Nancy Tippins, Milton Hakel, Karen Grabow, Elizabeth Kolmstetter, Joel Moses, David Oliver, Peter Scontrino
Abstract Many of the larger employers in this country and abroad have benefited from industrial-organizational (I/O) psychologists’ evidence-based practice. However, charitable and not-for-profit organizations have not always been aware of our services or able to afford them when cognizant of them. Volunteering professional services to charitable organizations provides an opportunity to extend these benefits. In addition, volunteers reap the intrinsic rewards of service, acquire opportunities to hone their skills, and learn from others, and pro bono work has the potential of informing our understanding of the science and practice of I/O psychology. This paper provides five case studies from five I/O psychologists who share their volunteer experiences in their own words. Each case study describes what the I/O psychologist did for the organization, how he or she became involved, and what he or she got out of the experience and learned. The paper offers ways SIOP and the SIOP Foundation might facilitate volunteer activities and concludes by inviting readers to share their own volunteer experiences and suggestions for encouraging volunteer work.
{"title":"Industrial-organizational psychologists and volunteer work","authors":"Nancy Tippins, Milton Hakel, Karen Grabow, Elizabeth Kolmstetter, Joel Moses, David Oliver, Peter Scontrino","doi":"10.1017/iop.2023.70","DOIUrl":"https://doi.org/10.1017/iop.2023.70","url":null,"abstract":"Abstract Many of the larger employers in this country and abroad have benefited from industrial-organizational (I/O) psychologists’ evidence-based practice. However, charitable and not-for-profit organizations have not always been aware of our services or able to afford them when cognizant of them. Volunteering professional services to charitable organizations provides an opportunity to extend these benefits. In addition, volunteers reap the intrinsic rewards of service, acquire opportunities to hone their skills, and learn from others, and pro bono work has the potential of informing our understanding of the science and practice of I/O psychology. This paper provides five case studies from five I/O psychologists who share their volunteer experiences in their own words. Each case study describes what the I/O psychologist did for the organization, how he or she became involved, and what he or she got out of the experience and learned. The paper offers ways SIOP and the SIOP Foundation might facilitate volunteer activities and concludes by inviting readers to share their own volunteer experiences and suggestions for encouraging volunteer work.","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-10-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135732006","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}
Abstract Even before the onset of the COVID-19 pandemic, and especially since, I-O psychology has demonstrated its ability to adapt and to make meaningful contributions to how work is accomplished in tumultuous environments. Such contributions reflect the ongoing evolution of the field and an increased awareness of the potential for I-O psychologists to effect meaningful societal change. We believe that I-O psychology must embrace this evolution and, using the United Nations Sustainable Development Goals to help us target our efforts, become a resource and a voice for workers and organizations around the world, and a force for the greater good.
{"title":"Moving boundaries on what I-O has been, and what I-O can be: The United Nations Sustainable Development Goals as an organizing framework","authors":"Morrie Mullins, Julie Olson-Buchanan","doi":"10.1017/iop.2023.48","DOIUrl":"https://doi.org/10.1017/iop.2023.48","url":null,"abstract":"Abstract Even before the onset of the COVID-19 pandemic, and especially since, I-O psychology has demonstrated its ability to adapt and to make meaningful contributions to how work is accomplished in tumultuous environments. Such contributions reflect the ongoing evolution of the field and an increased awareness of the potential for I-O psychologists to effect meaningful societal change. We believe that I-O psychology must embrace this evolution and, using the United Nations Sustainable Development Goals to help us target our efforts, become a resource and a voice for workers and organizations around the world, and a force for the greater good.","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-09-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135981117","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}
Anti-work philosophy holds that work, in and of itself, tends to be harmful for most people. Some anti-work theorists even advocate for the abolition of paid employment altogether. We argue that, while endorsement of the radical ideology of anti-work is in no way necessary for I/O psychologists, considering the thinking behind these ideas can be beneficial. In fact, reviewing the tenets of anti-work may prompt some to a broad reconsideration of the nature and purpose of the I/O field and its role, nested as it is in potentially problematic power dynamics both within organizations and in broader society. In this article, after describing anti-work’s core tenets, we outline a number of research directions and practical applications inspired by this perspective. While in some cases these may involve the creation of new theory, constructs, and interventions, they often simply entail the repurposing or refocusing of existing ones that are more attuned to the problematic nature of work. Possibilities for research include, but are not limited to, the examination of the prevalence and nature of “managerialism,” how we might better understand the psychological character of organized labor and its outcomes, and how to encourage healthier manifestations of employee engagement. In terms of practice, we bring to the reader’s attention how anti-work might inspire extensions or adjustments in how we recruit and onboard, train managers, improve job characteristics, measure performance and work with unions and other political advocates. Ultimately, consideration of anti-work’s assertion of the inevitable authoritarian character of employment, combined with I/O psychology’s emphases on objectivity and the translation of science into practice, can spark inquiry and innovation.
{"title":"Anti-work offers many opportunities for I/O psychologists","authors":"G. Alliger, Peter J. McEachern","doi":"10.1017/iop.2023.49","DOIUrl":"https://doi.org/10.1017/iop.2023.49","url":null,"abstract":"\u0000 Anti-work philosophy holds that work, in and of itself, tends to be harmful for most people. Some anti-work theorists even advocate for the abolition of paid employment altogether. We argue that, while endorsement of the radical ideology of anti-work is in no way necessary for I/O psychologists, considering the thinking behind these ideas can be beneficial. In fact, reviewing the tenets of anti-work may prompt some to a broad reconsideration of the nature and purpose of the I/O field and its role, nested as it is in potentially problematic power dynamics both within organizations and in broader society. In this article, after describing anti-work’s core tenets, we outline a number of research directions and practical applications inspired by this perspective. While in some cases these may involve the creation of new theory, constructs, and interventions, they often simply entail the repurposing or refocusing of existing ones that are more attuned to the problematic nature of work. Possibilities for research include, but are not limited to, the examination of the prevalence and nature of “managerialism,” how we might better understand the psychological character of organized labor and its outcomes, and how to encourage healthier manifestations of employee engagement. In terms of practice, we bring to the reader’s attention how anti-work might inspire extensions or adjustments in how we recruit and onboard, train managers, improve job characteristics, measure performance and work with unions and other political advocates. Ultimately, consideration of anti-work’s assertion of the inevitable authoritarian character of employment, combined with I/O psychology’s emphases on objectivity and the translation of science into practice, can spark inquiry and innovation.","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":null,"pages":null},"PeriodicalIF":15.8,"publicationDate":"2023-09-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49079980","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}
Popular and influential social commentators have called organizations complicit in perpetuating weight-based bias and mistreatment. Although our field has advanced our understanding of the economic consequences of being fat at work (e.g., salary; job performance; and promotions), we urgently need more research on the interpersonal experiences of this swath of workers so that we can appropriately advise organizations. In this article, we describe how organizational psychology researchers can answer this call to do more research on weight at work (a) even while feeling uncomfortable with a topic that can feel personal, medicalized, and/or overly intertwined with other DEI-based topics; (b) by incorporating insightful research from outside disciplines that centers weight controllability and weight-based mistreatment deservedness; and, critically, (c) while approaching weight at work research with a respectfulness that conveys an understanding of the complexities intertwining weight, health, and personal agency. In culmination, this article offers to our field a flexible, living document entitled Best Practices for Weight-Based Research in Organizational Studies.
{"title":"Best practices for weight at work research","authors":"Grace Lemmon, Jaclyn M. Jensen, Goran Kuljanin","doi":"10.1017/iop.2023.50","DOIUrl":"https://doi.org/10.1017/iop.2023.50","url":null,"abstract":"\u0000 Popular and influential social commentators have called organizations complicit in perpetuating weight-based bias and mistreatment. Although our field has advanced our understanding of the economic consequences of being fat at work (e.g., salary; job performance; and promotions), we urgently need more research on the interpersonal experiences of this swath of workers so that we can appropriately advise organizations. In this article, we describe how organizational psychology researchers can answer this call to do more research on weight at work (a) even while feeling uncomfortable with a topic that can feel personal, medicalized, and/or overly intertwined with other DEI-based topics; (b) by incorporating insightful research from outside disciplines that centers weight controllability and weight-based mistreatment deservedness; and, critically, (c) while approaching weight at work research with a respectfulness that conveys an understanding of the complexities intertwining weight, health, and personal agency. In culmination, this article offers to our field a flexible, living document entitled Best Practices for Weight-Based Research in Organizational Studies.","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":null,"pages":null},"PeriodicalIF":15.8,"publicationDate":"2023-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47693446","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}
{"title":"Employees’ mindset matters: Leveraging cultural mindset to harness the benefits of organizational polyculturalism","authors":"H. Huang, Zhixu (Rick) Yang, Franki Y. H. Kung","doi":"10.1017/iop.2023.34","DOIUrl":"https://doi.org/10.1017/iop.2023.34","url":null,"abstract":"of individuals ’","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":null,"pages":null},"PeriodicalIF":15.8,"publicationDate":"2023-08-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45707326","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}
Polyculturalism could represent an important contribution to future organizational diversity, equity, and inclusion (DEI) strategies, but the polyculturalism research may not be developed enough to contribute to current organizational DEI strategies. Because of the underdeveloped status of the research, “no major criticisms have been raised about polyculturalism at this point” (Valenzuela & Bernardo, 2023, p. 29). This lack of criticism prevents researchers from systematically addressing the limitations of this ideology when developing recommendations for how to successfully integrate polyculturalism into organizational DEI strategies. Consequently, I argue that the literature must be further developed and provide a nonexhaustive list of concerns that should be addressed before researchers recommend the integration of polyculturalism into DEI strategies.
{"title":"Polyculturalism research should develop further before recommending organizational implementation strategies","authors":"William G. Obenauer","doi":"10.1017/iop.2023.33","DOIUrl":"https://doi.org/10.1017/iop.2023.33","url":null,"abstract":"Polyculturalism could represent an important contribution to future organizational diversity, equity, and inclusion (DEI) strategies, but the polyculturalism research may not be developed enough to contribute to current organizational DEI strategies. Because of the underdeveloped status of the research, “no major criticisms have been raised about polyculturalism at this point” (Valenzuela & Bernardo, 2023, p. 29). This lack of criticism prevents researchers from systematically addressing the limitations of this ideology when developing recommendations for how to successfully integrate polyculturalism into organizational DEI strategies. Consequently, I argue that the literature must be further developed and provide a nonexhaustive list of concerns that should be addressed before researchers recommend the integration of polyculturalism into DEI strategies.","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":null,"pages":null},"PeriodicalIF":15.8,"publicationDate":"2023-08-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48342946","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}
We are responding to Sackett et al. (2023) from the perspective of practitioners who have specialized in high-stakes testing situations, particularly for safety forces, for the last 50 years. Sackett et al. used their data to analyze the results for a six-test battery, which included an integrity measure, conscientiousness, biodata, a structured interview, a situational judgment test (SJT)
{"title":"Rearranging the deck chairs on the Titanic: What are practitioners to do?","authors":"G. V. Barrett, D. Doverspike","doi":"10.1017/iop.2023.32","DOIUrl":"https://doi.org/10.1017/iop.2023.32","url":null,"abstract":"We are responding to Sackett et al. (2023) from the perspective of practitioners who have specialized in high-stakes testing situations, particularly for safety forces, for the last 50 years. Sackett et al. used their data to analyze the results for a six-test battery, which included an integrity measure, conscientiousness, biodata, a structured interview, a situational judgment test (SJT)","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":null,"pages":null},"PeriodicalIF":15.8,"publicationDate":"2023-08-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47243452","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}
Valenzuela and Bernardo ’ s (2023) focal article underscores the need to add polycultural ideology to existing diversity management perspectives in order to further enhance how organizations manage diversity. As the authors mention, despite an organization ’ s best efforts, reports across professional entities and policy institutes continue to indicate a prevalence of racial-ethnic discrimination and conflict within the workplace. To ease such challenges and improve intercultural relations within organizations, the authors outline the potential benefits of polyculturalism — which draws from a polycultural ideology that sees cultural values, traditions, and norms as fundamentally connected, dynamically intertwined, and ever-changing (Morris et al., 2015; Rosenthal & Levy, 2010). The authors offer examples of practice implications and strategies to create polycultural organizations (i.e., leadership, diversity training, and socialization). In this commentary, we highlight an additional strategy for creating a polycultural organization: bidirectional allyship.
Valenzuela和Bernardo(2023)的重点文章强调需要将多元文化意识形态添加到现有的多样性管理观点中，以进一步增强组织管理多样性的方式。正如作者所提到的，尽管一个组织尽了最大的努力，专业实体和政策机构的报告仍然表明，工作场所内种族-民族歧视和冲突普遍存在。为了缓解这些挑战并改善组织内的跨文化关系，作者概述了多元文化主义的潜在好处——多元文化主义源于一种多元文化意识形态，认为文化价值观、传统和规范从根本上联系在一起，动态地交织在一起，并且不断变化(Morris et al.， 2015;Rosenthal & Levy, 2010)。作者提供了创建多元文化组织(即领导力、多样性培训和社会化)的实践意义和策略的例子。在这篇评论中，我们强调了创建多元文化组织的另一个策略:双向盟友关系。
{"title":"(Conditionally) Supporting polycultural organizations through bidirectional allyship","authors":"Aylime Bueno, Shanique G. Brown","doi":"10.1017/iop.2023.46","DOIUrl":"https://doi.org/10.1017/iop.2023.46","url":null,"abstract":"Valenzuela and Bernardo ’ s (2023) focal article underscores the need to add polycultural ideology to existing diversity management perspectives in order to further enhance how organizations manage diversity. As the authors mention, despite an organization ’ s best efforts, reports across professional entities and policy institutes continue to indicate a prevalence of racial-ethnic discrimination and conflict within the workplace. To ease such challenges and improve intercultural relations within organizations, the authors outline the potential benefits of polyculturalism — which draws from a polycultural ideology that sees cultural values, traditions, and norms as fundamentally connected, dynamically intertwined, and ever-changing (Morris et al., 2015; Rosenthal & Levy, 2010). The authors offer examples of practice implications and strategies to create polycultural organizations (i.e., leadership, diversity training, and socialization). In this commentary, we highlight an additional strategy for creating a polycultural organization: bidirectional allyship.","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":null,"pages":null},"PeriodicalIF":15.8,"publicationDate":"2023-08-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"56656728","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}
Introduction The emerging polyculturism perspective seeks to address inclusion shortcomings by emphasizing the interconnectedness of the workforce. With repeated interactions greater trust is engendered, promoting pro-social behaviors that benefit the entire organization (Pentland, 2012). This is consistent with social network practices where informational advantage is gained by tapping into under-connected pockets of the organization, allowing for increased flow of knowledge and mutual influence. As such, inclusion efforts may be amplified by striving to gain greater connectivity between employees of various backgrounds and through repeated interactions of disconnected groups. The goal is to break down barriers, increase awareness and cooperation, reduce perceived group differences, and create a more inclusive culture. This is how social network analysis, a data-driven approach to understanding the relationships between individuals and groups within organizations, measuring the flow of resources, information, and influence (Borgatti et al., 2018), can support polyculturism in increasing inclusion in a measurable way.
引言新兴的多元文化主义视角试图通过强调劳动力的相互联系来解决包容性不足。通过反复的互动，产生了更大的信任，促进了有利于整个组织的亲社会行为（Pentland，2012）。这与社交网络实践是一致的，在社交网络实践中，通过挖掘组织中联系不足的口袋来获得信息优势，从而增加知识流动和相互影响。因此，通过努力在不同背景的员工之间建立更大的联系，并通过断开联系的群体的反复互动，可以扩大包容性努力。目标是打破障碍，提高认识和合作，减少感知到的群体差异，创造一种更具包容性的文化。这就是社交网络分析，一种数据驱动的方法，用于理解组织内个人和群体之间的关系，衡量资源、信息和影响力的流动（Borgatti et al.，2018），可以支持多元文化以可衡量的方式增加包容性。
{"title":"Bringing polycultural organizations to life: A network analytic strategy","authors":"Scott M Hines, Elizabeth Conjar","doi":"10.1017/iop.2023.44","DOIUrl":"https://doi.org/10.1017/iop.2023.44","url":null,"abstract":"Introduction The emerging polyculturism perspective seeks to address inclusion shortcomings by emphasizing the interconnectedness of the workforce. With repeated interactions greater trust is engendered, promoting pro-social behaviors that benefit the entire organization (Pentland, 2012). This is consistent with social network practices where informational advantage is gained by tapping into under-connected pockets of the organization, allowing for increased flow of knowledge and mutual influence. As such, inclusion efforts may be amplified by striving to gain greater connectivity between employees of various backgrounds and through repeated interactions of disconnected groups. The goal is to break down barriers, increase awareness and cooperation, reduce perceived group differences, and create a more inclusive culture. This is how social network analysis, a data-driven approach to understanding the relationships between individuals and groups within organizations, measuring the flow of resources, information, and influence (Borgatti et al., 2018), can support polyculturism in increasing inclusion in a measurable way.","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":null,"pages":null},"PeriodicalIF":15.8,"publicationDate":"2023-08-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42731343","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}
It was nice to see a step back from the inflated validities (e.g., Sackett, Zhang, Berry, & Lievens, 2022) promoted by many meta-analysts. Still, the use of corrected validities for purposes of selection is a dubious practice. Although the mistake of correcting for range restriction of unrestricted samples is now apparent, other problems—both technical and legal—still abound. I briefly review works (most of which are more than 40 years old) that describe these challenges. I then provide suggestions for practitioners and researchers. Ultimately, the quote from Robert Fulghum seems appropriate: “Anything not worth doing is worth not doing well.”
{"title":"Hocus-pocus and hydraulics functions: Anything not worth doing is not worth doing well","authors":"Jeremy L. Schoen","doi":"10.1017/iop.2023.31","DOIUrl":"https://doi.org/10.1017/iop.2023.31","url":null,"abstract":"It was nice to see a step back from the inflated validities (e.g., Sackett, Zhang, Berry, & Lievens, 2022) promoted by many meta-analysts. Still, the use of corrected validities for purposes of selection is a dubious practice. Although the mistake of correcting for range restriction of unrestricted samples is now apparent, other problems—both technical and legal—still abound. I briefly review works (most of which are more than 40 years old) that describe these challenges. I then provide suggestions for practitioners and researchers. Ultimately, the quote from Robert Fulghum seems appropriate: “Anything not worth doing is worth not doing well.”","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":null,"pages":null},"PeriodicalIF":15.8,"publicationDate":"2023-08-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45341191","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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