This article discusses the development of the concept of the ‘work-life balance’ as a means of tackling the problem of increasing amounts of stress in the work-place as people try to juggle a wide range of factors in their life/work environment, including: work; family; friends; health; and spirit/self. It is argued that, of the factors involved, work is the one which is most elastic and can be managed in such a way as to avoiding jeopardizing the other factors. The search for work-life balance is a process in which people seek to change things in accordance with changes in their own priorities, physical, psychological or both, and these can be triggered in their turn by factors such as: age; changes in working conditions; the demands of new technology; and poor management. Employees benefit through: having a greater responsibility and a sense of ownership; having better relations with management; avoiding bringing problems at home to work, and vice versa; having the time to focus more on life outside work; and having greater control of their working lives. The achievement of better work-life balance can yield dividends for employers in terms of: having a more motivated, productive and less stressed workforce that feels valued; attracting a wider range of candidates, such as older part-time workers and carers; increased productivity and reduced absenteeism; gaining the reputation of being an employer of choice; retaining valued employees; achieving reduced costs; and maximizing available labour. The author considers some of the issues which might arise when implementing a work-life balance strategy and offers advice on implementing such a scheme.
{"title":"Work-Life Balance: Why Is Everybody Talking About It at All?","authors":"S. Gangawane","doi":"10.2139/ssrn.3224015","DOIUrl":"https://doi.org/10.2139/ssrn.3224015","url":null,"abstract":"This article discusses the development of the concept of the ‘work-life balance’ as a means of tackling the problem of increasing amounts of stress in the work-place as people try to juggle a wide range of factors in their life/work environment, including: work; family; friends; health; and spirit/self. It is argued that, of the factors involved, work is the one which is most elastic and can be managed in such a way as to avoiding jeopardizing the other factors. The search for work-life balance is a process in which people seek to change things in accordance with changes in their own priorities, physical, psychological or both, and these can be triggered in their turn by factors such as: age; changes in working conditions; the demands of new technology; and poor management. Employees benefit through: having a greater responsibility and a sense of ownership; having better relations with management; avoiding bringing problems at home to work, and vice versa; having the time to focus more on life outside work; and having greater control of their working lives. The achievement of better work-life balance can yield dividends for employers in terms of: having a more motivated, productive and less stressed workforce that feels valued; attracting a wider range of candidates, such as older part-time workers and carers; increased productivity and reduced absenteeism; gaining the reputation of being an employer of choice; retaining valued employees; achieving reduced costs; and maximizing available labour. The author considers some of the issues which might arise when implementing a work-life balance strategy and offers advice on implementing such a scheme.","PeriodicalId":337628,"journal":{"name":"ERN: Personnel Policies (Topic)","volume":"42 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-07-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"114787417","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 aim of this study is to measure the importance of work engagement, high work practices, and their impact on employees’ work performance in the banking sector. This thesis was examined on three variables, work engagement, work practices, and work performance. In order to achieve this objective, this research adopted quantitative approach. For this, convenience sampling technique was used and survey questionnaire based on closed-ended questions and 06 scales. A total of 150 questionnaires was distributed and 127 valid responses collected. Data were analyzed through using Statistical Package for the Social Sciences (SPSS). To find out the result, Regression and Correlation test techniques were used. The key findings of the study propose that there is a significantly positive link between work engagement, work practices, and work performance. The conclusion of this examination might be very helpful for the Banking Sector in order to improve performance of their employees through keeping highly engaged in work and high involvement of work practices that contribute on the way to the achievement of the organization as well as employee’s personal accomplishment.
{"title":"Assessing the Work Engagement, Work Practices and Work Performance in Banks","authors":"S. Memon, Shahrukh Baig Soomro, Santosh Kumar","doi":"10.20474/jabs-4.3.5","DOIUrl":"https://doi.org/10.20474/jabs-4.3.5","url":null,"abstract":"The aim of this study is to measure the importance of work engagement, high work practices, and their impact on employees’ work performance in the banking sector. This thesis was examined on three variables, work engagement, work practices, and work performance. In order to achieve this objective, this research adopted quantitative approach. For this, convenience sampling technique was used and survey questionnaire based on closed-ended questions and 06 scales. A total of 150 questionnaires was distributed and 127 valid responses collected. Data were analyzed through using Statistical Package for the Social Sciences (SPSS). To find out the result, Regression and Correlation test techniques were used. The key findings of the study propose that there is a significantly positive link between work engagement, work practices, and work performance. The conclusion of this examination might be very helpful for the Banking Sector in order to improve performance of their employees through keeping highly engaged in work and high involvement of work practices that contribute on the way to the achievement of the organization as well as employee’s personal accomplishment.","PeriodicalId":337628,"journal":{"name":"ERN: Personnel Policies (Topic)","volume":"77 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-06-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"129301563","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}
Workplace bullying is a global problem that is tackled by different countries with different strategies. Some countries have prohibited workplace bullying, while others still grapple with the problem. Just as countries have different approaches to dealing with workplace bullying, researchers have varied strategies for analyzing bullying. This article will look at two researchers who studied workplace bullying and the resulting coping mechanisms used by the target. However, one researcher, Karatuna (2015) employs a qualitative approach to interview 20 workers in Turkey and how they cope with stress. The results lead to five themes explaining how workers cope with bullying. In comparison, Hollis (2017) used a survey method to study 355 American higher education employees and how they cope with stress. The predictive statistical analysis of Chi-Square showed that women are more likely to resign to cope with workplace bullying. While a target’s exit and resignation was a common finding for both researchers, the researchers used different approaches to determine the impact of workplace bullying.
{"title":"A Comparative Analysis: A Review of a Qualitative Approach and a Quantitative Approach to Examining Stress and Coping for Targets Enduring Workplace Bullying","authors":"C. Patrick","doi":"10.2139/ssrn.3150907","DOIUrl":"https://doi.org/10.2139/ssrn.3150907","url":null,"abstract":"Workplace bullying is a global problem that is tackled by different countries with different strategies. Some countries have prohibited workplace bullying, while others still grapple with the problem. Just as countries have different approaches to dealing with workplace bullying, researchers have varied strategies for analyzing bullying. This article will look at two researchers who studied workplace bullying and the resulting coping mechanisms used by the target. However, one researcher, Karatuna (2015) employs a qualitative approach to interview 20 workers in Turkey and how they cope with stress. The results lead to five themes explaining how workers cope with bullying. In comparison, Hollis (2017) used a survey method to study 355 American higher education employees and how they cope with stress. The predictive statistical analysis of Chi-Square showed that women are more likely to resign to cope with workplace bullying. While a target’s exit and resignation was a common finding for both researchers, the researchers used different approaches to determine the impact of workplace bullying.","PeriodicalId":337628,"journal":{"name":"ERN: Personnel Policies (Topic)","volume":"40 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-03-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"133325340","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}
Bulgarian Abstract: Докладът представя ролята на научноизследователската дейност за социално развитие в съвременното общество. Значението на човешките ресурси е основно за резултатите от научните изследвания. Статията представя ролята на мотивацията като фактор за постигане на по-добри резултати. Мотивацията е представена като вътрешна и външна. Освен това тя е определяща за състоянието на организационната среда. В заключение, статията представя оценяващите показатели за резултатите от научните изследвания. English Abstract: The paper presents role of scientific research activity for a social development in modern society. The importance of human resources is basic for scientific research results. The article presents the role of motivation as a factor for better results .It is determined from factors, as career development, wage and others. The motivation is represented as internal and external. Furthermore, it is a determining for the condition of the organizational environment. In conclusion, the article presents the assessing indicators for scientific research results.
{"title":"Създаване на добра организационнасреда за научноизследователска дейност (Creation of Good Organizational Environment for Scientific Research Activity)","authors":"Venelin Terziev, Daniel Manolov","doi":"10.2139/ssrn.3156553","DOIUrl":"https://doi.org/10.2139/ssrn.3156553","url":null,"abstract":"<b>Bulgarian Abstract:</b> Докладът представя ролята на научноизследователската дейност за социално развитие в съвременното общество. Значението на човешките ресурси е основно за резултатите от научните изследвания. Статията представя ролята на мотивацията като фактор за постигане на по-добри резултати. Мотивацията е представена като вътрешна и външна. Освен това тя е определяща за състоянието на организационната среда. В заключение, статията представя оценяващите показатели за резултатите от научните изследвания. <b>English Abstract:</b> The paper presents role of scientific research activity for a social development in modern society. The importance of human resources is basic for scientific research results. The article presents the role of motivation as a factor for better results .It is determined from factors, as career development, wage and others. The motivation is represented as internal and external. Furthermore, it is a determining for the condition of the organizational environment. In conclusion, the article presents the assessing indicators for scientific research results.","PeriodicalId":337628,"journal":{"name":"ERN: Personnel Policies (Topic)","volume":"38 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2017-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131275433","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}
Pub Date : 2017-07-10DOI: 10.5296/IJHRS.V7I3.11353
Alima Aktar, Faizuniah Pangil
The purpose of this study is to investigate the relationship between HRM practices and employee engagement. Although employee engagement has got a great attention among the industry practitioners in recent times, it requires more considerations particularly in the academic literature. Based on the norms of social exchange theory (SET), this study has developed the framework to examine the role of perceived organizational support (POS) on HRM practices-employee engagement linkage. Survey data has been collected from employees who are working in different private commercial banks in Bangladesh. This study has used a sample of 376 employees using cluster sampling technique. To analyze the data, this study has employed SmartPLS 3.0 version software. The results of structural equation modeling revealed that HRM practices namely career advancement, job security and performance were significantly and positively related to employee engagement. The results also showed that POS can moderate the relationship between HRM practices and employee engagement. It suggests that in the presence of POS, relatively low level of employees’ perceptions regarding job related resources will exert a high level of employees’ behavioral outcomes such as engagement. The implications and suggestions for future research have also been discussed.
{"title":"The Relationship between Employee Engagement, HRM Practices and Perceived Organizational Support: Evidence from Banking Employees","authors":"Alima Aktar, Faizuniah Pangil","doi":"10.5296/IJHRS.V7I3.11353","DOIUrl":"https://doi.org/10.5296/IJHRS.V7I3.11353","url":null,"abstract":"The purpose of this study is to investigate the relationship between HRM practices and employee engagement. Although employee engagement has got a great attention among the industry practitioners in recent times, it requires more considerations particularly in the academic literature. Based on the norms of social exchange theory (SET), this study has developed the framework to examine the role of perceived organizational support (POS) on HRM practices-employee engagement linkage. Survey data has been collected from employees who are working in different private commercial banks in Bangladesh. This study has used a sample of 376 employees using cluster sampling technique. To analyze the data, this study has employed SmartPLS 3.0 version software. The results of structural equation modeling revealed that HRM practices namely career advancement, job security and performance were significantly and positively related to employee engagement. The results also showed that POS can moderate the relationship between HRM practices and employee engagement. It suggests that in the presence of POS, relatively low level of employees’ perceptions regarding job related resources will exert a high level of employees’ behavioral outcomes such as engagement. The implications and suggestions for future research have also been discussed.","PeriodicalId":337628,"journal":{"name":"ERN: Personnel Policies (Topic)","volume":"130 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2017-07-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134405898","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}
Firms produce national GDP in an economy. There are several functions in firm management, and managers operate those functions. They are logistics, supply, stock, finance, accounting, marketing, production, etc. All have managers such as accounting manager, finance manager, marketing manager, etc. Performance of managers is crucial to firm performance. Because performance of managers might become one determinator of firm performance. Therefore, HRM may have an impact on GDP through managers. Because productions and sales of firms affect GDPs in an economy.
{"title":"Impact of Human Resource Management on Economy: Firm Management Perspective","authors":"G. Uysal","doi":"10.2139/ssrn.2951577","DOIUrl":"https://doi.org/10.2139/ssrn.2951577","url":null,"abstract":"Firms produce national GDP in an economy. There are several functions in firm management, and managers operate those functions. They are logistics, supply, stock, finance, accounting, marketing, production, etc. All have managers such as accounting manager, finance manager, marketing manager, etc. Performance of managers is crucial to firm performance. Because performance of managers might become one determinator of firm performance. Therefore, HRM may have an impact on GDP through managers. Because productions and sales of firms affect GDPs in an economy.","PeriodicalId":337628,"journal":{"name":"ERN: Personnel Policies (Topic)","volume":"67 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2017-04-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134468233","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}
We investigate the consequences of low-quality audits for engagement partners in the US and the role audit firm quality control systems play in this process. We employ a sample period during which the identity of the engagement partner on specific audits is not publicly known to isolate the effect of quality control systems on partner management. We find that restatements result in partner changes for both restating and non-restating clients. Because the identity of the partner on an audit is not publicly known, non-restating clients may not be fully aware of the restatements associated with their engagement partners. We find that audit firms with ineffective partner quality control systems take advantage of this opaque information environment and do not replace low quality partners, especially if the partners can bring in large audit fees. Even if these audit firms replace the partner, they do not supply a new partner with higher quality. Our results highlight the importance of an effective quality control system in disciplining partners. When audit firm quality control systems fail, enhanced transparency through disclosing the identity of the engagement partner may be necessary in disciplining the auditing labor market.
{"title":"Consequences of Low-Quality Audits for Engagement Partners: The Importance of Audit Firm Quality Control Systems","authors":"Daniel Aobdia, R. Petacchi","doi":"10.2139/ssrn.2983900","DOIUrl":"https://doi.org/10.2139/ssrn.2983900","url":null,"abstract":"We investigate the consequences of low-quality audits for engagement partners in the US and the role audit firm quality control systems play in this process. We employ a sample period during which the identity of the engagement partner on specific audits is not publicly known to isolate the effect of quality control systems on partner management. We find that restatements result in partner changes for both restating and non-restating clients. Because the identity of the partner on an audit is not publicly known, non-restating clients may not be fully aware of the restatements associated with their engagement partners. We find that audit firms with ineffective partner quality control systems take advantage of this opaque information environment and do not replace low quality partners, especially if the partners can bring in large audit fees. Even if these audit firms replace the partner, they do not supply a new partner with higher quality. Our results highlight the importance of an effective quality control system in disciplining partners. When audit firm quality control systems fail, enhanced transparency through disclosing the identity of the engagement partner may be necessary in disciplining the auditing labor market.","PeriodicalId":337628,"journal":{"name":"ERN: Personnel Policies (Topic)","volume":"27 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2017-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121295101","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}
21st century is acknowledged for its information outburst, technological innovation and also for transmission of such information through Human Resource Information System for successful functioning of organizations. HRIS facilitates retrieval of information quickly and accurately which allows quick analysis of HR issues and gives good information for decision makers. HRIS acts as an effective tool for managers to take effective decisions. With this background, an attempt has been made to assess the impact of human resource information systems usage on decision making process in the select software companies. For the purpose of the study 50 companies were selected based on purposive sampling method through a structured questionnaire administered. The sample included 350 IT professionals from different designations. Statistical tools like descriptive statistics, ANOVA and t-test have been used. The IT professionals and their designations have been considered as independent variables while the decision making process has been treated as dependent variable. The results of this research would help software companies to better understand the usage of HRIS to facilitate the decision making process in their organizations and also would help to identify how the decisions are taken by the employees with the help of HRIS.
{"title":"HRIS as a Tool for Effective Decision Making in Select Software Companies in Bangalore, Karnataka, India","authors":"N. Nawaz","doi":"10.2139/SSRN.2920060","DOIUrl":"https://doi.org/10.2139/SSRN.2920060","url":null,"abstract":"21st century is acknowledged for its information outburst, technological innovation and also for transmission of such information through Human Resource Information System for successful functioning of organizations. HRIS facilitates retrieval of information quickly and accurately which allows quick analysis of HR issues and gives good information for decision makers. HRIS acts as an effective tool for managers to take effective decisions. With this background, an attempt has been made to assess the impact of human resource information systems usage on decision making process in the select software companies. For the purpose of the study 50 companies were selected based on purposive sampling method through a structured questionnaire administered. The sample included 350 IT professionals from different designations. Statistical tools like descriptive statistics, ANOVA and t-test have been used. The IT professionals and their designations have been considered as independent variables while the decision making process has been treated as dependent variable. The results of this research would help software companies to better understand the usage of HRIS to facilitate the decision making process in their organizations and also would help to identify how the decisions are taken by the employees with the help of HRIS.","PeriodicalId":337628,"journal":{"name":"ERN: Personnel Policies (Topic)","volume":"6 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2017-02-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134383515","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}
Pub Date : 2017-02-16DOI: 10.33844/IJOL.2017.60268
Miriam Garbarova
Success is fundamental to every organization and that is why organizations try to be successful. Organizations need unique business ideas and sufficient capital to be successful but no organization can exist without human resources. Therefore, employees are the main source of organizations’ success. The aim of the current paper is to highlight the benefits of the EFQM Excellence Model as a tool that helps to improve human resource management. To fulfill the aim of the paper, the secondary research based on the methods of analysis, comparison, and selection is performed. Case studies focused on organizations that improved their human resources management using the EFQM Excellence Model are used as the main sources of the secondary research. As a result, the secondary research provided a finding that the EFQM Excellence Model may be considered as a tool that helps to improve human resource management. Recommendation arising from the paper is to use the EFQM Excellence Model for improving organizations’ results including results towards employees.
{"title":"Improving Human Resources Management Using the EFQM Excellence Model","authors":"Miriam Garbarova","doi":"10.33844/IJOL.2017.60268","DOIUrl":"https://doi.org/10.33844/IJOL.2017.60268","url":null,"abstract":"Success is fundamental to every organization and that is why organizations try to be successful. Organizations need unique business ideas and sufficient capital to be successful but no organization can exist without human resources. Therefore, employees are the main source of organizations’ success. The aim of the current paper is to highlight the benefits of the EFQM Excellence Model as a tool that helps to improve human resource management. To fulfill the aim of the paper, the secondary research based on the methods of analysis, comparison, and selection is performed. Case studies focused on organizations that improved their human resources management using the EFQM Excellence Model are used as the main sources of the secondary research. As a result, the secondary research provided a finding that the EFQM Excellence Model may be considered as a tool that helps to improve human resource management. Recommendation arising from the paper is to use the EFQM Excellence Model for improving organizations’ results including results towards employees.","PeriodicalId":337628,"journal":{"name":"ERN: Personnel Policies (Topic)","volume":"32 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2017-02-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123277697","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 provides an overview of the human resource management implications associated with the rise of right-wing populism. Our perspective is based on a review of the managerial, policy, and academic literature. We highlight some of the potentially negative human resource management consequences for markets in the U.K., U.S., and around the world that result from declines in social protection, a rise in racism, a decline in diversity or acceptance of diversity, as well as barriers to the mobility of labour, immigration, and trade, among other problems.
{"title":"The Rise of Right Wing Populism and Its Effect on HRM","authors":"Douglas J. Cumming, G. Wood, S. Zahra","doi":"10.2139/ssrn.2879078","DOIUrl":"https://doi.org/10.2139/ssrn.2879078","url":null,"abstract":"This paper provides an overview of the human resource management implications associated with the rise of right-wing populism. Our perspective is based on a review of the managerial, policy, and academic literature. We highlight some of the potentially negative human resource management consequences for markets in the U.K., U.S., and around the world that result from declines in social protection, a rise in racism, a decline in diversity or acceptance of diversity, as well as barriers to the mobility of labour, immigration, and trade, among other problems.","PeriodicalId":337628,"journal":{"name":"ERN: Personnel Policies (Topic)","volume":"49 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2016-11-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"129721116","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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