Pub Date : 2025-05-01DOI: 10.1016/j.bushor.2024.10.006
Sarah A. Judge , Kristen Thompson
Although men and women enter the public accounting profession at similar rates, women are not equally represented at the highest leadership levels. One possible contributor to the gender gap is that women and men enter the profession with differing levels of fit with the profession, which is the congruence between what an employee values and what an organization values. Using survey evidence from future public accounting professionals, we find that on average, women experience less fit with the public accounting profession as compared to men in three distinct areas; women desire the public accounting profession to be: (1) more people-oriented, (2) less demanding, and (3) less competitive than they perceive it to be. Based on these results, we provide suggestions that firms can implement to improve fit for women in these areas. Our findings and suggestions will allow firms to develop improved gender initiatives that can help reduce gender disparity in the public accounting industry.
{"title":"Public accounting’s gender ledger: Where should audit firms target their gender initiatives to better balance representation?","authors":"Sarah A. Judge , Kristen Thompson","doi":"10.1016/j.bushor.2024.10.006","DOIUrl":"10.1016/j.bushor.2024.10.006","url":null,"abstract":"<div><div>Although men and women enter the public accounting profession at similar rates, women are not equally represented at the highest leadership levels. One possible contributor to the gender gap is that women and men enter the profession with differing levels of fit with the profession, which is the congruence between what an employee values and what an organization values. Using survey evidence from future public accounting professionals, we find that on average, women experience less fit with the public accounting profession as compared to men in three distinct areas; women desire the public accounting profession to be: (1) more people-oriented, (2) less demanding, and (3) less competitive than they perceive it to be. Based on these results, we provide suggestions that firms can implement to improve fit for women in these areas. Our findings and suggestions will allow firms to develop improved gender initiatives that can help reduce gender disparity in the public accounting industry.</div></div>","PeriodicalId":48347,"journal":{"name":"Business Horizons","volume":"68 3","pages":"Pages 253-262"},"PeriodicalIF":5.8,"publicationDate":"2025-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143907937","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 : 2025-05-01DOI: 10.1016/j.bushor.2025.02.004
David A. Ralston , Jane Terpstra-Tong , Prem Ramburuth , Charlotte Karam , Olivier Furrer , Irina Naoumova , Malika Richards , Narasimhan Srinivasan , Fidel León-Darder , Emmanuelle Reynaud , María Teresa de la Garza Carranza , Tania Casado , Marina Dabic , Maria Kangasniemi , Ian Palmer , Erna Szabo , Jaime Ruiz Gutiérrez , Florian von Wangenheim , Pingping Fu , Andre Pekerti , David M. Brock
While business studies on gender have increased, they continue to adopt traditional approaches with limited samples drawn from general populations (e.g., students and teachers). In contrast, we investigate gender differences with our focus solely on business professionals. Specifically, we study 40 societies using the four dimensions of subordinate influence ethics (SIE) behaviors: pro-organizational behaviors, image-management behaviors, self-serving behaviors, and maliciously intended behaviors. We employed crossvergence theory as our theoretical foundation, with its two competing forces, sociocultural (gender differences) and business-ideological (no gender differences), which translates to a global-business-subculture effect. We found no gender differences for three of the four SIE behaviors and minimal differences for the fourth for our sample of business professionals. Thus, our findings differ significantly from those of previous general-population samples. We also tested for societal-level moderating effects of collectivism and individualism using the business values dimensions (BVD) measure. Our individualism findings, the primary values dimension associated with business success, in conjunction with findings from other studies, support our nonsignificant SIE differences findings. In sum, the truly minimal gender differences that we found provide strong support for the perspective that there is a global-business-subculture effect. Our findings also suggest that ethical differences between genders are minimal across the global workforce. We discuss the implications for international business.
{"title":"Is there a global-business-subculture effect on gender differences? A multisociety analysis of subordinate influence on ethics behaviors","authors":"David A. Ralston , Jane Terpstra-Tong , Prem Ramburuth , Charlotte Karam , Olivier Furrer , Irina Naoumova , Malika Richards , Narasimhan Srinivasan , Fidel León-Darder , Emmanuelle Reynaud , María Teresa de la Garza Carranza , Tania Casado , Marina Dabic , Maria Kangasniemi , Ian Palmer , Erna Szabo , Jaime Ruiz Gutiérrez , Florian von Wangenheim , Pingping Fu , Andre Pekerti , David M. Brock","doi":"10.1016/j.bushor.2025.02.004","DOIUrl":"10.1016/j.bushor.2025.02.004","url":null,"abstract":"<div><div>While business studies on gender have increased, they continue to adopt traditional approaches with limited samples drawn from general populations (e.g., students and teachers). In contrast, we investigate gender differences with our focus solely on business professionals. Specifically, we study 40 societies using the four dimensions of subordinate influence ethics (SIE) behaviors: pro-organizational behaviors, image-management behaviors, self-serving behaviors, and maliciously intended behaviors. We employed crossvergence theory as our theoretical foundation, with its two competing forces, sociocultural (gender differences) and business-ideological (no gender differences), which translates to a global-business-subculture effect. We found no gender differences for three of the four SIE behaviors and minimal differences for the fourth for our sample of business professionals. Thus, our findings differ significantly from those of previous general-population samples. We also tested for societal-level moderating effects of collectivism and individualism using the business values dimensions (BVD) measure. Our individualism findings, the primary values dimension associated with business success, in conjunction with findings from other studies, support our nonsignificant SIE differences findings. In sum, the truly minimal gender differences that we found provide strong support for the perspective that there is a global-business-subculture effect. Our findings also suggest that ethical differences between genders are minimal across the global workforce. We discuss the implications for international business.</div></div>","PeriodicalId":48347,"journal":{"name":"Business Horizons","volume":"68 3","pages":"Pages 277-300"},"PeriodicalIF":5.8,"publicationDate":"2025-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143907953","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 : 2025-05-01DOI: 10.1016/j.bushor.2025.02.009
April E. Sellers
{"title":"Gender equity in business","authors":"April E. Sellers","doi":"10.1016/j.bushor.2025.02.009","DOIUrl":"10.1016/j.bushor.2025.02.009","url":null,"abstract":"","PeriodicalId":48347,"journal":{"name":"Business Horizons","volume":"68 3","pages":"Pages 213-215"},"PeriodicalIF":5.8,"publicationDate":"2025-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143907932","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}
Reliance on traditional diversity, equity, and inclusion approaches like implicit bias and antiharassment training have failed to address systemic inequities embedded within organizations. In response, we interviewed business leaders/practicing managers and fielded a nationally representative survey of 1,062 businesses in the US (in partnership with the Society for Human Resource Management). Based on our findings, we developed an innovative, two-dimensional framework (i.e., the Equity of Employment Systems Framework) that addresses the root causes of workplace inequity. Rather than focusing solely on an overall measure of equity for an organization, this framework focuses on seven systemic components (i.e., levers for change) that measure and impact equity in an organization’s 10 employment systems. Levels of equity vary greatly among the 10 employment systems within organizations: recruitment and hiring, compensation and benefits, and orientation and onboarding represent the strongest measures of equity. In contrast, supervision and mentoring, job structures, and resources and supports are the least equitable. To help managers strengthen the equity of their employment systems, we outline a five-step process based on our proposed framework. This five-step process can advance equity within organizations and create more inclusive, agile, and innovative businesses.
依赖传统的多样性、公平和包容方法，如隐性偏见和反骚扰培训，未能解决组织内部的系统性不平等问题。为此，我们与人力资源管理协会（Society for Human Resource Management）合作，采访了商界领袖/在职经理，并对美国1062家企业进行了一项具有全国代表性的调查。根据我们的研究结果，我们开发了一个创新的二维框架（即就业制度公平框架），以解决工作场所不平等的根本原因。这个框架不是仅仅关注于一个组织的公平的总体衡量，而是关注于衡量和影响一个组织的10个雇佣系统中的公平的7个系统组成部分（即，改变的杠杆）。各组织内部的10种就业制度之间的公平程度差别很大：招聘和雇用、薪酬和福利、入职培训和入职培训是最有力的公平衡量标准。相比之下，监督和指导、工作结构、资源和支持是最不公平的。为了帮助管理人员加强其雇佣制度的公平性，我们根据我们提出的框架概述了一个五步流程。这个五步流程可以促进组织内部的公平，并创建更具包容性、敏捷性和创新性的业务。
{"title":"An innovative framework to advance workplace equity","authors":"Alejandra Trejo , Kathleen Christensen , Marcie Pitt-Catsouphes","doi":"10.1016/j.bushor.2024.10.004","DOIUrl":"10.1016/j.bushor.2024.10.004","url":null,"abstract":"<div><div>Reliance on traditional diversity, equity, and inclusion approaches like implicit bias and antiharassment training have failed to address systemic inequities embedded within organizations. In response, we interviewed business leaders/practicing managers and fielded a nationally representative survey of 1,062 businesses in the US (in partnership with the Society for Human Resource Management). Based on our findings, we developed an innovative, two-dimensional framework (i.e., the Equity of Employment Systems Framework) that addresses the root causes of workplace inequity. Rather than focusing solely on an overall measure of equity for an organization, this framework focuses on seven systemic components (i.e., levers for change) that measure and impact equity in an organization’s 10 employment systems. Levels of equity vary greatly among the 10 employment systems within organizations: recruitment and hiring, compensation and benefits, and orientation and onboarding represent the strongest measures of equity. In contrast, supervision and mentoring, job structures, and resources and supports are the least equitable. To help managers strengthen the equity of their employment systems, we outline a five-step process based on our proposed framework. This five-step process can advance equity within organizations and create more inclusive, agile, and innovative businesses.</div></div>","PeriodicalId":48347,"journal":{"name":"Business Horizons","volume":"68 3","pages":"Pages 241-252"},"PeriodicalIF":5.8,"publicationDate":"2025-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143907936","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 : 2025-05-01DOI: 10.1016/j.bushor.2024.10.005
Jasmine Jaim
Whereas the extant literature regarding support for women entrepreneurs from both government and other formal sources during the COVID-19 pandemic is mostly concerned with Western, developed countries, this research focuses on a developing nation and considers various societal issues in that context. Based on interviews with women who own small businesses in a highly patriarchal developing country, Bangladesh, this feminist study provides unique insights into how deserving women business owners were corruptly deprived of government aid during the pandemic. It also emphasizes the role of other formal institutions in financially supporting women business owners in this resource-constrained country. The study further reveals whether and how formal sources supported women in addressing a variety of gendered problems extending beyond mere financial issues during the pandemic, as articulated in their words. Finally, the study provides useful policy suggestions that can be helpful for crisis management in similar developing nations.
{"title":"Challenges of women entrepreneurs in securing support from formal sources: A case study in Bangladesh during the COVID-19 pandemic","authors":"Jasmine Jaim","doi":"10.1016/j.bushor.2024.10.005","DOIUrl":"10.1016/j.bushor.2024.10.005","url":null,"abstract":"<div><div>Whereas the extant literature regarding support for women entrepreneurs from both government and other formal sources during the COVID-19 pandemic is mostly concerned with Western, developed countries, this research focuses on a developing nation and considers various societal issues in that context. Based on interviews with women who own small businesses in a highly patriarchal developing country, Bangladesh, this feminist study provides unique insights into how deserving women business owners were corruptly deprived of government aid during the pandemic. It also emphasizes the role of other formal institutions in financially supporting women business owners in this resource-constrained country. The study further reveals whether and how formal sources supported women in addressing a variety of gendered problems extending beyond mere financial issues during the pandemic, as articulated in their words. Finally, the study provides useful policy suggestions that can be helpful for crisis management in similar developing nations.</div></div>","PeriodicalId":48347,"journal":{"name":"Business Horizons","volume":"68 3","pages":"Pages 229-239"},"PeriodicalIF":5.8,"publicationDate":"2025-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143908059","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 : 2025-04-09DOI: 10.1016/j.bushor.2025.04.005
Christine Everett
{"title":"Business and peace: An interview with Luke Lindberg","authors":"Christine Everett","doi":"10.1016/j.bushor.2025.04.005","DOIUrl":"10.1016/j.bushor.2025.04.005","url":null,"abstract":"","PeriodicalId":48347,"journal":{"name":"Business Horizons","volume":"68 4","pages":"Pages 393-396"},"PeriodicalIF":5.8,"publicationDate":"2025-04-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144279524","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 : 2025-04-08DOI: 10.1016/j.bushor.2025.04.004
Nkasiobu Wodu
In many postconflict contexts, partnerships between a corporation and the state precede the introduction of large-scale investment, especially as these partnerships are essential to acquiring the former’s license to operate. However, in such contexts, the exercise of authority often differs from the assumptions implicit in the Weberian configurations of the state. As a result, local, informal, and nonstate actors unrecognized as formal authorities (e.g., militias, gangs, insurgents, and local organizations and groups possessing localized authority) may exercise governmental authority on those within their sphere of control. These informal authorities have become known in the literature as hybrid political orders. Against this backdrop, companies find that while establishing a formal agreement with state institutions is a significant precondition to operate legitimately in hybrid political orders, it is also necessary to engage with actors that exercise informal forms of authority to secure their social license to operate. However, tensions between these forms of authority can draw companies into a web of conflict and pose significant risks to their operations. Drawing examples from the Niger Delta, this article discusses how interactions between formal and informal authority actors in postconflict contexts can produce different contextual outcomes (e.g., contestation and collaboration) with their own risks to company operations. I offer guidance on how firms can leverage their positions as bridge builders to forge collaboration among contesting actors to reduce violence and manage conflict.
{"title":"Business engagement in hybrid political orders: Examples from the Niger Delta","authors":"Nkasiobu Wodu","doi":"10.1016/j.bushor.2025.04.004","DOIUrl":"10.1016/j.bushor.2025.04.004","url":null,"abstract":"<div><div>In many postconflict contexts, partnerships between a corporation and the state precede the introduction of large-scale investment, especially as these partnerships are essential to acquiring the former’s license to operate. However, in such contexts, the exercise of authority often differs from the assumptions implicit in the Weberian configurations of the state. As a result, local, informal, and nonstate actors unrecognized as formal authorities (e.g., militias, gangs, insurgents, and local organizations and groups possessing localized authority) may exercise governmental authority on those within their sphere of control. These informal authorities have become known in the literature as hybrid political orders. Against this backdrop, companies find that while establishing a formal agreement with state institutions is a significant precondition to operate legitimately in hybrid political orders, it is also necessary to engage with actors that exercise informal forms of authority to secure their social license to operate. However, tensions between these forms of authority can draw companies into a web of conflict and pose significant risks to their operations. Drawing examples from the Niger Delta, this article discusses how interactions between formal and informal authority actors in postconflict contexts can produce different contextual outcomes (e.g., contestation and collaboration) with their own risks to company operations. I offer guidance on how firms can leverage their positions as bridge builders to forge collaboration among contesting actors to reduce violence and manage conflict.</div></div>","PeriodicalId":48347,"journal":{"name":"Business Horizons","volume":"68 4","pages":"Pages 515-524"},"PeriodicalIF":5.8,"publicationDate":"2025-04-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144280280","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 : 2025-04-08DOI: 10.1016/j.bushor.2025.04.006
Timothy L. Fort , John E. Katsos , Jason Miklian
{"title":"Business and Peace, Part II: Positioning B+P for the next 20 years","authors":"Timothy L. Fort , John E. Katsos , Jason Miklian","doi":"10.1016/j.bushor.2025.04.006","DOIUrl":"10.1016/j.bushor.2025.04.006","url":null,"abstract":"","PeriodicalId":48347,"journal":{"name":"Business Horizons","volume":"68 4","pages":"Pages 385-391"},"PeriodicalIF":5.8,"publicationDate":"2025-04-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144279523","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 : 2025-04-08DOI: 10.1016/j.bushor.2025.04.003
Gordon B. Schmidt , Aditya Simha
In this article, we discuss how business for peace (B4P) organizations can help peacebuilding efforts by using storytelling principles and by harnessing social media. Storytelling can help stakeholders and the public to understand peace initiatives and to develop support for them. Social media offers a medium for sharing stories and even for engaging in cocreation with stakeholders related to messages of peace. We discuss the role of leaders of B4P organizations in peacebuilding, and we describe the various forms of narratives that can be utilized in social media storytelling. We next discuss four types of challenges and opportunities B4P organizations will face in using storytelling on social media to achieve peace. We conclude by discussing how best to meet those challenges and opportunities for successful peacebuilding on social media.
{"title":"Storytelling through social media: How organizations and leaders can support peacebuilding efforts","authors":"Gordon B. Schmidt , Aditya Simha","doi":"10.1016/j.bushor.2025.04.003","DOIUrl":"10.1016/j.bushor.2025.04.003","url":null,"abstract":"<div><div>In this article, we discuss how business for peace (B4P) organizations can help peacebuilding efforts by using storytelling principles and by harnessing social media. Storytelling can help stakeholders and the public to understand peace initiatives and to develop support for them. Social media offers a medium for sharing stories and even for engaging in cocreation with stakeholders related to messages of peace. We discuss the role of leaders of B4P organizations in peacebuilding, and we describe the various forms of narratives that can be utilized in social media storytelling. We next discuss four types of challenges and opportunities B4P organizations will face in using storytelling on social media to achieve peace. We conclude by discussing how best to meet those challenges and opportunities for successful peacebuilding on social media.</div></div>","PeriodicalId":48347,"journal":{"name":"Business Horizons","volume":"68 4","pages":"Pages 491-500"},"PeriodicalIF":5.8,"publicationDate":"2025-04-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144280278","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 : 2025-03-24DOI: 10.1016/j.bushor.2025.03.006
Molly M. Melin , Santiago Sosa , Sofía Montoya-Bernal
The transition from war to peace has two requirements: the rebuilding and development of the physical space torn by war, and the disarming, demobilizing, and reintegrating (DDR) of ex-combatants in the social space. The latter is particularly challenging because ex-combatants are highly stigmatized, lack training for formal employment, and must reconcile with their host communities. We posit that the path of entrepreneurship enables ex-combatants to achieve both requirements, thereby preventing future violence. We argue that entrepreneurship affects community violence levels through two causal paths: the direct effect that opening a business has on the entrepreneur and employees, and the indirect effect that a transformed economy, society, and politics have on members of the larger community. We present new data on ex-combatant entrepreneurial projects and examine their relationship to local victimization risks. We find that inclusive hiring practices and partnerships with civil society make local spaces more peaceful. The results have implications for DDR and suggest there is an important role for small, local businesses in building peace and prosperity.
{"title":"The individual peace: Ex-combatants, entrepreneurship, and peacebuilding","authors":"Molly M. Melin , Santiago Sosa , Sofía Montoya-Bernal","doi":"10.1016/j.bushor.2025.03.006","DOIUrl":"10.1016/j.bushor.2025.03.006","url":null,"abstract":"<div><div>The transition from war to peace has two requirements: the rebuilding and development of the physical space torn by war, and the disarming, demobilizing, and reintegrating (DDR) of ex-combatants in the social space. The latter is particularly challenging because ex-combatants are highly stigmatized, lack training for formal employment, and must reconcile with their host communities. We posit that the path of entrepreneurship enables ex-combatants to achieve both requirements, thereby preventing future violence. We argue that entrepreneurship affects community violence levels through two causal paths: the direct effect that opening a business has on the entrepreneur and employees, and the indirect effect that a transformed economy, society, and politics have on members of the larger community. We present new data on ex-combatant entrepreneurial projects and examine their relationship to local victimization risks. We find that inclusive hiring practices and partnerships with civil society make local spaces more peaceful. The results have implications for DDR and suggest there is an important role for small, local businesses in building peace and prosperity.</div></div>","PeriodicalId":48347,"journal":{"name":"Business Horizons","volume":"68 4","pages":"Pages 479-490"},"PeriodicalIF":5.8,"publicationDate":"2025-03-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144280277","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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