Pub Date : 2021-05-21DOI: 10.47992/IJCSBE.2581.6942.0103
Sreeramana Aithal
Background/Purpose: Theory of Accountability or Theory A is argued to be the best tool for enhancing organizational performance in the 21st century due to the relevance of its motivational and controlling factors with changing competitive environment of organizational business. Objective: To find the suitability and possibility of using the Theory of Accountability to improve organizational business excellence and to know its validity and superiority over other business excellence theories. Design/Methodology/Approach: Analysis of information collected from various scholarly articles and by using ABCD analysis framework. Findings/Result: Based on the analysis, it is found that the Theory of Accountability plays a founding stage to assured development of an organization by means of optimum performance through enhanced productivity and highest stakeholders performance leading to achieve business excellence. Research limitations/implications: The analysis of using Theory of Accountability principles in organizational development in the 21st century complements the objective of organizations to achieve business excellence. Originality/Value: This paper fulfills a global need on how to achieve business excellence by implementing organizational human accountability. Paper Type: Explorative research based analysis.
{"title":"Business Excellence Through the Theory of Accountability","authors":"Sreeramana Aithal","doi":"10.47992/IJCSBE.2581.6942.0103","DOIUrl":"https://doi.org/10.47992/IJCSBE.2581.6942.0103","url":null,"abstract":"Background/Purpose: Theory of Accountability or Theory A is argued to be the best tool for enhancing organizational performance in the 21st century due to the relevance of its motivational and controlling factors with changing competitive environment of organizational business. \u0000Objective: To find the suitability and possibility of using the Theory of Accountability to improve organizational business excellence and to know its validity and superiority over other business excellence theories. \u0000Design/Methodology/Approach: Analysis of information collected from various scholarly articles and by using ABCD analysis framework. \u0000Findings/Result: Based on the analysis, it is found that the Theory of Accountability plays a founding stage to assured development of an organization by means of optimum performance through enhanced productivity and highest stakeholders performance leading to achieve business excellence. \u0000Research limitations/implications: The analysis of using Theory of Accountability principles in organizational development in the 21st century complements the objective of organizations to achieve business excellence.\u0000Originality/Value: This paper fulfills a global need on how to achieve business excellence by implementing organizational human accountability.\u0000Paper Type: Explorative research based analysis.","PeriodicalId":321047,"journal":{"name":"SRPN: Leadership and Sustainability (Topic)","volume":"107 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2021-05-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131762116","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}
I find that the idiosyncratic risk of firms increases with the extent of CEO work experience in non-publicly traded firms (CEO private experience). While there is no evidence of higher investment risk-taking by Private CEOs, the proportion of private-firm work experience is negatively associated with a well-known index of corporate social responsibility (CSR) and positively associated with an index of firm-level political risk. The extent of CEO private experience contributes to higher idiosyncratic risk potentially due to poor management of political risk and shrinking investment in the CSR performance of the firm consistent with a lack of reputational risk management. Past private-firm work experience may condition CEOs to sidestep discretionary but strategically important investments in reputational and political risk management, evidently exacerbating idiosyncratic risk.
{"title":"CEO Private Firm Experience and Idiosyncratic Risk","authors":"Dev R. Mishra","doi":"10.2139/ssrn.3720156","DOIUrl":"https://doi.org/10.2139/ssrn.3720156","url":null,"abstract":"I find that the idiosyncratic risk of firms increases with the extent of CEO work experience in non-publicly traded firms (CEO private experience). While there is no evidence of higher investment risk-taking by Private CEOs, the proportion of private-firm work experience is negatively associated with a well-known index of corporate social responsibility (CSR) and positively associated with an index of firm-level political risk. The extent of CEO private experience contributes to higher idiosyncratic risk potentially due to poor management of political risk and shrinking investment in the CSR performance of the firm consistent with a lack of reputational risk management. Past private-firm work experience may condition CEOs to sidestep discretionary but strategically important investments in reputational and political risk management, evidently exacerbating idiosyncratic risk.","PeriodicalId":321047,"journal":{"name":"SRPN: Leadership and Sustainability (Topic)","volume":"59 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"114426705","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}
To measure the value and results of philanthropy remain some of the greatest challenges. A bigger challenge is to figure out its antecedents. We tried to address both problems by proposing a theoretical framework combining its antecedent and consequence into a structural model. We theorized that the CEO’s Entrepreneur and Management Skills and well as its risk-taking ability increase the Philanthropic activities of the business. Moreover, the effects of these skills and abilities on Philanthropy are complemented by the CEO’s age, qualification, and experience. Furthermore, higher Philanthropy would lead to higher Social and Business Benefits in terms of Employees Satisfaction, better Product Quality, and Cost Efficiency. The empirical validity of our model was established by conducting a survey by means of a Likert scale type close-ended questionnaire. Data were collected from 70 Entrepreneurs/CEOs having less than 100 employees from different sectors of Pakistan. Data were analyzed using confirmatory factor analysis and structured equation modeling. The results completely validated our theory. It showed that both Entrepreneur and Management Skills, risk-taking ability as well as Age, experience, and qualification have a significant positive effect on Philanthropy. Moreover, all three demographic factors significantly and positively complement the effect of each Entrepreneur and Management Skill and Risk-Taking Ability on Philanthropy. Entrepreneur and Management Skills also have a significant effect on Risk-taking abilities. And Lastly, Philanthropy along with Risk-taking ability has a significant and positive impact on Cost Efficiency, Employee Satisfaction, and Product Quality.
{"title":"Effect CEO’s Demographics, and Entrepreneur and Management Skills on Business Philanthropic Activities and Its Subsequent Social and Business Benefits","authors":"Nimra Abrar, D. Siddiqui","doi":"10.2139/ssrn.3683158","DOIUrl":"https://doi.org/10.2139/ssrn.3683158","url":null,"abstract":"To measure the value and results of philanthropy remain some of the greatest challenges. A bigger challenge is to figure out its antecedents. We tried to address both problems by proposing a theoretical framework combining its antecedent and consequence into a structural model. We theorized that the CEO’s Entrepreneur and Management Skills and well as its risk-taking ability increase the Philanthropic activities of the business. Moreover, the effects of these skills and abilities on Philanthropy are complemented by the CEO’s age, qualification, and experience. Furthermore, higher Philanthropy would lead to higher Social and Business Benefits in terms of Employees Satisfaction, better Product Quality, and Cost Efficiency. The empirical validity of our model was established by conducting a survey by means of a Likert scale type close-ended questionnaire. Data were collected from 70 Entrepreneurs/CEOs having less than 100 employees from different sectors of Pakistan. Data were analyzed using confirmatory factor analysis and structured equation modeling. The results completely validated our theory. It showed that both Entrepreneur and Management Skills, risk-taking ability as well as Age, experience, and qualification have a significant positive effect on Philanthropy. Moreover, all three demographic factors significantly and positively complement the effect of each Entrepreneur and Management Skill and Risk-Taking Ability on Philanthropy. Entrepreneur and Management Skills also have a significant effect on Risk-taking abilities. And Lastly, Philanthropy along with Risk-taking ability has a significant and positive impact on Cost Efficiency, Employee Satisfaction, and Product Quality.","PeriodicalId":321047,"journal":{"name":"SRPN: Leadership and Sustainability (Topic)","volume":"31 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-08-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"130931483","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}
In an attempt to examine the influence of the leader's social relation on dividend distribution policy in a context of listed non-financial Tunisian firms, a multiple linear model is constructed in a period stretching between 2001-2014.Thus, our empirical study is based on the estimation of a single model by following the multiple linear regression technique (Panel).
Our results of the estimate of our model show a positive effect between the Leader's social relationship and the policy of dividend distribution in a context of the Tunisian non-financial listed companies.
{"title":"Leader’s Social Relationship and the Policy of Dividend Distribution: Study of Tunisian Non-Financial Listed Companies.","authors":"Ghanmi Najiba, Ellouz Siwar","doi":"10.2139/ssrn.3443392","DOIUrl":"https://doi.org/10.2139/ssrn.3443392","url":null,"abstract":"In an attempt to examine the influence of the leader's social relation on dividend distribution policy in a context of listed non-financial Tunisian firms, a multiple linear model is constructed in a period stretching between 2001-2014.Thus, our empirical study is based on the estimation of a single model by following the multiple linear regression technique (Panel).<br><br>Our results of the estimate of our model show a positive effect between the Leader's social relationship and the policy of dividend distribution in a context of the Tunisian non-financial listed companies.<br>","PeriodicalId":321047,"journal":{"name":"SRPN: Leadership and Sustainability (Topic)","volume":"129 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-08-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134430573","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}
Former literature finds that women managers play unique roles in environmental governance in OECD countries. However, little evidence was found in developing countries. This study employs a sample of 4150 Chinese private firms to empirically investigate on the gender gaps in corporate environmental performance in China. Based on the Tobit approach, our findings challenge the former literature that female entrepreneurs outperform their male counterparts in environmental governance. Further analysis through Mediating Model provides robust evidences that due to bank discrimination, female entrepreneurs often have limited access to bank finance, which confines their capabilities to invest in environmental projects. Our work sheds new lights and provides significant policy implications on the pro-environmental behaviors of female entrepreneurs that, despite of higher level of environmental awareness, female entrepreneurs should get support for their pro-environmental behaviors in the case of gender discrimination.
{"title":"The Confined Intention: The Reverse Gender Gap in Corporate Environmental Governance in China","authors":"Zhang Tuo, Fengjing Han, Xiaojun Yang","doi":"10.2139/ssrn.3404428","DOIUrl":"https://doi.org/10.2139/ssrn.3404428","url":null,"abstract":"Former literature finds that women managers play unique roles in environmental governance in OECD countries. However, little evidence was found in developing countries. This study employs a sample of 4150 Chinese private firms to empirically investigate on the gender gaps in corporate environmental performance in China. Based on the Tobit approach, our findings challenge the former literature that female entrepreneurs outperform their male counterparts in environmental governance. Further analysis through Mediating Model provides robust evidences that due to bank discrimination, female entrepreneurs often have limited access to bank finance, which confines their capabilities to invest in environmental projects. Our work sheds new lights and provides significant policy implications on the pro-environmental behaviors of female entrepreneurs that, despite of higher level of environmental awareness, female entrepreneurs should get support for their pro-environmental behaviors in the case of gender discrimination.","PeriodicalId":321047,"journal":{"name":"SRPN: Leadership and Sustainability (Topic)","volume":"146 8 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-06-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"129853993","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 introduces a special issue of the International and Comparative Corporate Law Journal resulting from the inaugural workshop of Daughters of Themis: International Network of Female Business Scholars in June 2015. The network fosters a strong sense of collegiality motivated by the sincere belief that our research and ultimately the broader academic endeavour is so much richer and enjoyable when we work together to help resolve society’s great challenges. At its heart is its annual workshop where a small number of participants can enjoy sustained discussion of their papers in an inclusive and collegiate atmosphere, genuine collaboration across disciplines is fostered, and informal support and mentoring of junior scholars by more senior participants can take place.
{"title":"Introducing Daughters of Themis: International Network of Female Business Scholars","authors":"Roseanne Russell, Beate Sjåfjell","doi":"10.2139/SSRN.2914153","DOIUrl":"https://doi.org/10.2139/SSRN.2914153","url":null,"abstract":"This paper introduces a special issue of the International and Comparative Corporate Law Journal resulting from the inaugural workshop of Daughters of Themis: International Network of Female Business Scholars in June 2015. The network fosters a strong sense of collegiality motivated by the sincere belief that our research and ultimately the broader academic endeavour is so much richer and enjoyable when we work together to help resolve society’s great challenges. At its heart is its annual workshop where a small number of participants can enjoy sustained discussion of their papers in an inclusive and collegiate atmosphere, genuine collaboration across disciplines is fostered, and informal support and mentoring of junior scholars by more senior participants can take place.","PeriodicalId":321047,"journal":{"name":"SRPN: Leadership and Sustainability (Topic)","volume":"3 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2017-02-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"125363118","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 research advances the hypothesis that female leaders – chief executive officers (CEOs), chairs, and directors – of a microfinance institution (MFI) give more priority to the poorest families in loan provision than male leaders do. We differentiate between a depth and a width dimension of financial inclusion. The data set is a unique global panel of MFIs collected from MFI raters’ reports. Our sample is also unique in the sense that about one-third of all MFIs have a female CEO. The problem of endogeneity for the female leader is resolved by running Heckman’s two-step endogenous dummy variable estimation with an instrument for the female leader. We find evidence of greater depth financial inclusion (smaller average loans, more gender bias) with a female leader but not for width financial inclusion (credit client growth). Female leaders exhibit greater altruism and greater competition avoidance but not greater risk aversion than male peers.
{"title":"Female Leaders and Financial Inclusion. Evidence from Microfinance Institutions","authors":"R. O. Strøm, Bert D'espallier, R. Mersland","doi":"10.2139/ssrn.2737287","DOIUrl":"https://doi.org/10.2139/ssrn.2737287","url":null,"abstract":"This research advances the hypothesis that female leaders – chief executive officers (CEOs), chairs, and directors – of a microfinance institution (MFI) give more priority to the poorest families in loan provision than male leaders do. We differentiate between a depth and a width dimension of financial inclusion. The data set is a unique global panel of MFIs collected from MFI raters’ reports. Our sample is also unique in the sense that about one-third of all MFIs have a female CEO. The problem of endogeneity for the female leader is resolved by running Heckman’s two-step endogenous dummy variable estimation with an instrument for the female leader. We find evidence of greater depth financial inclusion (smaller average loans, more gender bias) with a female leader but not for width financial inclusion (credit client growth). Female leaders exhibit greater altruism and greater competition avoidance but not greater risk aversion than male peers.","PeriodicalId":321047,"journal":{"name":"SRPN: Leadership and Sustainability (Topic)","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2016-02-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"129315541","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}
Carlo Drago, Livia Aliberti Amidani, Davide Carbonai
In recent literature a relevant problem has been the relationship between career/personal contact networks and different career paths. In addition the recent advances in social capital theory have shown the way in which networks impact on personal careers. In particular women’s careers appear to be negatively affected by the informational network structure. The main contribution of this work is to propose empirical evidence of this phenomenon by considering the gendered directorship network with relation to Austria and to show the structural differences by gender in the network. By using community detection techniques we have found various communities in which females seem not to be present at all, where females show significantly fewer contacts than males in the network, and finally where the proportion of males exceeds 91%. The results show the predominant role in the network of male directors; these differences are very relevant if we consider the network as a tool of vehicle information and as a power mechanism. In this paper we wish to make an original contribution to the debate of the well-known “glass-ceiling” effect.
{"title":"Measuring Gender Differences in Information Sharing Using Network Analysis: The Case of the Austrian Interlocking Directorship Network in 2009","authors":"Carlo Drago, Livia Aliberti Amidani, Davide Carbonai","doi":"10.2139/ssrn.2461708","DOIUrl":"https://doi.org/10.2139/ssrn.2461708","url":null,"abstract":"In recent literature a relevant problem has been the relationship between career/personal contact networks and different career paths. In addition the recent advances in social capital theory have shown the way in which networks impact on personal careers. In particular women’s careers appear to be negatively affected by the informational network structure. The main contribution of this work is to propose empirical evidence of this phenomenon by considering the gendered directorship network with relation to Austria and to show the structural differences by gender in the network. By using community detection techniques we have found various communities in which females seem not to be present at all, where females show significantly fewer contacts than males in the network, and finally where the proportion of males exceeds 91%. The results show the predominant role in the network of male directors; these differences are very relevant if we consider the network as a tool of vehicle information and as a power mechanism. In this paper we wish to make an original contribution to the debate of the well-known “glass-ceiling” effect.","PeriodicalId":321047,"journal":{"name":"SRPN: Leadership and Sustainability (Topic)","volume":"8 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2014-07-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121862887","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}
150 people who rose to the top of 63 fields in 41 nations by virtue of noticing and/or handling more system effects or noticing/handling them better than others were given questionnaires about exactly what system effects they noticed and handled. That produced 256 system effect types in a well ordered model of 64 sets of 4, ordered as 16 sets of 16. An instrument for assessing how many of the 256 system effects were noticed/handled how definitely by people was administered to 200 executives of a global firm in Tokyo, with just under 2/3s of all executives in the same success order as their system effects covered ordering. Executives who noticed/handled more system effects had more overall success (measured 5 ways). More executives departed from that ordering in the top third of success scores than in middle and lower thirds (being higher in success order than their system effects-covered order would indicate), hinting at special factors added to a general capability captured well by number of system effects types covered.
{"title":"Assessing Notice & Handling of 256 System Effects: Who Gets Promoted? Who is Lucky? Who Finds Side-Effects that are Better than Main Ones?","authors":"R. Greene","doi":"10.2139/ssrn.2243301","DOIUrl":"https://doi.org/10.2139/ssrn.2243301","url":null,"abstract":"150 people who rose to the top of 63 fields in 41 nations by virtue of noticing and/or handling more system effects or noticing/handling them better than others were given questionnaires about exactly what system effects they noticed and handled. That produced 256 system effect types in a well ordered model of 64 sets of 4, ordered as 16 sets of 16. An instrument for assessing how many of the 256 system effects were noticed/handled how definitely by people was administered to 200 executives of a global firm in Tokyo, with just under 2/3s of all executives in the same success order as their system effects covered ordering. Executives who noticed/handled more system effects had more overall success (measured 5 ways). More executives departed from that ordering in the top third of success scores than in middle and lower thirds (being higher in success order than their system effects-covered order would indicate), hinting at special factors added to a general capability captured well by number of system effects types covered.","PeriodicalId":321047,"journal":{"name":"SRPN: Leadership and Sustainability (Topic)","volume":"49 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2013-04-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"116129165","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}
Amanda Kimball, Donald A Palmer, Christopher Marquis
This paper contributes to theory on the impact of leader attributes on corporate behavior by exploring the relationship between gender composition in corporate leadership and environmental performance. Specifically, using a sample of 500 large US firms we examine a) the effects of women leadership on corporate environmental performance in general, b) the relative magnitude of these effects across the categories of women management and women board members, and c) the extent to which the impact of women in leadership exhibits threshold effects. We find that firms that incorporate women in their top management team and board of directors exhibit superior environmental performance, with the impact being greater for the board. Furthermore, the addition of women to a firm’s top management only impacts its environmental performance if the firm also has women on its board of directors. We discuss how these results contribute to research on upper echelons in general and female leadership of large corporations specifically.
{"title":"The Impact of Women Top Managers and Directors on Corporate Environmental Performance","authors":"Amanda Kimball, Donald A Palmer, Christopher Marquis","doi":"10.2139/ssrn.2211826","DOIUrl":"https://doi.org/10.2139/ssrn.2211826","url":null,"abstract":"This paper contributes to theory on the impact of leader attributes on corporate behavior by exploring the relationship between gender composition in corporate leadership and environmental performance. Specifically, using a sample of 500 large US firms we examine a) the effects of women leadership on corporate environmental performance in general, b) the relative magnitude of these effects across the categories of women management and women board members, and c) the extent to which the impact of women in leadership exhibits threshold effects. We find that firms that incorporate women in their top management team and board of directors exhibit superior environmental performance, with the impact being greater for the board. Furthermore, the addition of women to a firm’s top management only impacts its environmental performance if the firm also has women on its board of directors. We discuss how these results contribute to research on upper echelons in general and female leadership of large corporations specifically.","PeriodicalId":321047,"journal":{"name":"SRPN: Leadership and Sustainability (Topic)","volume":"17 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2012-10-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"130558861","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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