Markus and Benjamin (1996) proposed a change agentry model that identifies three change agent roles for the information system (IS) specialist: the traditional, the facilitator, and the advocator. This study explores these roles for IS consultants who are engaged as independent contractors by small businesses. Presented here is a field study of twenty-five cases to test these three roles. In general, the results of the study suggest that IS consultants' view themselves as change agents and can identify a role that they prefer to follow. Key relationships emerged between the change agent role selected by an IS consultant for an engagement and the quality of the IS implementation. A main finding indicates that the advocator role model is most effective when resistance to change is encountered. The study concludes with suggestions to help IS consultants improve their effectiveness as change agents, such as acquiring the broader type of skills to adopt an advocator role and attaining the flexibility to follow different change agent roles.
{"title":"IS consultants and the change agent role","authors":"Elaine R. Winston","doi":"10.1145/571475.571480","DOIUrl":"https://doi.org/10.1145/571475.571480","url":null,"abstract":"Markus and Benjamin (1996) proposed a change agentry model that identifies three change agent roles for the information system (IS) specialist: the traditional, the facilitator, and the advocator. This study explores these roles for IS consultants who are engaged as independent contractors by small businesses. Presented here is a field study of twenty-five cases to test these three roles. In general, the results of the study suggest that IS consultants' view themselves as change agents and can identify a role that they prefer to follow. Key relationships emerged between the change agent role selected by an IS consultant for an engagement and the quality of the IS implementation. A main finding indicates that the advocator role model is most effective when resistance to change is encountered. The study concludes with suggestions to help IS consultants improve their effectiveness as change agents, such as acquiring the broader type of skills to adopt an advocator role and attaining the flexibility to follow different change agent roles.","PeriodicalId":426630,"journal":{"name":"ACM Sigcpr Computer Personnel","volume":"22 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2002-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121817422","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}
Previous research on computer personnel, or the "people part" of the computer technology equation, has stimulated understanding of the interaction between people and technology. This paper presents the results of quantitative and qualitative analysis of proceedings from the 1991 through 1999 annual conference of the Association for Computing Machinery's Special Interest Group on Computer Personnel Research. The study develops a framework defining the domain of management information systems personnel research, summarizes lessons learned, organizes and presents research questions from the past decade's research, and identifies exemplary research streams that provide support for expanding theory and application knowledge in this field. While the continual evolution of technology sets the stage for future research, the need for development of new knowledge in several specific areas is suggested.
{"title":"A view from the SIGCPR conference: what have we learned in this decade?","authors":"F. Niederman, J. Moore, S. Yager","doi":"10.1145/571475.571481","DOIUrl":"https://doi.org/10.1145/571475.571481","url":null,"abstract":"Previous research on computer personnel, or the \"people part\" of the computer technology equation, has stimulated understanding of the interaction between people and technology. This paper presents the results of quantitative and qualitative analysis of proceedings from the 1991 through 1999 annual conference of the Association for Computing Machinery's Special Interest Group on Computer Personnel Research. The study develops a framework defining the domain of management information systems personnel research, summarizes lessons learned, organizes and presents research questions from the past decade's research, and identifies exemplary research streams that provide support for expanding theory and application knowledge in this field. While the continual evolution of technology sets the stage for future research, the need for development of new knowledge in several specific areas is suggested.","PeriodicalId":426630,"journal":{"name":"ACM Sigcpr Computer Personnel","volume":"24 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1999-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123449422","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 era when information technology (IT) is an integral part of society, many organizations are finding it difficult to hire adequate numbers of information technology personnel. Computer systems have permeated virtually every facet of organizations, creating a demand for individuals with IT skills at every level. The situation is complicated by the fact that finding personnel with the appropriate skills mix is even more problematic. As we move into the new millennium, IT roles are shifting at a rapidly increasing pace. Technical skills alone are not sufficient for success in the IT profession --- soft skills like communication, problem solving, and teamwork are increasingly important. Recognizing that no curriculum can provide all training needed by every employee in every position, the issue then becomes to identify which specific sets of knowledge, skills, and abilities (KSAs) are most important to IT organizations. This paper presents the findings of an initial case study undertaken to identify the necessary KSAs that can be used in the development of academic and industry training programs. The focus of this paper is on the findings for soft skill KSAs.
{"title":"Preparing the information technology workforce for the new millennium","authors":"Janet L. Bailey, Greg Stefaniak","doi":"10.1145/571475.571476","DOIUrl":"https://doi.org/10.1145/571475.571476","url":null,"abstract":"In an era when information technology (IT) is an integral part of society, many organizations are finding it difficult to hire adequate numbers of information technology personnel. Computer systems have permeated virtually every facet of organizations, creating a demand for individuals with IT skills at every level. The situation is complicated by the fact that finding personnel with the appropriate skills mix is even more problematic. As we move into the new millennium, IT roles are shifting at a rapidly increasing pace. Technical skills alone are not sufficient for success in the IT profession --- soft skills like communication, problem solving, and teamwork are increasingly important. Recognizing that no curriculum can provide all training needed by every employee in every position, the issue then becomes to identify which specific sets of knowledge, skills, and abilities (KSAs) are most important to IT organizations. This paper presents the findings of an initial case study undertaken to identify the necessary KSAs that can be used in the development of academic and industry training programs. The focus of this paper is on the findings for soft skill KSAs.","PeriodicalId":426630,"journal":{"name":"ACM Sigcpr Computer Personnel","volume":"10 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1999-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"130094174","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 study documents responses relating to advantages and disadvantages of telecommuting from a national survey mailed to information systems (IS) managers. These managers were selected because of both the explicit and implicit roles they play in technology decisions, including those related to telecommuting. Two variables thought to be associated with IS managers beliefs about telecommuting are isolated for measurement and testing. The two variables are firm size and whether the organization currently has a telecommuting program in place. Results indicate that neither firm size nor the existence of a telecommuting program affect beliefs of IS managers concerning the advantages and disadvantages of telecommuting. These results lend credence to the hypothesis that a consensus is forming regarding the benefits and drawbacks associated with this innovative and alternate work arrangement.
{"title":"The effect of organizational size and program status on information systems managers' perceptions of telecommuting","authors":"T. S. Ellis, Robert L. Webster","doi":"10.1145/571475.571477","DOIUrl":"https://doi.org/10.1145/571475.571477","url":null,"abstract":"This study documents responses relating to advantages and disadvantages of telecommuting from a national survey mailed to information systems (IS) managers. These managers were selected because of both the explicit and implicit roles they play in technology decisions, including those related to telecommuting. Two variables thought to be associated with IS managers beliefs about telecommuting are isolated for measurement and testing. The two variables are firm size and whether the organization currently has a telecommuting program in place. Results indicate that neither firm size nor the existence of a telecommuting program affect beliefs of IS managers concerning the advantages and disadvantages of telecommuting. These results lend credence to the hypothesis that a consensus is forming regarding the benefits and drawbacks associated with this innovative and alternate work arrangement.","PeriodicalId":426630,"journal":{"name":"ACM Sigcpr Computer Personnel","volume":"22 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1999-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"115101654","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 role (and impact) of IT/IS in organizations is becoming more and more critical. The perception of the "role of IT/IS function in an organization" could have a direct impact on the effectiveness of development of IT capabilities. There has been no measure to date to capture this perception in an organization at the individual level. This paper reports the development of a scale to measure "the perception of the role of IT/IS function in organizations." Three independent studies involving more than 200 participants provided initial evidence of the construct validity of the new measure with respect to its factor structure, validity, and reliability. The paper discusses the preliminary development of the measure and its implications for the IT development environment/ effort in organizations.
{"title":"Perception of the role of information technology function in organizations: toward the development of a measure","authors":"H. Ramakrishna, X. Lin","doi":"10.1145/571475.571479","DOIUrl":"https://doi.org/10.1145/571475.571479","url":null,"abstract":"The role (and impact) of IT/IS in organizations is becoming more and more critical. The perception of the \"role of IT/IS function in an organization\" could have a direct impact on the effectiveness of development of IT capabilities. There has been no measure to date to capture this perception in an organization at the individual level. This paper reports the development of a scale to measure \"the perception of the role of IT/IS function in organizations.\" Three independent studies involving more than 200 participants provided initial evidence of the construct validity of the new measure with respect to its factor structure, validity, and reliability. The paper discusses the preliminary development of the measure and its implications for the IT development environment/ effort in organizations.","PeriodicalId":426630,"journal":{"name":"ACM Sigcpr Computer Personnel","volume":"357 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1999-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"133070168","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}
Career plateau is a popular construct that has been associated with a number of work outcomes. This study introduced a related construct called professional plateau. It is defined as the point where employees find their job unchallenging and it provides few opportunities for professional development and future employability. The study proposed that career plateau and professional plateau are related to three work outcomes: namely, career satisfaction, job satisfaction, and turnover intentions. It also proposed that professional plateau accounts for a significant variance in the three outcomes beyond those accounted for by the objective and perceptual measures of career plateau. The hypotheses were tested using data collected from a questionnaire survey. The results support the hypotheses. One practical implication of these results is that employers need to understand that career plateau and professional plateau are two types of plateau that have impact on the attitudes and intentions of information technology professionals.
{"title":"Career plateau and professional plateau: impact on work outcomes of information technology professionals","authors":"P. Lee","doi":"10.1145/571475.571478","DOIUrl":"https://doi.org/10.1145/571475.571478","url":null,"abstract":"Career plateau is a popular construct that has been associated with a number of work outcomes. This study introduced a related construct called professional plateau. It is defined as the point where employees find their job unchallenging and it provides few opportunities for professional development and future employability. The study proposed that career plateau and professional plateau are related to three work outcomes: namely, career satisfaction, job satisfaction, and turnover intentions. It also proposed that professional plateau accounts for a significant variance in the three outcomes beyond those accounted for by the objective and perceptual measures of career plateau. The hypotheses were tested using data collected from a questionnaire survey. The results support the hypotheses. One practical implication of these results is that employers need to understand that career plateau and professional plateau are two types of plateau that have impact on the attitudes and intentions of information technology professionals.","PeriodicalId":426630,"journal":{"name":"ACM Sigcpr Computer Personnel","volume":"34 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1999-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123019828","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}
How market hostility affects managerial competencies is an important human resources issue. The role of the CEO in strategic information systems planning and the CIO business planning may become more important under environmental uncertainty, especially for firms highly dependent upon information technology. In this study, CIOs were surveyed determine how environmental uncertainty information intensity impacted the role strategic IS planning practices. Both environmental uncertainty and information intensity were more strongly related to SISP practices in the electric utility industry when compared to other industries surveyed. Undergoing deregulation, electric utility companies are now being exposed to a level of environmental hostility not experienced in the past. Results indicate that a sudden change in environmental uncertainty may be a more important motivation to the use of SISP practices than the level of uncertainty itself. Data also suggest that information intensity may moderate the relationship between environmental uncertainty and SISP practices.
{"title":"The influence of environmental uncertainty on the strategic use of information systems","authors":"G. Kearns, A. Lederer","doi":"10.1145/568508.568511","DOIUrl":"https://doi.org/10.1145/568508.568511","url":null,"abstract":"How market hostility affects managerial competencies is an important human resources issue. The role of the CEO in strategic information systems planning and the CIO business planning may become more important under environmental uncertainty, especially for firms highly dependent upon information technology. In this study, CIOs were surveyed determine how environmental uncertainty information intensity impacted the role strategic IS planning practices. Both environmental uncertainty and information intensity were more strongly related to SISP practices in the electric utility industry when compared to other industries surveyed. Undergoing deregulation, electric utility companies are now being exposed to a level of environmental hostility not experienced in the past. Results indicate that a sudden change in environmental uncertainty may be a more important motivation to the use of SISP practices than the level of uncertainty itself. Data also suggest that information intensity may moderate the relationship between environmental uncertainty and SISP practices.","PeriodicalId":426630,"journal":{"name":"ACM Sigcpr Computer Personnel","volume":"17 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1999-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"130778162","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 adoption of systems development methodologies has been a subject for research and a topic for discussion for a number of years. One factor, which is often emphasized, is education and training. However, very little research has been focused on the role of formal university education and the dissemination of systems development methodologies. This is the background for this study. It investigates the extent to which a methodology, as well as its encompassing component methods and techniques, taught at the Copenhagen Business School, has been adopted by students and the organizations they are working for. The main result is that very few examples of direct adoption of the methodology taught have been found, but that the training has in general positive influence on the students' utilization of methodologies. The reasons for adoption and non-adoption are discussed based on a grounded theory analysis.
多年来，系统开发方法的采用一直是研究和讨论的主题。一个经常被强调的因素是教育和培训。然而，很少有研究集中在正规大学教育的作用和系统发展方法的传播上。这是本研究的背景。它调查了哥本哈根商学院(Copenhagen Business School)教授的一种方法论及其包含的组成方法和技术，在多大程度上被学生和他们所在的组织所采用。主要结果是，很少发现直接采用所教授方法的例子，但培训总体上对学生使用方法有积极影响。在理论分析的基础上，讨论了收养和不收养的原因。
{"title":"Systems development education and methodology adoption","authors":"K. Kautz, J. Pries-Heje","doi":"10.1145/568508.568509","DOIUrl":"https://doi.org/10.1145/568508.568509","url":null,"abstract":"The adoption of systems development methodologies has been a subject for research and a topic for discussion for a number of years. One factor, which is often emphasized, is education and training. However, very little research has been focused on the role of formal university education and the dissemination of systems development methodologies. This is the background for this study. It investigates the extent to which a methodology, as well as its encompassing component methods and techniques, taught at the Copenhagen Business School, has been adopted by students and the organizations they are working for. The main result is that very few examples of direct adoption of the methodology taught have been found, but that the training has in general positive influence on the students' utilization of methodologies. The reasons for adoption and non-adoption are discussed based on a grounded theory analysis.","PeriodicalId":426630,"journal":{"name":"ACM Sigcpr Computer Personnel","volume":"82 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1999-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122090535","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}
Much attention has been focused on creating diversity in research in the Information Systems (IS) discipline (DeSanctis, 1993; King, 1993; Benbasat and Weber, 1996; Robey, 1996). However, ethnic diversity among the IS faculty has not been a primary research focus. African-, Hispanic- and Native-Americans represent only 4.9% of the more than 24,000 business school professors and only 2.8% of the more than 2,000 Information Systems professors. Many universities attribute this nominal minority representation to the difficulty in finding qualified, tenurable faculty members from these ethnic groups.We replicate the research of Hammond (1995) using the survey and commenter features of a group support system, GroupSystems. In particular, we explore cultural issues that may contribute to the small number of African- and Hispanic-Americans who pursue doctoral degrees in information systems/technology (IS/IT). Our results confirmed some of the cultural differences found in earlier research-such as social isolation and lack of minority faculty mentors. Our results also identified family responsibilities and the need to give back to ethnic communities as important cultural issues affecting minorities' IS/IT doctoral students.
在信息系统(IS)学科的研究中创造多样性已经引起了很大的注意(DeSanctis, 1993;王,1993;Benbasat and Weber, 1996;罗比,1996)。然而，IS教师的种族多样性并不是主要的研究重点。在24,000多名商学院教授中，非洲裔、西班牙裔和美洲原住民仅占4.9%，在2,000多名信息系统教授中仅占2.8%。许多大学将这种名义上的少数民族代表性归因于难以从这些少数民族中找到合格的终身教职员工。我们复制了哈蒙德(1995)的研究，使用了群体支持系统GroupSystems的调查和评论功能。特别是，我们探讨了文化问题，这些问题可能有助于少数非洲裔和西班牙裔美国人攻读信息系统/技术(IS/IT)博士学位。我们的研究结果证实了早期研究中发现的一些文化差异，比如社会隔离和缺乏少数民族教师导师。我们的研究结果还发现，家庭责任和回馈民族社区的需要是影响少数民族IS/IT博士生的重要文化问题。
{"title":"Ethnic diversity in IS: What are current Ph.D. students saying?","authors":"F. Payton, Cynthia M. Jackson","doi":"10.1145/568508.568510","DOIUrl":"https://doi.org/10.1145/568508.568510","url":null,"abstract":"Much attention has been focused on creating diversity in research in the Information Systems (IS) discipline (DeSanctis, 1993; King, 1993; Benbasat and Weber, 1996; Robey, 1996). However, ethnic diversity among the IS faculty has not been a primary research focus. African-, Hispanic- and Native-Americans represent only 4.9% of the more than 24,000 business school professors and only 2.8% of the more than 2,000 Information Systems professors. Many universities attribute this nominal minority representation to the difficulty in finding qualified, tenurable faculty members from these ethnic groups.We replicate the research of Hammond (1995) using the survey and commenter features of a group support system, GroupSystems. In particular, we explore cultural issues that may contribute to the small number of African- and Hispanic-Americans who pursue doctoral degrees in information systems/technology (IS/IT). Our results confirmed some of the cultural differences found in earlier research-such as social isolation and lack of minority faculty mentors. Our results also identified family responsibilities and the need to give back to ethnic communities as important cultural issues affecting minorities' IS/IT doctoral students.","PeriodicalId":426630,"journal":{"name":"ACM Sigcpr Computer Personnel","volume":"191 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1999-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"117021147","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}
Technical career paths have been implemented in Information Systems (IS) departments to address the career development needs of employees whose career aspirations are not met by the traditional managerial career path. Understanding how to meet the needs of the technically oriented IS employee is important to IS career planning and development. Much has been written in both academic and popular literature about what composes a successful technical career path. Equity theory has been used in much of the existing research on technical career paths. This literature suggests that a successful technical career path should provide equitable rewards to those of a managerial career path. The present research establishes scales for four "key success factors" - equitable compensation, career path status, decision making influence, and career planning tool availability --- and examines the relationship of perceived equity of these factors to job satisfaction. Job satisfaction is relevant to an organization because it has been shown to be related to motivation to stay in an organization and organizational commitment. IS personnel on a technical career path were surveyed with regard to their equity perceptions and job satisfaction. Scales for the perception of equity for all four success factors were established. Data analysis showed that only the perception of equity of career planning tool availability is related to job satisfaction for these employees. Implications for management and areas for further research are discussed.
{"title":"An analysis of IS technical career paths and job satisfaction","authors":"Catherine M. Ridings, L. Eder","doi":"10.1145/568504.568505","DOIUrl":"https://doi.org/10.1145/568504.568505","url":null,"abstract":"Technical career paths have been implemented in Information Systems (IS) departments to address the career development needs of employees whose career aspirations are not met by the traditional managerial career path. Understanding how to meet the needs of the technically oriented IS employee is important to IS career planning and development. Much has been written in both academic and popular literature about what composes a successful technical career path. Equity theory has been used in much of the existing research on technical career paths. This literature suggests that a successful technical career path should provide equitable rewards to those of a managerial career path. The present research establishes scales for four \"key success factors\" - equitable compensation, career path status, decision making influence, and career planning tool availability --- and examines the relationship of perceived equity of these factors to job satisfaction. Job satisfaction is relevant to an organization because it has been shown to be related to motivation to stay in an organization and organizational commitment. IS personnel on a technical career path were surveyed with regard to their equity perceptions and job satisfaction. Scales for the perception of equity for all four success factors were established. Data analysis showed that only the perception of equity of career planning tool availability is related to job satisfaction for these employees. Implications for management and areas for further research are discussed.","PeriodicalId":426630,"journal":{"name":"ACM Sigcpr Computer Personnel","volume":"55 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1999-04-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"116012983","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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