Through qualitative research into the career experiences of two groups of Malawian professional women, this article reveals the value of expanding research into women’s careers to the global south. Although displaying elements of western-focused traditional and new career models, these women’s careers did not conform to either. Instead, due to heavy family responsibilities for both care and breadwinning, including for the extended family, and faced with inflexible human resource practices, their careers were mostly characterised by serial compromises necessary to maintain full-time continuous employment while dealing with life events and workplace setbacks. These accommodations to the realities of their complicated lives often resulted in second-best, far-from-ideal solutions. This career form, conceptualised here as a makeshift career, extends career models to fit the Malawian context and the global south but also expands conceptual understandings of women’s careers in ways also applicable to the north.
{"title":"The Makeshift Careers of Women in Malawi: Neither Traditional Nor Flexible","authors":"Tiyesere Mercy Chikapa, Jill Rubery, Isabel Távora","doi":"10.1177/09500170231198736","DOIUrl":"https://doi.org/10.1177/09500170231198736","url":null,"abstract":"Through qualitative research into the career experiences of two groups of Malawian professional women, this article reveals the value of expanding research into women’s careers to the global south. Although displaying elements of western-focused traditional and new career models, these women’s careers did not conform to either. Instead, due to heavy family responsibilities for both care and breadwinning, including for the extended family, and faced with inflexible human resource practices, their careers were mostly characterised by serial compromises necessary to maintain full-time continuous employment while dealing with life events and workplace setbacks. These accommodations to the realities of their complicated lives often resulted in second-best, far-from-ideal solutions. This career form, conceptualised here as a makeshift career, extends career models to fit the Malawian context and the global south but also expands conceptual understandings of women’s careers in ways also applicable to the north.","PeriodicalId":48187,"journal":{"name":"Work Employment and Society","volume":"99 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136308710","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-09-19DOI: 10.1177/09500170231195230
Daniel Wheatley, Matthew R. Broome, Tony Dobbins, Benjamin Hopkins, Owen Powell
This article investigates the challenges of navigating the adoption of remote and hybrid working for large organizations with diverse functions. Focus groups with employees of the UK business of a multinational organization identify conceptual contributions to the sociology of work and employment and empirical findings in the context of the COVID-19 pandemic that inform future policy and practice. Location-based flexible working has a potential unintended ‘ripple’ effect wherein application of individual-level flexibility has wider-reaching consequences throughout the organization. Findings emphasize that organizations need to recognize and respond to new realities of location-based flexibility. Management must navigate potential ‘ripples’ in the development of flexible working policies and practice, shaped by various tensions, including an overarching autonomy–control paradox. This requires a coordinated approach centred on ‘inclusive flexibility’ and ‘responsible autonomy’ that involves moving away from one-size-fits-all strategies towards a tailored approach offering employees choice, agency and voice in decision-making, while accommodating different stakeholder needs.
{"title":"Navigating Choppy Water: Flexibility Ripple Effects in the COVID-19 Pandemic and the Future of Remote and Hybrid Working","authors":"Daniel Wheatley, Matthew R. Broome, Tony Dobbins, Benjamin Hopkins, Owen Powell","doi":"10.1177/09500170231195230","DOIUrl":"https://doi.org/10.1177/09500170231195230","url":null,"abstract":"This article investigates the challenges of navigating the adoption of remote and hybrid working for large organizations with diverse functions. Focus groups with employees of the UK business of a multinational organization identify conceptual contributions to the sociology of work and employment and empirical findings in the context of the COVID-19 pandemic that inform future policy and practice. Location-based flexible working has a potential unintended ‘ripple’ effect wherein application of individual-level flexibility has wider-reaching consequences throughout the organization. Findings emphasize that organizations need to recognize and respond to new realities of location-based flexibility. Management must navigate potential ‘ripples’ in the development of flexible working policies and practice, shaped by various tensions, including an overarching autonomy–control paradox. This requires a coordinated approach centred on ‘inclusive flexibility’ and ‘responsible autonomy’ that involves moving away from one-size-fits-all strategies towards a tailored approach offering employees choice, agency and voice in decision-making, while accommodating different stakeholder needs.","PeriodicalId":48187,"journal":{"name":"Work Employment and Society","volume":"4 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135011402","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-09-11DOI: 10.1177/09500170231175790
Hila Axelrad, Alexandra Kalev, Noah Lewin-Epstein
Managerial bias is a major source of workplace inequality and a central target of employer diversity efforts, yet we know little about the content of stereotypes and where they prevail. Stereotypes can be ambivalent, mixing negative and positive dimensions. Ambivalent stereotypes can rationalize discriminatory decision-making but they may also be more amenable to change. This article examines the prevalence of wholly negative and ambivalent age-based stereotypes across organizational contexts. Data on 551 managers reveals, first, that the modal manager holds ambivalent stereotypes about older workers, with positive perceptions of their personal attributes and negative perceptions regarding their employability. Second, both negative and ambivalent stereotypes are common in the presence of a labour union. Their prevalence declines, however, in different contexts: ambivalent stereotypes decline with increased intergroup contact and negative stereotypes decline when accountability triggers are implmented. Implications for research on work, organizations, older workers, and diversity management are discussed.
{"title":"Ambivalent Bias at Work: Managers’ Perceptions of Older Workers across Organizational Contexts","authors":"Hila Axelrad, Alexandra Kalev, Noah Lewin-Epstein","doi":"10.1177/09500170231175790","DOIUrl":"https://doi.org/10.1177/09500170231175790","url":null,"abstract":"Managerial bias is a major source of workplace inequality and a central target of employer diversity efforts, yet we know little about the content of stereotypes and where they prevail. Stereotypes can be ambivalent, mixing negative and positive dimensions. Ambivalent stereotypes can rationalize discriminatory decision-making but they may also be more amenable to change. This article examines the prevalence of wholly negative and ambivalent age-based stereotypes across organizational contexts. Data on 551 managers reveals, first, that the modal manager holds ambivalent stereotypes about older workers, with positive perceptions of their personal attributes and negative perceptions regarding their employability. Second, both negative and ambivalent stereotypes are common in the presence of a labour union. Their prevalence declines, however, in different contexts: ambivalent stereotypes decline with increased intergroup contact and negative stereotypes decline when accountability triggers are implmented. Implications for research on work, organizations, older workers, and diversity management are discussed.","PeriodicalId":48187,"journal":{"name":"Work Employment and Society","volume":"121 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135980879","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-08-30DOI: 10.1177/09500170231188672
M. J. Ashraf, Daniela Pianezzi
This study explores how khwajasiras, a community of gender-variant persons in Pakistan, engage in relational work to gain recognition in a heteronormative world. We highlight how these workers negotiate the meanings of their intimate relationships with different forms, frequencies, amounts, and payment media of financial exchanges. We have identified four such relations i.e. romantic relations, spousal relations, taboo relations, and professional relations. Our analysis shows how these relations and associated financial exchanges allow khwajasiras to navigate gender norms and negotiate recognition by alternatively and creatively playing the role of the khwajasira lover, the khwajasira wife, the khwajasira survival prostitute, and the khwajasira professional sex worker. In enacting these roles, they simultaneously reaffirm, redefine, and challenge dominant gender norms while resisting stable and fixed definitions of transgender sex work(ers). These findings unpack the contingent and situated relationship between gender, sexuality, and sex work and the critical role of financial exchange(s) therein.
{"title":"Gender, Money, and Sexuality: An Exploration into the Relational Work of Pakistani Khwajasiras","authors":"M. J. Ashraf, Daniela Pianezzi","doi":"10.1177/09500170231188672","DOIUrl":"https://doi.org/10.1177/09500170231188672","url":null,"abstract":"This study explores how khwajasiras, a community of gender-variant persons in Pakistan, engage in relational work to gain recognition in a heteronormative world. We highlight how these workers negotiate the meanings of their intimate relationships with different forms, frequencies, amounts, and payment media of financial exchanges. We have identified four such relations i.e. romantic relations, spousal relations, taboo relations, and professional relations. Our analysis shows how these relations and associated financial exchanges allow khwajasiras to navigate gender norms and negotiate recognition by alternatively and creatively playing the role of the khwajasira lover, the khwajasira wife, the khwajasira survival prostitute, and the khwajasira professional sex worker. In enacting these roles, they simultaneously reaffirm, redefine, and challenge dominant gender norms while resisting stable and fixed definitions of transgender sex work(ers). These findings unpack the contingent and situated relationship between gender, sexuality, and sex work and the critical role of financial exchange(s) therein.","PeriodicalId":48187,"journal":{"name":"Work Employment and Society","volume":" ","pages":""},"PeriodicalIF":3.7,"publicationDate":"2023-08-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47179279","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-08-23DOI: 10.1177/09500170231188660
Clive R. Trusson, G. Chen, John Bridger
This article foregrounds the working experience of a knowledge worker in the United Kingdom across three years (2019–2022) that included periods of ‘lockdown’ and other social restrictions resulting from the COVID-19 pandemic. Across seven separate interview extracts, it offers a longitudinal narrative on the lived experience of substituting a workday comprising a long-distance commute by car to work ‘standard’ hours for an extended workday telecommuting from home. Over time the worker paradoxically recognises that telecommuting entails added pressures of work intensification, extensification and greater domestic responsibility but this is preferable to returning to a long-distance dissatisfying commute. The reflexive narrative reveals how he embraces the pressures of telecommuting through job crafting to re-identify as an autonomous professional and more engaged care-giving parent. The article contributes to the literature on hybrid/flexible forms of work organisation emerging from the pandemic by indicating the importance of micro-level considerations and implications for gender equality.
{"title":"‘When the Daily Commute Stops’: A Long-Distance Commuter’s Reflections on Commuting and Telecommuting across the COVID-19 Pandemic","authors":"Clive R. Trusson, G. Chen, John Bridger","doi":"10.1177/09500170231188660","DOIUrl":"https://doi.org/10.1177/09500170231188660","url":null,"abstract":"This article foregrounds the working experience of a knowledge worker in the United Kingdom across three years (2019–2022) that included periods of ‘lockdown’ and other social restrictions resulting from the COVID-19 pandemic. Across seven separate interview extracts, it offers a longitudinal narrative on the lived experience of substituting a workday comprising a long-distance commute by car to work ‘standard’ hours for an extended workday telecommuting from home. Over time the worker paradoxically recognises that telecommuting entails added pressures of work intensification, extensification and greater domestic responsibility but this is preferable to returning to a long-distance dissatisfying commute. The reflexive narrative reveals how he embraces the pressures of telecommuting through job crafting to re-identify as an autonomous professional and more engaged care-giving parent. The article contributes to the literature on hybrid/flexible forms of work organisation emerging from the pandemic by indicating the importance of micro-level considerations and implications for gender equality.","PeriodicalId":48187,"journal":{"name":"Work Employment and Society","volume":" ","pages":""},"PeriodicalIF":3.7,"publicationDate":"2023-08-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43511008","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-08-09DOI: 10.1177/09500170231188945
Alvin Hoi-Chun Hung
This research examines the role of intraorganisational boundary-spanners, as mechanisms of workplace control, through an ethnographic study of a Chinese-run garment factory in Myanmar. The findings demonstrate how these intermediaries, rather than facilitating open communication, exerted a restraining influence on their cross-cultural workplace by identifying, dissolving and suppressing the expression of grievances. Wielding relationship-based informal power and position-based formal power, these intermediaries employed various means of persuasion and communication manipulation and disciplinary measures to contain dissatisfaction and maintain stability, whereby workers were directed to abandon their demands and align their expectations with management interests. Merging the literature on labour and management control with that on boundary-spanning in cross-cultural contexts, this article challenges the view that boundary-spanners enhance communication and promote consensus across boundaries, spotlighting the need to examine their activities in light of the profound influence of power dynamics in organisations.
{"title":"The Role of Boundary-Spanners in the Control of a Chinese Garment Factory in Myanmar","authors":"Alvin Hoi-Chun Hung","doi":"10.1177/09500170231188945","DOIUrl":"https://doi.org/10.1177/09500170231188945","url":null,"abstract":"This research examines the role of intraorganisational boundary-spanners, as mechanisms of workplace control, through an ethnographic study of a Chinese-run garment factory in Myanmar. The findings demonstrate how these intermediaries, rather than facilitating open communication, exerted a restraining influence on their cross-cultural workplace by identifying, dissolving and suppressing the expression of grievances. Wielding relationship-based informal power and position-based formal power, these intermediaries employed various means of persuasion and communication manipulation and disciplinary measures to contain dissatisfaction and maintain stability, whereby workers were directed to abandon their demands and align their expectations with management interests. Merging the literature on labour and management control with that on boundary-spanning in cross-cultural contexts, this article challenges the view that boundary-spanners enhance communication and promote consensus across boundaries, spotlighting the need to examine their activities in light of the profound influence of power dynamics in organisations.","PeriodicalId":48187,"journal":{"name":"Work Employment and Society","volume":" ","pages":""},"PeriodicalIF":3.7,"publicationDate":"2023-08-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48843591","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-08-05DOI: 10.1177/09500170231185212
Alexandra D Lefcoe, C. Connelly, Ian R. Gellatly
Little is known about how the use of ride-hail apps (e.g. Uber, Lyft) affects drivers’ propensity to engage in risky behaviours. Drawing on labour process theory, this study examines how algorithmic control of ride-hail drivers encourages risky driving (i.e. violating road safety rules, carrying weapons). Furthermore, the theory of work precarity is used to explain why multiple jobholders (MJHers), who work for ride-hail companies, drive taxis and hold other jobs, may be more likely to take risks while driving due to income insecurity and erratic work hours. The hypotheses are tested in a sample ( N = 191) of ride-hail drivers, taxi drivers and MJHers. The results suggest that MJHers are more likely to engage in risky driving in comparison to ride-hail and taxi drivers. Theoretical, practical and policy implications are discussed.
{"title":"Ride-Hail Drivers, Taxi Drivers and Multiple Jobholders: Who Takes the Most Risks and Why?","authors":"Alexandra D Lefcoe, C. Connelly, Ian R. Gellatly","doi":"10.1177/09500170231185212","DOIUrl":"https://doi.org/10.1177/09500170231185212","url":null,"abstract":"Little is known about how the use of ride-hail apps (e.g. Uber, Lyft) affects drivers’ propensity to engage in risky behaviours. Drawing on labour process theory, this study examines how algorithmic control of ride-hail drivers encourages risky driving (i.e. violating road safety rules, carrying weapons). Furthermore, the theory of work precarity is used to explain why multiple jobholders (MJHers), who work for ride-hail companies, drive taxis and hold other jobs, may be more likely to take risks while driving due to income insecurity and erratic work hours. The hypotheses are tested in a sample ( N = 191) of ride-hail drivers, taxi drivers and MJHers. The results suggest that MJHers are more likely to engage in risky driving in comparison to ride-hail and taxi drivers. Theoretical, practical and policy implications are discussed.","PeriodicalId":48187,"journal":{"name":"Work Employment and Society","volume":" ","pages":""},"PeriodicalIF":3.7,"publicationDate":"2023-08-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48869476","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-07-28DOI: 10.1177/09500170231185033
K. Musílek, K. Jamie, M. Learmonth
This article contributes to an understanding of work-intensive entrepreneurial lives as part of analysing the intensification of work in society. It offers an empirical extension of Foucauldian analyses, which attribute commitment to work to the influence of neoliberal enterprise discourse while often neglecting the material conditions of entrepreneurial work. The article draws on moderate constructionism and materialist discourse analysis to offer an account that pays attention to discourse and material realities. This ethnographic study shows how participants evoked norms of enterprise discourse to explain their commitment to work. However, they also understood these norms to be fundamentally shaped by their material conditions. The major contribution of the article is to show that the interpenetration of discursive norms with the investment logic of enterprise tends to displace boundaries between work and personal life and shift temporal arrangements of work from work–life ‘balance’ to prospects of free time in the imagined future.
{"title":"‘Money Probably Has Something to Do with My Life’: Discourse and Materiality in the Working Lives of Start-Up Entrepreneurs","authors":"K. Musílek, K. Jamie, M. Learmonth","doi":"10.1177/09500170231185033","DOIUrl":"https://doi.org/10.1177/09500170231185033","url":null,"abstract":"This article contributes to an understanding of work-intensive entrepreneurial lives as part of analysing the intensification of work in society. It offers an empirical extension of Foucauldian analyses, which attribute commitment to work to the influence of neoliberal enterprise discourse while often neglecting the material conditions of entrepreneurial work. The article draws on moderate constructionism and materialist discourse analysis to offer an account that pays attention to discourse and material realities. This ethnographic study shows how participants evoked norms of enterprise discourse to explain their commitment to work. However, they also understood these norms to be fundamentally shaped by their material conditions. The major contribution of the article is to show that the interpenetration of discursive norms with the investment logic of enterprise tends to displace boundaries between work and personal life and shift temporal arrangements of work from work–life ‘balance’ to prospects of free time in the imagined future.","PeriodicalId":48187,"journal":{"name":"Work Employment and Society","volume":" ","pages":""},"PeriodicalIF":3.7,"publicationDate":"2023-07-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45409567","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-07-21DOI: 10.1177/09500170231175771
Simon Walo
Recent studies show that many workers consider their jobs socially useless. Thus, several explanations for this phenomenon have been proposed. David Graeber’s ‘bullshit jobs theory’, for example, claims that some jobs are in fact objectively useless, and that these are found more often in certain occupations than in others. Quantitative research on Europe, however, finds little support for Graeber’s theory and claims that alienation may be better suited to explain why people consider their jobs socially useless. This study extends previous analyses by drawing on a rich, under-utilized dataset and provides new evidence for the United States specifically. Contrary to previous studies, it thus finds robust support for Graeber’s theory on bullshit jobs. At the same time, it also confirms existing evidence on the effects of various other factors, including alienation. Work perceived as socially useless is therefore a multifaceted issue that must be addressed from different angles.
最近的研究表明，许多工人认为他们的工作对社会毫无用处。因此，对这一现象提出了几种解释。例如，大卫·格雷伯(David Graeber)的“扯淡工作理论”(bullshit jobs theory)声称，有些工作实际上在客观上是无用的，而且在某些职业中比在其他职业中更常见。然而，对欧洲的定量研究发现，很少有人支持格雷伯的理论，并声称异化可能更适合解释为什么人们认为自己的工作在社会上毫无用处。本研究通过利用丰富的、未充分利用的数据集扩展了以前的分析，并为美国提供了新的证据。因此，与之前的研究相反，它为格雷伯关于胡扯工作的理论提供了强有力的支持。同时，它也证实了包括异化在内的各种其他因素影响的现有证据。因此，被认为对社会无用的工作是一个多方面的问题，必须从不同的角度来解决。
{"title":"‘Bullshit’ After All? Why People Consider Their Jobs Socially Useless","authors":"Simon Walo","doi":"10.1177/09500170231175771","DOIUrl":"https://doi.org/10.1177/09500170231175771","url":null,"abstract":"Recent studies show that many workers consider their jobs socially useless. Thus, several explanations for this phenomenon have been proposed. David Graeber’s ‘bullshit jobs theory’, for example, claims that some jobs are in fact objectively useless, and that these are found more often in certain occupations than in others. Quantitative research on Europe, however, finds little support for Graeber’s theory and claims that alienation may be better suited to explain why people consider their jobs socially useless. This study extends previous analyses by drawing on a rich, under-utilized dataset and provides new evidence for the United States specifically. Contrary to previous studies, it thus finds robust support for Graeber’s theory on bullshit jobs. At the same time, it also confirms existing evidence on the effects of various other factors, including alienation. Work perceived as socially useless is therefore a multifaceted issue that must be addressed from different angles.","PeriodicalId":48187,"journal":{"name":"Work Employment and Society","volume":"37 1","pages":"1123 - 1146"},"PeriodicalIF":3.7,"publicationDate":"2023-07-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41369387","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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