Pub Date : 2024-05-20DOI: 10.1177/00187267241255581
Catherine Bailey, Adrian Madden, Marjolein Lips-Wiersma
Why do individuals find their work meaningful and what is the role of worthwhile contributions in this experience? We undertake an analysis of accounts related by individuals working as nurses, creative artists and lawyers in which they explain why they find their work meaningful. Drawing on the traditions of critical discourse and narrative analysis, and informed by French pragmatic sociology, we move beyond a focus on what is said to consider how accounts are structured in explanations of meaningfulness. We find meaningfulness to be discursively constituted in the judgement that work makes a worthwhile contribution to others or wider society. We add theoretically to the literature on meaningful work, first, by revealing worthwhile contributions to be a complex, three-fold evaluation comprising the value attached by the individual to their contribution, validation from others that aligns with the individual’s own evaluation concerning the worth of the contribution and the individual’s self-efficacy belief that they are able to make the contribution. Second, we build bridges between hitherto disconnected branches of the meaningful work literature grounded in positive psychology on the one hand and moral worth on the other by showing how judgements of worth are fundamental to the experience of meaningfulness.
{"title":"Experiencing meaningful work through worthwhile contributions: A critical discourse analysis","authors":"Catherine Bailey, Adrian Madden, Marjolein Lips-Wiersma","doi":"10.1177/00187267241255581","DOIUrl":"https://doi.org/10.1177/00187267241255581","url":null,"abstract":"Why do individuals find their work meaningful and what is the role of worthwhile contributions in this experience? We undertake an analysis of accounts related by individuals working as nurses, creative artists and lawyers in which they explain why they find their work meaningful. Drawing on the traditions of critical discourse and narrative analysis, and informed by French pragmatic sociology, we move beyond a focus on what is said to consider how accounts are structured in explanations of meaningfulness. We find meaningfulness to be discursively constituted in the judgement that work makes a worthwhile contribution to others or wider society. We add theoretically to the literature on meaningful work, first, by revealing worthwhile contributions to be a complex, three-fold evaluation comprising the value attached by the individual to their contribution, validation from others that aligns with the individual’s own evaluation concerning the worth of the contribution and the individual’s self-efficacy belief that they are able to make the contribution. Second, we build bridges between hitherto disconnected branches of the meaningful work literature grounded in positive psychology on the one hand and moral worth on the other by showing how judgements of worth are fundamental to the experience of meaningfulness.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"35 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2024-05-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141073809","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-05-18DOI: 10.1177/00187267241251956
Kirsten Robertson, Brenda A Lautsch, David R Hannah
Most of us will be familiar with the saying, ‘Find something you love to do, and you’ll never have to work a day in your life’. But is it accurate? Through interviews with individuals who have felt beckoned towards such an activity – in other words, who have a calling – we explain why this saying holds true for some, but not for others. We found that many called individuals have conditions, which are self-determined limitations on how, where and with whom they are driven to engage in their callings. Drawing on this idea, we differentiate a calling core, comprised of activities that meet all an individual’s conditions, from periphery activities that fall within the domain but only meet some or no conditions. Core conditionality can, in turn, explain the configuration of jobs people will be inclined to pursue in turning their calling into a career. For example, some called individuals with conditional cores deliberately eschew all-encompassing callings, instead pursuing stable non-calling work alongside part-time calling jobs that meet all their conditions. We also learned why individuals may change their enactment approaches over time as they develop a clearer understanding of what conditions truly matter to them.
{"title":"Living life ‘to the core’: Enacting a calling through configurations of multiple jobs","authors":"Kirsten Robertson, Brenda A Lautsch, David R Hannah","doi":"10.1177/00187267241251956","DOIUrl":"https://doi.org/10.1177/00187267241251956","url":null,"abstract":"Most of us will be familiar with the saying, ‘Find something you love to do, and you’ll never have to work a day in your life’. But is it accurate? Through interviews with individuals who have felt beckoned towards such an activity – in other words, who have a calling – we explain why this saying holds true for some, but not for others. We found that many called individuals have conditions, which are self-determined limitations on how, where and with whom they are driven to engage in their callings. Drawing on this idea, we differentiate a calling core, comprised of activities that meet all an individual’s conditions, from periphery activities that fall within the domain but only meet some or no conditions. Core conditionality can, in turn, explain the configuration of jobs people will be inclined to pursue in turning their calling into a career. For example, some called individuals with conditional cores deliberately eschew all-encompassing callings, instead pursuing stable non-calling work alongside part-time calling jobs that meet all their conditions. We also learned why individuals may change their enactment approaches over time as they develop a clearer understanding of what conditions truly matter to them.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"42 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2024-05-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140961567","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-05-18DOI: 10.1177/00187267241248529
Maria Bak Skov, Jane K Lê
This article explains how employees construct inconsistencies between two separate mandated changes and use these inconsistencies to progressively resist the realization of both changes. Specifically, they use three practices – (1) demonstrating interdependencies between change elements, (2) framing these change elements as inconsistent and (3) establishing the consequentiality of specific change elements by constructing poor outcomes for these – to build capacity to critique, revise and eventually reject elements of both changes. As a result of this resistance, neither mandated change is fully realized. Our findings contribute to the literature on strategic change by illuminating the specific processual dynamics through which actors construct and manipulate the relationship between changes. This also allows us to contribute to the literature on resistance to change by illuminating the dynamics that over time enable actors to resist even mandated – that is, externally imposed – changes, by camouflaging resistance as non-resistance.
{"title":"Resisting by not resisting: Constructing inconsistencies to resist dual mandated changes","authors":"Maria Bak Skov, Jane K Lê","doi":"10.1177/00187267241248529","DOIUrl":"https://doi.org/10.1177/00187267241248529","url":null,"abstract":"This article explains how employees construct inconsistencies between two separate mandated changes and use these inconsistencies to progressively resist the realization of both changes. Specifically, they use three practices – (1) demonstrating interdependencies between change elements, (2) framing these change elements as inconsistent and (3) establishing the consequentiality of specific change elements by constructing poor outcomes for these – to build capacity to critique, revise and eventually reject elements of both changes. As a result of this resistance, neither mandated change is fully realized. Our findings contribute to the literature on strategic change by illuminating the specific processual dynamics through which actors construct and manipulate the relationship between changes. This also allows us to contribute to the literature on resistance to change by illuminating the dynamics that over time enable actors to resist even mandated – that is, externally imposed – changes, by camouflaging resistance as non-resistance.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"28 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2024-05-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140961557","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-05-17DOI: 10.1177/00187267241248251
George Kuk, Stéphanie Giamporcaro
As corporate social responsibility research increasingly focuses on the role of grassroots organizations in challenging business practices, there remains a gap in understanding how these organizations prefigure alternatives to the prevailing business status quo. This study addresses this gap by developing a framework of prefigurative imaginaries, drawing from a qualitative study of a grassroots organization confronting the social irresponsibility of the Kenyan banking system in serving the poor. The framework captures how grassroots organizations use imaginaries to prefigure an alternative community currency system for enacting and foreshadowing social change. However, when attempts were made to scale up the system, these actions became disjointed, resulting in cracks within the imaginaries and the eventual abandonment of the system. Our study contributes to corporate social responsibility research by broadening its scope to include grassroots organizations and unveiling how they prefigure social change in marginalized contexts. By highlighting the significant influence of imaginaries on experiences and practices, this study underscores their role in shaping the acceptance or rejection of grassroots initiatives by the communities they aim to serve. It has implications for scholars and practitioners interested in understanding the role of imaginaries in shaping community-driven initiatives and advancing social change agendas.
{"title":"Prefigurative imaginaries: Giving the unbanked in Kenyan informal settlements the power to issue their own currency","authors":"George Kuk, Stéphanie Giamporcaro","doi":"10.1177/00187267241248251","DOIUrl":"https://doi.org/10.1177/00187267241248251","url":null,"abstract":"As corporate social responsibility research increasingly focuses on the role of grassroots organizations in challenging business practices, there remains a gap in understanding how these organizations prefigure alternatives to the prevailing business status quo. This study addresses this gap by developing a framework of prefigurative imaginaries, drawing from a qualitative study of a grassroots organization confronting the social irresponsibility of the Kenyan banking system in serving the poor. The framework captures how grassroots organizations use imaginaries to prefigure an alternative community currency system for enacting and foreshadowing social change. However, when attempts were made to scale up the system, these actions became disjointed, resulting in cracks within the imaginaries and the eventual abandonment of the system. Our study contributes to corporate social responsibility research by broadening its scope to include grassroots organizations and unveiling how they prefigure social change in marginalized contexts. By highlighting the significant influence of imaginaries on experiences and practices, this study underscores their role in shaping the acceptance or rejection of grassroots initiatives by the communities they aim to serve. It has implications for scholars and practitioners interested in understanding the role of imaginaries in shaping community-driven initiatives and advancing social change agendas.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"2018 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2024-05-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140961507","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-05-13DOI: 10.1177/00187267241247962
Michela Carraro, Andrea Furlan, Torbjørn Netland
Do shared mental models support proactive problem-solving? Research on shared cognition suggests that shared mental models aid team performance by improving coordination between team members’ actions. However, these models can also lead to groupthink, potentially diminishing team members’ proactive problem-solving behaviors. Based on social identity theory, this study examines how shared mental models influence proactive problem-solving at the individual and team levels. We propose that shared mental models about work tasks and team dynamics are crucial for promoting proactive problem-solving behaviors and coordinating team efforts. To test our theory, we conducted multilevel path analyses with survey data from 266 individuals across 48 teams in 13 Italian manufacturing companies. Our results indicate that the degree to which individuals align their task- and team-related mental models impacts both their tendency to proactively solve problems and their ability to coordinate team problem-solving. We also find that the adoption of proactive problem-solving behaviors and team effort coordination are linked to enhanced team performance.
{"title":"Unlocking team performance: How shared mental models drive proactive problem-solving","authors":"Michela Carraro, Andrea Furlan, Torbjørn Netland","doi":"10.1177/00187267241247962","DOIUrl":"https://doi.org/10.1177/00187267241247962","url":null,"abstract":"Do shared mental models support proactive problem-solving? Research on shared cognition suggests that shared mental models aid team performance by improving coordination between team members’ actions. However, these models can also lead to groupthink, potentially diminishing team members’ proactive problem-solving behaviors. Based on social identity theory, this study examines how shared mental models influence proactive problem-solving at the individual and team levels. We propose that shared mental models about work tasks and team dynamics are crucial for promoting proactive problem-solving behaviors and coordinating team efforts. To test our theory, we conducted multilevel path analyses with survey data from 266 individuals across 48 teams in 13 Italian manufacturing companies. Our results indicate that the degree to which individuals align their task- and team-related mental models impacts both their tendency to proactively solve problems and their ability to coordinate team problem-solving. We also find that the adoption of proactive problem-solving behaviors and team effort coordination are linked to enhanced team performance.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"19 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2024-05-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140919871","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-05-11DOI: 10.1177/00187267241248530
Mats Alvesson, Anna Stephens
The article examines the formal process of ‘ethical clearance’ for social science research at a large university and illuminates how it functions to undermine its stated purpose. We find that rather than promoting ethical standards, the bureaucratic process creates negative and cynical attitudes and game playing. For almost all participants, the entire procedure is counterproductive and experienced as absurd, creating a boomerang effect. The findings reveal how a specific rationalization effort leads to widespread experiences of irrationality, where detailed and strict organization merges with experiences of the bizarre. The article develops concepts capturing the experience and resulting organizational type: ‘orbizzarization’ and ‘absurdocracy’. These concepts enrich our understanding of toxic/irrational organizations, including Kafkaesque organizations.
{"title":"‘Is it worth doing this or is it better to commit suicide?’: On ethical clearance at a university","authors":"Mats Alvesson, Anna Stephens","doi":"10.1177/00187267241248530","DOIUrl":"https://doi.org/10.1177/00187267241248530","url":null,"abstract":"The article examines the formal process of ‘ethical clearance’ for social science research at a large university and illuminates how it functions to undermine its stated purpose. We find that rather than promoting ethical standards, the bureaucratic process creates negative and cynical attitudes and game playing. For almost all participants, the entire procedure is counterproductive and experienced as absurd, creating a boomerang effect. The findings reveal how a specific rationalization effort leads to widespread experiences of irrationality, where detailed and strict organization merges with experiences of the bizarre. The article develops concepts capturing the experience and resulting organizational type: ‘orbizzarization’ and ‘absurdocracy’. These concepts enrich our understanding of toxic/irrational organizations, including Kafkaesque organizations.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"37 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2024-05-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140910645","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-04-27DOI: 10.1177/00187267241247647
Premilla D’Cruz, Nolywé Delannon, Arno Kourula, Lauren McCarthy, Jeremy Moon, Laura J Spence
This introduction, and the special issue on ‘Contesting social responsibilities of business: Experiences in context’ it frames, addresses the neglected question of the experience of contestation in the terrain of the social responsibilities of business. It re-conceptualises the social responsibilities of business by advancing research grounded in a relational perspective, exploring and highlighting different forms of contestation of these social responsibilities, and centring the role of context by focusing especially on contestation in overlooked geographical settings and sites of marginalisation. Contextualising contestation in this way centres silenced and/or ignored voices, generates meaningful theory, and offers an innovative critical lens on business–society relations.
{"title":"Contesting social responsibilities of business: Centring context, experience, and relationality","authors":"Premilla D’Cruz, Nolywé Delannon, Arno Kourula, Lauren McCarthy, Jeremy Moon, Laura J Spence","doi":"10.1177/00187267241247647","DOIUrl":"https://doi.org/10.1177/00187267241247647","url":null,"abstract":"This introduction, and the special issue on ‘Contesting social responsibilities of business: Experiences in context’ it frames, addresses the neglected question of the experience of contestation in the terrain of the social responsibilities of business. It re-conceptualises the social responsibilities of business by advancing research grounded in a relational perspective, exploring and highlighting different forms of contestation of these social responsibilities, and centring the role of context by focusing especially on contestation in overlooked geographical settings and sites of marginalisation. Contextualising contestation in this way centres silenced and/or ignored voices, generates meaningful theory, and offers an innovative critical lens on business–society relations.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"302 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2024-04-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140808509","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-04-20DOI: 10.1177/00187267241245629
Sophie Michel, Russ Vince
How do organisations that belong to a stigmatised industry manage negative perceptions? We contribute to answering this question by highlighting how organisational members turn external negative evaluations into positive self-idealisations. Our research offers a unique perspective on how stigmatised actors navigate their tarnished image, as well as how they remain attached to a group and its attributes despite its stigmatisation. The study reports findings from two French fruit and vegetable wholesalers, who are commonly perceived as thieves, bandits and unwanted intermediaries. We explain how organisational members were able to neutralise negative perceptions by mobilising and maintaining an idealised perception of their centrality. This structuring fantasy formed a powerful defence against stigmatised perceptions, transforming the stigma into self-idealisation that supported organisational stability. The organisations studied developed idealisation strategies based on members’ attachment to or distancing from nostalgic fantasies of the past. We suggest that awareness of the idealised construct that underpins a particular attachment to a stigmatised attribute may help organisations and their members free themselves from stigma.
{"title":"Bad apples and sour grapes: How fruit and vegetable wholesalers’ fantasy mediates experienced stigma","authors":"Sophie Michel, Russ Vince","doi":"10.1177/00187267241245629","DOIUrl":"https://doi.org/10.1177/00187267241245629","url":null,"abstract":"How do organisations that belong to a stigmatised industry manage negative perceptions? We contribute to answering this question by highlighting how organisational members turn external negative evaluations into positive self-idealisations. Our research offers a unique perspective on how stigmatised actors navigate their tarnished image, as well as how they remain attached to a group and its attributes despite its stigmatisation. The study reports findings from two French fruit and vegetable wholesalers, who are commonly perceived as thieves, bandits and unwanted intermediaries. We explain how organisational members were able to neutralise negative perceptions by mobilising and maintaining an idealised perception of their centrality. This structuring fantasy formed a powerful defence against stigmatised perceptions, transforming the stigma into self-idealisation that supported organisational stability. The organisations studied developed idealisation strategies based on members’ attachment to or distancing from nostalgic fantasies of the past. We suggest that awareness of the idealised construct that underpins a particular attachment to a stigmatised attribute may help organisations and their members free themselves from stigma.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"15 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2024-04-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140622876","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-04-03DOI: 10.1177/00187267241236579
Wladislaw Rivkin, Fabiola H Gerpott, Dana Unger
Commuting is a global phenomenon that has primarily been studied in terms of its costs. However, anecdotes and recent theorizing suggest that some employees enjoy their commutes. Is it, thus, possible that commuting can also be beneficial for employees? We integrate the Work–Home Resources model with the Conservation of Resources theory to conceptualize commuting as a source of recovery that facilitates daily resource gain spanning the commute-, work-, and home domain. Specifically, we hypothesize that morning commute recovery experiences (relaxation, mastery and detachment) trigger resource gains in the work domain, manifesting in increased subjective vitality as a manifestation of physical and cognitive energy. Higher levels of subjective vitality in the work domain, in turn, are positively related to work-to-home commute recovery experiences and associated subjective vitality in the home domain. Furthermore, we explore commute duration as a contingency factor of the relationships between commute recovery experiences and subjective vitality at work and home. A diary across ten workdays largely supports our hypothesized model. On days with higher levels of relaxation during the morning commute, employees experience daily resource gains that culminate in increased evening subjective vitality in the home domain through relaxation during the evening commute.
{"title":"There and back again: The roles of morning- and evening commute recovery experiences for daily resources across the commute-, work-, and home domain","authors":"Wladislaw Rivkin, Fabiola H Gerpott, Dana Unger","doi":"10.1177/00187267241236579","DOIUrl":"https://doi.org/10.1177/00187267241236579","url":null,"abstract":"Commuting is a global phenomenon that has primarily been studied in terms of its costs. However, anecdotes and recent theorizing suggest that some employees enjoy their commutes. Is it, thus, possible that commuting can also be beneficial for employees? We integrate the Work–Home Resources model with the Conservation of Resources theory to conceptualize commuting as a source of recovery that facilitates daily resource gain spanning the commute-, work-, and home domain. Specifically, we hypothesize that morning commute recovery experiences (relaxation, mastery and detachment) trigger resource gains in the work domain, manifesting in increased subjective vitality as a manifestation of physical and cognitive energy. Higher levels of subjective vitality in the work domain, in turn, are positively related to work-to-home commute recovery experiences and associated subjective vitality in the home domain. Furthermore, we explore commute duration as a contingency factor of the relationships between commute recovery experiences and subjective vitality at work and home. A diary across ten workdays largely supports our hypothesized model. On days with higher levels of relaxation during the morning commute, employees experience daily resource gains that culminate in increased evening subjective vitality in the home domain through relaxation during the evening commute.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"55 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2024-04-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140533200","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"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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