Pub Date : 2022-03-02DOI: 10.1080/01608061.2022.2043218
Hanna Vance, Valdeep Saini, Emily L. Guertin
ABSTRACT The Performance Diagnostic Checklist – Human Services (PDC-HS) is a functional assessment tool used in the field of Organizational Behavior Management (OBM) to assess reasons for employee performance problems and inform intervention development. There are two aspects of the intervention-selection process that could inhibit the objectivity and utility of the tool, particularly for practitioners with limited experience conducting the assessment. Proposed refinements to address these drawbacks include (a) identifying a cutoff threshold to objectively identify the categories requiring intervention based on the PDC-HS outcome, and (b) developing decision-making models to identify a single category that should be the focus of intervention. A between-groups design was used to evaluate the degree to which access to components of these proposed refinements resulted in appropriate intervention selections when practitioners in the field were presented with scenarios derived from published case studies. Binary logistic regressions indicated that practitioners with refinement access were 4.97 times more likely to select the most appropriate category for intervention, relative to those who did not have access to the refinements (p < .001, 95% OR CI [2.38,10.41]). Secondary analyses indicated variables such as certification level and experience in organizational behavior management did not significantly influence the selection of an appropriate category for intervention. Preliminary findings suggest that future applications of the PDC-HS, particularly as it relates to the intervention-selection process, may benefit from the supplemented refinements.
绩效诊断检查表-人力服务(PDC-HS)是组织行为管理(OBM)领域中用于评估员工绩效问题原因并为干预开发提供信息的功能评估工具。干预选择过程的两个方面可能会抑制工具的客观性和实用性，特别是对于进行评估的经验有限的从业人员。针对这些缺陷提出的改进包括(a)确定一个截止阈值，以客观地根据PDC-HS结果确定需要干预的类别，以及(b)开发决策模型，以确定应该作为干预重点的单一类别。当向该领域的从业者展示来自已发表的案例研究的情景时，使用组间设计来评估访问这些拟议改进的组成部分导致适当干预选择的程度。二元逻辑回归表明，与那些没有获得细化的从业者相比，有细化途径的从业者选择最合适的干预类别的可能性要高4.97倍(p < 0.001, 95% OR CI[2.38,10.41])。二次分析表明，认证水平和组织行为管理经验等变量对适当干预类别的选择没有显著影响。初步研究结果表明，PDC-HS的未来应用，特别是与干预选择过程有关的应用，可能受益于补充的改进。
{"title":"A preliminary investigation of procedural refinements to the performance diagnostic checklist - human services","authors":"Hanna Vance, Valdeep Saini, Emily L. Guertin","doi":"10.1080/01608061.2022.2043218","DOIUrl":"https://doi.org/10.1080/01608061.2022.2043218","url":null,"abstract":"ABSTRACT The Performance Diagnostic Checklist – Human Services (PDC-HS) is a functional assessment tool used in the field of Organizational Behavior Management (OBM) to assess reasons for employee performance problems and inform intervention development. There are two aspects of the intervention-selection process that could inhibit the objectivity and utility of the tool, particularly for practitioners with limited experience conducting the assessment. Proposed refinements to address these drawbacks include (a) identifying a cutoff threshold to objectively identify the categories requiring intervention based on the PDC-HS outcome, and (b) developing decision-making models to identify a single category that should be the focus of intervention. A between-groups design was used to evaluate the degree to which access to components of these proposed refinements resulted in appropriate intervention selections when practitioners in the field were presented with scenarios derived from published case studies. Binary logistic regressions indicated that practitioners with refinement access were 4.97 times more likely to select the most appropriate category for intervention, relative to those who did not have access to the refinements (p < .001, 95% OR CI [2.38,10.41]). Secondary analyses indicated variables such as certification level and experience in organizational behavior management did not significantly influence the selection of an appropriate category for intervention. Preliminary findings suggest that future applications of the PDC-HS, particularly as it relates to the intervention-selection process, may benefit from the supplemented refinements.","PeriodicalId":51667,"journal":{"name":"Journal of Organizational Behavior Management","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2022-03-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44804246","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 : 2022-01-30DOI: 10.1080/01608061.2022.2029798
Nicholas L. Weatherly
{"title":"Comments on the Ethics of Organizational Behavior Management","authors":"Nicholas L. Weatherly","doi":"10.1080/01608061.2022.2029798","DOIUrl":"https://doi.org/10.1080/01608061.2022.2029798","url":null,"abstract":"","PeriodicalId":51667,"journal":{"name":"Journal of Organizational Behavior Management","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2022-01-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47530719","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 : 2022-01-30DOI: 10.1080/01608061.2022.2032532
Terry McSween
{"title":"Reflections on Ethics and Licensure in OBM","authors":"Terry McSween","doi":"10.1080/01608061.2022.2032532","DOIUrl":"https://doi.org/10.1080/01608061.2022.2032532","url":null,"abstract":"","PeriodicalId":51667,"journal":{"name":"Journal of Organizational Behavior Management","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2022-01-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49199762","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 : 2022-01-27DOI: 10.1080/01608061.2022.2029796
D. Hantula
{"title":"The Code is Irrelevant: Organizational Behavior Management is not Applied Behavior Analysis","authors":"D. Hantula","doi":"10.1080/01608061.2022.2029796","DOIUrl":"https://doi.org/10.1080/01608061.2022.2029796","url":null,"abstract":"","PeriodicalId":51667,"journal":{"name":"Journal of Organizational Behavior Management","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2022-01-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41313752","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 : 2022-01-27DOI: 10.1080/01608061.2022.2029797
Douglas A. Johnson, C. M. Johnson
ABSTRACT Both business and behavior can be understood through the lens of variation and selection, with adaptive approaches prospering and other approaches perishing. The Handbook of Organizational Performance: Foundations and Advances series seeks to lay out the groundwork and direction for our field to prosper, as understood by many expert contributors in the field of organizational behavior management. Other worthwhile directions beyond the series are also noted, all guided by the notion that a science of behavior is not only possible, but also a critical missing component from the typical understanding of how to best operate a business so that it survives.
{"title":"Revisiting the Past and Selecting for the Future: An Introduction to Handbook of Organizational Performance: Foundations and Advances","authors":"Douglas A. Johnson, C. M. Johnson","doi":"10.1080/01608061.2022.2029797","DOIUrl":"https://doi.org/10.1080/01608061.2022.2029797","url":null,"abstract":"ABSTRACT Both business and behavior can be understood through the lens of variation and selection, with adaptive approaches prospering and other approaches perishing. The Handbook of Organizational Performance: Foundations and Advances series seeks to lay out the groundwork and direction for our field to prosper, as understood by many expert contributors in the field of organizational behavior management. Other worthwhile directions beyond the series are also noted, all guided by the notion that a science of behavior is not only possible, but also a critical missing component from the typical understanding of how to best operate a business so that it survives.","PeriodicalId":51667,"journal":{"name":"Journal of Organizational Behavior Management","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2022-01-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48909994","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 : 2022-01-17DOI: 10.1080/01608061.2022.2027319
J. Luiselli, R. Gardner, F. Bird, Helena Maguire, Jill M. Harper
ABSTRACT Principles and applications of organizational behavior management (OBM) can be incorporated within human services settings to promote applied research that contributes to client outcomes, employee performance, systems development, and other value-added benefits. We describe organizational strategies for building a program of research and dissemination focused on (a) leadership direction and support, (b) assessment of barriers (competing contingencies) to research, (c) integration of research with routine service delivery, (d) formation of research teams, (e) oversight by a research review committee, (f) research training, supervision, and mentorship, (g) incentivizing research participation among employees, and (h) organizational research ethics. Steps and recommendations for implementing these strategies are presented.
{"title":"Organizational behavior management in human services settings: Conducting and disseminating research that improves client outcomes, employee performance, and systems development","authors":"J. Luiselli, R. Gardner, F. Bird, Helena Maguire, Jill M. Harper","doi":"10.1080/01608061.2022.2027319","DOIUrl":"https://doi.org/10.1080/01608061.2022.2027319","url":null,"abstract":"ABSTRACT Principles and applications of organizational behavior management (OBM) can be incorporated within human services settings to promote applied research that contributes to client outcomes, employee performance, systems development, and other value-added benefits. We describe organizational strategies for building a program of research and dissemination focused on (a) leadership direction and support, (b) assessment of barriers (competing contingencies) to research, (c) integration of research with routine service delivery, (d) formation of research teams, (e) oversight by a research review committee, (f) research training, supervision, and mentorship, (g) incentivizing research participation among employees, and (h) organizational research ethics. Steps and recommendations for implementing these strategies are presented.","PeriodicalId":51667,"journal":{"name":"Journal of Organizational Behavior Management","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2022-01-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44068117","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 : 2022-01-04DOI: 10.1080/01608061.2021.2019168
Anna Schulz, David A. Wilder
ABSTRACT Previous research has demonstrated that a minimum ratio of 5 affirmative to 1 constructive interactions is correlated with successful long-term intimate relationships, and similar (i.e., 4:1) ratios have been suggested in the context of supervisory relationships in employment settings. However, research has yet to examine methods of increasing interactional ratios to achieve such levels. In the current study, we analyzed the effects of task clarification and, if necessary, self-monitoring on ratios of affirmative to constructive feedback statements made by three supervisors of direct care staff during in-situ supervision at an early intensive behavioral intervention clinic. Results show that two supervisors achieved the criterion for ratios of affirmative to constructive statements with task clarification, while the third participant required self-monitoring to achieve the criterion. A social validity measure indicated that both supervisors and direct care staff members approved of the procedures and the outcome of the study.
{"title":"The Use of Task Clarification and Self-Monitoring to Increase Affirmative to Constructive Feedback Ratios in Supervisory Relationships","authors":"Anna Schulz, David A. Wilder","doi":"10.1080/01608061.2021.2019168","DOIUrl":"https://doi.org/10.1080/01608061.2021.2019168","url":null,"abstract":"ABSTRACT Previous research has demonstrated that a minimum ratio of 5 affirmative to 1 constructive interactions is correlated with successful long-term intimate relationships, and similar (i.e., 4:1) ratios have been suggested in the context of supervisory relationships in employment settings. However, research has yet to examine methods of increasing interactional ratios to achieve such levels. In the current study, we analyzed the effects of task clarification and, if necessary, self-monitoring on ratios of affirmative to constructive feedback statements made by three supervisors of direct care staff during in-situ supervision at an early intensive behavioral intervention clinic. Results show that two supervisors achieved the criterion for ratios of affirmative to constructive statements with task clarification, while the third participant required self-monitoring to achieve the criterion. A social validity measure indicated that both supervisors and direct care staff members approved of the procedures and the outcome of the study.","PeriodicalId":51667,"journal":{"name":"Journal of Organizational Behavior Management","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2022-01-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42151235","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 : 2022-01-02DOI: 10.1080/01608061.2022.2044241
David A. Wilder
Issue 1 of Volume 42 includes four interesting manuscripts! First, in a manuscript that will also appear as a chapter in the upcoming book Handbook of Organizational Performance: Foundations and Advances, edited by Drs. Doug Johnson and Carl Johnson, Dale Brethower et al. provide a fascinating history of organizational behavior management (OBM). Unfortunately, this is Dr. Brethower’s last contribution to the Journal of Organizational Behavior Management (JOBM), as he recently passed away. Dr. Brethower was an emeritus professor of Psychology at Western Michigan University. He was also a founder of the Organizational Behavior Management Network (OBMN) and received that organization’s Lifetime Achievement Award. His contributions to the Journal of Organizational Behavior Management and the discipline of OBM will be missed. Rest in peace, Dale. Next, Cymbal et al. report on variables that predict turnover and staff satisfaction in agencies providing behavior analytic services. The authors examined large quantities of data to identify a few variables that correlated with staff turnover, including (you guessed it), pay. There were some surprises too though, including an interesting relationship between staff satisfaction and the satisfaction of the client’s caregivers. These data may help agencies providing behavior analytic services focus on turnover prevention strategies. Vladescu et al. report on a comparison of video modeling and computerbased instruction to teach staff members to implement a preference assessment procedure. Both of these procedures are advantageous to train staff in that they do not require in-person instruction. Both procedures have disadvantages too. The results of the study are quite interesting! Finally, Choi and Johnson describe some common antecedent strategies in OBM, with a focus on goal setting, task clarification, and job aids. Antecedent strategies have some distinct advantages over consequence-based OBM interventions. The authors of this manuscript do a nice job of describing these advantages, highlighting disadvantages, and suggesting when these interventions might be most appropriate to use. A special section or issue of JOBM on Supervision is planned for Volume 42. Manuscripts will cover a variety of aspects of supervision, including the effects of the frequency and quality of supervision, comparisons of supervision models, evaluations of effective supervision structure and components, and JOURNAL OF ORGANIZATIONAL BEHAVIOR MANAGEMENT 2022, VOL. 42, NO. 1, 1–2 https://doi.org/10.1080/01608061.2022.2044241
第42卷第1期包括四个有趣的手稿!首先，在即将出版的《组织绩效手册:基础与进步》(Handbook of Organizational Performance: Foundations and Advances)一书中，有一份手稿将作为章节出现。Doug Johnson和Carl Johnson, Dale Brethower等人提供了组织行为管理(OBM)的迷人历史。不幸的是，这是Brethower博士在《组织行为管理杂志》(JOBM)上的最后一篇文章，因为他最近去世了。Brethower博士是西密歇根大学(Western Michigan University)心理学名誉教授。他也是组织行为管理网络(OBMN)的创始人之一，并获得了该组织的终身成就奖。他对《组织行为管理杂志》和OBM学科的贡献将被怀念。安息吧，戴尔。接下来，Cymbal等人报告了在提供行为分析服务的机构中预测离职率和员工满意度的变量。作者分析了大量数据，找出了几个与员工流动率相关的变量，包括(你猜对了)薪酬。但也有一些惊喜，包括员工满意度和客户护理人员满意度之间的有趣关系。这些数据可以帮助提供行为分析服务的机构专注于预防离职策略。Vladescu等人报告了视频建模和计算机教学的比较，以教导工作人员实施偏好评估程序。这两种程序都有利于培训员工，因为它们不需要亲自指导。这两种方法都有缺点。这项研究的结果非常有趣!最后，Choi和Johnson描述了OBM中一些常见的先行策略，重点是目标设定、任务澄清和工作辅助。与基于结果的OBM干预相比，先行策略具有一些明显的优势。这份手稿的作者很好地描述了这些优点，突出了缺点，并建议何时使用这些干预措施是最合适的。计划在第四十二卷中为《约翰·约翰杂志》关于监督的特别章节或专刊。论文将涵盖监督的各个方面，包括监督频率和质量的影响，监督模式的比较，有效监督结构和组成部分的评估，《组织行为管理杂志》2022年第42卷第1期。1,1 - 2 https://doi.org/10.1080/01608061.2022.2044241
{"title":"Volume 42 Issue 1 of the Journal of Organizational Behavior Management","authors":"David A. Wilder","doi":"10.1080/01608061.2022.2044241","DOIUrl":"https://doi.org/10.1080/01608061.2022.2044241","url":null,"abstract":"Issue 1 of Volume 42 includes four interesting manuscripts! First, in a manuscript that will also appear as a chapter in the upcoming book Handbook of Organizational Performance: Foundations and Advances, edited by Drs. Doug Johnson and Carl Johnson, Dale Brethower et al. provide a fascinating history of organizational behavior management (OBM). Unfortunately, this is Dr. Brethower’s last contribution to the Journal of Organizational Behavior Management (JOBM), as he recently passed away. Dr. Brethower was an emeritus professor of Psychology at Western Michigan University. He was also a founder of the Organizational Behavior Management Network (OBMN) and received that organization’s Lifetime Achievement Award. His contributions to the Journal of Organizational Behavior Management and the discipline of OBM will be missed. Rest in peace, Dale. Next, Cymbal et al. report on variables that predict turnover and staff satisfaction in agencies providing behavior analytic services. The authors examined large quantities of data to identify a few variables that correlated with staff turnover, including (you guessed it), pay. There were some surprises too though, including an interesting relationship between staff satisfaction and the satisfaction of the client’s caregivers. These data may help agencies providing behavior analytic services focus on turnover prevention strategies. Vladescu et al. report on a comparison of video modeling and computerbased instruction to teach staff members to implement a preference assessment procedure. Both of these procedures are advantageous to train staff in that they do not require in-person instruction. Both procedures have disadvantages too. The results of the study are quite interesting! Finally, Choi and Johnson describe some common antecedent strategies in OBM, with a focus on goal setting, task clarification, and job aids. Antecedent strategies have some distinct advantages over consequence-based OBM interventions. The authors of this manuscript do a nice job of describing these advantages, highlighting disadvantages, and suggesting when these interventions might be most appropriate to use. A special section or issue of JOBM on Supervision is planned for Volume 42. Manuscripts will cover a variety of aspects of supervision, including the effects of the frequency and quality of supervision, comparisons of supervision models, evaluations of effective supervision structure and components, and JOURNAL OF ORGANIZATIONAL BEHAVIOR MANAGEMENT 2022, VOL. 42, NO. 1, 1–2 https://doi.org/10.1080/01608061.2022.2044241","PeriodicalId":51667,"journal":{"name":"Journal of Organizational Behavior Management","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2022-01-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41710840","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 : 2021-12-16DOI: 10.1080/01608061.2021.2014380
Daniel Cymbal, David A. Wilder, Nelmar Cruz, Grant Ingraham, Mary Llinas, Ronald J. Clark, Marissa E. Kamlowsky
ABSTRACT In behavior analytic research, procedural integrity refers to the extent to which the independent variable is implemented as described. Collecting and reporting data on procedural integrity are important for assessing the internal validity of a study; it assists in verifying that the independent variable, and not an extraneous variable, is responsible for intervention effects. Previous research suggests that data on procedural integrity are infrequently reported in behavior analytic studies. In organizational behavior management in particular, no recent evaluation of the reporting of data on procedural integrity exists. In the current study, we examined all empirical articles published in the Journal of Organizational Behavior Management (JOBM) from 2000 to 2020 to examine reporting of data on procedural integrity. We found that only 23.7% of studies reported these data. Furthermore, we found that 43.8% of studies appear to be at high risk, meaning they included multiple person-implemented intervention components and no measure of procedural integrity. We conclude by offering some possible reasons as to why the number of JOBM studies reporting these data is so low and by suggesting some ways to increase the collection and reporting of procedural integrity data.
{"title":"Procedural Integrity Reporting in the Journal of Organizational Behavior Management (2000–2020)","authors":"Daniel Cymbal, David A. Wilder, Nelmar Cruz, Grant Ingraham, Mary Llinas, Ronald J. Clark, Marissa E. Kamlowsky","doi":"10.1080/01608061.2021.2014380","DOIUrl":"https://doi.org/10.1080/01608061.2021.2014380","url":null,"abstract":"ABSTRACT In behavior analytic research, procedural integrity refers to the extent to which the independent variable is implemented as described. Collecting and reporting data on procedural integrity are important for assessing the internal validity of a study; it assists in verifying that the independent variable, and not an extraneous variable, is responsible for intervention effects. Previous research suggests that data on procedural integrity are infrequently reported in behavior analytic studies. In organizational behavior management in particular, no recent evaluation of the reporting of data on procedural integrity exists. In the current study, we examined all empirical articles published in the Journal of Organizational Behavior Management (JOBM) from 2000 to 2020 to examine reporting of data on procedural integrity. We found that only 23.7% of studies reported these data. Furthermore, we found that 43.8% of studies appear to be at high risk, meaning they included multiple person-implemented intervention components and no measure of procedural integrity. We conclude by offering some possible reasons as to why the number of JOBM studies reporting these data is so low and by suggesting some ways to increase the collection and reporting of procedural integrity data.","PeriodicalId":51667,"journal":{"name":"Journal of Organizational Behavior Management","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2021-12-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41567976","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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