Pub Date : 2023-01-28DOI: 10.1177/10242589221143068
Philippa Collins, J. Atkinson
In this article, we consider the legal frameworks that enable workers to influence the deployment of new workplace technologies in the United Kingdom and the future of worker voice and algorithmic management in a post-Brexit Britain. The article demonstrates how the legal mechanisms that facilitate voice at work, primarily collective bargaining via trade unions, can be leveraged to influence employers’ choices regarding algorithmic management. However, it also identifies both familiar and novel challenges regarding using these routes to ‘negotiate the algorithm’. The article then outlines major regulatory proposals emerging from the EU that would establish greater co-determination in this context and assesses their relevance to the UK labour market. It concludes by considering whether specific regulatory measures are necessary in the UK context to enhance the exercise of worker voice regarding the deployment of algorithmic management and close the widening gap between the position of UK and EU workers.
{"title":"Worker voice and algorithmic management in post-Brexit Britain","authors":"Philippa Collins, J. Atkinson","doi":"10.1177/10242589221143068","DOIUrl":"https://doi.org/10.1177/10242589221143068","url":null,"abstract":"In this article, we consider the legal frameworks that enable workers to influence the deployment of new workplace technologies in the United Kingdom and the future of worker voice and algorithmic management in a post-Brexit Britain. The article demonstrates how the legal mechanisms that facilitate voice at work, primarily collective bargaining via trade unions, can be leveraged to influence employers’ choices regarding algorithmic management. However, it also identifies both familiar and novel challenges regarding using these routes to ‘negotiate the algorithm’. The article then outlines major regulatory proposals emerging from the EU that would establish greater co-determination in this context and assesses their relevance to the UK labour market. It concludes by considering whether specific regulatory measures are necessary in the UK context to enhance the exercise of worker voice regarding the deployment of algorithmic management and close the widening gap between the position of UK and EU workers.","PeriodicalId":23253,"journal":{"name":"Transfer: European Review of Labour and Research","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2023-01-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78348915","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-01-27DOI: 10.1177/10242589221147228
Anke Hassel, Didem Özkiziltan
This article discusses the risks that artificial intelligence (AI) poses for work. It classifies risks into two types, direct and indirect. Direct risks are AI-induced forms of discrimination, surveillance and information asymmetries at work. Indirect risks are enhanced workplace automation and the increasing ‘fissurisation’ of work. Direct and indirect risks are illustrated using the example of the transport and logistics sector. We discuss policy responses to both types of risk in the context of the German economy and argue that the policy solutions need to differ according to the type of risk. Direct risks can be addressed by European and national regulation against discrimination, surveillance and information asymmetries. As for indirect risks, the first step is to monitor the risks so as to gain an understanding of sector-specific transformations and establish relevant expertise and competence. This way of addressing AI-induced risks at work will help to improve the prospects of decent work, fair remuneration and adequate social protection for all.
{"title":"Governing the work-related risks of AI: implications for the German government and trade unions","authors":"Anke Hassel, Didem Özkiziltan","doi":"10.1177/10242589221147228","DOIUrl":"https://doi.org/10.1177/10242589221147228","url":null,"abstract":"This article discusses the risks that artificial intelligence (AI) poses for work. It classifies risks into two types, direct and indirect. Direct risks are AI-induced forms of discrimination, surveillance and information asymmetries at work. Indirect risks are enhanced workplace automation and the increasing ‘fissurisation’ of work. Direct and indirect risks are illustrated using the example of the transport and logistics sector. We discuss policy responses to both types of risk in the context of the German economy and argue that the policy solutions need to differ according to the type of risk. Direct risks can be addressed by European and national regulation against discrimination, surveillance and information asymmetries. As for indirect risks, the first step is to monitor the risks so as to gain an understanding of sector-specific transformations and establish relevant expertise and competence. This way of addressing AI-induced risks at work will help to improve the prospects of decent work, fair remuneration and adequate social protection for all.","PeriodicalId":23253,"journal":{"name":"Transfer: European Review of Labour and Research","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2023-01-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77126761","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-01-25DOI: 10.1177/10242589221146876
Julie M É Garneau, Sara Pérez‐Lauzon, Christian Lévesque
The digitalisation of work is associated with a range of technologies, including digital platforms and so-called artificial intelligence (AI), as well as ideas about how they will improve productivity and competitiveness. This article analyses how unions anticipate the consequences of digital technologies and how they mobilise to address their impact on employment, skills, and quality of work. Drawing on qualitative research conducted in aerospace manufacturing in Belgium (Wallonia), Denmark and Canada (Quebec), our findings suggest that unions are mobilising contrasting frames and repertoires of action, drawing on traditional institutions, and experimenting with new ones to shape the future of work in the aerospace industry.
{"title":"Digitalisation of work in aerospace manufacturing: expanding union frames and repertoires of action in Belgium, Canada and Denmark","authors":"Julie M É Garneau, Sara Pérez‐Lauzon, Christian Lévesque","doi":"10.1177/10242589221146876","DOIUrl":"https://doi.org/10.1177/10242589221146876","url":null,"abstract":"The digitalisation of work is associated with a range of technologies, including digital platforms and so-called artificial intelligence (AI), as well as ideas about how they will improve productivity and competitiveness. This article analyses how unions anticipate the consequences of digital technologies and how they mobilise to address their impact on employment, skills, and quality of work. Drawing on qualitative research conducted in aerospace manufacturing in Belgium (Wallonia), Denmark and Canada (Quebec), our findings suggest that unions are mobilising contrasting frames and repertoires of action, drawing on traditional institutions, and experimenting with new ones to shape the future of work in the aerospace industry.","PeriodicalId":23253,"journal":{"name":"Transfer: European Review of Labour and Research","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2023-01-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90640779","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-12-23DOI: 10.1177/10242589221142273
Martin Krzywdzinski, Detlef Gerst, Florian Butollo
The use of artificial intelligence (AI) is changing the world of work. For trade unions, the issue of how to regulate the use of AI is a central but difficult topic because the technology is still at an early stage and experience on its use limited. Focusing on Germany, this article addresses the following questions: (1) what areas of application and use cases for AI are relevant for trade unions and works councils?, (2) what role do trade union positions and demands play in the political discussion on regulating the use of AI?, (3) what strategies are trade unions using to influence the regulation and use of AI in the workplace?, and (4) what experiences are they gaining during this process? Reviewing trade union strategies, this article shows which concepts of human-centred AI the trade unions are trying to promote, how they try to ensure that works councils and trade unionists get appropriate training to understand the new technologies, and how dealing with AI is changing the way works councils work. The article also shows how the characteristics of the German system of industrial relations influence discussions on AI and the processes of implementing it in the workplace.
{"title":"Promoting human-centred AI in the workplace. Trade unions and their strategies for regulating the use of AI in Germany","authors":"Martin Krzywdzinski, Detlef Gerst, Florian Butollo","doi":"10.1177/10242589221142273","DOIUrl":"https://doi.org/10.1177/10242589221142273","url":null,"abstract":"The use of artificial intelligence (AI) is changing the world of work. For trade unions, the issue of how to regulate the use of AI is a central but difficult topic because the technology is still at an early stage and experience on its use limited. Focusing on Germany, this article addresses the following questions: (1) what areas of application and use cases for AI are relevant for trade unions and works councils?, (2) what role do trade union positions and demands play in the political discussion on regulating the use of AI?, (3) what strategies are trade unions using to influence the regulation and use of AI in the workplace?, and (4) what experiences are they gaining during this process? Reviewing trade union strategies, this article shows which concepts of human-centred AI the trade unions are trying to promote, how they try to ensure that works councils and trade unionists get appropriate training to understand the new technologies, and how dealing with AI is changing the way works councils work. The article also shows how the characteristics of the German system of industrial relations influence discussions on AI and the processes of implementing it in the workplace.","PeriodicalId":23253,"journal":{"name":"Transfer: European Review of Labour and Research","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2022-12-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90168107","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-12-23DOI: 10.1177/10242589221143044
Virginia Doellgast, Ines Wagner, Sean O'Brady
Artificial intelligence (AI)-based algorithms are increasingly used to monitor employees and to automate management decisions. In this article, we ask how worker representatives adapt traditional collective voice institutions to regulate the adoption and use of these tools in the workplace. Our findings are based on a comparative study of union and works council responses to algorithmic management in contact centres from two similar telecommunications companies in Germany and Norway. In both case studies, worker representatives mobilised collective voice institutions to protect worker privacy and discretion associated with remote monitoring and workforce management technologies. However, they relied on different sources of institutional power, connected to co-determination rights, enforcement of data protection laws, and labour cooperation structures.
{"title":"Negotiating limits on algorithmic management in digitalised services: cases from Germany and Norway","authors":"Virginia Doellgast, Ines Wagner, Sean O'Brady","doi":"10.1177/10242589221143044","DOIUrl":"https://doi.org/10.1177/10242589221143044","url":null,"abstract":"Artificial intelligence (AI)-based algorithms are increasingly used to monitor employees and to automate management decisions. In this article, we ask how worker representatives adapt traditional collective voice institutions to regulate the adoption and use of these tools in the workplace. Our findings are based on a comparative study of union and works council responses to algorithmic management in contact centres from two similar telecommunications companies in Germany and Norway. In both case studies, worker representatives mobilised collective voice institutions to protect worker privacy and discretion associated with remote monitoring and workforce management technologies. However, they relied on different sources of institutional power, connected to co-determination rights, enforcement of data protection laws, and labour cooperation structures.","PeriodicalId":23253,"journal":{"name":"Transfer: European Review of Labour and Research","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2022-12-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85484155","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-12-09DOI: 10.1177/10242589221141055
V. De Stefano, Simon Taes
This article addresses the challenges raised by the introduction of algorithmic management and artificial intelligence in the world of work, focusing on the risks that new managerial technologies present for fundamental rights and principles, such as non-discrimination, freedom of association and the right to privacy. The article argues that collective bargaining is the most suitable regulatory instrument for responding to these challenges, and that current EU legislative initiatives do not adequately recognise the role of collective bargaining in this area. It also maps current initiatives undertaken by national trade union movements in Europe to govern algorithmic management.
{"title":"Algorithmic management and collective bargaining","authors":"V. De Stefano, Simon Taes","doi":"10.1177/10242589221141055","DOIUrl":"https://doi.org/10.1177/10242589221141055","url":null,"abstract":"This article addresses the challenges raised by the introduction of algorithmic management and artificial intelligence in the world of work, focusing on the risks that new managerial technologies present for fundamental rights and principles, such as non-discrimination, freedom of association and the right to privacy. The article argues that collective bargaining is the most suitable regulatory instrument for responding to these challenges, and that current EU legislative initiatives do not adequately recognise the role of collective bargaining in this area. It also maps current initiatives undertaken by national trade union movements in Europe to govern algorithmic management.","PeriodicalId":23253,"journal":{"name":"Transfer: European Review of Labour and Research","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2022-12-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84615423","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-11-01DOI: 10.1177/10242589221149496
Sarrah Kassem
With the initial context of COVID-19 fuelling Amazon's exponential growth, this article investigates how the pandemic (re)defined labour struggles, i.e., cultivating labour's structural, associational and institutional powers in two case study countries, Germany and the US. By analysing these power resources in its two largest markets, I argue that Amazon's structural conditions by which it organises its warehouse labour, which predate the pandemic, have continued to act as obstacles to collective labour action. While in Germany, ver.di continues to mobilise its workplace power but has been unable to get Amazon to sign a collective agreement, the pandemic triggered unprecedented workplace mobilisations and the pursuit of associational power in the US, albeit with varying outcomes. Despite their different industrial relations systems and labour struggles, these two cases highlight the key role of shop-floor organising to put pressure on Amazon, while Amazon's continued rejection of unions as negotiating partners further underlines the importance of regulating Amazon's union-busting tactics.
{"title":"(Re)shaping Amazon labour struggles on both sides of the Atlantic: the power dynamics in Germany and the US amidst the pandemic.","authors":"Sarrah Kassem","doi":"10.1177/10242589221149496","DOIUrl":"https://doi.org/10.1177/10242589221149496","url":null,"abstract":"<p><p>With the initial context of COVID-19 fuelling Amazon's exponential growth, this article investigates how the pandemic (re)defined labour struggles, i.e., cultivating labour's structural, associational and institutional powers in two case study countries, Germany and the US. By analysing these power resources in its two largest markets, I argue that Amazon's structural conditions by which it organises its warehouse labour, which predate the pandemic, have continued to act as obstacles to collective labour action. While in Germany, ver.di continues to mobilise its workplace power but has been unable to get Amazon to sign a collective agreement, the pandemic triggered unprecedented workplace mobilisations and the pursuit of associational power in the US, albeit with varying outcomes. Despite their different industrial relations systems and labour struggles, these two cases highlight the key role of shop-floor organising to put pressure on Amazon, while Amazon's continued rejection of unions as negotiating partners further underlines the importance of regulating Amazon's union-busting tactics.</p>","PeriodicalId":23253,"journal":{"name":"Transfer: European Review of Labour and Research","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2022-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10086604/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"9315280","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-11-01DOI: 10.1177/10242589221148474
N. Lillie
The new European Union Minimum Wage Directive (2022/2041) is rightly seen by many as a victory for European labour. It will protect lower-paid workers and promote collective bargaining (Schulten and Müller, 2022). Hassel (2023) regards it as signalling a change in direction for EU politics, from broadly neoliberal marketmaking to social protection and partnership. The Directive explicitly encourages collective bargaining and sets targets to increase it, while also providing guidelines and targets for increasing minimum wages in ways that recognise the diversity of wage determination practices across the EU. The scope and tone of the new Directive sets out an unam-biguous purpose and direction, to protect workers and support collective bargaining. This sets it apart from other recent directives, such as the so-called ‘Enforcement Directive’ (2014/67), which just seeks to enforce existing law, and the Posted Workers Directive (revised) (2018/927), which seeks to ‘balance’ the rights of firms and workers rather than to protect workers. Just as impor-tantly, its sets out processes for calculating what constitutes an adequate minimum wage (60 per cent of median and 50 per cent of average wages), and mandates that Member States with under 80 per cent collective bargaining coverage should set out implementation plans to increase their coverage. The assent of Nordic unions is testament to the clever design of the compromise behind the proposal. It shows sensitivity to their desire to head off any possibility of Brussels interfering with Nordic collective bargaining systems, while also providing useful mechanisms to push for higher minimum wages and stronger collective bargaining in countries where that is needed. Also notable is the way the Nordic unions overcame their long-held scepticism towards European labour regulations, and specifically their opposition to any mention of a minimum wage manifesting in
{"title":"Round Table. Nordic unions and the European Minimum Wage Directive","authors":"N. Lillie","doi":"10.1177/10242589221148474","DOIUrl":"https://doi.org/10.1177/10242589221148474","url":null,"abstract":"The new European Union Minimum Wage Directive (2022/2041) is rightly seen by many as a victory for European labour. It will protect lower-paid workers and promote collective bargaining (Schulten and Müller, 2022). Hassel (2023) regards it as signalling a change in direction for EU politics, from broadly neoliberal marketmaking to social protection and partnership. The Directive explicitly encourages collective bargaining and sets targets to increase it, while also providing guidelines and targets for increasing minimum wages in ways that recognise the diversity of wage determination practices across the EU. The scope and tone of the new Directive sets out an unam-biguous purpose and direction, to protect workers and support collective bargaining. This sets it apart from other recent directives, such as the so-called ‘Enforcement Directive’ (2014/67), which just seeks to enforce existing law, and the Posted Workers Directive (revised) (2018/927), which seeks to ‘balance’ the rights of firms and workers rather than to protect workers. Just as impor-tantly, its sets out processes for calculating what constitutes an adequate minimum wage (60 per cent of median and 50 per cent of average wages), and mandates that Member States with under 80 per cent collective bargaining coverage should set out implementation plans to increase their coverage. The assent of Nordic unions is testament to the clever design of the compromise behind the proposal. It shows sensitivity to their desire to head off any possibility of Brussels interfering with Nordic collective bargaining systems, while also providing useful mechanisms to push for higher minimum wages and stronger collective bargaining in countries where that is needed. Also notable is the way the Nordic unions overcame their long-held scepticism towards European labour regulations, and specifically their opposition to any mention of a minimum wage manifesting in","PeriodicalId":23253,"journal":{"name":"Transfer: European Review of Labour and Research","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2022-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80185676","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-11-01DOI: 10.1177/10242589221123623a
D. Adam
{"title":"Book Review: Organizing Women: Gender Equality Policies in French and British Trade Unions","authors":"D. Adam","doi":"10.1177/10242589221123623a","DOIUrl":"https://doi.org/10.1177/10242589221123623a","url":null,"abstract":"","PeriodicalId":23253,"journal":{"name":"Transfer: European Review of Labour and Research","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2022-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"86139048","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-11-01DOI: 10.1177/10242589221149513
Anke Hassel
The Directive on fair and adequate minimum wages represents a paradigm shift in EU economic governance. It marks a profound reorientation away from an economic growth strategy that priori-tises liberalisation of labour markets and decentralisation of collective bargaining, which has dom-inated the policy orientation of most EU Member States and the European Commission for at least 20 years. The Directive reinforces the governance and the level of statutory minimum wages in EU Member States. In a second step, the Directive requests that Member States support collective bargaining and find concrete measures to increase bargaining coverage for those countries where coverage is less than 80 per cent. This second aspect is just as relevant to the Directive and even more ambitious than the first. While statutory minimum wages are in the control of governments, collective bargaining is based on voluntary negotiations between trade unions and employers’ associations. The role of governments and public policy towards collective bargaining is limited and only indirect. In this comment I will focus on the latter aspect of increasing collective bargaining coverage, but will argue first that the wider picture of a changing EU growth strategy is important to understand the significance of the shift. I will, secondly, discuss ways of strengthening collective bargaining, with a focus on the German case.
{"title":"Round Table. Mission impossible? How to increase collective bargaining coverage in Germany and the EU","authors":"Anke Hassel","doi":"10.1177/10242589221149513","DOIUrl":"https://doi.org/10.1177/10242589221149513","url":null,"abstract":"The Directive on fair and adequate minimum wages represents a paradigm shift in EU economic governance. It marks a profound reorientation away from an economic growth strategy that priori-tises liberalisation of labour markets and decentralisation of collective bargaining, which has dom-inated the policy orientation of most EU Member States and the European Commission for at least 20 years. The Directive reinforces the governance and the level of statutory minimum wages in EU Member States. In a second step, the Directive requests that Member States support collective bargaining and find concrete measures to increase bargaining coverage for those countries where coverage is less than 80 per cent. This second aspect is just as relevant to the Directive and even more ambitious than the first. While statutory minimum wages are in the control of governments, collective bargaining is based on voluntary negotiations between trade unions and employers’ associations. The role of governments and public policy towards collective bargaining is limited and only indirect. In this comment I will focus on the latter aspect of increasing collective bargaining coverage, but will argue first that the wider picture of a changing EU growth strategy is important to understand the significance of the shift. I will, secondly, discuss ways of strengthening collective bargaining, with a focus on the German case.","PeriodicalId":23253,"journal":{"name":"Transfer: European Review of Labour and Research","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2022-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"76068717","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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