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How much do family‐supportive supervisor behaviours matter? A meta‐analysis based on the ability‐motivation‐opportunity framework 支持家庭的主管行为有多重要?基于能力-动机-机会框架的荟萃分析
IF 6.2 2区 管理学 Q1 MANAGEMENT Pub Date : 2024-09-18 DOI: 10.1111/joop.12547
Leilei Hao, Zhaobiao Zong, Teng Zhao, Weixuan Meng, Hui Meng
Family‐supportive supervisor behaviours (FSSB) and their association with employees' work, family, and health outcomes have been widely investigated in workplace contexts. We aimed to acquire a comprehensive understanding of whether FSSB have valuable associations with work, family, and health outcomes and to investigate how FSSB are related to these outcomes using 126 independent samples retrieved from 122 articles (N = 59,068). Our findings revealed several outcomes. First, the bivariate results demonstrated that FSSB were significantly associated with essential work, family, and health outcomes. Second, FSSB exerted beneficial incremental effects on task performance, burnout, organizational commitment, and job satisfaction beyond coworker support, flexible work arrangements, and family‐supportive organizational perceptions, providing further support for its discriminant validity. Third, we built an integrative model that uses ability‐motivation‐opportunity as our organizational framework. Our findings demonstrate that FSSB are significantly associated with employees' work and health outcomes through self‐efficacy, intrinsic motivation, and autonomy. Intrinsic motivation exerts the largest mean indirect effect, followed by self‐efficacy and autonomy. Based on these findings, we discuss theoretical and practical implications as well as directions for future research.
家庭支持型主管行为(FSSB)及其与员工的工作、家庭和健康结果之间的关系已在工作场所得到广泛研究。我们的目的是全面了解 FSSB 与工作、家庭和健康结果之间是否存在有价值的关联,并利用从 122 篇文章中检索到的 126 个独立样本(样本数=59,068)研究 FSSB 与这些结果之间的关系。我们的研究结果显示了几项成果。首先,双变量结果表明,FSSB 与基本工作、家庭和健康结果显著相关。其次,FSSB 对任务绩效、职业倦怠、组织承诺和工作满意度产生了有益的递增效应,超越了同事支持、灵活的工作安排和家庭支持型组织认知,为其判别有效性提供了进一步支持。第三,我们建立了一个以能力-动机-机会为组织框架的综合模型。我们的研究结果表明,通过自我效能感、内在动力和自主性,FSSB 与员工的工作和健康结果有显著关联。内在动机产生的平均间接效应最大,其次是自我效能感和自主性。基于这些发现,我们讨论了理论和实践意义以及未来的研究方向。
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引用次数: 0
Uneventful days? A cautionary tale about the underestimated role of triggering events in employee silence research 不平静的日子?关于员工沉默研究中被低估的触发事件作用的警示故事
IF 6.2 2区 管理学 Q1 MANAGEMENT Pub Date : 2024-09-18 DOI: 10.1111/joop.12549
Dominik Dilba, Bertolt Meyer
Employee silence research stipulates that silence requires input to share, which we posit stems from encountering workplace events. We argue that the validity of relationships between employee silence and outcomes is limited without taking preceding events into account: Employees might not encounter relevant events and therefore cannot show silence. Further, workplace events can have independent effects on the outcomes attributed to silence, potentially confounding the effects of silence and preceding events. Drawing on an existing cross‐cultural dataset (N = 8222 in 35 samples), we show that some samples include up to 60% of participants who did not encounter relevant events. Using data from a German utility company (N = 572 in 129 teams), we demonstrate that the associations between employee silence and outcomes like burnout are overestimated if effects of events are left unaccounted. Lastly, a simulation study shows that biased silence–outcome relations are generalizable whenever events have independent effects on the outcome of interest.
员工保持沉默的研究表明,保持沉默需要分享的投入,我们认为这源于遇到的工作场所事件。我们认为,如果不考虑之前发生的事件,员工沉默与结果之间关系的有效性就会受到限制:员工可能没有遇到相关事件,因此无法表现出沉默。此外,工作场所事件可能会对归因于沉默的结果产生独立影响,从而有可能混淆沉默和之前事件的影响。利用现有的跨文化数据集(N = 8222,共 35 个样本),我们发现有些样本中有高达 60% 的参与者没有遇到相关事件。利用德国一家公用事业公司的数据(129 个团队中的 572 人),我们证明,如果不考虑事件的影响,员工沉默与职业倦怠等结果之间的关联就会被高估。最后,一项模拟研究表明,只要事件对相关结果具有独立影响,有偏差的沉默与结果之间的关系就具有普遍性。
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引用次数: 0
Presenteeism pressure: The development of a scale and a nomological network 旷工压力:量表和名义网络的开发
IF 6.2 2区 管理学 Q1 MANAGEMENT Pub Date : 2024-09-13 DOI: 10.1111/joop.12542
Claire E. Smith, Samuel T. McAbee, Lindsey Freier, Susannah Huang, Melissa A. Albert
The social context of the workplace influences attendance decisions. Regardless of personal and job factors, employees may choose to engage in sickness presenteeism behaviour (i.e., working when unwell) because of perceived pressure from the organization. Using Social Information Processing Theory, we introduce the construct of presenteeism pressure to capture this perception that an organization normalizes and expects employees to engage in presenteeism. Through a scale development study of working adults (N = 219), we create and refine the 11‐item Presenteeism Pressure Scale. Next, we provide evidence of convergent and discriminant validity of the scale in an independent sample of working adults (N = 248). We then concurrently examine presenteeism pressure's place in a nomological network of constructs within the presenteeism and broader organizational literature, in another sample (N = 764). Finally, we increase the rigour of our validation efforts by conducting an additional two‐wave study (N = 350) and expanding the nomological network of presenteeism pressure to include relevant work outcomes. Our results position presenteeism pressure as a unique and promising contributor to the understanding of presenteeism behaviours and work behaviours more generally. We conclude with suggestions for integrating presenteeism pressure into existing theory and better‐informed organizational attendance procedures.
工作场所的社会环境会影响出勤决定。无论个人因素和工作因素如何,员工可能会因为感受到来自组织的压力而选择病假行为(即在身体不适的情况下工作)。利用社会信息处理理论,我们引入了 "缺勤压力 "这一概念,以捕捉组织将员工缺勤正常化并期望员工缺勤的这一感知。通过对在职成年人(N = 219)进行量表开发研究,我们创建并完善了 11 个项目的 "迟到压力量表"。接下来,我们在一个独立的在职成年人样本(样本数 = 248)中提供了该量表的收敛性和区分性有效性的证据。然后,我们在另一个样本(样本数 = 764)中同时研究了现职压力在现职主义和更广泛的组织文献中的结构网络中的位置。最后,我们通过开展额外的两波研究(样本数 = 350),扩大了现时就职压力的理论网络,将相关的工作成果也纳入其中,从而提高了验证工作的严谨性。我们的研究结果将旷工压力定位为一种独特的、有希望促进对旷工行为和一般工作行为的理解的因素。最后,我们提出了将旷工压力纳入现有理论和组织考勤程序的建议。
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引用次数: 0
Supervisor‐directed anger as a link between work–family conflict and unethical pro‐family behaviours: An attributional perspective 上司的愤怒是工作-家庭冲突与不道德的亲家庭行为之间的纽带:归因视角
IF 6.2 2区 管理学 Q1 MANAGEMENT Pub Date : 2024-09-12 DOI: 10.1111/joop.12548
Lusi Wu, Matthew B. Perrigino
Research explores how internal‐focused cognitions and emotions impact the connection between employees' work–family conflict (WFC) and subsequent behaviours. We offer a complementary view by arguing that employees also attribute WFC to external causes, notably their supervisor. First, we hypothesize that anger directed towards one's supervisor mediates the relationship between WFC and unethical pro‐family behaviours (UPFB), which is supported by the results of a multi‐wave survey study. Second, we expand this view by recognizing employees' experiences of WFC may be beyond the supervisor's control. We examine how the extent to which the employee's WFC is perceived as more (vs. less) controllable by their supervisor conditions this indirect effect. Results from an experimental study show that when WFC is perceived as more controllable by one's supervisor, the positive association between WFC and anger is stronger, reinforcing the indirect effect of WFC on UPFB. However, when WFC is perceived as less controllable by one's supervisor, the indirect effect disappears as anger towards the supervisor dissipates. Taken together, our work synthesizes the work–family and UPFB literatures by addressing the key roles of anger and external attributions in the experience of WFC.
研究探讨了内部认知和情绪如何影响员工的工作-家庭冲突(WFC)与后续行为之间的联系。我们提出了一种补充观点,认为员工也会将 WFC 归因于外部原因,尤其是他们的主管。首先,我们假设对上司的愤怒会调节工作-家庭冲突与不道德的亲家庭行为(UPFB)之间的关系,多波调查研究的结果支持了这一假设。其次,我们认识到员工的WFC经历可能超出了上司的控制范围,从而扩展了这一观点。我们研究了员工的 WFC 在多大程度上被认为是上司可以控制的(相对于较小),这种间接影响的条件是什么。一项实验研究的结果表明,当上司认为 WFC 更容易控制时,WFC 与愤怒之间的正相关会更强,从而加强了 WFC 对 UPFB 的间接影响。然而,当上司认为 WFC 的可控性较低时,随着对上司的愤怒消散,间接效应也随之消失。综上所述,我们的研究通过探讨愤怒和外部归因在WFC体验中的关键作用,综合了工作-家庭和UPFB的相关文献。
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引用次数: 0
Every voice has its bright and dark sides: Understanding observers' reactions to coworkers' voice behaviours 每种声音都有其光明和黑暗的一面:了解观察者对同事声音行为的反应
IF 6.2 2区 管理学 Q1 MANAGEMENT Pub Date : 2024-09-11 DOI: 10.1111/joop.12546
Szu‐Han (Joanna) Lin, Shereen Fatimah, Emily C. Poulton, Cony M. Ho, D. Lance Ferris, Russell E. Johnson
The majority of research on voice has focused on how employee voice influences voicers and targets of voice (e.g. supervisors and organizations). We advance theory on voice by examining how third‐party observers react to expressions of voice behavior by coworkers. Drawing from affective events theory (AET), we examine the potential benefits and detriments of coworker voice behaviours. Results from an experience sampling study and an experiment revealed that coworker voice was associated with an increase in third‐party observers' inspiration, prompting third‐party observers to engage in their own voice behaviours. Although coworker voice did not have a significant main effect on third‐party observers' distress, this relation was moderated by third‐party observers' zero‐sum beliefs. Specifically, daily coworker voice behaviour was more positively related to third‐party observers' distress when third‐party observers' zero‐sum beliefs were higher (vs. lower). Third‐party observers' distress, in turn, was associated with an increase in interpersonal deviance behaviours. Overall, our theorizing and model answer why, when and for whom the bright versus dark side of coworker voice is likely to occur for third‐party observers.
有关声音的大部分研究都集中在员工的声音如何影响发声者和发声对象(如主管和组织)。我们通过研究第三方观察者如何对同事的声音表达行为做出反应,推进了声音理论的发展。借鉴情感事件理论(AET),我们研究了同事发声行为的潜在利弊。一项经验取样研究和一项实验的结果显示,同事的声音与第三方观察者的灵感增加有关,从而促使第三方观察者参与自己的声音行为。虽然同事的声音对第三方观察者的苦恼没有显著的主效应,但这种关系受到第三方观察者零和信念的调节。具体来说,当第三方观察者的零和信念较高时(与较低相比),同事的日常发声行为与第三方观察者的痛苦更有正相关。反过来,第三方观察者的痛苦又与人际偏差行为的增加有关。总之,我们的理论和模型回答了第三方观察者为何、何时以及对谁而言可能会出现同事声音的光明与阴暗面。
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引用次数: 0
Conquering knowledge exchange barriers with age differences: A stress appraisal perspective on the consequences of upward social comparisons 克服年龄差异带来的知识交流障碍:从压力评估的角度看向上社会比较的后果
IF 6.2 2区 管理学 Q1 MANAGEMENT Pub Date : 2024-08-30 DOI: 10.1111/joop.12545
Laura Rinker, Ulrike Fasbender, Fabiola H. Gerpott, Anne Burmeister
Knowledge exchange is crucial for organizations, but interpersonal dynamics can entail stress, affecting whether and how knowledge flows. Integrating social comparison and stress appraisal research, we propose that upward social comparison can be appraised as challenging or hindering. We suggest a dual pathway model involving an approach pathway via challenge appraisal and an avoidance pathway via hindrance appraisal with consequences on three knowledge exchange behaviours (i.e., knowledge sharing, knowledge seeking and knowledge hiding). Additionally, we examine age differences (vs. no age differences) to the comparison target as a buffer. We conducted two preregistered experimental online studies with employees (NStudy 1 = 206, NStudy 2 = 414), utilizing a 2 (social comparison; upward, lateral) × 3 (target age; younger, same‐age, older) between‐subject design. Participants received bogus task performance feedback (Study 1: cognitive ability test; Study 2: typing ability test). Both studies show that upward social comparison (but not other social comparison directions) fosters knowledge hiding via hindrance appraisal. This effect is weakened by an age difference (vs. no age difference) to the comparison target. However, our results do not support the approach pathway via challenge appraisal. Our research highlights social pitfalls in knowledge exchange and emphasizes the benefits of age differences between colleagues.
知识交流对组织至关重要,但人际动态可能带来压力,影响知识是否流动以及如何流动。结合社会比较和压力评估研究,我们提出,向上的社会比较可以被评估为挑战性或阻碍性。我们提出了一个双途径模型,包括通过挑战评价的接近途径和通过阻碍评价的回避途径,这对三种知识交流行为(即知识共享、知识寻求和知识隐藏)产生了影响。此外,我们还研究了年龄差异(与无年龄差异)对作为缓冲的比较目标的影响。我们对员工(研究 1 = 206 人,研究 2 = 414 人)进行了两项预先注册的在线实验研究,采用了 2(社会比较;向上、横向)×3(目标年龄;年轻、同龄、年长)的受试者间设计。受试者会收到虚假的任务绩效反馈(研究 1:认知能力测试;研究 2:打字能力测试)。这两项研究都表明,向上的社会比较(而非其他社会比较方向)会通过阻碍评价促进知识隐藏。这种效应会因比较对象的年龄差异(相对于无年龄差异)而减弱。然而,我们的研究结果并不支持通过挑战评价来接近的途径。我们的研究突出了知识交流中的社会陷阱,并强调了同事间年龄差异的益处。
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引用次数: 0
Zooming in on the self in workplace coaching: Self‐regulation and its connection to coaching success 放大工作场所教练中的自我:自我调节及其与教练成功的关系
IF 6.2 2区 管理学 Q1 MANAGEMENT Pub Date : 2024-08-23 DOI: 10.1111/joop.12543
Christina Mühlberger, Georg Zerle, Julius Möller, Sandra Julia Diller, Siegfried Greif, Nicklas Kinder, Eva Jonas
The coachee's self is central to coaching. Yet the roles that different self‐related concepts play in coaching have been insufficiently studied. Specifically, self‐control and self‐regulation have been conflated or treated as identical concepts. Using the theory of personality systems interactions, we investigated how the development of self‐management competencies (SMCs) within coaching facilitates coaching success in two studies with professional samples. Additionally, we examined how coaches support coachees' development of these competencies. Study 1 employed a longitudinal design. Caregivers working as managers engaged in a 5‐month coaching programme. Goal attainment increased, need frustration decreased and the SMCs self‐regulation and self‐access increased, with self‐regulation predicting coachees' goal attainment. In Study 2, we conceptually replicated the finding that self‐regulation is positively related to coaching success. With a cross‐sectional design, we matched self‐reported data of 298 coachees with self‐reported data of their 75 respective coaches. In a structural equation model, we found that a strong coaching relationship reported by the coaches positively related to the SMCs reported by the coachees. Self‐regulation again showed the strongest effect on coaching success. These findings provide theoretical insights into the different effects of self‐regulation and self‐control on coaching effectiveness and suggest areas of focus for coaches.
被教练者的自我是教练的核心。然而,不同的自我相关概念在教练中扮演的角色却没有得到充分的研究。具体而言,自我控制和自我调节被混为一谈,或被视为相同的概念。利用人格系统互动理论,我们在两项针对专业样本的研究中调查了教练中自我管理能力(SMC)的发展如何促进教练的成功。此外,我们还研究了教练如何支持被教练者发展这些能力。研究 1 采用了纵向设计。作为管理者的护理人员参与了为期 5 个月的教练项目。结果显示,被辅导者的目标实现率提高了,需求挫败感降低了,自我管理和自我获取能力提高了,而自我管理能力预测了被辅导者的目标实现率。在研究 2 中,我们从概念上重复了自我调节与教练成功正相关的发现。通过横截面设计,我们将 298 名教练的自我报告数据与 75 名教练的自我报告数据进行了比对。在一个结构方程模型中,我们发现教练所报告的牢固的教练关系与被教练者所报告的SMCs呈正相关。自我调节对教练成功的影响最大。这些发现从理论上揭示了自我调节和自我控制对教练有效性的不同影响,并提出了教练需要关注的领域。
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引用次数: 0
‘Distant but close’: Leadership behaviours, psychological distance, employee coping and effectiveness in remote work contexts 远在天边,近在眼前":远程工作环境中的领导行为、心理距离、员工应对能力和效率
IF 6.2 2区 管理学 Q1 MANAGEMENT Pub Date : 2024-08-22 DOI: 10.1111/joop.12544
Anders Friis Marstand, Olga Epitropaki, Ilias Kapoutsis
Drawing on construal level and conservation of resources theories, our paper focuses on the psychological distance employees experience from their manager in remote work contexts. We specifically examine the role of three leadership behaviours (initiating structure, consideration and vision communication) on employees' perceptions of psychological distance from their manager and the subsequent effects on employee task, emotion and avoidance coping and individual effectiveness outcomes. Using data from two independent studies (Study 1: a four‐wave time‐lagged online study of remotely working 338 participants; Study 2: a four‐wave time‐lagged study of 202 hybrid working professionals), we found that consideration and vision communication reduced employees' perceptions of psychological distance from their manager, while psychological distance decreased task coping. Support for a serial mediation model was also found, with consideration and vision communication indirectly influencing task performance and consideration indirectly influencing organizational citizenship behaviours and withdrawal behaviours via psychological distance and then via task coping. Our research results provide new insights into the role of leadership in remote work contexts and highlight the implications of psychological distance from the leader for employees' coping responses and individual effectiveness.
根据构想水平和资源保护理论,我们的论文重点研究了员工在远程工作环境中与经理之间的心理距离。我们特别研究了三种领导行为(启动结构、考虑和愿景沟通)对员工感知与管理者心理距离的作用,以及随后对员工任务、情绪和回避应对以及个人效能结果的影响。利用两项独立研究(研究 1:一项对 338 名远程工作参与者进行的四波时滞在线研究;研究 2:一项对 202 名混合工作专业人员进行的四波时滞研究)的数据,我们发现,体贴和愿景沟通减少了员工对与其管理者心理距离的感知,而心理距离则减少了任务应对。我们还发现了一个串联中介模型,即体贴和愿景沟通间接影响任务绩效,体贴通过心理距离间接影响组织公民行为和退缩行为,然后再通过任务应对影响组织公民行为和退缩行为。我们的研究结果为领导在远程工作环境中的作用提供了新的见解,并强调了与领导的心理距离对员工的应对反应和个人效能的影响。
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引用次数: 0
Fostering intergenerational harmony: Can good quality contact between older and younger employees reduce workplace conflict? 促进代际和谐:年长员工和年轻员工之间的高质量接触能否减少工作场所冲突?
IF 4.9 2区 管理学 Q1 MANAGEMENT Pub Date : 2024-08-19 DOI: 10.1111/joop.12539
Lisbeth Drury, Ulrike Fasbender

This study examines how workplace conflict between multigenerational co-workers arises and can be reduced. Utilizing social categorization and intergroup contact theories, we hypothesized that good quality contact between older and younger employees decreases task and relationship conflict by reducing perceived age discrimination (PAD), above and beyond trust as a typical social exchange mechanism prevalent in relationships between co-workers. Furthermore, we predicted that task interdependence would exacerbate the relationships between PAD with task and relationship conflict. We applied structural equation modelling using a sample of 567 older and younger British employees to test our hypotheses while controlling for trust as an alternative mechanism. In line with our predictions, we found that good quality contact between older and younger employees reduced employees' PAD, which in turn reduced task conflict and relationship conflict (above and beyond trust as a control mechanism). The indirect effects of intergroup contact on workplace conflict via PAD were further enhanced when cross-age co-workers were highly interdependent in conducting their work tasks. Our findings suggest that organizations should create practices to improve cross-age contact in the workplace.

本研究探讨了多代同事之间的工作场所冲突是如何产生和减少的。利用社会分类和群体间接触理论,我们假设,在同事关系中普遍存在的典型社会交换机制--信任之外,年长员工和年轻员工之间的高质量接触会通过减少感知年龄歧视(PAD)来减少任务和关系冲突。此外,我们还预测任务相互依存会加剧年龄歧视与任务和关系冲突之间的关系。我们采用结构方程模型,以 567 名年龄较大和较年轻的英国雇员为样本,检验了我们的假设,同时控制了信任这一替代机制。与我们的预测一致,我们发现,年长员工和年轻员工之间高质量的接触减少了员工的 PAD,进而减少了任务冲突和关系冲突(超越了作为控制机制的信任)。当跨年龄段的同事在执行工作任务时高度相互依赖时,群体间接触通过 PAD 对工作场所冲突的间接影响会进一步增强。我们的研究结果表明,各组织应采取各种措施来改善工作场所的跨年龄接触。
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引用次数: 0
Team informational resources, information elaboration, and team innovation: Diversity mindset moderating functional diversity and boundary spanning scouting effects 团队信息资源、信息阐述与团队创新:多样性心态对功能多样性和边界跨越侦察效应的调节作用
IF 4.9 2区 管理学 Q1 MANAGEMENT Pub Date : 2024-08-17 DOI: 10.1111/joop.12541
Daan van Knippenberg, Jia Li, Yidong Tu

The knowledge integration perspective on team innovation holds that information elaboration – the exchange, discussion, and integration of task-relevant information and perspectives – is the core team process driving team innovation. Factors reflecting the informational resources the team can draw on through information elaboration therefore are important influences on team innovation. In this respect, team innovation research points to team functional diversity and to team boundary spanning scouting to acquire information from outside the team. Team innovation research also makes clear that informational resources (as reflected in functional diversity and boundary spanning scouting) do not guarantee team information elaboration, and that identifying moderation in this relationship is particularly valuable. Building on this state of the science, we focus on the moderating role of the team diversity mindset – members' shared understanding of the importance of information elaboration for team performance – in the relationships of team functional diversity and boundary spanning scouting with information elaboration and team innovation. A multi-wave and multi-source survey of N = 215 teams involved in knowledge work in various Chinese organizations supported our research model for team boundary spanning scouting but not for team functional diversity.

关于团队创新的知识整合观点认为,信息阐述--与任务相关的信息和观点的交流、讨论和整合--是推动团队创新的核心过程。因此,反映团队通过信息阐述所能利用的信息资源的因素是团队创新的重要影响因素。在这方面,团队创新研究指出了团队职能的多样性以及团队跨越边界从团队外部获取信息的侦察能力。团队创新研究还清楚地表明,信息资源(反映在功能多样性和边界跨越侦察中)并不能保证团队的信息阐述,因此识别这种关系中的适度性尤为重要。在这一科学现状的基础上,我们重点研究了团队多样性思维方式--即成员对信息阐述对团队绩效重要性的共同理解--在团队功能多样性和边界跨越侦察与信息阐述和团队创新关系中的调节作用。我们对中国不同组织中参与知识工作的N = 215个团队进行了多波次、多来源的调查,结果支持我们关于团队边界跨越侦察的研究模型,但不支持团队功能多样性的研究模型。
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引用次数: 0
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Journal of Occupational and Organizational Psychology
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