Introduction In the focal article, Hyland (2023) writes, “my hope is that this article will spark a collective conversation about the role that reflection and reflexivity can play in our field” (pp. 5–6). As three current graduate students in an I-O psychology PhD program, we want to extend this discussion of reflection and reflexivity into a call to action for ourselves and our fellow I-O graduate students to play an active role in generating this necessary change. According to SIOP’s Income and Employment report (2020), 45% of I-O graduates pursue a career in academia, whereas 56% of I-O graduates pursue an applied career. Therefore, graduate school is the ideal time to foster the relationship between academic and applied scholars, and integrate the ideal reflection and reflexivity skills that all I-O scholars should possess in order to best address the identity crisis of I-O Psychology. In this commentary, we highlight the personal, epistemological, and disciplinary questions Hyland asks I-O psychologists to consider from the lens of a graduate student so that reflection and reflexivity occurs from the beginning of where an I-O psychologist’s career begins.
{"title":"Reflection and reflexivity in I-O psychology: A graduate student’s perspective","authors":"Meghan Kane, Hannah A. Crandell, Boram Kim","doi":"10.1017/iop.2022.103","DOIUrl":"https://doi.org/10.1017/iop.2022.103","url":null,"abstract":"Introduction In the focal article, Hyland (2023) writes, “my hope is that this article will spark a collective conversation about the role that reflection and reflexivity can play in our field” (pp. 5–6). As three current graduate students in an I-O psychology PhD program, we want to extend this discussion of reflection and reflexivity into a call to action for ourselves and our fellow I-O graduate students to play an active role in generating this necessary change. According to SIOP’s Income and Employment report (2020), 45% of I-O graduates pursue a career in academia, whereas 56% of I-O graduates pursue an applied career. Therefore, graduate school is the ideal time to foster the relationship between academic and applied scholars, and integrate the ideal reflection and reflexivity skills that all I-O scholars should possess in order to best address the identity crisis of I-O Psychology. In this commentary, we highlight the personal, epistemological, and disciplinary questions Hyland asks I-O psychologists to consider from the lens of a graduate student so that reflection and reflexivity occurs from the beginning of where an I-O psychologist’s career begins.","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":"16 1","pages":"117 - 120"},"PeriodicalIF":15.8,"publicationDate":"2023-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43073766","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}
Maira E. Ezerins, Timothy J. Vogus, Allison S. Gabriel, Lauren S. Simon, Charles Calderwood, Christopher C. Rosen
Much research has focused on the challenge of fit between people and organizations (Kristof, 1996). Given the prevalence of unemployment and underemployment, the challenge of both finding fit between oneself and one’s organization, and being seen as fitting in, is especially acute for neurodivergent job candidates and employees. Building on LeFevre-Levy and colleagues (2023), in the current commentary, we emphasize how despite the growing acceptance of the social model of disability and increasingly positive views of neurodivergent strengths (e.g., den Houting, 2019), research and practice need to move beyond finding niches within neurotypical systems where neurodivergent people can exist and thrive to systems that are collaboratively constructed across neurotypes. This means extending opportunities beyond well-publicized, specialized neurodiversity hiring initiatives that in total employ fewer than 1,500 globally (Bernick, 2021). Doing so requires better understanding the underpinnings of “misfit” for neurodivergent individuals and identifying what makes for the right workplace conditions to redress it. To advance this discussion, we articulate how the “double empathy problem” (Milton, 2012) and the heterogeneity of neurodivergent populations (Bury et al., 2019) requires rethinking traditional—and, most frequently, neurotypical—approaches to fit in research and practice.
许多研究都集中在人与组织之间适应的挑战上(Kristof,1996)。考虑到失业和就业不足的普遍性,对于神经分化的求职者和员工来说,既要在自己和组织之间找到合适的人选,又要被视为合适的人选的挑战尤其严峻。在LeFevre-Levy及其同事(2023)的基础上,在当前的评论中,我们强调,尽管残疾的社会模式越来越被接受,并且对神经分化力量的看法越来越积极(例如,den Houting,2019),研究和实践需要超越在神经典型系统中寻找神经分化的人可以存在和发展的利基,转向跨神经类型合作构建的系统。这意味着将机会扩展到广为宣传的、专门的神经多样性招聘计划之外,这些计划在全球总共雇佣了不到1500人(Bernick,2021)。要做到这一点,需要更好地理解神经分化个体“不适应”的基础,并确定是什么造就了正确的工作条件来纠正它。为了推进这一讨论,我们阐明了“双重同理心问题”(Milton,2012)和神经分化人群的异质性(Bury et al.,2019)需要重新思考传统的——以及,最常见的是神经典型——适合研究和实践的方法。
{"title":"From environmental niches to unique contributions: Reconsidering fit to foster inclusion across neurotypes","authors":"Maira E. Ezerins, Timothy J. Vogus, Allison S. Gabriel, Lauren S. Simon, Charles Calderwood, Christopher C. Rosen","doi":"10.1017/iop.2022.98","DOIUrl":"https://doi.org/10.1017/iop.2022.98","url":null,"abstract":"Much research has focused on the challenge of fit between people and organizations (Kristof, 1996). Given the prevalence of unemployment and underemployment, the challenge of both finding fit between oneself and one’s organization, and being seen as fitting in, is especially acute for neurodivergent job candidates and employees. Building on LeFevre-Levy and colleagues (2023), in the current commentary, we emphasize how despite the growing acceptance of the social model of disability and increasingly positive views of neurodivergent strengths (e.g., den Houting, 2019), research and practice need to move beyond finding niches within neurotypical systems where neurodivergent people can exist and thrive to systems that are collaboratively constructed across neurotypes. This means extending opportunities beyond well-publicized, specialized neurodiversity hiring initiatives that in total employ fewer than 1,500 globally (Bernick, 2021). Doing so requires better understanding the underpinnings of “misfit” for neurodivergent individuals and identifying what makes for the right workplace conditions to redress it. To advance this discussion, we articulate how the “double empathy problem” (Milton, 2012) and the heterogeneity of neurodivergent populations (Bury et al., 2019) requires rethinking traditional—and, most frequently, neurotypical—approaches to fit in research and practice.","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":"16 1","pages":"41 - 44"},"PeriodicalIF":15.8,"publicationDate":"2023-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41993761","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":"IOP volume 16 issue 1 Cover and Front matter","authors":"","doi":"10.1017/iop.2023.21","DOIUrl":"https://doi.org/10.1017/iop.2023.21","url":null,"abstract":"","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":"16 1","pages":"f1 - f4"},"PeriodicalIF":15.8,"publicationDate":"2023-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42840908","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":"Examining personality testing in selection for neurodiverse individuals","authors":"Lauren J. Wegmeyer, Andrew B. Speer","doi":"10.1017/iop.2022.102","DOIUrl":"https://doi.org/10.1017/iop.2022.102","url":null,"abstract":"Examining personality testing","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":"16 1","pages":"61 - 65"},"PeriodicalIF":15.8,"publicationDate":"2023-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42136784","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}
Jeremiah T. McMillan, Benjamin S Listyg, Jeh Cooper
LeFevre-Levy et al. (2023) lay out a compelling argument in support of furthering research for navigating neurodiversity in organizational settings. We contend that one notable gap in this area is the development of evidenced-based practices for the effective identification, measurement, and use of job-relevant psychological constructs for staffing decisions. This gap is significant considering organizations currently bemoan a talent shortage or “ talent war
{"title":"Neurodiversity and talent measurement: Revisiting the basics","authors":"Jeremiah T. McMillan, Benjamin S Listyg, Jeh Cooper","doi":"10.1017/iop.2022.96","DOIUrl":"https://doi.org/10.1017/iop.2022.96","url":null,"abstract":"LeFevre-Levy et al. (2023) lay out a compelling argument in support of furthering research for navigating neurodiversity in organizational settings. We contend that one notable gap in this area is the development of evidenced-based practices for the effective identification, measurement, and use of job-relevant psychological constructs for staffing decisions. This gap is significant considering organizations currently bemoan a talent shortage or “ talent war","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":"16 1","pages":"31 - 35"},"PeriodicalIF":15.8,"publicationDate":"2023-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47619932","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":"How can work from home support neurodiversity and inclusion?","authors":"Hanna Kalmanovich-Cohen, Steven J. Stanton","doi":"10.1017/iop.2022.93","DOIUrl":"https://doi.org/10.1017/iop.2022.93","url":null,"abstract":"be a potential pathway forward that confers a","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":"16 1","pages":"20 - 24"},"PeriodicalIF":15.8,"publicationDate":"2023-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42550420","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}
Andres Käosaar, K. Szabó, Alexandra Kandah, Wei-Cheng Chang
This commentary expands on the focal article ’ s (Hyland, 2023) notion about the importance of reflective and reflexive practice in the field of industrial-organizational (I-O) psychology. Hyland states that reflective practices could be beneficial to everyone, bringing out that it could have benefits across all types of stakeholders in the field of I-O. Nevertheless, with the aim of developing the field, we feel that there is a specific group of I-O professionals that should be targeted first, rather than simultaneously getting everyone on board with reflective and reflexive practices. We argue that reflective practices within the field will be most effective when exhibited by stakeholders with decision-making rights and responsibilities. Although we agree that teaching reflective practices as part of official education would improve the professional (and personal) capacities of I-O psychologists and thus further develop the field, a focus on junior I-Os seems to omit key decision makers (e.g., executives, journal editors, and those in similar leadership positions) who actively shape the field now. We introduce the importance of reflectivity across generations of I-O professionals and discuss the benefits of extending the emphasis of reflective practices to key stakeholders, decision makers, and practitioners in addition to trainees.
{"title":"The importance of reflective practices for decision makers: A possible part of the solution for helping the field","authors":"Andres Käosaar, K. Szabó, Alexandra Kandah, Wei-Cheng Chang","doi":"10.1017/iop.2022.107","DOIUrl":"https://doi.org/10.1017/iop.2022.107","url":null,"abstract":"This commentary expands on the focal article ’ s (Hyland, 2023) notion about the importance of reflective and reflexive practice in the field of industrial-organizational (I-O) psychology. Hyland states that reflective practices could be beneficial to everyone, bringing out that it could have benefits across all types of stakeholders in the field of I-O. Nevertheless, with the aim of developing the field, we feel that there is a specific group of I-O professionals that should be targeted first, rather than simultaneously getting everyone on board with reflective and reflexive practices. We argue that reflective practices within the field will be most effective when exhibited by stakeholders with decision-making rights and responsibilities. Although we agree that teaching reflective practices as part of official education would improve the professional (and personal) capacities of I-O psychologists and thus further develop the field, a focus on junior I-Os seems to omit key decision makers (e.g., executives, journal editors, and those in similar leadership positions) who actively shape the field now. We introduce the importance of reflectivity across generations of I-O professionals and discuss the benefits of extending the emphasis of reflective practices to key stakeholders, decision makers, and practitioners in addition to trainees.","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":"16 1","pages":"108 - 112"},"PeriodicalIF":15.8,"publicationDate":"2023-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41359038","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}
A core assumption of the neurodiversity movement is that neurological differences such as autism, ADHD, and dyslexia stem from naturally occurring variability in the brain and thought processes, rather than disease. This idea is quite in line with I-O psychology’s tendency to conceptualize individual differences as continuous and multidimensional. Although comparing the experiences of neurominority groups with those of other marginalized groups will undoubtedly prove informative in guiding diversity and inclusion efforts, there is also much to be gained by conceptualizing neurodiversity through an individual difference lens. In this commentary in response to LeFevre-Levy et al. (2023), I give examples of existing bodies of knowledge on work motivation and associated individual differences in self-regulation that show conceptual overlap with descriptions of neurodiversity. I then point to advantages of conceptualizing neurodiversity as a set of continuous individual differences as opposed to a limited number of discrete, diagnosis-based categories. Theory and research on self-regulation highlight the internal processes involved in managing one’s own attention, emotion, and volitional behavior—processes directly affected by neurodiversity. Further, research on work motivation has long recognized between-person differences in selfregulation and explored the interaction of these person-level variables with the situation or job context. Thus, the plethora of individual differences examined in the work motivation literature hold direct relevance to the work-related strengths and weaknesses attributed to different neurominority groups. Consider, for example, the following descriptions of one employee’s challenges with self-regulation:
{"title":"Conceptualizing neurodiversity as individual differences in self-regulation","authors":"E. Richard","doi":"10.1017/iop.2022.109","DOIUrl":"https://doi.org/10.1017/iop.2022.109","url":null,"abstract":"A core assumption of the neurodiversity movement is that neurological differences such as autism, ADHD, and dyslexia stem from naturally occurring variability in the brain and thought processes, rather than disease. This idea is quite in line with I-O psychology’s tendency to conceptualize individual differences as continuous and multidimensional. Although comparing the experiences of neurominority groups with those of other marginalized groups will undoubtedly prove informative in guiding diversity and inclusion efforts, there is also much to be gained by conceptualizing neurodiversity through an individual difference lens. In this commentary in response to LeFevre-Levy et al. (2023), I give examples of existing bodies of knowledge on work motivation and associated individual differences in self-regulation that show conceptual overlap with descriptions of neurodiversity. I then point to advantages of conceptualizing neurodiversity as a set of continuous individual differences as opposed to a limited number of discrete, diagnosis-based categories. Theory and research on self-regulation highlight the internal processes involved in managing one’s own attention, emotion, and volitional behavior—processes directly affected by neurodiversity. Further, research on work motivation has long recognized between-person differences in selfregulation and explored the interaction of these person-level variables with the situation or job context. Thus, the plethora of individual differences examined in the work motivation literature hold direct relevance to the work-related strengths and weaknesses attributed to different neurominority groups. Consider, for example, the following descriptions of one employee’s challenges with self-regulation:","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":"16 1","pages":"74 - 76"},"PeriodicalIF":15.8,"publicationDate":"2023-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49642354","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}
Modelling a process of reflection and reflexivity, Hyland (2023) has demonstrated a means by which I-O psychology can better produce innovative solutions for complex, multicausal, adaptive problems. Reflection and reflexivity call for identification of biases, assumptions, evaluation of Outcome, and adjustment of action. We agree that philosophy of science provides a systematic framework and that the challenge to consider what future we envision is timely. Nearly 50 years ago, Kerr ’ s (1975) now classic article pointed out the folly of rewarding A while hoping for B. If, as a discipline and profession, we are to realize the potential of I-O psychology to address complex human issues then perhaps this is the time to do something other than more of A. We agree that reflection and reflexivity are fit for that purpose and need to be embedded in curricula. As edu-cators and practitioners, our experience is that it not only can be incorporated into academic and professional preparation, but that doing so pays dividends. A common theme in the literature on critical reflection and reflexivity is uncovering assumptions: both those upon which we act but of which we are unaware and assumptions to which we subscribe but have not critically examined and simply accepted as some “ given
{"title":"Reflection in I-O psychology: Herding sheep","authors":"B. Kennedy, Benita Stiles-Smith, S. Koreshi","doi":"10.1017/iop.2022.92","DOIUrl":"https://doi.org/10.1017/iop.2022.92","url":null,"abstract":"Modelling a process of reflection and reflexivity, Hyland (2023) has demonstrated a means by which I-O psychology can better produce innovative solutions for complex, multicausal, adaptive problems. Reflection and reflexivity call for identification of biases, assumptions, evaluation of Outcome, and adjustment of action. We agree that philosophy of science provides a systematic framework and that the challenge to consider what future we envision is timely. Nearly 50 years ago, Kerr ’ s (1975) now classic article pointed out the folly of rewarding A while hoping for B. If, as a discipline and profession, we are to realize the potential of I-O psychology to address complex human issues then perhaps this is the time to do something other than more of A. We agree that reflection and reflexivity are fit for that purpose and need to be embedded in curricula. As edu-cators and practitioners, our experience is that it not only can be incorporated into academic and professional preparation, but that doing so pays dividends. A common theme in the literature on critical reflection and reflexivity is uncovering assumptions: both those upon which we act but of which we are unaware and assumptions to which we subscribe but have not critically examined and simply accepted as some “ given","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":"16 1","pages":"96 - 100"},"PeriodicalIF":15.8,"publicationDate":"2023-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42234870","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}
Annika L. Benson, Kelsie Colley, Joshua J. Prasad, Colin M. G. Willis, Tracy E. Powell-Rudy
We believe that readers of the focal article by LeFevre-Levy et al. (2023) would benefit from aligning neurodiversity in the workplace and broader arguments for pursuing and researching organizational diversity in industrial-organizational (I-O) psychology. Often referred to as the “case for workplace diversity,” practitioners and scholars have offered various arguments in its defense. In this commentary, we adopt the labels from van Dijk et al. (2012) of (a) the business case, (b) the equality case, and (c) the values and virtues case to discuss the approaches for arguing why organizational diversity ought to be pursued. We briefly summarize each case and its consequences. The goal of this commentary is to connect the key points made by LeFevre-Levy et al. to each argument, clarify the values being promoted, and identify who may (and importantly may not) stand to benefit. We encourage the field to consider the implications of oversimplifying claims about neuroatypical individuals and their impact in organizations. In doing so, we hope to further contextualize the important points made by LeFevre-Levy et al.
{"title":"Contextualizing cases for neuroatypical inclusion in the workplace","authors":"Annika L. Benson, Kelsie Colley, Joshua J. Prasad, Colin M. G. Willis, Tracy E. Powell-Rudy","doi":"10.1017/iop.2022.108","DOIUrl":"https://doi.org/10.1017/iop.2022.108","url":null,"abstract":"We believe that readers of the focal article by LeFevre-Levy et al. (2023) would benefit from aligning neurodiversity in the workplace and broader arguments for pursuing and researching organizational diversity in industrial-organizational (I-O) psychology. Often referred to as the “case for workplace diversity,” practitioners and scholars have offered various arguments in its defense. In this commentary, we adopt the labels from van Dijk et al. (2012) of (a) the business case, (b) the equality case, and (c) the values and virtues case to discuss the approaches for arguing why organizational diversity ought to be pursued. We briefly summarize each case and its consequences. The goal of this commentary is to connect the key points made by LeFevre-Levy et al. to each argument, clarify the values being promoted, and identify who may (and importantly may not) stand to benefit. We encourage the field to consider the implications of oversimplifying claims about neuroatypical individuals and their impact in organizations. In doing so, we hope to further contextualize the important points made by LeFevre-Levy et al.","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":"16 1","pages":"70 - 73"},"PeriodicalIF":15.8,"publicationDate":"2023-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45707138","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}