Pub Date : 2026-02-07DOI: 10.1016/j.jvb.2026.104218
A. Kersten, E. Laukineitytė, K.A. Kerti, S. Nijs, F. Scholz
{"title":"Career crafting in transition: Strategies of migrant women in vocational settings","authors":"A. Kersten, E. Laukineitytė, K.A. Kerti, S. Nijs, F. Scholz","doi":"10.1016/j.jvb.2026.104218","DOIUrl":"https://doi.org/10.1016/j.jvb.2026.104218","url":null,"abstract":"","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"48 1","pages":""},"PeriodicalIF":11.1,"publicationDate":"2026-02-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"146135492","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2026-01-23DOI: 10.1016/j.jvb.2026.104215
Yucheng Zhang , Xin Liu , Wenrui Cao , Shan Xu , Peter Rodgers
Recent decades have witnessed a growing interest in team-member exchange (TMX) research. This quantitative review provides a comprehensive integration of the relationships between TMX and its correlates, with particular attention given to cross-cultural differences in effect sizes. Based on 172 studies that include 185 samples (67,228 participants), we first reviewed the recent literature on TMX and meta-analyzed its antecedents, including individual, job, and situational characteristics, as well as its outcomes related to job, team and organization. We then examined whether these associations are moderated by national cultural factors (i.e., vertical-collectivistic and horizontal-individualistic contexts). Additionally, we conducted a more detailed analysis of how cultural differences influence the well-established relationships between TMX and in-role and extra-role performance. Finally, using multigroup meta-analytic structural equation modeling (MASEM), we examined the incremental effects of TMX over leader-member exchange (LMX) on in-role performance and extra-role performance across cultural contexts. These findings extend social exchange theory by clarifying its cultural boundary conditions and contribute to cross-cultural organizational behavior research by providing a nuanced understanding of TMX's role in diverse cultural settings.
{"title":"A meta-analysis of TMX and incremental effects over LMX: An examination in different cultures","authors":"Yucheng Zhang , Xin Liu , Wenrui Cao , Shan Xu , Peter Rodgers","doi":"10.1016/j.jvb.2026.104215","DOIUrl":"10.1016/j.jvb.2026.104215","url":null,"abstract":"<div><div>Recent decades have witnessed a growing interest in team-member exchange (TMX) research. This quantitative review provides a comprehensive integration of the relationships between TMX and its correlates, with particular attention given to cross-cultural differences in effect sizes. Based on 172 studies that include 185 samples (67,228 participants), we first reviewed the recent literature on TMX and meta-analyzed its antecedents, including individual, job, and situational characteristics, as well as its outcomes related to job, team and organization. We then examined whether these associations are moderated by national cultural factors (i.e., vertical-collectivistic and horizontal-individualistic contexts). Additionally, we conducted a more detailed analysis of how cultural differences influence the well-established relationships between TMX and in-role and extra-role performance. Finally, using multigroup meta-analytic structural equation modeling (MASEM), we examined the incremental effects of TMX over leader-member exchange (LMX) on in-role performance and extra-role performance across cultural contexts. These findings extend social exchange theory by clarifying its cultural boundary conditions and contribute to cross-cultural organizational behavior research by providing a nuanced understanding of TMX's role in diverse cultural settings.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"165 ","pages":"Article 104215"},"PeriodicalIF":5.2,"publicationDate":"2026-01-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"146033957","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Venting—expressing negative feelings to others—is a frequent occurrence in the workplace. While previous research has mainly focused on its effects on the ventor and on recipients' reactions at work, the broader consequences for recipients, particularly the impacts on their post-work experiences, are not well understood. Drawing on the Work–Home Resources model, we examine the resource costs for individuals who receive venting at work and the resulting spillover effects. Results from a pilot critical incident study (193 working adults) and a 10-day experience sampling study (117 full-time employees, 973 daily observations) revealed that receipt of venting at work was positively associated with emotional exhaustion, which, in turn, diminished family engagement and life satisfaction in the evening. Additionally, emotional stability, as a key personal resource, was found to buffer the negative relationship between emotional exhaustion and life satisfaction. Our study highlights the need to consider the far-reaching effects of venting, which transcend workplace boundaries and influence other life domains.
{"title":"Bearing others' burdens: An investigation of how daily venting at work shapes recipients' post-work experiences","authors":"Junchao Huang , Waiseng Lou , Yongjuan Li , Yaoshan Xu","doi":"10.1016/j.jvb.2026.104216","DOIUrl":"10.1016/j.jvb.2026.104216","url":null,"abstract":"<div><div>Venting—expressing negative feelings to others—is a frequent occurrence in the workplace. While previous research has mainly focused on its effects on the ventor and on recipients' reactions at work, the broader consequences for recipients, particularly the impacts on their post-work experiences, are not well understood. Drawing on the Work–Home Resources model, we examine the resource costs for individuals who receive venting at work and the resulting spillover effects. Results from a pilot critical incident study (193 working adults) and a 10-day experience sampling study (117 full-time employees, 973 daily observations) revealed that receipt of venting at work was positively associated with emotional exhaustion, which, in turn, diminished family engagement and life satisfaction in the evening. Additionally, emotional stability, as a key personal resource, was found to buffer the negative relationship between emotional exhaustion and life satisfaction. Our study highlights the need to consider the far-reaching effects of venting, which transcend workplace boundaries and influence other life domains.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"165 ","pages":"Article 104216"},"PeriodicalIF":5.2,"publicationDate":"2026-01-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"146026146","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2026-01-10DOI: 10.1016/j.jvb.2025.104206
Christopher C. Winchester, Connie R. Wanberg, John D. Kammeyer-Mueller, Elizabeth M. Campbell
Listening is a crucial skill for effective workplace communication, leadership, and relationship development, with significant implications for employee well-being, work adjustment, and career success. Despite its importance to vocational outcomes, surprisingly little is known about how personality traits shape perceived listening competency across the career lifespan. Extraversion is often assumed to be negatively related to listening, with widespread assertions that individuals lower in extraversion are better listeners. However, limited academic research has examined whether, to what extent, through which behavioral processes, or under what conditions extraversion influences listening in work-relevant contexts. Across four studies in varied listening contexts (general listening, project team listening, one-on-one meetings, and conference interactions), we found no support for the notion that individuals low in extraversion are perceived as better listeners in interpersonal contexts. Instead, results primarily show no relationship between extraversion and listening, and in a few cases, a positive relationship where individuals higher in extraversion are perceived as better listeners. Drawing upon theoretical perspectives from the listening and extraversion literature, we examine, but find minimal support for, the notion that differential mechanisms (i.e., intrusive interruptions, speaking proportion, positive affect, and self-focused attention) contribute to individuals low in extraversion being perceived as both better and worse listeners. Extraversion complementarity between the speaker and listener was also assessed, but not supported, as a moderator. These findings suggest that effective listening is better understood as a function of behavior and perception, not personality.
{"title":"The ear of the beholder: Does listener introversion predict perceptions of being heard?","authors":"Christopher C. Winchester, Connie R. Wanberg, John D. Kammeyer-Mueller, Elizabeth M. Campbell","doi":"10.1016/j.jvb.2025.104206","DOIUrl":"https://doi.org/10.1016/j.jvb.2025.104206","url":null,"abstract":"Listening is a crucial skill for effective workplace communication, leadership, and relationship development, with significant implications for employee well-being, work adjustment, and career success. Despite its importance to vocational outcomes, surprisingly little is known about how personality traits shape perceived listening competency across the career lifespan. Extraversion is often assumed to be negatively related to listening, with widespread assertions that individuals lower in extraversion are better listeners. However, limited academic research has examined whether, to what extent, through which behavioral processes, or under what conditions extraversion influences listening in work-relevant contexts. Across four studies in varied listening contexts (general listening, project team listening, one-on-one meetings, and conference interactions), we found no support for the notion that individuals low in extraversion are perceived as better listeners in interpersonal contexts. Instead, results primarily show no relationship between extraversion and listening, and in a few cases, a positive relationship where individuals higher in extraversion are perceived as better listeners. Drawing upon theoretical perspectives from the listening and extraversion literature, we examine, but find minimal support for, the notion that differential mechanisms (i.e., intrusive interruptions, speaking proportion, positive affect, and self-focused attention) contribute to individuals low in extraversion being perceived as both better and worse listeners. Extraversion complementarity between the speaker and listener was also assessed, but not supported, as a moderator. These findings suggest that effective listening is better understood as a function of behavior and perception, not personality.","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"29 1","pages":""},"PeriodicalIF":11.1,"publicationDate":"2026-01-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145956500","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2025-12-17DOI: 10.1016/j.jvb.2025.104205
Yuyang Zhou , Siddharth K. Upadhyay , Chockalingam Viswesvaran
This study cumulates results across 50 studies (76 independent samples) comparing disabled and non-disabled employees on perceived job demands, psychological and motivational factors, perceived support, job performance, and economic impacts. A moderator analysis was conducted based on the report method, disability type, job requirements (interactional demand), geographical location, and sample type. Results revealed that disabled employees reported no significant differences in job demands, including physical, psychological, and time demands, compared to non-disabled peers. However, they exhibited lower levels of some psychological and motivational factors, such as diminished psychological well-being, reduced job self-efficacy, and less perceived autonomy, but had comparable levels of job satisfaction, organizational commitment, and job meaningfulness. While disabled employees reported comparable levels of perceived support from organizations, supervisors, and coworkers, they reported moderate levels of perceived discrimination. They received significantly lower pay than non-disabled employees. We also observed higher work interference (e.g., health-related interruptions) and slight differences in task performance between disabled and non-disabled employees. Notably, organizational concerns about shorter tenure, higher turnover, and increased compensation claims for disabled employees were unfounded, even though disabled employees reported greater unmet accommodation needs.
{"title":"Comparing workplace outcomes between disabled and non-disabled employees: A multi-paradigm meta-analysis","authors":"Yuyang Zhou , Siddharth K. Upadhyay , Chockalingam Viswesvaran","doi":"10.1016/j.jvb.2025.104205","DOIUrl":"10.1016/j.jvb.2025.104205","url":null,"abstract":"<div><div>This study cumulates results across 50 studies (76 independent samples) comparing disabled and non-disabled employees on perceived job demands, psychological and motivational factors, perceived support, job performance, and economic impacts. A moderator analysis was conducted based on the report method, disability type, job requirements (interactional demand), geographical location, and sample type. Results revealed that disabled employees reported no significant differences in job demands, including physical, psychological, and time demands, compared to non-disabled peers. However, they exhibited lower levels of some psychological and motivational factors, such as diminished psychological well-being, reduced job self-efficacy, and less perceived autonomy, but had comparable levels of job satisfaction, organizational commitment, and job meaningfulness. While disabled employees reported comparable levels of perceived support from organizations, supervisors, and coworkers, they reported moderate levels of perceived discrimination. They received significantly lower pay than non-disabled employees. We also observed higher work interference (e.g., health-related interruptions) and slight differences in task performance between disabled and non-disabled employees. Notably, organizational concerns about shorter tenure, higher turnover, and increased compensation claims for disabled employees were unfounded, even though disabled employees reported greater unmet accommodation needs.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"164 ","pages":"Article 104205"},"PeriodicalIF":5.2,"publicationDate":"2025-12-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145785839","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2025-12-12DOI: 10.1016/j.jvb.2025.104204
Bonesso Sara, Bressan Federica
The persistence of female segregation in many science, technology, engineering, and mathematics (STEM) educational and occupational fields is largely ascribed to gender-specific barriers that women face during their lifespan. Relying on career construction theory, this study aims to increase the understanding of how women in STEM craft and develop their own career over time by attaining leadership positions, in comparison to their male counterparts. In this inductive qualitative research, drawing on career-based interviews on a sample of women and men in engineering, the narrative analysis reveals dynamic changes in women's career adaptability's resources (the 4C's: concern, control, curiosity, and confidence) across specific phases of the lifespan (education, early career, and upper leadership). This study expands our understanding of the role of women's agency in shaping their STEM careers, delineating the specific configurations of career adaptability resources they can deploy to constructively navigate their professional journey. Moreover, because career adaptability changes in response to environmental conditions, this study provides novel insights about the interplay between career adaptability resources and the most relevant contextual factors that support or inhibit women in the pursuit of their career development during each career phase. Overall, our research provides evidence that a lifespan approach to career development is particularly effective in sectors that are still characterized by gender norms. Practical implications are provided for women to help them self-regulate their careers, as well as for educational and organizational policies to help address the underrepresentation of women in the STEM workforce.
{"title":"Women in STEM careers through the lens of career construction theory: A study on females' experiences in persisting in the engineering field","authors":"Bonesso Sara, Bressan Federica","doi":"10.1016/j.jvb.2025.104204","DOIUrl":"10.1016/j.jvb.2025.104204","url":null,"abstract":"<div><div>The persistence of female segregation in many science, technology, engineering, and mathematics (STEM) educational and occupational fields is largely ascribed to gender-specific barriers that women face during their lifespan. Relying on career construction theory, this study aims to increase the understanding of how women in STEM craft and develop their own career over time by attaining leadership positions, in comparison to their male counterparts. In this inductive qualitative research, drawing on career-based interviews on a sample of women and men in engineering, the narrative analysis reveals dynamic changes in women's career adaptability's resources (the 4C's: concern, control, curiosity, and confidence) across specific phases of the lifespan (education, early career, and upper leadership). This study expands our understanding of the role of women's agency in shaping their STEM careers, delineating the specific configurations of career adaptability resources they can deploy to constructively navigate their professional journey. Moreover, because career adaptability changes in response to environmental conditions, this study provides novel insights about the interplay between career adaptability resources and the most relevant contextual factors that support or inhibit women in the pursuit of their career development during each career phase. Overall, our research provides evidence that a lifespan approach to career development is particularly effective in sectors that are still characterized by gender norms. Practical implications are provided for women to help them self-regulate their careers, as well as for educational and organizational policies to help address the underrepresentation of women in the STEM workforce.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"164 ","pages":"Article 104204"},"PeriodicalIF":5.2,"publicationDate":"2025-12-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145732780","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2025-11-24DOI: 10.1016/j.jvb.2025.104195
Kevin Loo , Lauren Kuykendall , Seth Kaplan , Ze Zhu , Christopher W. Wiese
Previous research on commuting and employees' subjective well-being has produced inconsistent findings despite the emphasis on the negative consequences of long and stressful commutes. This study aims to disentangle the complex relationship between commute experiences and domain-specific subjective well-being. Drawing on the conservation of resources theory (COR), the effort-recovery model (ERM), and appraisal theory, we propose an integrative framework that encompasses both positive and negative mechanisms linking commuting to subjective well-being outcomes. We conducted a three-wave study with 570 full-time employees. The results demonstrate negative associations between commute stress and both leisure satisfaction and family satisfaction, mediated by work-personal conflict. In contrast, the results show that enjoyable commutes are associated with reduced work-personal conflict and increased leisure and family satisfaction for individuals with more financial resources. We discuss theoretical implications for commuting literature, COR theory, appraisal theory, and work-nonwork research, along with practical implications and future research directions.
{"title":"Commute experiences & well-being: Exploring positive and negative effects through work-personal conflict","authors":"Kevin Loo , Lauren Kuykendall , Seth Kaplan , Ze Zhu , Christopher W. Wiese","doi":"10.1016/j.jvb.2025.104195","DOIUrl":"10.1016/j.jvb.2025.104195","url":null,"abstract":"<div><div>Previous research on commuting and employees' subjective well-being has produced inconsistent findings despite the emphasis on the negative consequences of long and stressful commutes. This study aims to disentangle the complex relationship between commute experiences and domain-specific subjective well-being. Drawing on the conservation of resources theory (COR), the effort-recovery model (ERM), and appraisal theory, we propose an integrative framework that encompasses both positive and negative mechanisms linking commuting to subjective well-being outcomes. We conducted a three-wave study with 570 full-time employees. The results demonstrate negative associations between commute stress and both leisure satisfaction and family satisfaction, mediated by work-personal conflict. In contrast, the results show that enjoyable commutes are associated with reduced work-personal conflict and increased leisure and family satisfaction for individuals with more financial resources. We discuss theoretical implications for commuting literature, COR theory, appraisal theory, and work-nonwork research, along with practical implications and future research directions.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"164 ","pages":"Article 104195"},"PeriodicalIF":5.2,"publicationDate":"2025-11-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145593451","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2025-11-23DOI: 10.1016/j.jvb.2025.104194
Daphne Xin Hou , Laura K. Kaizer , Sarah J. Schmiege , Molly Cooper , Louis Tay
Vocational interests play a crucial role in educational, organizational, and counseling psychology, influencing important personal and organizational outcomes. Traditionally viewed as stable traits, recent research calls for an integrative approach that considers both innate traits and developmental aspects of interests. Drawing on Self-Determination Theory (SDT; Deci & Ryan, 1985; Ryan & Deci, 2000) and the Joint Model of Interest Formation and Consequence (InFoCo; Xu, 2024), the present study addresses an empirical gap by examining how motivational factors shape vocational interest development. Using latent profile analysis across a working adult sample (N = 672) and a student sample (N = 954), we identify and validate three motivational profiles: Intrinsic Pursuer, Disengaged Pursuer, and Pan-motivated Pursuer. In analyses specific to the working adult sample, our findings further reveal distinct well-being (e.g., positive affect, life satisfaction) and career outcomes (e.g., job satisfaction, career commitment) associated with each profile. Specifically, Intrinsic and Pan-motivated Pursuers reported higher well-being and career outcomes than Disengaged Pursuers. This study contributes to a more comprehensive understanding of vocational interests, highlighting how motivation-driven profiles impact career paths and well-being across different life stages.
职业兴趣在教育、组织和咨询心理学中发挥着至关重要的作用，影响着重要的个人和组织结果。传统上被认为是稳定的特征，最近的研究呼吁一种综合的方法，考虑先天特征和发展方面的兴趣。利用自我决定理论（SDT; Deci &; Ryan, 1985; Ryan &; Deci, 2000）和兴趣形成与结果联合模型（InFoCo; Xu, 2024），本研究通过考察动机因素如何影响职业兴趣发展来解决实证空白。通过对工作成人样本（N = 672）和学生样本（N = 954）的潜在特征分析，我们确定并验证了三种动机特征：内在追求者、脱离追求者和泛动机追求者。在对工作成人样本的具体分析中，我们的发现进一步揭示了与每种特征相关的不同的幸福感（例如，积极影响，生活满意度）和职业成果（例如，工作满意度，职业承诺）。具体来说，内在和泛动机追求者比无投入追求者报告了更高的幸福感和职业成果。本研究有助于更全面地了解职业兴趣，突出了动机驱动的个人资料如何影响不同人生阶段的职业道路和幸福感。
{"title":"The paths to interests: Motivation profiles in interest development","authors":"Daphne Xin Hou , Laura K. Kaizer , Sarah J. Schmiege , Molly Cooper , Louis Tay","doi":"10.1016/j.jvb.2025.104194","DOIUrl":"10.1016/j.jvb.2025.104194","url":null,"abstract":"<div><div>Vocational interests play a crucial role in educational, organizational, and counseling psychology, influencing important personal and organizational outcomes. Traditionally viewed as stable traits, recent research calls for an integrative approach that considers both innate traits and developmental aspects of interests. Drawing on Self-Determination Theory (SDT; <span><span>Deci & Ryan, 1985</span></span>; <span><span>Ryan & Deci, 2000</span></span>) and the Joint Model of Interest Formation and Consequence (InFoCo; <span><span>Xu, 2024</span></span>), the present study addresses an empirical gap by examining how motivational factors shape vocational interest development. Using latent profile analysis across a working adult sample (<em>N</em> = 672) and a student sample (<em>N</em> = 954), we identify and validate three motivational profiles: Intrinsic Pursuer, Disengaged Pursuer, and Pan-motivated Pursuer. In analyses specific to the working adult sample, our findings further reveal distinct well-being (e.g., positive affect, life satisfaction) and career outcomes (e.g., job satisfaction, career commitment) associated with each profile. Specifically, Intrinsic and Pan-motivated Pursuers reported higher well-being and career outcomes than Disengaged Pursuers. This study contributes to a more comprehensive understanding of vocational interests, highlighting how motivation-driven profiles impact career paths and well-being across different life stages.</div></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"164 ","pages":"Article 104194"},"PeriodicalIF":5.2,"publicationDate":"2025-11-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145575632","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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