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Relaxing into differences and energizing into differences: How group‐based play enables demographically diverse adults to co‐create a climate of psychological safety 因差异而放松,因差异而充满活力:以小组为基础的游戏如何使不同人口的成年人共同创造心理安全的氛围
IF 6.8 2区 管理学 Q1 BUSINESS Pub Date : 2024-07-18 DOI: 10.1002/job.2821
Adaora Ubaka, M. Teresa Cardador, Sandy J. Wayne
SummaryPsychological safety is a beneficial social‐psychological state that promotes positive outcomes in the workplace, such as greater information sharing and enhanced organizational learning. Yet, how psychological safety dynamically develops as a process in groups generally and in demographically diverse groups particularly is understudied. Moreover, there is an insufficient understanding of how peer group members—group members who are not the leader—influence the progression and maintenance of psychological safety. We address these theoretical gaps through an inductive, qualitative study of a group‐based play context. Grounded in data collected from 97 participants, including 56 interviews and 70 h of participant observation, we build a theory that illuminates how psychological safety is co‐created through peer group member interactions during group‐based play. We find that the opportunities afforded by group‐based play disrupt exclusionary dynamics among demographically diverse adults and permit them to shift their relational risk motivation from pursuing goals of individualized self‐protection to pursuing goals of relationship promotion with one another. This breaking out of default, protective relational patterns during group play enables diverse group members to have a greater willingness to (1) engage in relational risk‐taking with each other and (2) support each other's relational risk‐taking—a process we refer to as the relational risk promotion cycle. As diverse group members relationally play off of one another during this cycle, they begin to co‐create a climate of psychological safety, in which they experience discrete events of relaxing and energizing into their differences. Our research makes theoretical contributions to the literatures on psychological safety, diversity in groups and play in organizations. Additionally, our findings suggest a critical role for leaders in which they are not solely creating the conditions for group psychological safety but supporting group members in working together to co‐create a climate of psychological safety for themselves.
摘要心理安全是一种有益的社会心理状态,它能促进工作场所的积极成果,如更大程度的信息共享和更强的组织学习能力。然而,对于心理安全如何作为一个过程在群体中,尤其是在人口结构多样化的群体中动态发展,研究还很不够。此外,对于同辈群体成员--非领导者的群体成员--如何影响心理安全的发展和维持,也缺乏足够的了解。我们通过对基于群体的游戏情境进行归纳、定性研究,弥补了这些理论空白。基于从 97 名参与者那里收集到的数据(包括 56 次访谈和 70 小时的参与者观察),我们建立了一套理论,揭示了心理安全是如何在以小组为基础的游戏中通过同伴小组成员的互动共同创造出来的。我们发现,以小组为基础的游戏所提供的机会打破了不同人口结构的成年人之间的排斥动态,并允许他们将关系风险动机从追求个体化的自我保护目标转向追求促进彼此关系的目标。在团体游戏中打破默认的、保护性的关系模式,使不同的团体成员更愿意(1)彼此参与关系风险承担,(2)支持彼此的关系风险承担--我们把这个过程称为关系风险促进循环。在这一循环过程中,不同的小组成员在关系上相互影响,他们开始共同创造一种心理安全的氛围,在这种氛围中,他们经历了因差异而放松和充满活力的离散事件。我们的研究为心理安全、群体多样性和组织中的游戏等方面的理论研究做出了贡献。此外,我们的研究结果表明,领导者在其中扮演着重要的角色,他们不仅要为团体心理安全创造条件,还要支持团体成员共同努力,为自己共同营造一种心理安全的氛围。
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引用次数: 0
It's my business! The influence of psychological ownership on entrepreneurial intentions and work performance 这是我的事心理所有权对创业意愿和工作绩效的影响
IF 6.2 2区 管理学 Q1 BUSINESS Pub Date : 2024-06-27 DOI: 10.1002/job.2818
Alexander B. Hamrick, Sarah Burrows, Jacob A. Waddingham, Craig D. Crossley

Extant scholarship on psychological ownership has primarily focused on the organizational benefits that come from fostering employees' feelings of ownership without having to relinquish ties to actual ownership. It is unclear, however, if feeling like an owner is sufficient to satisfy employees' aspirational ownership intentions. By applying self-verification theory to psychological ownership theory, we investigate how employees' psychological ownership influences their views about being a competent business owner, and the potential double-edged implications for organizations as a result of these self-views. Utilizing two separate studies, we find that psychological ownership is positively associated with entrepreneurial self-efficacy, which, in turn, is positively associated with both entrepreneurial intentions and work performance. Furthermore, results show that employees' past work performance strengthens the positive relationship between psychological ownership and entrepreneurial self-efficacy and the positive indirect relationship between psychological ownership and entrepreneurial intentions through entrepreneurial self-efficacy. We discuss the theoretical and practical implications of fostering psychological ownership with current employees to glean the benefits and negate any potential drawbacks, such as high performers leaving the organization to start their own business.

摘要 有关心理所有权的现有学术研究主要集中在培养员工的主人翁意识而无需放弃与实际所有权的联系所带来的组织利益上。然而,目前还不清楚,员工感觉自己是企业的主人是否足以满足他们对所有权的渴望。通过将自我验证理论应用于心理所有权理论,我们研究了员工的心理所有权如何影响他们对成为称职企业主的看法,以及这些自我看法对组织可能产生的双刃影响。通过两项不同的研究,我们发现心理所有权与创业自我效能感呈正相关,而创业自我效能感又与创业意向和工作绩效呈正相关。此外,研究结果表明,员工过去的工作绩效加强了心理所有权与创业自我效能之间的正相关关系,并通过创业自我效能加强了心理所有权与创业意向之间的正间接关系。我们讨论了与在职员工一起培养心理所有权的理论和实践意义,以便从中获益,并消除任何潜在的弊端,如绩效高的员工离开组织去创业。
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引用次数: 0
Previously endured distress reduces the quality of the compassion extended toward sufferers of workplace distress 先前遭受的痛苦会降低对职场痛苦者的同情质量
IF 6.2 2区 管理学 Q1 BUSINESS Pub Date : 2024-06-20 DOI: 10.1002/job.2799
Reut Livne-Tarandach, Hooria Jazaieri, Verónica Caridad Rabelo

In difficult times, how can we alleviate employees' distress? Lay beliefs suggest that high-quality compassionate responses come from those who have “been there” before. According to hot–cold empathy gap theory, however, firsthand experience with another's distress may activate distorted memories of past distress, leading people to underestimate the severity and difficulty of another's current distress. Grounded in a relational perspective of compassion, we examine how sufferers experience the quality of actions taken to alleviate their distress (i.e., compassion action quality; CAQ), along with the responders' perceptions of their own responses (i.e., self-efficacy). Across three studies, we find that sufferers experience lower CAQ from responders who have (vs. have not) previously endured a similar distress. We examine three mechanisms that explain the negative effect of previously endured distress on CAQ, based on responders' self-focus, validation of sufferer's distress, and self-efficacy. We also examine the boundary conditions of this effect and find that it is distress specific. Specifically, this effect does not hold when responders who previously endured distress respond to sufferers who are currently enduring a different type of distress. These findings advance organizational research on compassion and inform efforts to improve people's capacity to alleviate distress at work.

摘要 在困难时期,我们如何才能减轻员工的痛苦?一般人认为,那些 "曾经经历过 "的人能够做出高质量的同情反应。然而,根据冷热移情差距理论,亲身经历过他人痛苦的人可能会激活对过去痛苦的扭曲记忆,从而导致人们低估他人当前痛苦的严重性和难度。基于同情的关系视角,我们研究了受难者如何体验为减轻其痛苦而采取的行动的质量(即同情行动质量;CAQ),以及回应者对其自身回应的看法(即自我效能感)。在三项研究中,我们发现受难者从以前经历过(与未经历过)类似痛苦的回应者那里获得的 CAQ 较低。我们根据应答者的自我关注、对患者痛苦的验证以及自我效能,研究了三种机制,以解释先前经历的痛苦对 CAQ 的负面影响。我们还研究了这一效应的边界条件,发现它具有特定的困扰。具体地说,当以前遭受过痛苦的回应者回应目前正遭受不同类型痛苦的受难者时,这种效应不成立。这些发现推动了有关同情心的组织研究,并为提高人们缓解工作中的痛苦的能力提供了参考。
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引用次数: 0
Ramifications of leaders' unethical pro-organizational behavior on employees: Dual-stage moderation of ethical mindset 领导者不道德的亲组织行为对员工的影响:道德心态的双阶段调节
IF 6.2 2区 管理学 Q1 BUSINESS Pub Date : 2024-06-19 DOI: 10.1002/job.2817
Yahua Cai, Weili Zheng, Sebastian C. Schuh, Xiaowan Lin

Although leaders' unethical pro-organizational behavior (UPB) have been identified as one of the key drivers of employees' unethical actions in organizations, our understanding of when and why leader UPB unfolds these adverse effects is still at an early stage. By integrating social cognitive theory with the literature on ethical mindset, the present research sheds light on the cognitive processes and boundary conditions that underpin the effects of leader UPB on followers. We argue that leader UPB may undermine followers' moral efficacy, which in turn translates into heightened follower UPB and general unethical behaviors (UBs). More importantly, we propose that ethical mindset moderates the two stages of the processes, such that followers' outcome-based ethical mindset weakens the effects of leader UPB on follower moral efficacy but strengthens the link between follower moral efficacy and their UPB and UB. The results of two field studies and one experiment provide consistent support for the hypothesized model. Theoretical and practical implications as well as avenues for future research are discussed.

尽管领导者的不道德亲组织行为(UPB)已被认为是员工在组织中采取不道德行动的主要驱动因素之一,但我们对领导者的不道德亲组织行为何时以及为何会产生这些不利影响的理解仍处于早期阶段。通过将社会认知理论与有关道德心态的文献相结合,本研究揭示了领导者UPB对追随者产生影响的认知过程和边界条件。我们认为,领导者的UPB可能会削弱追随者的道德效能,进而导致追随者UPB和一般不道德行为(UBs)的增加。更重要的是,我们认为道德心态会调节这两个阶段的过程,例如追随者基于结果的道德心态会削弱领导者UPB对追随者道德效能的影响,但会加强追随者道德效能与其UPB和UB之间的联系。两项实地研究和一项实验的结果为假设模型提供了一致的支持。本文讨论了该模型的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
Reasons for interruptions at work: Illuminating the perspective of the interrupter 工作中断的原因:阐明中断者的观点
IF 6.2 2区 管理学 Q1 BUSINESS Pub Date : 2024-06-19 DOI: 10.1002/job.2819
Leon Toebben, Anne Casper, Wilken Wehrt, Sabine Sonnentag

This research sheds light on two crucial yet overlooked aspects of work interruptions: the perspective of employees who initiate interruptions and the reasons behind those interruptions. Building on earlier research on interruptions and theories on employee motivation, we identified six key reasons for interruptions that we integrated into a typology. This typology combined three interruption topics (performance, belongingness, and hedonic well-being) and two interruption foci (benefitting the interrupter and benefitting the interruptee; i.e., self-focused and other-focused). We validated this typology using qualitative reports and a scale-development approach, thereby creating the interruption-for-a-reason scale (IFRS). We found that interruptions were typically initiated for good reasons and positively correlated with social exchange constructs. That is, initiating interruptions was linked to requesting social support and to performing prosocial behaviors to coworkers. Altogether, this research contributes to a more comprehensive understanding of interruptions by offering a new perspective on interruptions that addresses the complexities of this phenomenon. Illuminating the interrupters' perspective and the various reasons for interruptions is key to a more balanced examination of the positive and negative aspects of interruptions.

这项研究揭示了工作中断的两个关键但却被忽视的方面:提出中断的员工的观点和中断背后的原因。在先前关于中断的研究和员工激励理论的基础上,我们确定了中断的六个关键原因,并将其整合为一个类型学。该类型学结合了三个中断主题(绩效、归属感和享乐幸福感)和两个中断焦点(使中断者受益和使被中断者受益;即以自我为中心和以他人为中心)。我们利用定性报告和量表开发方法对这一类型进行了验证,从而创建了中断原因量表(IFRS)。我们发现,中断通常都是出于正当理由,并且与社会交换结构正相关。也就是说,提出中断与请求社会支持和对同事实施亲社会行为有关。总之,这项研究通过提供一个新的视角来探讨打断现象的复杂性,有助于人们更全面地了解打断行为。阐明中断者的观点和中断的各种原因,是更平衡地研究中断的积极和消极方面的关键。
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引用次数: 0
The mixed blessing of work connectivity demands: Self-regulatory focus as a moderator 工作连通性要求喜忧参半:作为调节因素的自我调节重点
IF 6.2 2区 管理学 Q1 BUSINESS Pub Date : 2024-06-18 DOI: 10.1002/job.2813
Qi Nie, Vivien K. G. Lim, Jian Peng

Due to the rapid development of information and communication technologies, employees increasingly feel pressure to engage in work connectivity behavior after regular working hours (WCBA), giving rise to a novel form of job demand known as WCBA demands. This research examined the upside and downside of WCBA demands. Specifically, we defined WCBA demands as stressors that can be appraised by employees as challenges and/or threats. Challenge appraisals are related to job involvement, which in turn leads to job satisfaction and job performance; threat appraisals are related to job-induced tension, which in turn leads to family dissatisfaction and family incivility. We also examine regulatory focus as a boundary condition underlying the challenge-threat paradox of WCBA demands. To test the relationships among our hypotheses, we conducted a daily diary survey study of 176 employee-supervisor-spouse triads across five consecutive workdays. The findings show that employees with higher levels of promotion focus were more likely to appraise WCBA demands as challenges, which improved their work outcomes via increased job involvement. Employees with higher levels of prevention focus appraised WCBA demands as threats, which undermined their family outcomes via job-induced tension. Since these findings assume that WCBA demands act as stressors, we conducted a supplemental qualitative study (N = 19) confirming that employees commonly perceive WCBA demands as stressors. The implications for theory and research are discussed.

由于信息和通信技术的飞速发展,员工越来越感到在正常工作时间之外从事工作连接行为(WCBA)的压力,从而产生了一种新的工作需求形式,即 WCBA 需求。本研究探讨了 WCBA 需求的优势和劣势。具体来说,我们将 WCBA 需求定义为可被员工评价为挑战和/或威胁的压力源。挑战评估与工作参与度有关,而工作参与度又会导致工作满意度和工作绩效;威胁评估与工作引发的紧张局势有关,而紧张局势又会导致家庭不满和家庭不和睦。我们还研究了监管重点,将其作为 WCBA 要求的挑战-威胁悖论的边界条件。为了检验我们的假设之间的关系,我们对 176 名员工-主管-配偶三方在连续五个工作日内的日常日记调查进行了研究。研究结果表明,对晋升关注度较高的员工更有可能将工作能力评估要求视为挑战,从而通过提高工作参与度来改善工作成果。而对预防工作关注度较高的员工则将 WCBA 的要求视为威胁,从而通过工作引起的紧张感破坏了他们的家庭成果。由于这些研究结果假定 WCBA 要求是压力源,因此我们进行了一项补充性定性研究(N = 19),证实员工普遍认为 WCBA 要求是压力源。本文讨论了这些研究对理论和研究的影响。
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引用次数: 0
Why have we not detected gender differences in organizational justice perceptions?! An evidenced-based argument for increasing inclusivity within justice research 为什么我们没有发现组织公正观念中的性别差异?以证据为基础,提高司法研究的包容性
IF 6.2 2区 管理学 Q1 BUSINESS Pub Date : 2024-06-13 DOI: 10.1002/job.2797
Nicole Strah, Deborah E. Rupp, Ruodan Shao, Eden King, Daniel Skarlicki

While research from various disciplines shows that women continue to disproportionately face workplace injustices compared to men, OB research has not found meaningful gender differences in self-reported workplace justice perceptions. This paradox has received little attention in the otherwise well-established organizational justice literature. We applied an abductive approach to investigate this paradox by a) confirming its existence, and b) proposing and empirically evaluating seven possible explanations for its existence, using multiple methods and seven distinct datasets. We found that this paradox is unlikely to be explained by measurement invariance, different expectations for treatment, whether the context is male-dominated, differences across years, or differences in how justice perceptions are formed. We did find, however, that when using alternate measurement approaches, women recalled gender-based injustice experiences, reported them as having occurred more frequently than did men, and reported them as having been negatively impactful on their lives/careers. We conclude that the most promising explanation for this paradox is that extant organizational justice measures are deficient for the purpose of capturing variance accountable to gender-based injustice. This highlights the need for more inclusive approaches for the measurement and application of organizational justice, especially when studying the relationship between gender and organizational justice.

虽然各学科的研究表明,与男性相比,女性在工作场所面临的不公正现象仍然不成比例,但 OB 研究却没有发现在自我报告的工作场所公正感方面存在有意义的性别差异。这一悖论在组织公正文献中很少受到关注。我们采用归纳法对这一悖论进行了研究:a)证实了悖论的存在;b)使用多种方法和七个不同的数据集,提出了七种可能的解释并对其进行了实证评估。我们发现,这一悖论不太可能用测量不变性、对待遇的不同期望、背景是否以男性为主、不同年份的差异或正义感形成方式的差异来解释。不过,我们确实发现,在使用其他测量方法时,女性会回忆起基于性别的不公正经历,她们报告说这些经历比男性发生得更频繁,并且报告说这些经历对她们的生活/职业生涯产生了负面影响。我们的结论是,对这一悖论最有希望的解释是,现有的组织公正测量方法在捕捉性别不公正的差异方面存在不足。这突出表明,在测量和应用组织公正时,尤其是在研究性别与组织公正之间的关系时,需要采用更具包容性的方法。
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引用次数: 0
Adopting Underdogs' Ideas Triggers Fairness? When and How Underachievers' Voice Endorsement Promotes Team Voice 采纳落后者的想法会带来公平吗?成绩不佳者的声音认可何时以及如何促进团队声音
IF 6.2 2区 管理学 Q1 BUSINESS Pub Date : 2024-06-11 DOI: 10.1002/job.2814
Dan Ni, Wen Wu, Shaoxue (Eric) Wu, Yihua Zhang, Chong Chen, Rui Zhang

Previous research on employee voice endorsement has mostly focused on its antecedents. In particular, most scholars seem to consider employee voice endorsement as a factor influencing only the voicers themselves. Thus, they have ignored its interpersonal influences, such as at the team level. The present study explores the influence of underachievers' voice endorsement on team voice. Specifically, we not only examine a boundary condition in this relationship but also develop and test a new construct of supervisors' voice judgment fairness as a mediator. Data from two multi-wave, multi-source surveys show that when underachievers' voice quality is higher (versus lower), the positive relationship between underachievers' voice endorsement and supervisors' voice judgment fairness is stronger, which in turn enhances team voice. These results offer meaningful theoretical implications for the voice endorsement literature and practical implications for organizations.

以往关于员工声音认可的研究大多集中在其前因后果上。特别是,大多数学者似乎认为员工声音认可只是影响发声者本人的一个因素。因此,他们忽略了人与人之间的影响,如团队层面的影响。本研究探讨了成绩不佳者的声音认可对团队声音的影响。具体来说,我们不仅研究了这一关系中的边界条件,还开发并测试了作为中介的 "主管声音判断公平性 "这一新概念。来自两个多波段、多来源调查的数据显示,当成绩不佳者的声音质量较高时(与较低相比),成绩不佳者的声音认可与主管的声音判断公平性之间的正相关关系更强,这反过来又会增强团队声音。这些结果为声音认可文献提供了有意义的理论依据,并对组织产生了实际影响。
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引用次数: 0
“Hireability” prospects for known bystander reporters of sexual harassment: Moral character, agreeableness, and gender effects 已知性骚扰旁观者举报人的 "可雇用性 "前景:道德品质、合群性和性别效应
IF 6.2 2区 管理学 Q1 BUSINESS Pub Date : 2024-06-03 DOI: 10.1002/job.2812
Anjier Chen, Linda K. Treviño, Aparna Joshi, Michael D. Caligiuri

Bystander intervention has been promoted across organizations to combat sexual harassment and its deleterious effects. However, the career consequences of bystander reporters (e.g., their hireability prospects inside and outside the organization)—those who report sexual harassment on behalf of coworkers—are not well understood. Based on the social identity and person perception literatures, which suggest that recruiters are motivated to hire candidates with attributes helpful to the organization (perceived moral character and agreeableness), we proposed that candidates' history of reporting sexual harassment on behalf of a victim leads to perceived high moral character but low agreeableness, which subsequently have countervailing effects on hireability of these known reporters. We found support across three experimental studies using realistic hiring decision-making tasks and various employee samples. Based on the social identity literature, we further argued that perceptions and hireability of the known reporters depend on recruiter and candidate genders. In Study 2 and Study 3, we consistently found that the positive effect of reporting on perceptions of candidate moral character was weaker when the recruiter was male (vs. female) but we found mixed results for candidate gender effects. Theoretical and practical implications of these results are discussed.

为了打击性骚扰及其有害影响,各组织都在推广旁观者干预。然而,旁观者报告者--那些代表同事报告性骚扰的人--的职业后果(例如,他们在组织内外的受雇前景)并不十分清楚。社会认同和个人感知的研究表明,招聘者会倾向于聘用那些具有对组织有帮助的特质(可感知的道德品质和合群性)的候选人,基于这些研究,我们提出,候选人曾代表受害者举报性骚扰的历史会导致其可感知的高道德品质和低合群性,从而对这些已知举报者的可聘用性产生相反的影响。我们在三项实验研究中发现了这一结论的支持,这些研究使用了真实的招聘决策任务和不同的员工样本。基于社会认同文献,我们进一步论证了已知报告人的认知和可雇佣性取决于招聘者和应聘者的性别。在研究 2 和研究 3 中,我们一致发现,当招聘者为男性(相对于女性)时,报告对候选人道德品质认知的积极影响较弱,但我们发现候选人性别影响的结果不一。我们将讨论这些结果的理论和实践意义。
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引用次数: 0
On ranks and risky choices 关于等级和风险选择
IF 6.8 2区 管理学 Q1 BUSINESS Pub Date : 2024-06-03 DOI: 10.1002/job.2802
Melvyn R. W. Hamstra, Edward Tory Higgins
We present a novel theoretical framework to explain the impact of rank positions on decision-makers' choices between more risky and less risky options. We do so by providing an analysis of the motivational effects of ranks that progresses through three levels of specificity: the broad “motive” level, an intermediate “goal” level, and a low level at which tactical choices are addressed and where the complexity of rank-driven choices considers a dynamic multiple goal perspective. In particular, we theorize on how more risky versus less risky options are chosen in light of the combined influence of (a) rank goals, (b) rank changes relative to those goals, and (c) other aligned or competing goals. Deriving from our theorizing and review of existing evidence from different fields studying various rank phenomena such as power, status, education, and performance, we articulate seven propositions that specify when rank-ordered individuals will choose more risky or less risky options.
我们提出了一个新颖的理论框架来解释等级位置对决策者在风险较大和风险较小的选项之间做出选择的影响。为此,我们对等级的动机效应进行了分析,并将其分为三个具体层次:广义的 "动机 "层次、中间的 "目标 "层次和低层次的战术选择层次,其中等级驱动选择的复杂性考虑了动态的多重目标视角。特别是,我们从理论上分析了如何在以下因素的综合影响下选择风险较高或较低的选项:(a)等级目标,(b)相对于这些目标的等级变化,以及(c)其他一致或竞争目标。根据我们的理论分析以及对研究权力、地位、教育和业绩等各种等级现象的不同领域现有证据的回顾,我们提出了七个命题,具体说明了等级排序的个人何时会选择风险更大或更小的选项。
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引用次数: 0
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Journal of Organizational Behavior
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