'Non-standard' or ‘atypical’ work covers a multitude of work arrangements. Definitions of non-standard work are also numerous and rendered partially unsatisfactory by the very nature and variety of the area of study. While non-standard work has been growing in New Zealand, this does not necessarily equate to a worsening situation for all those engaged in non-standard work. This paper suggests definitions of non-standard work arrangements for New Zealand. It discusses the concept of precariousness as it has been applied to the topic and considers what evidence is available to assess its development. Through this examination, the paper makes suggestions as to where further research in the area of non-standard work could be usefully directed.
{"title":"'Non-standard' Work in New Zealand - What We Know","authors":"R. Whatman","doi":"10.26686/LEW.V0I0.945","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.945","url":null,"abstract":"'Non-standard' or ‘atypical’ work covers a multitude of work arrangements. Definitions of non-standard work are also numerous and rendered partially unsatisfactory by the very nature and variety of the area of study. While non-standard work has been growing in New Zealand, this does not necessarily equate to a worsening situation for all those engaged in non-standard work. This paper suggests definitions of non-standard work arrangements for New Zealand. It discusses the concept of precariousness as it has been applied to the topic and considers what evidence is available to assess its development. Through this examination, the paper makes suggestions as to where further research in the area of non-standard work could be usefully directed.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"21 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"114473153","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
It is not always well understood that Australia has a comprehensive set of social security arrangements with the potential to significantly supplement low wages, especially for families with children. These provisions have evolved over a long period, beginning with the introduction of child endowment in the 19-10s. During the past twenty-five years, the coverage of income transfers as a supplement to earnings has been significantly expanded, such that it now provides support for partners as well as for children and, in some cases. for low-paid full-time workers themselves. The Australian approach differs in a number of ways from approaches typically taken in other countries. This paper outlines how the Australian system of wage supplementation has evolved over the last century. It charts the evolving relationships between the income support system and minimum wages and highlights the influence of key policy changes on those relationships and the consequent financial incentives to take low-paid work. In conclusion, the paper reports recent evidence from the OECD which finds that Australia and New Zealand are among a small group of countries that consistently provide higher relative incomes for low-wage earners than comparable arrangements in most other developed countries.
{"title":"Interactions with Low Wages: The Australian Approach to Work Benefits","authors":"Sarah Wilkin, Jocelyn Pech","doi":"10.26686/LEW.V0I0.1669","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.1669","url":null,"abstract":"It is not always well understood that Australia has a comprehensive set of social security arrangements with the potential to significantly supplement low wages, especially for families with children. These provisions have evolved over a long period, beginning with the introduction of child endowment in the 19-10s. During the past twenty-five years, the coverage of income transfers as a supplement to earnings has been significantly expanded, such that it now provides support for partners as well as for children and, in some cases. for low-paid full-time workers themselves. The Australian approach differs in a number of ways from approaches typically taken in other countries. This paper outlines how the Australian system of wage supplementation has evolved over the last century. It charts the evolving relationships between the income support system and minimum wages and highlights the influence of key policy changes on those relationships and the consequent financial incentives to take low-paid work. In conclusion, the paper reports recent evidence from the OECD which finds that Australia and New Zealand are among a small group of countries that consistently provide higher relative incomes for low-wage earners than comparable arrangements in most other developed countries.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122087546","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
As unacceptably high unemployment levels persist throughout the OECD so greater attention is being paid to differences in the way regional Labour markets adjust to growth and recession. Comparatively speaking New Zealand has lacked both the conceptual and empirical analyses necessary to build local and regional specific approaches into its active labour market policies - despite the persistence of regional disparities through the post war period. When regional differences are raised for public discussion in New Zealand it is the geographical variations in the unemployment rate that usually receives attention. What this paper shows is that unemployment is merely the surface phenomenon of a condition which is much more deeply embedded in the regional labour markets affected. This is illustrated by constructing a regional labour market profile which measures each of the 14 regions on four separate labour market indicators. When applied at the height of the New Zealand recession in 1991 the profile demonstrated how regions with high unemployment rates not only experience Low labour force participation rates but that when members of the labour force in such regions do find work they work fewer hours and even when fulltime employment is obtained the levels of remuneration are lower than those in the more buoyant regions. The result of these interconnected characteristics of regional labour markets is a series of indirect multipliers which serve to exaggerate and compound the effect of depressed labour demand on weaker markets.
{"title":"A Regional Labour Market Profile","authors":"P. Morrison","doi":"10.26686/LEW.V0I0.961","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.961","url":null,"abstract":"As unacceptably high unemployment levels persist throughout the OECD so greater attention is being paid to differences in the way regional Labour markets adjust to growth and recession. Comparatively speaking New Zealand has lacked both the conceptual and empirical analyses necessary to build local and regional specific approaches into its active labour market policies - despite the persistence of regional disparities through the post war period. When regional differences are raised for public discussion in New Zealand it is the geographical variations in the unemployment rate that usually receives attention. What this paper shows is that unemployment is merely the surface phenomenon of a condition which is much more deeply embedded in the regional labour markets affected. This is illustrated by constructing a regional labour market profile which measures each of the 14 regions on four separate labour market indicators. When applied at the height of the New Zealand recession in 1991 the profile demonstrated how regions with high unemployment rates not only experience Low labour force participation rates but that when members of the labour force in such regions do find work they work fewer hours and even when fulltime employment is obtained the levels of remuneration are lower than those in the more buoyant regions. The result of these interconnected characteristics of regional labour markets is a series of indirect multipliers which serve to exaggerate and compound the effect of depressed labour demand on weaker markets.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"31 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122201069","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Assuming that mediation is a successful way of resolving employment rights disputes, it is interesting to establish the reasons why this is the case. Factors for mediation being a successful way of resolving disputes mentioned in the literature are numerous and can be found not only in the unique approach to resolving disputes but also in the personal qualities of the neutral third party. This paper is based on a recently conducted study, which consists of 30 structured interviews with mediators involved in the resolution of employment relationship problems, and provides data on the person of the mediators, their training and previous work experience. It surveys not only the mediators of the Department of Labour’s Mediation Services that provide most of the mediation in this field but also private employment mediators. It also reports on the findings of an onlinesurvey on the private employment mediation market in New Zealand.
{"title":"WHO MEDIATES EMPLOYMENT RELATIONSHIP PROBLEMS","authors":"Martin E. Risak, I. Mcandrew","doi":"10.26686/LEW.V0I0.1725","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.1725","url":null,"abstract":"Assuming that mediation is a successful way of resolving employment rights disputes, it is interesting to establish the reasons why this is the case. Factors for mediation being a successful way of resolving disputes mentioned in the literature are numerous and can be found not only in the unique approach to resolving disputes but also in the personal qualities of the neutral third party. This paper is based on a recently conducted study, which consists of 30 structured interviews with mediators involved in the resolution of employment relationship problems, and provides data on the person of the mediators, their training and previous work experience. It surveys not only the mediators of the Department of Labour’s Mediation Services that provide most of the mediation in this field but also private employment mediators. It also reports on the findings of an onlinesurvey on the private employment mediation market in New Zealand.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"39 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"129726447","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Although there has been a great deal written globally about the ageing population, and the potential socio-economic implications of aged workers on developed economies, only recently has attention been paid to how aged workers experience work in the new economy. Increasingly, there is evidence to suggest mature-aged workers experience considerable difficulties in finding work, with age discrimination becoming increasingly prevalent. This paper examines the work life experiences of 10 mature-aged workers in a New Zealand call center: Tadco where 31 per cent of the workforce comprises those in the 50 years plus age groups. Reporting on the individual accounts of aged workers in Tadco, this paper raises some contentious issues relation to the employment of aged workers, including whether mature-aged workers are filtered into precarious working conditions because of the lack of opportunities elsewhere, whether there is a deliberated strategy to hire mature-aged workers into low quality jobs, and what the motivations are behind this.
{"title":"Stuck for Choice? The Work Life Experiences of Mature-Aged Workers in a New Zealand Call Centre","authors":"Z. Hannif","doi":"10.26686/LEW.V0I0.1587","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.1587","url":null,"abstract":"Although there has been a great deal written globally about the ageing population, and the potential socio-economic implications of aged workers on developed economies, only recently has attention been paid to how aged workers experience work in the new economy. Increasingly, there is evidence to suggest mature-aged workers experience considerable difficulties in finding work, with age discrimination becoming increasingly prevalent. This paper examines the work life experiences of 10 mature-aged workers in a New Zealand call center: Tadco where 31 per cent of the workforce comprises those in the 50 years plus age groups. Reporting on the individual accounts of aged workers in Tadco, this paper raises some contentious issues relation to the employment of aged workers, including whether mature-aged workers are filtered into precarious working conditions because of the lack of opportunities elsewhere, whether there is a deliberated strategy to hire mature-aged workers into low quality jobs, and what the motivations are behind this.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"14 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"128584019","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
R. Bowie, Rosemary D Graham, Nancy McBeth, K. Saffron
This discussion groups focussed of various aspects of hidden unemployment. The main priorities were how hidden unemployment was to be defined, what it represents, where data sources are available and what surveys could be conducted to best obtain further information.
{"title":"Group 5: Measuring Hidden Unemployment","authors":"R. Bowie, Rosemary D Graham, Nancy McBeth, K. Saffron","doi":"10.26686/LEW.V0I0.872","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.872","url":null,"abstract":"This discussion groups focussed of various aspects of hidden unemployment. The main priorities were how hidden unemployment was to be defined, what it represents, where data sources are available and what surveys could be conducted to best obtain further information.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"128667545","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This paper argues that not only do aging populations face the need for sufficient workers to provide them with public pensions; the elderly also need workers to service their needs. The likely source of these relatively unskilled workers is from migration from poorer countries, thus linking labour markets in a globalised world much more than might be expected from the experience of the Twentieth Century. These migrants will be ethnically different from the destinations populations, as occurred in the Nineteenth Century. The most import research challenge is to get as indication of the magnitude of the flows and therefore the degree of resulting ethnic heterogeneity.
{"title":"Migration and Population Aging: The Global Challenge","authors":"B. Easton","doi":"10.26686/lew.v0i0.1307","DOIUrl":"https://doi.org/10.26686/lew.v0i0.1307","url":null,"abstract":"This paper argues that not only do aging populations face the need for sufficient workers to provide them with public pensions; the elderly also need workers to service their needs. The likely source of these relatively unskilled workers is from migration from poorer countries, thus linking labour markets in a globalised world much more than might be expected from the experience of the Twentieth Century. These migrants will be ethnically different from the destinations populations, as occurred in the Nineteenth Century. The most import research challenge is to get as indication of the magnitude of the flows and therefore the degree of resulting ethnic heterogeneity.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"43 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"130314573","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Danae Anderson, F. Lamm, E. Rasmussen, P. Shuttleworth, J. McMorland
While the rights of New Zealand adult workers have been the primary concern of successive governments and their agencies, the rights of child workers have often been overshadowed. With the recent Government report to the United Nations on New Zealand released, the issues surrounding New Zealand young workers have come to the fore and now require further investigation. The purpose o f this paper is to report on Phase One o f ongoing research into the working lives and experiences of New Zealand children (thoseunder18years). Drawing on existing academic literature as well as government and non-governmental organisations' (NGO) reports and statistics, the paper will present an overview of the status of New Zealand children in terms of the minimum working age; the minimum wage rates; and occupational health and safety standards. Finally, the paper will outline areas of future research.
{"title":"Child Labour: What is Happening in New Zealand?","authors":"Danae Anderson, F. Lamm, E. Rasmussen, P. Shuttleworth, J. McMorland","doi":"10.26686/LEW.V0I0.1629","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.1629","url":null,"abstract":"While the rights of New Zealand adult workers have been the primary concern of successive governments and their agencies, the rights of child workers have often been overshadowed. With the recent Government report to the United Nations on New Zealand released, the issues surrounding New Zealand young workers have come to the fore and now require further investigation. The purpose o f this paper is to report on Phase One o f ongoing research into the working lives and experiences of New Zealand children (thoseunder18years). Drawing on existing academic literature as well as government and non-governmental organisations' (NGO) reports and statistics, the paper will present an overview of the status of New Zealand children in terms of the minimum working age; the minimum wage rates; and occupational health and safety standards. Finally, the paper will outline areas of future research.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"121 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"129181769","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Across the OECD, there is a significant decline in standard/typical work or employment relations and the growing presence of what is broadly (and inadequately) referred to as non-standard work. It is most obviously represented by part-time and temporary employment, accompanied by a growing variety of fixed term and contract arrangements, own account self-employment, agency-mediated and portfolio work. An increasing proportion of the workforce do not work under traditional employment contracts, at an employer’s place of work for specified and regular hours or with any certainty of long-term employment. The broad question is whether the work patterns which prevailed for the second half of the twentieth century represented a unique period of welfare and employment conditions and that we are now seeing major structural change that will eventually lead to new ways of working for most in the labour force. The rise of nonstandard work appears to be a response by employers to contain labour costs and to introduce a greater degree of numerical flexibility Oust-in-time labour), to externalise employment and, to an extent, management, to screen workers before employing them on a permanent basis and to develop new organisational strategies and networks such as joint arrangements and alliances. But there are also major policy and welfare considerations, especially as standard work has defined employer-employee relations and responsibilities, as well as access to state provisions. One effect has been to transfer costs and responsibilities (eg training, worker and their dependent's welfare) from a firm to individuals. However, non-standard work also reflects a choice by some to enhance personal autonomy in the work environment and to develop a better work-life balance. Non-standard work is not necessarily sub-standard work. There is considerable variability in the conditions and choices faced by non-standard workers. Some of this variability will be highlighted here, based on recent research on skilled non-standard workers in New Zealand. 1
{"title":"The Future of Work: The Significance of Non-Standard Work in the Twenty-First Century","authors":"P. Spoonley","doi":"10.26686/LEW.V0I0.1220","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.1220","url":null,"abstract":"Across the OECD, there is a significant decline in standard/typical work or employment relations and the growing presence of what is broadly (and inadequately) referred to as non-standard work. It is most obviously represented by part-time and temporary employment, accompanied by a growing variety of fixed term and contract arrangements, own account self-employment, agency-mediated and portfolio work. An increasing proportion of the workforce do not work under traditional employment contracts, at an employer’s place of work for specified and regular hours or with any certainty of long-term employment. The broad question is whether the work patterns which prevailed for the second half of the twentieth century represented a unique period of welfare and employment conditions and that we are now seeing major structural change that will eventually lead to new ways of working for most in the labour force. The rise of nonstandard work appears to be a response by employers to contain labour costs and to introduce a greater degree of numerical flexibility Oust-in-time labour), to externalise employment and, to an extent, management, to screen workers before employing them on a permanent basis and to develop new organisational strategies and networks such as joint arrangements and alliances. But there are also major policy and welfare considerations, especially as standard work has defined employer-employee relations and responsibilities, as well as access to state provisions. One effect has been to transfer costs and responsibilities (eg training, worker and their dependent's welfare) from a firm to individuals. However, non-standard work also reflects a choice by some to enhance personal autonomy in the work environment and to develop a better work-life balance. Non-standard work is not necessarily sub-standard work. There is considerable variability in the conditions and choices faced by non-standard workers. Some of this variability will be highlighted here, based on recent research on skilled non-standard workers in New Zealand. 1","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"2 3 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123998442","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The movement of workers between jobs may play an important role in determining both the average level and overall dispersion in earnings in an economy. Yet, there has been almost no research to date on the extent and nature of job mobility and its possible consequences for individual earnings in New Zealand. This study provides some initial empirical results on this topic using administrative data provided by Statistics New Zealand (Linked Employee-Employer Data). We find that job mobility is extensive, but that high rates of job separation during the first year or two in a job eventually dissipate with tenure. Job mobility is generally higher among teenagers and young adults, but differences by gender are minimal. In fact, overall job mobility is generally higher for men than women. Individuals changing jobs receive monthly earnings that are, on average, below the earnings received by individuals who do not change jobs/ We find that job changes are associated with a narrowing in this earnings gap. However, this result disappears once we control for a wide variety of other determinants of earnings growth, Firm characteristics appear to play important roles in the relationship between job mobility and earnings. A move to a larger firm (i.e one with more employees) and a firm that pays higher average earnings to all its employees can result in a substantial increase in individual earnings. Earnings growth is also found to be negatively related to the time interval between jobs, and the initial earnings of the individual. Once we hold these individual and firm characteristics constant, however, job changes by themselves lead to a relative decline in earnings growth.
{"title":"An Analysis of Job Mobility and Earnings in New Zealand","authors":"T. Maloney","doi":"10.26686/LEW.V0I0.1325","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.1325","url":null,"abstract":"The movement of workers between jobs may play an important role in determining both the average level and overall dispersion in earnings in an economy. Yet, there has been almost no research to date on the extent and nature of job mobility and its possible consequences for individual earnings in New Zealand. This study provides some initial empirical results on this topic using administrative data provided by Statistics New Zealand (Linked Employee-Employer Data). We find that job mobility is extensive, but that high rates of job separation during the first year or two in a job eventually dissipate with tenure. Job mobility is generally higher among teenagers and young adults, but differences by gender are minimal. In fact, overall job mobility is generally higher for men than women. Individuals changing jobs receive monthly earnings that are, on average, below the earnings received by individuals who do not change jobs/ We find that job changes are associated with a narrowing in this earnings gap. However, this result disappears once we control for a wide variety of other determinants of earnings growth, Firm characteristics appear to play important roles in the relationship between job mobility and earnings. A move to a larger firm (i.e one with more employees) and a firm that pays higher average earnings to all its employees can result in a substantial increase in individual earnings. Earnings growth is also found to be negatively related to the time interval between jobs, and the initial earnings of the individual. Once we hold these individual and firm characteristics constant, however, job changes by themselves lead to a relative decline in earnings growth.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"337 6 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123231855","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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