffmeier

{"title":"Going off script: Exploring the reporting of preregistration deviations in Industrial and Organizational Psychology and their relationship with questionable research practices","authors":"Ann-Kathrin Torka, Joachim Hüffmeier","doi":"10.1111/joop.70057","DOIUrl":"https://doi.org/10.1111/joop.70057","url":null,"abstract":"In the present study, we aim to take stock of, encourage and contribute to the establishment of preregistration as a standard to increase transparency in Industrial and Organizational Psychology (IOP). To do so, we examined to what extent IOP research is preregistered and adheres to preregistrations. We analysed 27 IOP journals and found that only 91 articles (0.70% of studies published between 2017 and 2023) included a preregistration. A random sample of 25 of these preregistered studies revealed that 72% deviated from their preregistrations at least once, with 68% having at least one undisclosed deviation, indicating that deviations from preregistrations are common. The studies in our IOP sample deviated on average M = 1.84 (SD = 1.72) times from their preregistrations. Importantly, the vast majority of these deviations do not seem to be linked to questionable research practices. We further compared the IOP sample with a recent sample from Psychological Science, which represents the current state-of-the-art in preregistrations. We found no difference in the number of (undisclosed) deviations, which suggests that preregistration can be effectively implemented even in fields where it is not yet standard. To support this implementation, we offer resources and best practice recommendations for transparently reporting deviations.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 4","pages":""},"PeriodicalIF":3.5,"publicationDate":"2025-11-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://bpspsychub.onlinelibrary.wiley.com/doi/epdf/10.1111/joop.70057","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145626414","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

Reaching for the stars while staying grounded: Examining career transition outcomes across different temporal focus profiles 在脚踏实地的同时，追求理想：在不同的时间焦点背景下研究职业转型的结果

IF 3.5 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2025-11-22 DOI: 10.1111/joop.70064

Xinhui Jing, Marijke Verbruggen, Paulien D'Huyvetter

{"title":"Reaching for the stars while staying grounded: Examining career transition outcomes across different temporal focus profiles","authors":"Xinhui Jing, Marijke Verbruggen, Paulien D'Huyvetter","doi":"10.1111/joop.70064","DOIUrl":"https://doi.org/10.1111/joop.70064","url":null,"abstract":"Many people who long for a career change do not realize their desired change. Whereas scholars have often explained this observation by focusing on external barriers, awareness has grown that people may also fail to take sufficient action. Since unfulfilled desires can negatively affect people's well-being and performance, it is crucial to understand which individuals are more susceptible to this phenomenon than others. Drawing on Mental Contrasting Theory, we propose that different temporal focus profiles relate to differences in the career transition process and in transition outcomes. We collected two-wave data with 306 Belgian workers who had a clear longing for a career change. Using latent profile analysis, we identified three temporal focus profiles: balanced focus, anytime-but-now focus and carpe diem focus. We found that individuals with a balanced focus profile were more likely to realize their desired job change than those with an anytime-but-now focus, through more frequent job search behaviour and lower career inaction. Balanced-focus individuals were also more likely to achieve a job change than those with a carpe diem focus profile, although this relationship was not explained by job search behaviour or career inaction. No differences in psychological well-being across profiles were found.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 4","pages":""},"PeriodicalIF":3.5,"publicationDate":"2025-11-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145581448","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