Pub Date : 2023-07-14DOI: 10.1177/09500170231175776
Stine Berre
The role of disability in producing disadvantage in employers’ hiring assessments was explored in a factorial survey, where a random sample of Norwegian employers ( n = 1341) evaluated fictional job-seeker profiles. The results revealed that including an impairment description in a job-seeker profile significantly decreased the likelihood that employers would want to hire a candidate. The degree of disadvantage varied with the type of impairment. Being eligible for a wage subsidy scheme improved employers’ assessments of candidates while including information about other types of support measures did not. Furthermore, when an impairment description was introduced into a job-seeker profile, other crucial characteristics of the job seeker lost some or all of their impact on employers’ assessment scores. These findings are interpreted as disability becoming a ‘master status’ when employers make hiring assessments.
{"title":"Exploring Disability Disadvantage in Hiring: A Factorial Survey among Norwegian Employers","authors":"Stine Berre","doi":"10.1177/09500170231175776","DOIUrl":"https://doi.org/10.1177/09500170231175776","url":null,"abstract":"The role of disability in producing disadvantage in employers’ hiring assessments was explored in a factorial survey, where a random sample of Norwegian employers ( n = 1341) evaluated fictional job-seeker profiles. The results revealed that including an impairment description in a job-seeker profile significantly decreased the likelihood that employers would want to hire a candidate. The degree of disadvantage varied with the type of impairment. Being eligible for a wage subsidy scheme improved employers’ assessments of candidates while including information about other types of support measures did not. Furthermore, when an impairment description was introduced into a job-seeker profile, other crucial characteristics of the job seeker lost some or all of their impact on employers’ assessment scores. These findings are interpreted as disability becoming a ‘master status’ when employers make hiring assessments.","PeriodicalId":48187,"journal":{"name":"Work Employment and Society","volume":" ","pages":""},"PeriodicalIF":3.7,"publicationDate":"2023-07-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48017689","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 : 2023-07-14DOI: 10.1177/09500170231180823
Maryam Aldossari, S. Murphy
Saudi Arabia’s economic objectives outlined in Vision 2030 have led to a significant increase in women’s participation in the workforce. By applying a relational lens on inclusion theories, we offer insights from women’s experiences of actively negotiating their inclusion in response to societal and organisational contexts as part of the first generation to enter the workforce. Our analysis of 56 interviews with Saudi Arabian working women reveals how women negotiate tensions between labour market participation and societal gender ideals. Applying the concept of gendered moral rationalities to capture the complexity of the interplay between women’s gender roles and work roles, we identified three orientations: traditionalists, pragmatists and trailblazers. Drawing from our findings, we emphasise the necessity for current theories of workplace inclusion to extend beyond organisational efforts and focus on ways individuals actively negotiate workplace inclusion in the broader societal context.
{"title":"Inclusion is in the Eye of the Beholder: A Relational Analysis of the Role of Gendered Moral Rationalities in Saudi Arabia","authors":"Maryam Aldossari, S. Murphy","doi":"10.1177/09500170231180823","DOIUrl":"https://doi.org/10.1177/09500170231180823","url":null,"abstract":"Saudi Arabia’s economic objectives outlined in Vision 2030 have led to a significant increase in women’s participation in the workforce. By applying a relational lens on inclusion theories, we offer insights from women’s experiences of actively negotiating their inclusion in response to societal and organisational contexts as part of the first generation to enter the workforce. Our analysis of 56 interviews with Saudi Arabian working women reveals how women negotiate tensions between labour market participation and societal gender ideals. Applying the concept of gendered moral rationalities to capture the complexity of the interplay between women’s gender roles and work roles, we identified three orientations: traditionalists, pragmatists and trailblazers. Drawing from our findings, we emphasise the necessity for current theories of workplace inclusion to extend beyond organisational efforts and focus on ways individuals actively negotiate workplace inclusion in the broader societal context.","PeriodicalId":48187,"journal":{"name":"Work Employment and Society","volume":" ","pages":""},"PeriodicalIF":3.7,"publicationDate":"2023-07-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45090932","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 : 2023-07-13DOI: 10.1177/09500170231175769
S. Alshibani, D. Olaru, Thierry Volery
This study examines the effect of work–family conflict (WFC) and work–family enhancement (WFE) on the wellbeing of the self-employed and their spouses. Adopting a dyadic perspective, our analysis focuses on three dimensions of wellbeing: physical health, mental health and life satisfaction. Using the Spillover and Crossover Model as theoretical framework and the Actor–Partner Interdependence Model as an estimation technique, we investigate how work–family conflict and enhancement among the self-employed and their spouses were associated to their individual and mutual wellbeing. The analysis revealed a strong actor and partner effect, such that one’s own perception of WFC undermined the wellbeing for both the self-employed and their spouses. Further, WFE was associated with an improvement in wellbeing, mainly for the self-employed, and not their spouses. The results partially supported the ‘crossover hypothesis’, suggesting that launching a new business is a stressful endeavour at the dyadic level of the self-employed and their spouses.
{"title":"The Influence of Work–Family Conflict and Enhancement on the Wellbeing of the Self-Employed and Their Spouses: A Dyadic Analysis","authors":"S. Alshibani, D. Olaru, Thierry Volery","doi":"10.1177/09500170231175769","DOIUrl":"https://doi.org/10.1177/09500170231175769","url":null,"abstract":"This study examines the effect of work–family conflict (WFC) and work–family enhancement (WFE) on the wellbeing of the self-employed and their spouses. Adopting a dyadic perspective, our analysis focuses on three dimensions of wellbeing: physical health, mental health and life satisfaction. Using the Spillover and Crossover Model as theoretical framework and the Actor–Partner Interdependence Model as an estimation technique, we investigate how work–family conflict and enhancement among the self-employed and their spouses were associated to their individual and mutual wellbeing. The analysis revealed a strong actor and partner effect, such that one’s own perception of WFC undermined the wellbeing for both the self-employed and their spouses. Further, WFE was associated with an improvement in wellbeing, mainly for the self-employed, and not their spouses. The results partially supported the ‘crossover hypothesis’, suggesting that launching a new business is a stressful endeavour at the dyadic level of the self-employed and their spouses.","PeriodicalId":48187,"journal":{"name":"Work Employment and Society","volume":" ","pages":""},"PeriodicalIF":3.7,"publicationDate":"2023-07-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45336974","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 : 2023-06-21DOI: 10.1177/09500170231173604
Chidozie Umeh, N. Cornelius, James Wallace
This article draws on Pierre Bourdieu’s critical sociology to explore the socio-political processes through which social resources or capital are sought and ethnic inequalities negotiated, legitimated and enforced in a postcolonial work context. Applying Bourdieusian analysis to data from interviews and vignettes in the Nigerian banking sector, the constructs ‘ethnicised identity’ and ‘symbolic identity’ are developed to show how employees across ethnic divides and work hierarchies use symbolic ethnic markers to negotiate benefits and enforce control as a status-independent capital. Realising diversity management goals in multiethnic workplaces may, therefore, require refocusing initiatives from racial to ethnic inequalities and, consequently, from inter-group inequalities (ethnic membership) to intra-group discriminations (ethnic affiliation). This research suggests that a more nuanced, contextually sensitive perspective is necessary to address workplace inequalities linked to ethnic diversity in organisations with indigenous multiethnicities.
{"title":"A Bourdieusian Exploration of Ethnic Inequalities at Work: The Case of the Nigerian Banking Sector","authors":"Chidozie Umeh, N. Cornelius, James Wallace","doi":"10.1177/09500170231173604","DOIUrl":"https://doi.org/10.1177/09500170231173604","url":null,"abstract":"This article draws on Pierre Bourdieu’s critical sociology to explore the socio-political processes through which social resources or capital are sought and ethnic inequalities negotiated, legitimated and enforced in a postcolonial work context. Applying Bourdieusian analysis to data from interviews and vignettes in the Nigerian banking sector, the constructs ‘ethnicised identity’ and ‘symbolic identity’ are developed to show how employees across ethnic divides and work hierarchies use symbolic ethnic markers to negotiate benefits and enforce control as a status-independent capital. Realising diversity management goals in multiethnic workplaces may, therefore, require refocusing initiatives from racial to ethnic inequalities and, consequently, from inter-group inequalities (ethnic membership) to intra-group discriminations (ethnic affiliation). This research suggests that a more nuanced, contextually sensitive perspective is necessary to address workplace inequalities linked to ethnic diversity in organisations with indigenous multiethnicities.","PeriodicalId":48187,"journal":{"name":"Work Employment and Society","volume":" ","pages":""},"PeriodicalIF":3.7,"publicationDate":"2023-06-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45216028","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 : 2023-06-21DOI: 10.1177/09500170231159608
D. Valizade, J. Tomlinson, D. Muzio, Andy Charlwood, S. Aulakh
This article provides new insights into the intersection of gender and ethnic inequalities in the solicitors’ profession. Using administrative records spanning the entire population of practising solicitors in England and Wales, we analyse structural changes over successive cohorts of solicitors and identify four distinctive employment profiles: high-street solicitors, city solicitors, corporate fast-track and in-house. We show how solicitors with single or multiple characteristics associated with disadvantage are located in different employment profiles and how this changes over time. Demonstrating originality and the value of an intersectional analysis, we find that while ethnic stratification within solicitor careers decreases, stratification by gender remains constant. We find that in a period of rapid expansion, minority ethnic men become much better integrated into the most prestigious career profile in the profession – the corporate fast-track – compared with white women who are both earlier entrants to and numerically dominant in the profession.
{"title":"Gender and Ethnic Intersectionality in Solicitors’ Careers, 1970 to 2016","authors":"D. Valizade, J. Tomlinson, D. Muzio, Andy Charlwood, S. Aulakh","doi":"10.1177/09500170231159608","DOIUrl":"https://doi.org/10.1177/09500170231159608","url":null,"abstract":"This article provides new insights into the intersection of gender and ethnic inequalities in the solicitors’ profession. Using administrative records spanning the entire population of practising solicitors in England and Wales, we analyse structural changes over successive cohorts of solicitors and identify four distinctive employment profiles: high-street solicitors, city solicitors, corporate fast-track and in-house. We show how solicitors with single or multiple characteristics associated with disadvantage are located in different employment profiles and how this changes over time. Demonstrating originality and the value of an intersectional analysis, we find that while ethnic stratification within solicitor careers decreases, stratification by gender remains constant. We find that in a period of rapid expansion, minority ethnic men become much better integrated into the most prestigious career profile in the profession – the corporate fast-track – compared with white women who are both earlier entrants to and numerically dominant in the profession.","PeriodicalId":48187,"journal":{"name":"Work Employment and Society","volume":" ","pages":""},"PeriodicalIF":3.7,"publicationDate":"2023-06-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46139694","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 : 2023-06-02DOI: 10.1177/09500170231173591
A. Timming, C. Mordi, T. Adisa
Drawing from in-depth qualitative interviews (N = 32), this article examines the impact of indigenous tribal marks on employment chances in southwest Nigeria. It employs indigenous standpoint theory to frame the argument around what constitutes stigma and in what context. The results of our thematic analysis indicate that tribally marked job applicants and employees face significant social rejection, stigmatization and discrimination, and can suffer from severe mental illnesses and even suicidal ideation. We explain how these tribally marked individuals navigate the changing contours of tradition and modernity in Nigeria. Tribal marks, although once largely perceived as signals of beauty and high social status, are now increasingly viewed as a significant liability in the labour market. This article makes a unique and original contribution to the study of stigma and employment discrimination by eschewing the prevailing Western ethnocentrism in the extant research and instead placing the indigenous standpoint at centre stage.
{"title":"Employment Discrimination against Indigenous People with Tribal Marks in Nigeria: The Painful Face of Stigma","authors":"A. Timming, C. Mordi, T. Adisa","doi":"10.1177/09500170231173591","DOIUrl":"https://doi.org/10.1177/09500170231173591","url":null,"abstract":"Drawing from in-depth qualitative interviews (N = 32), this article examines the impact of indigenous tribal marks on employment chances in southwest Nigeria. It employs indigenous standpoint theory to frame the argument around what constitutes stigma and in what context. The results of our thematic analysis indicate that tribally marked job applicants and employees face significant social rejection, stigmatization and discrimination, and can suffer from severe mental illnesses and even suicidal ideation. We explain how these tribally marked individuals navigate the changing contours of tradition and modernity in Nigeria. Tribal marks, although once largely perceived as signals of beauty and high social status, are now increasingly viewed as a significant liability in the labour market. This article makes a unique and original contribution to the study of stigma and employment discrimination by eschewing the prevailing Western ethnocentrism in the extant research and instead placing the indigenous standpoint at centre stage.","PeriodicalId":48187,"journal":{"name":"Work Employment and Society","volume":" ","pages":""},"PeriodicalIF":3.7,"publicationDate":"2023-06-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48166173","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 : 2023-06-02DOI: 10.1177/09500170231166266
Elsie Foeken
{"title":"Book Review: Heejung Chung, The Flexibility Paradox: Why Flexible Working Leads to (Self-)Exploitation","authors":"Elsie Foeken","doi":"10.1177/09500170231166266","DOIUrl":"https://doi.org/10.1177/09500170231166266","url":null,"abstract":"","PeriodicalId":48187,"journal":{"name":"Work Employment and Society","volume":" ","pages":""},"PeriodicalIF":3.7,"publicationDate":"2023-06-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48372568","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 : 2023-05-30DOI: 10.1177/09500170231169680
Eunbi Kim
In the hiring discrimination literature, employers are depicted primarily as majority members who strive to bolster their privileged group status by limiting immigrants’ employment opportunities. While minority employers are expected to be less discriminatory towards immigrant hiring than their majority counterparts, our argument contradicts this expectation. Building on the segmented assimilation and social identity literature, we analyse the disparities in organisational support for high-skilled immigrant hiring among Standard and Poor’s (S&P) 1500 firms (2009–2018) with a focus on organisations led by Asian CEOs. We find that firms with Asian CEOs tend to have a lower intent to hire high-skilled foreign workers compared to those with CEOs of other races, but such a negative effect improves significantly when the Asian CEOs received a prestigious college education. This article extends theoretical discussion on hiring discrimination by emphasising the importance of CEO minority status and education.
{"title":"Does College Prestige Matter? Asian CEOs and High-Skilled Immigrant Hiring in the US","authors":"Eunbi Kim","doi":"10.1177/09500170231169680","DOIUrl":"https://doi.org/10.1177/09500170231169680","url":null,"abstract":"In the hiring discrimination literature, employers are depicted primarily as majority members who strive to bolster their privileged group status by limiting immigrants’ employment opportunities. While minority employers are expected to be less discriminatory towards immigrant hiring than their majority counterparts, our argument contradicts this expectation. Building on the segmented assimilation and social identity literature, we analyse the disparities in organisational support for high-skilled immigrant hiring among Standard and Poor’s (S&P) 1500 firms (2009–2018) with a focus on organisations led by Asian CEOs. We find that firms with Asian CEOs tend to have a lower intent to hire high-skilled foreign workers compared to those with CEOs of other races, but such a negative effect improves significantly when the Asian CEOs received a prestigious college education. This article extends theoretical discussion on hiring discrimination by emphasising the importance of CEO minority status and education.","PeriodicalId":48187,"journal":{"name":"Work Employment and Society","volume":"9 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-05-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135642473","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 : 2023-05-25DOI: 10.1177/09500170231173586
M. Khan, Jannine Williams, Penny Williams, Robyn Mayes
The rapidly expanding gig economy has been criticized for creating precarious and indecent working conditions. These critiques draw on decent work debates centred on employment classification, regulation and platform fairness, with less focus on the interactions between workers, platforms and clients, which are central to the experience of platform-mediated work. This article adopts a worker-centric relational perspective to explore decent work in the gig economy. Drawing on the experiences of workers in platform-mediated domestic care work, the insights from this study highlight the importance of social interactions and relationships, using an ethics of care lens, to elucidate how relational aspects shape workers’ experiences. The findings reveal platform workers centre mutuality of interests, responsiveness and reciprocity, attentiveness and solidarity to maintain a balance of care (care-for-self and care-for-others) when negotiating platform-mediated care work. This article contributes relationality as a key dimension of decent work currently overlooked in studies exploring gig work arrangements.
{"title":"Caring in the Gig Economy: A Relational Perspective of Decent Work","authors":"M. Khan, Jannine Williams, Penny Williams, Robyn Mayes","doi":"10.1177/09500170231173586","DOIUrl":"https://doi.org/10.1177/09500170231173586","url":null,"abstract":"The rapidly expanding gig economy has been criticized for creating precarious and indecent working conditions. These critiques draw on decent work debates centred on employment classification, regulation and platform fairness, with less focus on the interactions between workers, platforms and clients, which are central to the experience of platform-mediated work. This article adopts a worker-centric relational perspective to explore decent work in the gig economy. Drawing on the experiences of workers in platform-mediated domestic care work, the insights from this study highlight the importance of social interactions and relationships, using an ethics of care lens, to elucidate how relational aspects shape workers’ experiences. The findings reveal platform workers centre mutuality of interests, responsiveness and reciprocity, attentiveness and solidarity to maintain a balance of care (care-for-self and care-for-others) when negotiating platform-mediated care work. This article contributes relationality as a key dimension of decent work currently overlooked in studies exploring gig work arrangements.","PeriodicalId":48187,"journal":{"name":"Work Employment and Society","volume":" ","pages":""},"PeriodicalIF":3.7,"publicationDate":"2023-05-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48339679","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 : 2023-05-17DOI: 10.1177/09500170231169675
David J. Bailey
The decline of the power of organised labour, which is a central feature of neoliberalism, was compounded during the ‘age of austerity’. Yet, the potentially disruptive agency of workers remains. This article presents a qualitative process-tracing exercise for over 150 prominent episodes of worker-led dissent in the period 2010–2019 in the UK, the results of which are also made available in a website accompanying the article: ‘ Contesting the UK’s neoliberal model of capitalism: worker-led dissent (2010–2019). The article identifies seven configurations of causal conditions that proved sufficient for workers to successfully pursue their stated aims during this period. While ‘standard’ national disputes led by mainstream trade unions were on the whole not sufficient to achieve success during this period, nevertheless a number of alternative combinations of conditions did prove to be sufficient, especially locally-focused campaigns, those undertaken by grassroots ‘indie’ unions and those in the transport sector.
{"title":"Worker-Led Dissent in the Age of Austerity: Comparing the Conditions of Success","authors":"David J. Bailey","doi":"10.1177/09500170231169675","DOIUrl":"https://doi.org/10.1177/09500170231169675","url":null,"abstract":"The decline of the power of organised labour, which is a central feature of neoliberalism, was compounded during the ‘age of austerity’. Yet, the potentially disruptive agency of workers remains. This article presents a qualitative process-tracing exercise for over 150 prominent episodes of worker-led dissent in the period 2010–2019 in the UK, the results of which are also made available in a website accompanying the article: ‘ Contesting the UK’s neoliberal model of capitalism: worker-led dissent (2010–2019). The article identifies seven configurations of causal conditions that proved sufficient for workers to successfully pursue their stated aims during this period. While ‘standard’ national disputes led by mainstream trade unions were on the whole not sufficient to achieve success during this period, nevertheless a number of alternative combinations of conditions did prove to be sufficient, especially locally-focused campaigns, those undertaken by grassroots ‘indie’ unions and those in the transport sector.","PeriodicalId":48187,"journal":{"name":"Work Employment and Society","volume":"1 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2023-05-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42067883","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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