Abstract In this study, we examine clergy use of verbal and nonverbal communicative behaviors of professionalism within the pastor–parishioner dyad. In doing so, we interviewed 21 clergy from disparate Christian denominations—The Episcopal Church, USA, and The Assemblies of God, and analyzed data via modified constant comparative analysis. Findings, conceptualized through Uhl-Bien’s Relational Leadership Theory (RLT), produced answers as to why clergy members employ professionalism-based behaviors, which behaviors they frequently employ, and the benefit of professionalism to the pastor–parishioner leadership dyad. Findings theoretically contribute (1) an introduction toward the development of a clergy framework of professionalism, (2) an expansion on the understanding of professionalism, (3) a mechanism of influence and control inside RLT—professionalism, and (4) demonstrates that co-construction within a leadership relationship is guided by underlying assumptions of power within the dyad. The authors conclude with pragmatic implications for all leaders.
{"title":"‘The collar never comes off’: A qualitative study of clergy professionalism","authors":"R Ryan Beaty, Valerie Biwa, Lauren Millender","doi":"10.1093/jpo/joad020","DOIUrl":"https://doi.org/10.1093/jpo/joad020","url":null,"abstract":"Abstract In this study, we examine clergy use of verbal and nonverbal communicative behaviors of professionalism within the pastor–parishioner dyad. In doing so, we interviewed 21 clergy from disparate Christian denominations—The Episcopal Church, USA, and The Assemblies of God, and analyzed data via modified constant comparative analysis. Findings, conceptualized through Uhl-Bien’s Relational Leadership Theory (RLT), produced answers as to why clergy members employ professionalism-based behaviors, which behaviors they frequently employ, and the benefit of professionalism to the pastor–parishioner leadership dyad. Findings theoretically contribute (1) an introduction toward the development of a clergy framework of professionalism, (2) an expansion on the understanding of professionalism, (3) a mechanism of influence and control inside RLT—professionalism, and (4) demonstrates that co-construction within a leadership relationship is guided by underlying assumptions of power within the dyad. The authors conclude with pragmatic implications for all leaders.","PeriodicalId":45650,"journal":{"name":"Journal of Professions and Organization","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-11-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134956904","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}
Abstract As algorithms play an increasingly important role in public organizations, we see a rise in the number of public sector data scientists. Even though the relevance and risks of algorithms in the public sector are broadly discussed, our current academic knowledge of public sector data scientists and their work is limited. To develop an understanding of their work practices, data scientists have been studied in two Dutch government organizations. In a core period of 5 months per organization, I conducted in-depth qualitative research into the work of the data scientists, their role in the organization, and their relationship with other actors at two regulatory agencies in the Netherlands. The analysis shows that data scientists integrate Silicon Valley and engineering, domain, as well as political–administrative logics in their work practices. Thus, the work of the data scientists is hybrid. However, even though the organizational contexts are very similar, hybrid work takes very different forms both across organizations and over time. This dynamic hybridity is linked to different algorithmization processes and outcomes in the two organizations. The results suggest that hybridity in public sector data scientists’ work should be adapted to organizational and technological aspects of transformation processes and aspired outcomes.
{"title":"The hybrid work of public sector data scientists","authors":"Lukas Lorenz","doi":"10.1093/jpo/joad017","DOIUrl":"https://doi.org/10.1093/jpo/joad017","url":null,"abstract":"Abstract As algorithms play an increasingly important role in public organizations, we see a rise in the number of public sector data scientists. Even though the relevance and risks of algorithms in the public sector are broadly discussed, our current academic knowledge of public sector data scientists and their work is limited. To develop an understanding of their work practices, data scientists have been studied in two Dutch government organizations. In a core period of 5 months per organization, I conducted in-depth qualitative research into the work of the data scientists, their role in the organization, and their relationship with other actors at two regulatory agencies in the Netherlands. The analysis shows that data scientists integrate Silicon Valley and engineering, domain, as well as political–administrative logics in their work practices. Thus, the work of the data scientists is hybrid. However, even though the organizational contexts are very similar, hybrid work takes very different forms both across organizations and over time. This dynamic hybridity is linked to different algorithmization processes and outcomes in the two organizations. The results suggest that hybridity in public sector data scientists’ work should be adapted to organizational and technological aspects of transformation processes and aspired outcomes.","PeriodicalId":45650,"journal":{"name":"Journal of Professions and Organization","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-10-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135853455","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}
Abstract Professional service firms (PSFs) are commonly perceived to attain success through the acquisition of new clients. However, these firms are not solely reliant on this strategy as PSFs may also achieve competitive advantage by improving their relationships with existing clients. Despite the significance of these established client relationships, limited information exists regarding how PSFs can effectively enhance and utilize them. This study examines how a PSF’s client-related knowledge can be obtained and developed through its hiring practices in order to strengthen relationships with existing clients. Results reveal that when hiring from other PSFs who share similar clients (i.e., client-overlapping PSFs), that this has a positive impact on the firm’s overall relationships with its clients, with the effect being impacted by the firm’s level of practice overlap with the new hires and the degree of co-mobility of the hires.
{"title":"The impact of client-overlap hiring on PSF client embeddedness","authors":"Yeongsu Anthony Kim, Bruce C Skaggs","doi":"10.1093/jpo/joad016","DOIUrl":"https://doi.org/10.1093/jpo/joad016","url":null,"abstract":"Abstract Professional service firms (PSFs) are commonly perceived to attain success through the acquisition of new clients. However, these firms are not solely reliant on this strategy as PSFs may also achieve competitive advantage by improving their relationships with existing clients. Despite the significance of these established client relationships, limited information exists regarding how PSFs can effectively enhance and utilize them. This study examines how a PSF’s client-related knowledge can be obtained and developed through its hiring practices in order to strengthen relationships with existing clients. Results reveal that when hiring from other PSFs who share similar clients (i.e., client-overlapping PSFs), that this has a positive impact on the firm’s overall relationships with its clients, with the effect being impacted by the firm’s level of practice overlap with the new hires and the degree of co-mobility of the hires.","PeriodicalId":45650,"journal":{"name":"Journal of Professions and Organization","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-10-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135093416","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}
Abstract Collegiality is considered a hallmark of professionalism and involves specialization, equality, and leadership based on profession. Traditionally, within a profession, collegiality is treated as given and dealt with intra-professionally. This article, in contrast, studies collegiality as institutional work within the organizational context. We analyse how professionals and managers in a highly professionalized and institutionalized organization perform collegiality as institutional work. Interview and observational data shed light on collegiality in the practices of pastors in the Church of Norway. The findings highlight collegiality as a cultural ideal and a process of work beyond a mere governance structure. Collegial meetings constitute structural work that signals the intersection of conceptual work (theology) and operational work (daily challenges), facilitated by relational work. This article shows how collegiality constitutes institutional work that not only maintains the pastor profession as an institution but also gradually adapts it in response to external demands and strengthened management.
{"title":"Collegiality as institutional work: Collegial meeting practices among Norwegian pastors","authors":"Stephen Sirris, Thomas Andersson","doi":"10.1093/jpo/joad015","DOIUrl":"https://doi.org/10.1093/jpo/joad015","url":null,"abstract":"Abstract Collegiality is considered a hallmark of professionalism and involves specialization, equality, and leadership based on profession. Traditionally, within a profession, collegiality is treated as given and dealt with intra-professionally. This article, in contrast, studies collegiality as institutional work within the organizational context. We analyse how professionals and managers in a highly professionalized and institutionalized organization perform collegiality as institutional work. Interview and observational data shed light on collegiality in the practices of pastors in the Church of Norway. The findings highlight collegiality as a cultural ideal and a process of work beyond a mere governance structure. Collegial meetings constitute structural work that signals the intersection of conceptual work (theology) and operational work (daily challenges), facilitated by relational work. This article shows how collegiality constitutes institutional work that not only maintains the pastor profession as an institution but also gradually adapts it in response to external demands and strengthened management.","PeriodicalId":45650,"journal":{"name":"Journal of Professions and Organization","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-09-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135343805","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}
Abstract ABSTRACTThis article discusses how professionals’ efforts to reach policy goals engender boundary work. Analyses of interviews with service professionals in three welfare services in Norway which collaborate to implement the Introduction Program for refugees show how conflicting logics in services pose dilemmas for service professionals, and that political ideals of collaborative governance and integrated services are hard to put into practice. Service professionals resolve these dilemmas by engaging in various forms of boundary work, and the scope for boundary work is conditioned by the different service logics they operate under. Welfare service professionals collaborate to reach three policy goals—qualification of refugees, empowerment of users, and providing equity in services. The analysis shows that conflicting service logics result in boundary work practices that make coordination of, and collaboration between, services difficult, as services do not agree on how to interpret, and share responsibility for enacting, policy goals. The outcome of boundary work practices is a reshuffling of responsibilities—and a redelegation of tasks—which in principle should be shared, onto specific services. Different interpretations of policy goals instigate boundary work among welfare service professionals, which not only involves struggles over jurisdictional boundaries, but also negotiations over whom owns a policy problem, and over how to define and represent the problem. The findings from this study encourage researchers to further explore how policy goals are used as boundary objects in professionals’ negotiations over jurisdictional boundaries, in order to further understand what triggers and shapes boundary work among professionals.
{"title":"Defying boundaries: The problem of demarcation in Norwegian refugee services","authors":"Berit Irene Vannebo","doi":"10.1093/jpo/joad014","DOIUrl":"https://doi.org/10.1093/jpo/joad014","url":null,"abstract":"Abstract ABSTRACTThis article discusses how professionals’ efforts to reach policy goals engender boundary work. Analyses of interviews with service professionals in three welfare services in Norway which collaborate to implement the Introduction Program for refugees show how conflicting logics in services pose dilemmas for service professionals, and that political ideals of collaborative governance and integrated services are hard to put into practice. Service professionals resolve these dilemmas by engaging in various forms of boundary work, and the scope for boundary work is conditioned by the different service logics they operate under. Welfare service professionals collaborate to reach three policy goals—qualification of refugees, empowerment of users, and providing equity in services. The analysis shows that conflicting service logics result in boundary work practices that make coordination of, and collaboration between, services difficult, as services do not agree on how to interpret, and share responsibility for enacting, policy goals. The outcome of boundary work practices is a reshuffling of responsibilities—and a redelegation of tasks—which in principle should be shared, onto specific services. Different interpretations of policy goals instigate boundary work among welfare service professionals, which not only involves struggles over jurisdictional boundaries, but also negotiations over whom owns a policy problem, and over how to define and represent the problem. The findings from this study encourage researchers to further explore how policy goals are used as boundary objects in professionals’ negotiations over jurisdictional boundaries, in order to further understand what triggers and shapes boundary work among professionals.","PeriodicalId":45650,"journal":{"name":"Journal of Professions and Organization","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-09-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136061440","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}
Abstract ABSTRACTCommunity health workers (CHWs) occupy a liminal position in two senses: they are situated between the communities they come from and serve, and the health and social service professionals with whom they connect patients; and also between two forms of knowledge. In interacting with health and social service institutions, they draw on the ‘technical knowledge’ that dominates these settings. However, they must also draw on ‘communicative knowledge’, which is the situated and embodied knowledge needed to gain the trust of their community peers and to carry their voice, but which is often relegated to a secondary position. In this US-based study, we analyze interviews with CHWs, their supervisors, and advocates of their work, to better understand how CHWs mobilize discursive resources to combine these two forms of knowledge and, in doing so, constitute their liminal position as an essential asset. Our findings support valuing CHWs’ incorporation within healthcare teams, so that health and social service professionals can directly interact with CHWs’ situated and embodied knowledge of patients.
{"title":"Navigating knowledges: Community health workers as liminal professionals","authors":"Annis G Golden, Nicolas Bencherki","doi":"10.1093/jpo/joad013","DOIUrl":"https://doi.org/10.1093/jpo/joad013","url":null,"abstract":"Abstract ABSTRACTCommunity health workers (CHWs) occupy a liminal position in two senses: they are situated between the communities they come from and serve, and the health and social service professionals with whom they connect patients; and also between two forms of knowledge. In interacting with health and social service institutions, they draw on the ‘technical knowledge’ that dominates these settings. However, they must also draw on ‘communicative knowledge’, which is the situated and embodied knowledge needed to gain the trust of their community peers and to carry their voice, but which is often relegated to a secondary position. In this US-based study, we analyze interviews with CHWs, their supervisors, and advocates of their work, to better understand how CHWs mobilize discursive resources to combine these two forms of knowledge and, in doing so, constitute their liminal position as an essential asset. Our findings support valuing CHWs’ incorporation within healthcare teams, so that health and social service professionals can directly interact with CHWs’ situated and embodied knowledge of patients.","PeriodicalId":45650,"journal":{"name":"Journal of Professions and Organization","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-09-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135060565","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}
Abstract This paper engages with a turn that has taken place over the last decade or so: from a sociology of professions toward a sociology of expertise. While the shift toward expertise is highly conducive to communicative inquiry, it is haunted by a ghost of professions past. I argue that this ghost—a persistent problem I formulate as ‘face value’—must be confronted for the turn to realize its considerable potential. Face value refers to the ways in which presumptions of merit arise through relations of difference, such as gender, race, and sexuality. I chart a path toward examining the production of face value, namely, by situating networks of expertise within economies of difference.
{"title":"Facing up to face value: Communication, difference, and the turn to expertise","authors":"Karen Lee Ashcraft","doi":"10.1093/jpo/joad009","DOIUrl":"https://doi.org/10.1093/jpo/joad009","url":null,"abstract":"Abstract This paper engages with a turn that has taken place over the last decade or so: from a sociology of professions toward a sociology of expertise. While the shift toward expertise is highly conducive to communicative inquiry, it is haunted by a ghost of professions past. I argue that this ghost—a persistent problem I formulate as ‘face value’—must be confronted for the turn to realize its considerable potential. Face value refers to the ways in which presumptions of merit arise through relations of difference, such as gender, race, and sexuality. I chart a path toward examining the production of face value, namely, by situating networks of expertise within economies of difference.","PeriodicalId":45650,"journal":{"name":"Journal of Professions and Organization","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-09-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136298788","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}
{"title":"Correction to: Professional flows: Lateral moves of law firm partners in Hong Kong, 1994–2018","authors":"","doi":"10.1093/jpo/joad010","DOIUrl":"https://doi.org/10.1093/jpo/joad010","url":null,"abstract":"","PeriodicalId":45650,"journal":{"name":"Journal of Professions and Organization","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2023-08-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47926645","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 article investigates how human resources (HR) practitioners operate, and understand themselves, as professionals, and considers the implications for understanding HR professionalization. Using rich, in-depth qualitative data collected from 20 in-depth interviews with experienced UK-based HR practitioners, and based on a largely phenomenological method, the research explores the nature of: the HR professional role, HR professional knowledge, HR professional ethics, and HR professional identity. It shows how HR professionalism is grounded in, and a product of, the organizational activities and experiences of practitioners themselves. There is a particular value attached to the operational and relational aspects of HR practitioners’ role, based on the importance of ensuring that their activities and interventions contribute to the functioning of their employing organizations, from which they seek to derive greater professional standing. Informed by a neo-Weberian approach, which emphasizes the dynamics of distinctive professional projects, the research draws attention to the ‘organizational’ dimension of HR professionalization. It offers an alternative way of understanding the professional project in HR, one that avoids viewing it either as a function of a strategic, business partnering agenda or contingent upon HR becoming less managerialist and more receptive of a wider range of stakeholders. The organizational focus of HR professionalism, and its operational character, should not simply be considered as obstacles to professionalization. Rather, they can be viewed as important features of the—‘organizational’—professional project evident in HR; a project which derives legitimacy from its connection to, and alignment with, the operations of practitioners’ employing organizations.
{"title":"Professionalism and professionalization in human resources (HR): HR practitioners as professionals and the organizational professional project","authors":"A. Syrigou, Steve Williams","doi":"10.1093/jpo/joad008","DOIUrl":"https://doi.org/10.1093/jpo/joad008","url":null,"abstract":"\u0000 This article investigates how human resources (HR) practitioners operate, and understand themselves, as professionals, and considers the implications for understanding HR professionalization. Using rich, in-depth qualitative data collected from 20 in-depth interviews with experienced UK-based HR practitioners, and based on a largely phenomenological method, the research explores the nature of: the HR professional role, HR professional knowledge, HR professional ethics, and HR professional identity. It shows how HR professionalism is grounded in, and a product of, the organizational activities and experiences of practitioners themselves. There is a particular value attached to the operational and relational aspects of HR practitioners’ role, based on the importance of ensuring that their activities and interventions contribute to the functioning of their employing organizations, from which they seek to derive greater professional standing. Informed by a neo-Weberian approach, which emphasizes the dynamics of distinctive professional projects, the research draws attention to the ‘organizational’ dimension of HR professionalization. It offers an alternative way of understanding the professional project in HR, one that avoids viewing it either as a function of a strategic, business partnering agenda or contingent upon HR becoming less managerialist and more receptive of a wider range of stakeholders. The organizational focus of HR professionalism, and its operational character, should not simply be considered as obstacles to professionalization. Rather, they can be viewed as important features of the—‘organizational’—professional project evident in HR; a project which derives legitimacy from its connection to, and alignment with, the operations of practitioners’ employing organizations.","PeriodicalId":45650,"journal":{"name":"Journal of Professions and Organization","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2023-07-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44709701","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 the twenty-first century, professions are complex and difficult to define due to their fluid and interdisciplinary natures. In this study, we examined the personal career stories of professionals in the field of cyberinfrastructure (CI) to identify the narrative patterns used to make sense of CI as a boundary-spanning profession. Overall, we found that professionalization of CI is a sensemaking process of communal, retrospective storytelling. The meaning-making of CI as a profession occurred through three levels of narrative patterns: individual traits of CI professionals, situational introductions to CI, and inspirational convictions about CI. The situational level, which connected innate qualities and internal motivations with external forces to join CI as a career, was especially important to the professionalization of CI. Our findings have implications for re-examining professionalization as an ongoing sensemaking process, as well as offering guidance for recruitment and retention in critical boundary-spanning professions.
{"title":"The situational window for boundary-spanning infrastructure professions: Making sense of cyberinfrastructure emergence","authors":"C. Hayes, Chaitra Kulkarni, Kerk F. Kee","doi":"10.1093/jpo/joad007","DOIUrl":"https://doi.org/10.1093/jpo/joad007","url":null,"abstract":"\u0000 In the twenty-first century, professions are complex and difficult to define due to their fluid and interdisciplinary natures. In this study, we examined the personal career stories of professionals in the field of cyberinfrastructure (CI) to identify the narrative patterns used to make sense of CI as a boundary-spanning profession. Overall, we found that professionalization of CI is a sensemaking process of communal, retrospective storytelling. The meaning-making of CI as a profession occurred through three levels of narrative patterns: individual traits of CI professionals, situational introductions to CI, and inspirational convictions about CI. The situational level, which connected innate qualities and internal motivations with external forces to join CI as a career, was especially important to the professionalization of CI. Our findings have implications for re-examining professionalization as an ongoing sensemaking process, as well as offering guidance for recruitment and retention in critical boundary-spanning professions.","PeriodicalId":45650,"journal":{"name":"Journal of Professions and Organization","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2023-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41762288","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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