Claudio Rodríguez-Cáceres, Raúl Ramírez-Vielma, Manuel Fernández-Ríos, Claudio Bustos-Navarrete
This study d the relationship between psychological capital and contextual performance, proposing a model of moderation that s social support at work. The sample consisted of 128 primary health care workers (82% women, M = 42.8 years). The results support partially the relationship between the psychological capital and contextual performance variables, with differences in the results according to the measure of performance; however, linear regression analysis confirms that psychological capital and resilience predict contextual performance. The evidence found does not support the relationship between contextual performance and social support at work, and this last variable does not act as a moderating variable in the proposed model for the relationship between psychological capital and contextual performance.
{"title":"Capital Psicológico, Desempeño Contextual y Apoyo Social del Trabajo en Salud Primaria","authors":"Claudio Rodríguez-Cáceres, Raúl Ramírez-Vielma, Manuel Fernández-Ríos, Claudio Bustos-Navarrete","doi":"10.5093/JWOP2018A15","DOIUrl":"https://doi.org/10.5093/JWOP2018A15","url":null,"abstract":"This study d the relationship between psychological capital and contextual performance, proposing a model of moderation that s social support at work. The sample consisted of 128 primary health care workers (82% women, M = 42.8 years). The results support partially the relationship between the psychological capital and contextual performance variables, with differences in the results according to the measure of performance; however, linear regression analysis confirms that psychological capital and resilience predict contextual performance. The evidence found does not support the relationship between contextual performance and social support at work, and this last variable does not act as a moderating variable in the proposed model for the relationship between psychological capital and contextual performance.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"314 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2018-11-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"76213886","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This study aimed to examine gender effects on the relations between abusive supervision and mental health issues, workfamily conflicts, as well as the risk of alcohol use. A subset of the SALVEO data (N = 2,058) was used in this paper to conduct multilevel regression analysis, controlling for both work and non-work related determinants. Results showed that abusive supervision was positively related to psychological distress and work-family conflicts, but not the risk of alcohol use. There were no gender differences found in our study, except for psychological distress. Comparing to men, abusive supervision had a stronger negative effect on women’s psychological distress. Both work and non-work determinants had significant contributions to mental health issues, work-family conflicts, as well as the risk of alcohol abuse. This study illustrated the importance of using multilevel approach to examine the negative impact of abusive supervision.
{"title":"Gender Differences on Mental Health, Work-Family Conflicts and Alcohol Use in Response to Abusive Supervision","authors":"Biru Zhou, A. Marchand, Stéphane Guay","doi":"10.5093/JWOP2018A18","DOIUrl":"https://doi.org/10.5093/JWOP2018A18","url":null,"abstract":"This study aimed to examine gender effects on the relations between abusive supervision and mental health issues, workfamily conflicts, as well as the risk of alcohol use. A subset of the SALVEO data (N = 2,058) was used in this paper to conduct multilevel regression analysis, controlling for both work and non-work related determinants. Results showed that abusive supervision was positively related to psychological distress and work-family conflicts, but not the risk of alcohol use. There were no gender differences found in our study, except for psychological distress. Comparing to men, abusive supervision had a stronger negative effect on women’s psychological distress. Both work and non-work determinants had significant contributions to mental health issues, work-family conflicts, as well as the risk of alcohol abuse. This study illustrated the importance of using multilevel approach to examine the negative impact of abusive supervision.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"77 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2018-11-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85523330","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The objective of this research was to develop and validate the Employment Interview Perceptions Scale (EIPS). This scale evaluates two dimensions: perception of comfort during the interview and perception of the suitability of the interview for applicant evaluation. Two samples were used. The first one was composed of 803 participants, who evaluated their perceptions in an experimental context. The second sample consisted of 199 interviewees, who evaluated their perceptions in a real evaluation context. All participants evaluated their perceptions for two interview types (Structured Conventional Interview and Structured Behavioral Interview). The analyses confirmed the hypothesized factorial structure. The final version of the EIPS s 11 items, 6 of them make up the first factor, and 5 make up the second factor. Regarding the reliability of the two factors, high values were reported in the two samples.
{"title":"Employment Interview Perceptions Scale","authors":"Pamela Alonso, Silvia Moscoso","doi":"10.5093/JWOP2018A22","DOIUrl":"https://doi.org/10.5093/JWOP2018A22","url":null,"abstract":"The objective of this research was to develop and validate the Employment Interview Perceptions Scale (EIPS). This scale evaluates two dimensions: perception of comfort during the interview and perception of the suitability of the interview for applicant evaluation. Two samples were used. The first one was composed of 803 participants, who evaluated their perceptions in an experimental context. The second sample consisted of 199 interviewees, who evaluated their perceptions in a real evaluation context. All participants evaluated their perceptions for two interview types (Structured Conventional Interview and Structured Behavioral Interview). The analyses confirmed the hypothesized factorial structure. The final version of the EIPS s 11 items, 6 of them make up the first factor, and 5 make up the second factor. Regarding the reliability of the two factors, high values were reported in the two samples.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"32 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2018-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"91354289","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
V. Martínez‐Tur, P. González, A. Juan, A. Molina, V. Peñarroja
This manuexamines whether the effect of anchoring bias is greater when citizens evaluate the quality of a public service after receiving negative initial information about service performance than after receiving positive information. It also tests whether there are differences in this anchoring bias by comparing formal (report) vs. informal (rumor) communication. Two field experiments were conducted with the participation of passengers of a commuter public train transportation organization (Experiment 1, N = 105) and users of a public university administrative service (Experiment 2, N = 172). The first experiment confirmed the bias produced by the negative initial information, whereas this bias does not exist for the positive information. The second experiment showed that the bias produced by the initial information has the same magnitude for both formal and informal communication. This paper concludes with a discussion of theoretical and practical implications for managing reputation in public services.
{"title":"Bad News and Quality Reputation among Users of Public Services","authors":"V. Martínez‐Tur, P. González, A. Juan, A. Molina, V. Peñarroja","doi":"10.5093/JWOP2018A12","DOIUrl":"https://doi.org/10.5093/JWOP2018A12","url":null,"abstract":"This manuexamines whether the effect of anchoring bias is greater when citizens evaluate the quality of a public service after receiving negative initial information about service performance than after receiving positive information. It also tests whether there are differences in this anchoring bias by comparing formal (report) vs. informal (rumor) communication. Two field experiments were conducted with the participation of passengers of a commuter public train transportation organization (Experiment 1, N = 105) and users of a public university administrative service (Experiment 2, N = 172). The first experiment confirmed the bias produced by the negative initial information, whereas this bias does not exist for the positive information. The second experiment showed that the bias produced by the initial information has the same magnitude for both formal and informal communication. This paper concludes with a discussion of theoretical and practical implications for managing reputation in public services.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"1 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2018-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"86554252","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
J. Tomás, S. D. L. Santos, Sylvia Georgieva, Sara Enrique
Work engagement is described by dedication, vigor, and absorption. The most widely used measure of engagement is the Utrecht Work Engagement Scale (UWES), intended to measure engagement for any occupational group. This research aims to study psychometric properties of the UWES for its use in the Dominican Republic and other Caribbean Spanish-speaking countries. The Composite Reliability Index (CRI) as well as alphas were calculated, indicating good internal consistency. Confirmatory factor analyses were carried out to test its dimensionality. Both tested models showed extremely good fit to the data, which called for model comparison. The three-factor solution was retained as the one showing the best relative fit. However, the three dimensions of the scale were largely correlated, providing evidence for some overlapping. Regarding criterion-related validity, the three factors were correlated as expected with the three dimensions of burnout, working climate, and working conditions.
{"title":"Utrecht Work Engagement Scale in Dominican Teachers: Dimensionality, Reliability, and Validity","authors":"J. Tomás, S. D. L. Santos, Sylvia Georgieva, Sara Enrique","doi":"10.5093/JWOP2018A11","DOIUrl":"https://doi.org/10.5093/JWOP2018A11","url":null,"abstract":"Work engagement is described by dedication, vigor, and absorption. The most widely used measure of engagement is the Utrecht Work Engagement Scale (UWES), intended to measure engagement for any occupational group. This research aims to study psychometric properties of the UWES for its use in the Dominican Republic and other Caribbean Spanish-speaking countries. The Composite Reliability Index (CRI) as well as alphas were calculated, indicating good internal consistency. Confirmatory factor analyses were carried out to test its dimensionality. Both tested models showed extremely good fit to the data, which called for model comparison. The three-factor solution was retained as the one showing the best relative fit. However, the three dimensions of the scale were largely correlated, providing evidence for some overlapping. Regarding criterion-related validity, the three factors were correlated as expected with the three dimensions of burnout, working climate, and working conditions.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"42 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2018-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"73863569","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Previous research has demonstrated the impact of various life domains on employee well-being. However, these domains have been commonly examined separately. In addition, most existing studies on this topic stem from North America and Western European countries, particularly Spain and Netherlands. Comparatively, little research has been conducted in Latin American countries. The aim of this research was to develop and test a model of employee well-being in Argentina. One thousand and sixty employees from a national representative sample completed measures of leisure, psychological detachment from work, job resources, work-family conflict, work-related well-being (engagement and burnout), and subjective well-being (life satisfaction). Results from structural equation modeling indicated that the model fit the data well. We discuss practical implications of the findings for employee well-being and suggest future research building upon study limitations that may contribute to a more refined understanding of the results outlined in this study.
{"title":"Employee Well-being and Life Satisfaction in Argentina: The Contribution of Psychological Detachment from Work","authors":"L. Medrano, M. Trógolo","doi":"10.5093/JWOP2018A9","DOIUrl":"https://doi.org/10.5093/JWOP2018A9","url":null,"abstract":"Previous research has demonstrated the impact of various life domains on employee well-being. However, these domains have been commonly examined separately. In addition, most existing studies on this topic stem from North America and Western European countries, particularly Spain and Netherlands. Comparatively, little research has been conducted in Latin American countries. The aim of this research was to develop and test a model of employee well-being in Argentina. One thousand and sixty employees from a national representative sample completed measures of leisure, psychological detachment from work, job resources, work-family conflict, work-related well-being (engagement and burnout), and subjective well-being (life satisfaction). Results from structural equation modeling indicated that the model fit the data well. We discuss practical implications of the findings for employee well-being and suggest future research building upon study limitations that may contribute to a more refined understanding of the results outlined in this study.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"42 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2018-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77908764","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The present study explored the relationship between Machiavellianism and counterproductive work behaviour (CWB) through the lens of the social exchange theory. The present research further aimed at exploring the relationship between the two by introducing job autonomy as the mediator following trait activation theory. The Machiavellian personality scale was used to assess Machiavellianism, whereas a job autonomy scale was used to assess job autonomy, and counterproductive work behaviour was assessed with the help of the CWB questionnaire. Data was analysed using SPSS version 21 and Smart PLS version 2. Results showed that Machiavellianism is positively associated with counterproductive work behaviour and job autonomy did not act as a moderator in the relationship between the two.
本研究以社会交换理论为视角，探讨马基雅维利主义与反生产行为之间的关系。本研究以特质激活理论为基础，引入工作自主性作为中介，进一步探讨两者之间的关系。运用马基雅维利人格量表评估马基雅维利主义，运用工作自主性量表评估工作自主性，运用CWB问卷评估反生产行为。数据分析使用SPSS version 21和Smart PLS version 2。结果表明，马基雅维利主义与反生产行为呈正相关，而工作自主性在两者之间的关系中不起调节作用。
{"title":"Machiavellianism, Job Autonomy, and Counterproductive Work Behaviouramong Indian Managers","authors":"Usama Rehman, M. Shahnawaz","doi":"10.5093/JWOP2018A10","DOIUrl":"https://doi.org/10.5093/JWOP2018A10","url":null,"abstract":"The present study explored the relationship between Machiavellianism and counterproductive work behaviour (CWB) through the lens of the social exchange theory. The present research further aimed at exploring the relationship between the two by introducing job autonomy as the mediator following trait activation theory. The Machiavellian personality scale was used to assess Machiavellianism, whereas a job autonomy scale was used to assess job autonomy, and counterproductive work behaviour was assessed with the help of the CWB questionnaire. Data was analysed using SPSS version 21 and Smart PLS version 2. Results showed that Machiavellianism is positively associated with counterproductive work behaviour and job autonomy did not act as a moderator in the relationship between the two.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"115 4 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2018-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"82852719","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The current research explores applicants’ reactions to the employment interview and how these are associated with core self-evaluations and proactivity along with perceptions of the interviewer and interview’s justice perceptions of post-interview outcomes (behavioral intentions, job attractiveness, and organizational attractiveness). We also explored the role of perceived organizational support (POS) in these relationships. We employ a cross-sectional approach, with the participation of 238 actual job applicants, using a survey methodology. We demonstrated the important role of core self-evaluations in fairness perceptions of the interview, along with the significant role of some interview characteristics, more importantly informativeness and personableness. Finally, applicants’ perceptions of the employer were also strongly associated with interview’s justice perceptions and post-interview outcomes. This is one of the first and very few studies exploring this topic in a non-English culture (in Greece), with actual job applicants, not students.
{"title":"Fairness Reactions to the Employment Interview","authors":"I. Nikolaou, Konstantina Georgiou","doi":"10.5093/JWOP2018A13","DOIUrl":"https://doi.org/10.5093/JWOP2018A13","url":null,"abstract":"The current research explores applicants’ reactions to the employment interview and how these are associated with core self-evaluations and proactivity along with perceptions of the interviewer and interview’s justice perceptions of post-interview outcomes (behavioral intentions, job attractiveness, and organizational attractiveness). We also explored the role of perceived organizational support (POS) in these relationships. We employ a cross-sectional approach, with the participation of 238 actual job applicants, using a survey methodology. We demonstrated the important role of core self-evaluations in fairness perceptions of the interview, along with the significant role of some interview characteristics, more importantly informativeness and personableness. Finally, applicants’ perceptions of the employer were also strongly associated with interview’s justice perceptions and post-interview outcomes. This is one of the first and very few studies exploring this topic in a non-English culture (in Greece), with actual job applicants, not students.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"24 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2018-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80040312","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Personality traits and work values are important characteristics in personnel selection. Studies on their associations show limited agreement. In order to clarify, this paper investigates their association on a personality facet level. Work values are differentiated in intrinsic and extrinsic factors. This paper adds the role of age to the association. Earlier studies on traits and values about the influence of age on their development and associations are reviewed. Then the moderating influence of age in the association between facets of the Five-Factor Model and work values of the Universal Values Model of 465 Dutch bankers is studied. The results elucidate the association between personality facets and work values and the role of age in their associations. Considering this in personnel ion might contribute to sustainable employability of both the young as well as the older worker. Therewith, the study contributes to the debate of ageing in recruitment and ion.
{"title":"How Age Affects the Relation between Personality Facets and Work Values of Business and Private Bankers","authors":"A. J. Brouwer, B. Veldkamp","doi":"10.5093/JWOP2018A20","DOIUrl":"https://doi.org/10.5093/JWOP2018A20","url":null,"abstract":"Personality traits and work values are important characteristics in personnel selection. Studies on their associations show limited agreement. In order to clarify, this paper investigates their association on a personality facet level. Work values are differentiated in intrinsic and extrinsic factors. This paper adds the role of age to the association. Earlier studies on traits and values about the influence of age on their development and associations are reviewed. Then the moderating influence of age in the association between facets of the Five-Factor Model and work values of the Universal Values Model of 465 Dutch bankers is studied. The results elucidate the association between personality facets and work values and the role of age in their associations. Considering this in personnel ion might contribute to sustainable employability of both the young as well as the older worker. Therewith, the study contributes to the debate of ageing in recruitment and ion.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"1 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2018-07-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"76626994","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The increasing psychosocial risks imposed on today’s scholars have turned their profession into a highly stressful career path. Drawing on evidence collected in a sample of 177 scholars from an Argentinian public university, this study explores the buffering role of work engagement in the relationship between perceived exposure to six work-related psychosocial risk factors, namely psychological demands, insufficient autonomy, lack of social support and leadership, insufficient esteem, double presence, and job insecurity, and job satisfaction. Hierarchical regression analyses resulted in three out of six possible interaction effects, revealing that work engagement indeed moderates the effects of psychological demands, lack of social support and leadership, and insufficient esteem on scholars’ job satisfaction. We discuss the findings in relation to directions proposed for future research.
{"title":"Psychosocial Risks and Job Satisfaction in Argentinian Scholars: Exploring the Moderating Role of Work Engagement","authors":"Lucas Pujol-Cols, M. Lazzaro-Salazar","doi":"10.5093/JWOP2018A17","DOIUrl":"https://doi.org/10.5093/JWOP2018A17","url":null,"abstract":"The increasing psychosocial risks imposed on today’s scholars have turned their profession into a highly stressful career path. Drawing on evidence collected in a sample of 177 scholars from an Argentinian public university, this study explores the buffering role of work engagement in the relationship between perceived exposure to six work-related psychosocial risk factors, namely psychological demands, insufficient autonomy, lack of social support and leadership, insufficient esteem, double presence, and job insecurity, and job satisfaction. Hierarchical regression analyses resulted in three out of six possible interaction effects, revealing that work engagement indeed moderates the effects of psychological demands, lack of social support and leadership, and insufficient esteem on scholars’ job satisfaction. We discuss the findings in relation to directions proposed for future research.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"18 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2018-05-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89019119","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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