Journal of Occupational and Organizational Psychology最新文献_第6页

Gender quotas influence the appointment of women to precarious leadership positions: A signalling approach 性别配额影响妇女担任不稳定领导职位的任命：一种信号方法

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-11-04 DOI: 10.1111/joop.12557

Meir Shemla, Anika Ihmels, Juergen Wegge

{"title":"Gender quotas influence the appointment of women to precarious leadership positions: A signalling approach","authors":"Meir Shemla, Anika Ihmels, Juergen Wegge","doi":"10.1111/joop.12557","DOIUrl":"https://doi.org/10.1111/joop.12557","url":null,"abstract":"In this research we address the ongoing debate about the existence of the glass-cliff phenomenon by investigating boundary conditions and mechanisms influencing its persistence and decline. Drawing on signalling theory, we hypothesize that the glass-cliff's presence fluctuates with the clarity of signals associated with appointing women board members at various stages of quota policy implementation. In Study 1, we analyzed a dataset of 258 board appointments in German-listed companies from 2003 to 2020. We found that women executives were more likely to be appointed following periods of declining performance during Stage 1 (pre-quota announcement) and Stage 3 (post-quota enforcement), but not in Stage 2 (post-announcement, pre-enforcement). In Study 2, an experiment with 476 respondents, we tested for changes in signal clarity as an underlying mechanism. Results indicate that signal clarity associated with appointing women following performance decline is influenced by quota policies. Signal clarity was highest during stages 1 and 3, but diminished in Stage 2. These findings support the signalling explanation for the glass-cliff, highlighting that its occurrence is influenced by country-level policies and emphasizing that the symbolic value of appointing women to board positions as indicators of change depends on the clarity of these signals.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2024-11-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12557","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143111891","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

Sparking or smothering darkness: Motivational climates influence the leader grandiose narcissism–follower trust relation via leader self-serving behaviour 激发或压抑黑暗：激励气候通过领导者的自我服务行为影响领导者自大自恋与追随者的信任关系

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-10-23 DOI: 10.1111/joop.12555

Susanne Braun, Ed Sleebos, Leah L. Zou, Barbara M. Wisse

{"title":"Sparking or smothering darkness: Motivational climates influence the leader grandiose narcissism–follower trust relation via leader self-serving behaviour","authors":"Susanne Braun, Ed Sleebos, Leah L. Zou, Barbara M. Wisse","doi":"10.1111/joop.12555","DOIUrl":"https://doi.org/10.1111/joop.12555","url":null,"abstract":"Research suggests that the effects of leader narcissism can be complex and context dependent, causing a lack of clarity about the conditions under which leader narcissism affects follower perceptions. We posit that the organizational climate plays an important moderating role in the relationships between leader narcissism, leader self-serving behaviour and follower trust. Based on trait activation theory, we argue that organizational-level cues can spark or smother narcissistic leaders' self-serving behaviour with downstream consequences for followers' trust. Our focus lies on motivational climates in organizations, encompassing both performance climate and mastery climate, as providers of trait-relevant cues. A multilevel and multisource survey of 546 leaders and 1718 followers supports the hypothesized relationships. We find a negative effect of leader narcissism on trust in the leader via leader self-serving behaviour when the performance climate is high (vs. low). We also find a negative effect of leader narcissism on trust in the leader via leader self-serving behaviour when the mastery climate is low (vs. high). We discuss how leader self-serving behaviour as a quintessential behavioural expression of leader narcissism is sensitive to specific cues from the organizational context, how motivational climates help to inform the understanding of leader narcissism, and the practical implications.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2024-10-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12555","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143118534","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

Unpacking leader critical thinking in employee voice quality and silence frequency 分析领导者对员工语音质量和沉默频率的批判性思考

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-10-18 DOI: 10.1111/joop.12554

Jing Jiang, Yaping Gong, Yanan Dong, Yi Han, Yu Qin

{"title":"Unpacking leader critical thinking in employee voice quality and silence frequency","authors":"Jing Jiang, Yaping Gong, Yanan Dong, Yi Han, Yu Qin","doi":"10.1111/joop.12554","DOIUrl":"https://doi.org/10.1111/joop.12554","url":null,"abstract":"Previous research has predominantly examined either voice quantity or quality. We know little about the potential tradeoff between voice quantity and quality and the role of leaders in this tradeoff. This study focused on the dual aspects of voice, examining how and when the same leader attribute facilitates (inhibits) one aspect of voice, but does not facilitate (inhibit) or even hamper (facilitate) the other aspect. Specifically, we proposed that leader critical thinking stimulates the formation of employees' implicit voice theory of the need for solid data or solutions (IVT-SDS) before one speaks up. This belief boosts the quality of employee voice especially when voice efficacy is high, but increases the frequency of employee silence especially when voice efficacy is low. In Study 1a, we experimentally tested the relationship between leader critical thinking and employees' IVT-SDS. In Study 1b, we experimentally examined the interactive effect of employees' IVT-SDS and their voice efficacy on both their voice quality and silence frequency. In Study 2, a multilevel, multi-wave and multi-source field study, we tested the entire research model. The results supported our hypotheses. We extend the research on leadership and voice by revealing a potential tradeoff between voice quality and quantity.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2024-10-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143116259","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

Identity work responses to workplace stigmatization: Power positions, authenticity, religious coping and religious accommodation for skilled practising Muslim professionals 身份工作对工作场所污名化的反应：权力地位、真实性、宗教应对和对熟练的穆斯林专业人士的宗教适应

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-10-15 DOI: 10.1111/joop.12553

Rami Al-Sharif

{"title":"Identity work responses to workplace stigmatization: Power positions, authenticity, religious coping and religious accommodation for skilled practising Muslim professionals","authors":"Rami Al-Sharif","doi":"10.1111/joop.12553","DOIUrl":"https://doi.org/10.1111/joop.12553","url":null,"abstract":"Despite the challenges Muslims face because of their stigmatized religious identity, little is known about how they navigate that identity in the workplace. Adopting an interpretivist perspective of identity work, this study investigates this issue by building on two-round in-depth interviews (35 in round-one and 21 in round-two) with skilled practising British Muslim professionals. It extends work on power positions to show the privileges those in senior managerial positions have, including assertiveness and control over workplace interactions and outcomes. It further advances understanding of authenticity, revealing that, despite their experiences of stigmatization, these professionals tend to remain true to their religious identity, openly practising their religion in the workplace. They perceive identity re-interpretation to be part of authenticity, and a responsibility to contest religious stigma. Importantly, this study conceptualizes proactive religious coping as an identity work response to workplace stigmatization, theorized in this organizational context as turning to God and religious rituals for meaning, comfort, resilience and reconciliation, whilst also being proactive and fighting to challenge experiences of stigmatization. However, unlike for other stigmatized groups, inclusive organizational practices, particularly religious accommodation, are not a driver for authenticity, but rather a signal for environment-fit and authenticity is instead driven by religious identity.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2024-10-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12553","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143115535","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

My job characteristics make me procrastinate or not: An emotional perspective 我的工作特点是否会让我拖延：一种情感视角

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-10-07 DOI: 10.1111/joop.12551

Yangxin Wang, Hong Zhang, Zhen Wang

{"title":"My job characteristics make me procrastinate or not: An emotional perspective","authors":"Yangxin Wang, Hong Zhang, Zhen Wang","doi":"10.1111/joop.12551","DOIUrl":"https://doi.org/10.1111/joop.12551","url":null,"abstract":"Workplace procrastination is a prevalent phenomenon that significantly impacts employee productivity and organizational competitiveness. Drawing on cognitive–motivational–relational theory, this study adopts an emotional perspective to investigate how and when job characteristics (i.e. hindrance job demands, challenge job demands and job resources) impact employees' workplace procrastination in distinct ways. We suggest that both hindrance and challenge demands may evoke fear of tasks, eliciting an action tendency of escape and avoidance, thus indirectly leading to procrastination. Notably, challenge demands may exhibit a dual effect by simultaneously enhancing interest in tasks with an action tendency of exploration, thus negatively and indirectly influencing procrastination. Job resources may generate joy about tasks, fostering an action tendency of free activation, thereby indirectly reducing procrastination. We further investigate how psychological capital, which largely shapes employees' appraisal of job characteristics, may alter the above relationships. We conducted two studies to examine our hypotheses and delve into the potential reversed relationships between job characteristics and procrastination. Theoretical and practical implications are discussed.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2024-10-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143113125","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

Organizations offering line manager training in mental health and presenteeism: A secondary data analysis of organizational-level data 提供直线经理心理健康和出勤培训的组织：组织层面数据的二级数据分析

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-10-05 DOI: 10.1111/joop.12552

Teixiera Dulal-Arthur, Juliet Hassard, Jane Bourke, Maria Wishart, Craig Bartle, Stephen Roper, Vicki Belt, Stavroula Leka, Nick Pahl, Louise Thomson, Holly Blake

{"title":"Organizations offering line manager training in mental health and presenteeism: A secondary data analysis of organizational-level data","authors":"Teixiera Dulal-Arthur, Juliet Hassard, Jane Bourke, Maria Wishart, Craig Bartle, Stephen Roper, Vicki Belt, Stavroula Leka, Nick Pahl, Louise Thomson, Holly Blake","doi":"10.1111/joop.12552","DOIUrl":"https://doi.org/10.1111/joop.12552","url":null,"abstract":"Presenteeism (working while ill) due to mental ill-health is estimated to be one of the largest economic costs to employers. We seek to investigate the relationship between line manager training in mental health (MH) and presenteeism trends at work. The aim of this study was twofold: (i) to examine the relationship between the provision of a new and emerging workplace MH and wellbeing (MH&WB) initiative – line manager (LM) training in MH – and presenteeism as reported by organizations and (ii) to examine the reasons for presenteeism, and organizational-level strategies used to action it. To address these questions, we conducted a secondary data analysis using panel data from 7139 firms in England over four time points (2020–2023). Probit regression analysis revealed that organizations offering LM training are less likely to report presenteeism. Our analysis revealed that providing LM training may increase awareness and readiness to tackle presenteeism within the organization, but this does not always translate into actionable strategies. Limitations of the study and recommendations for future research are discussed.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2024-10-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12552","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143112265","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 mixed-method exploratory study of weight-based mistreatment at work 工作中基于体重的虐待的混合方法探索性研究

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-10-04 DOI: 10.1111/joop.12550

Grace Lemmon, Jaclyn M. Jensen, Goran Kuljanin, Renee Chu-Jacoby

{"title":"A mixed-method exploratory study of weight-based mistreatment at work","authors":"Grace Lemmon, Jaclyn M. Jensen, Goran Kuljanin, Renee Chu-Jacoby","doi":"10.1111/joop.12550","DOIUrl":"https://doi.org/10.1111/joop.12550","url":null,"abstract":"Across two studies, this exploratory research examines stigma faced by larger-bodied people by exploring the phenomenon of weight-based mistreatment (WBM), defined as interpersonal disrespect levied on a person explicitly due to their larger body size, at work. Through qualitative research we first describe distinct forms of WBM experienced by 175 self-defined overweight US employees, as well as consequences of WBM for bullied targets and their organizations. Next, through a quantitative survey distributed to a separate sample of larger-bodied workers, our exploratory evaluation of WBM found that it is all-too common in many forms, including overt and covert aggression, microaggression, incivility, and benevolent, yet disrespectful comments oriented around a person's weight. One or more forms of these behaviours were experienced by 75% of our 1008-person sample, with overt and covert aggression being most common, and coworkers most often perpetrating WBM. Drawing on objectification theory, we observe a host of harmful consequences ranging from diminished engagement, worsened professional interactions, and a lack of self-care. Altogether, results reveal WBM is a substantial problem, and thus they serve as a call to action for HR professionals, managers, and inclusion advocates to better understand the experiences of this vulnerable population.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2024-10-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143111992","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

How much do family-supportive supervisor behaviours matter? A meta-analysis based on the ability-motivation-opportunity framework 支持家庭的主管行为有多重要？基于能力-动机-机会框架的荟萃分析

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-09-18 DOI: 10.1111/joop.12547

Leilei Hao, Zhaobiao Zong, Teng Zhao, Weixuan Meng, Hui Meng

{"title":"How much do family-supportive supervisor behaviours matter? A meta-analysis based on the ability-motivation-opportunity framework","authors":"Leilei Hao, Zhaobiao Zong, Teng Zhao, Weixuan Meng, Hui Meng","doi":"10.1111/joop.12547","DOIUrl":"10.1111/joop.12547","url":null,"abstract":"Family-supportive supervisor behaviours (FSSB) and their association with employees' work, family, and health outcomes have been widely investigated in workplace contexts. We aimed to acquire a comprehensive understanding of whether FSSB have valuable associations with work, family, and health outcomes and to investigate how FSSB are related to these outcomes using 126 independent samples retrieved from 122 articles (N = 59,068). Our findings revealed several outcomes. First, the bivariate results demonstrated that FSSB were significantly associated with essential work, family, and health outcomes. Second, FSSB exerted beneficial incremental effects on task performance, burnout, organizational commitment, and job satisfaction beyond coworker support, flexible work arrangements, and family-supportive organizational perceptions, providing further support for its discriminant validity. Third, we built an integrative model that uses ability-motivation-opportunity as our organizational framework. Our findings demonstrate that FSSB are significantly associated with employees' work and health outcomes through self-efficacy, intrinsic motivation, and autonomy. Intrinsic motivation exerts the largest mean indirect effect, followed by self-efficacy and autonomy. Based on these findings, we discuss theoretical and practical implications as well as directions for future research.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2024-09-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142249296","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

Uneventful days? A cautionary tale about the underestimated role of triggering events in employee silence research 不平静的日子？关于员工沉默研究中被低估的触发事件作用的警示故事

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-09-17 DOI: 10.1111/joop.12549

Dominik Dilba, Bertolt Meyer

{"title":"Uneventful days? A cautionary tale about the underestimated role of triggering events in employee silence research","authors":"Dominik Dilba, Bertolt Meyer","doi":"10.1111/joop.12549","DOIUrl":"10.1111/joop.12549","url":null,"abstract":"Employee silence research stipulates that silence requires input to share, which we posit stems from encountering workplace events. We argue that the validity of relationships between employee silence and outcomes is limited without taking preceding events into account: Employees might not encounter relevant events and therefore cannot show silence. Further, workplace events can have independent effects on the outcomes attributed to silence, potentially confounding the effects of silence and preceding events. Drawing on an existing cross-cultural dataset (N = 8222 in 35 samples), we show that some samples include up to 60% of participants who did not encounter relevant events. Using data from a German utility company (N = 572 in 129 teams), we demonstrate that the associations between employee silence and outcomes like burnout are overestimated if effects of events are left unaccounted. Lastly, a simulation study shows that biased silence–outcome relations are generalizable whenever events have independent effects on the outcome of interest.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2024-09-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12549","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142249297","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

Presenteeism pressure: The development of a scale and a nomological network 旷工压力：量表和名义网络的开发

IF 4.9 2区管理学

Journal of Occupational and Organizational Psychology Pub Date : 2024-09-13 DOI: 10.1111/joop.12542

Claire E. Smith, Samuel T. McAbee, Lindsey Freier, Susannah Huang, Melissa A. Albert

{"title":"Presenteeism pressure: The development of a scale and a nomological network","authors":"Claire E. Smith, Samuel T. McAbee, Lindsey Freier, Susannah Huang, Melissa A. Albert","doi":"10.1111/joop.12542","DOIUrl":"10.1111/joop.12542","url":null,"abstract":"The social context of the workplace influences attendance decisions. Regardless of personal and job factors, employees may choose to engage in sickness presenteeism behaviour (i.e., working when unwell) because of perceived pressure from the organization. Using Social Information Processing Theory, we introduce the construct of presenteeism pressure to capture this perception that an organization normalizes and expects employees to engage in presenteeism. Through a scale development study of working adults (N = 219), we create and refine the 11-item Presenteeism Pressure Scale. Next, we provide evidence of convergent and discriminant validity of the scale in an independent sample of working adults (N = 248). We then concurrently examine presenteeism pressure's place in a nomological network of constructs within the presenteeism and broader organizational literature, in another sample (N = 764). Finally, we increase the rigour of our validation efforts by conducting an additional two-wave study (N = 350) and expanding the nomological network of presenteeism pressure to include relevant work outcomes. Our results position presenteeism pressure as a unique and promising contributor to the understanding of presenteeism behaviours and work behaviours more generally. We conclude with suggestions for integrating presenteeism pressure into existing theory and better-informed organizational attendance procedures.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 1","pages":""},"PeriodicalIF":4.9,"publicationDate":"2024-09-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142249298","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