Pub Date : 2020-01-01DOI: 10.4018/ijhcitp.2020010101
Lea Gregorka, S. Silva, Cândida Silva
Employer branding is a marketing strategy that helps employers stay competitive in their markets. Although it is a concept used for over 20 years, its process and consequences have not yet been fully scrutinized. This study characterizes the employer branding implementation and the employers' perspective on it. By conducting ten semi-structured, in-depth interviews, the authors examine not only how employer branding practices have been applied, but also the role of human resources management in the process and used employee attraction and retention practices. The results suggest that although the employer branding process is not clearly structured, some stages can be identified as common. For that reason, the authors outline a stage divided framework and analyse each one of the identified stages. Furthermore, practical insights are provided about the company's departments roles and link them to the current state of the art. Finally, the authors suggest future investigation in particular stages of employer branding.
{"title":"Employer Branding Practices Amongst the Most Attractive Employers of IT and Engineering Sector","authors":"Lea Gregorka, S. Silva, Cândida Silva","doi":"10.4018/ijhcitp.2020010101","DOIUrl":"https://doi.org/10.4018/ijhcitp.2020010101","url":null,"abstract":"Employer branding is a marketing strategy that helps employers stay competitive in their markets. Although it is a concept used for over 20 years, its process and consequences have not yet been fully scrutinized. This study characterizes the employer branding implementation and the employers' perspective on it. By conducting ten semi-structured, in-depth interviews, the authors examine not only how employer branding practices have been applied, but also the role of human resources management in the process and used employee attraction and retention practices. The results suggest that although the employer branding process is not clearly structured, some stages can be identified as common. For that reason, the authors outline a stage divided framework and analyse each one of the identified stages. Furthermore, practical insights are provided about the company's departments roles and link them to the current state of the art. Finally, the authors suggest future investigation in particular stages of employer branding.","PeriodicalId":54025,"journal":{"name":"International Journal of Human Capital and Information Technology Professionals","volume":"77 1","pages":"1-16"},"PeriodicalIF":1.9,"publicationDate":"2020-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83874248","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-01-01DOI: 10.4018/ijhcitp.2020010105
Ranjit Singh, Bhartrihari Pandiya, C. K. Upadhyay, Manas Singh
This study proposes an IT-Governance framework for the Indian Banking Industry. This research explores the factors predicting customer loyalty in retail banking. The classical SERVQUAL model that captures consumer insight of a service along the five dimensions (reliability, assurance, tangibles, empathy, responsiveness) and is combined with three critical factors of cyber / information security, namely confidentiality, integrity and availability (CIA) to generate a conceptual framework for IT-governance in Indian Banking. A survey with more than 150 respondents was conducted. The study concludes that customers have a moderate to low perception on current Indian banking infrastructure and other dimensions of services quality it provides, while a highly favourable perception of the parameters of information security and hence, it can be leveraged to implement certain critical policies of the government with requires confidentiality and integrity.
{"title":"IT-Governance Framework Considering Service Quality and Information Security in Banks in India","authors":"Ranjit Singh, Bhartrihari Pandiya, C. K. Upadhyay, Manas Singh","doi":"10.4018/ijhcitp.2020010105","DOIUrl":"https://doi.org/10.4018/ijhcitp.2020010105","url":null,"abstract":"This study proposes an IT-Governance framework for the Indian Banking Industry. This research explores the factors predicting customer loyalty in retail banking. The classical SERVQUAL model that captures consumer insight of a service along the five dimensions (reliability, assurance, tangibles, empathy, responsiveness) and is combined with three critical factors of cyber / information security, namely confidentiality, integrity and availability (CIA) to generate a conceptual framework for IT-governance in Indian Banking. A survey with more than 150 respondents was conducted. The study concludes that customers have a moderate to low perception on current Indian banking infrastructure and other dimensions of services quality it provides, while a highly favourable perception of the parameters of information security and hence, it can be leveraged to implement certain critical policies of the government with requires confidentiality and integrity.","PeriodicalId":54025,"journal":{"name":"International Journal of Human Capital and Information Technology Professionals","volume":"15 1","pages":"64-91"},"PeriodicalIF":1.9,"publicationDate":"2020-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77588869","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-01-01DOI: 10.4018/ijhcitp.2020010102
O. Arogundade, B. Ojokoh, M. G. Asogbon, O. W. Samuel, Babatope Sunday Adeniyi
Employee performance appraisal is often considered a core management task in most standard organizations because it could potentially inspire an employee towards the pursuit of organizational goals and objectives. Meanwhile, issues such as delay in appraisal processes, inevitable human error, and emotional status of the appraiser, are common with the traditional appraisal methods. Hence, this research proposes a fuzzy decision-support system based on Henri Fayol's 14 principles of management for the appraisal of employees' performance. A questionnaire consisting of 44 structured questions was designed based on these principles and administered to the employees of Babcock University, Ilisan-Remo, Ogun State, Nigeria. Fuzzy inference system that incorporates Mamdani computational technique was built based on the feedback extracted from the questionnaires, and used for appraising the employee performance. Experimental results show that the proposed system could predict the appraisal status of an employee with 75% accuracy in comparison to the conventional appraisal method.
{"title":"Fuzzy Driven Decision Support System for Enhanced Employee Performance Appraisal","authors":"O. Arogundade, B. Ojokoh, M. G. Asogbon, O. W. Samuel, Babatope Sunday Adeniyi","doi":"10.4018/ijhcitp.2020010102","DOIUrl":"https://doi.org/10.4018/ijhcitp.2020010102","url":null,"abstract":"Employee performance appraisal is often considered a core management task in most standard organizations because it could potentially inspire an employee towards the pursuit of organizational goals and objectives. Meanwhile, issues such as delay in appraisal processes, inevitable human error, and emotional status of the appraiser, are common with the traditional appraisal methods. Hence, this research proposes a fuzzy decision-support system based on Henri Fayol's 14 principles of management for the appraisal of employees' performance. A questionnaire consisting of 44 structured questions was designed based on these principles and administered to the employees of Babcock University, Ilisan-Remo, Ogun State, Nigeria. Fuzzy inference system that incorporates Mamdani computational technique was built based on the feedback extracted from the questionnaires, and used for appraising the employee performance. Experimental results show that the proposed system could predict the appraisal status of an employee with 75% accuracy in comparison to the conventional appraisal method.","PeriodicalId":54025,"journal":{"name":"International Journal of Human Capital and Information Technology Professionals","volume":"1 1","pages":"17-30"},"PeriodicalIF":1.9,"publicationDate":"2020-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"91282006","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-10-01DOI: 10.4018/IJHCITP.2019100101
Christof Gellweiler
If IT projects are to be successful, they must meet business requirements, and they must be efficiently managed. IT projects need methodological skills to manage resources as well as technical capabilities for architectural planning and solution design. Project managers and solution architects represent two highly-qualified leadership roles in IT projects, both of which analyze requirements and both of which are responsible for supplying IT solutions. In predictive IT infrastructure projects, solution architects' technology skills complement project managers' organizational competencies. The combination of those skills improves requirements elicitation that is the key for IT project achievement. Project managers and solution architects closely collect and evaluate requirements and specify the scope in the planning phase. The relationship between these roles is examined by the IT management literature and established practitioner frameworks. Finally, suggestions for collaboration are derived and presented in the IT solution life cycle model.
{"title":"Collaboration of Solution Architects and Project Managers","authors":"Christof Gellweiler","doi":"10.4018/IJHCITP.2019100101","DOIUrl":"https://doi.org/10.4018/IJHCITP.2019100101","url":null,"abstract":"If IT projects are to be successful, they must meet business requirements, and they must be efficiently managed. IT projects need methodological skills to manage resources as well as technical capabilities for architectural planning and solution design. Project managers and solution architects represent two highly-qualified leadership roles in IT projects, both of which analyze requirements and both of which are responsible for supplying IT solutions. In predictive IT infrastructure projects, solution architects' technology skills complement project managers' organizational competencies. The combination of those skills improves requirements elicitation that is the key for IT project achievement. Project managers and solution architects closely collect and evaluate requirements and specify the scope in the planning phase. The relationship between these roles is examined by the IT management literature and established practitioner frameworks. Finally, suggestions for collaboration are derived and presented in the IT solution life cycle model.","PeriodicalId":54025,"journal":{"name":"International Journal of Human Capital and Information Technology Professionals","volume":"66 1","pages":"1-15"},"PeriodicalIF":1.9,"publicationDate":"2019-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83830929","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-10-01DOI: 10.4018/IJHCITP.2019100103
Youngkeun Choi
This study examines the relationship between transformational leadership types and the motivation of software engineers. The author uses full range leadership as a major theory and investigates how transformational leadership types influences the innovative behaviors of software developers by using a mediator of affective organizational commitment. For this, this study surveys 352 software developers working in 35 companies in Korea and analyzes the data using AMOS 24. The results show that charisma, inspirational motivation, intellectual stimulation and individualized consideration increase their affective organizational commitment affecting innovative behaviors positively in turn.
{"title":"How does Leadership Motivate the Innovative Behaviors of Software Developers?","authors":"Youngkeun Choi","doi":"10.4018/IJHCITP.2019100103","DOIUrl":"https://doi.org/10.4018/IJHCITP.2019100103","url":null,"abstract":"This study examines the relationship between transformational leadership types and the motivation of software engineers. The author uses full range leadership as a major theory and investigates how transformational leadership types influences the innovative behaviors of software developers by using a mediator of affective organizational commitment. For this, this study surveys 352 software developers working in 35 companies in Korea and analyzes the data using AMOS 24. The results show that charisma, inspirational motivation, intellectual stimulation and individualized consideration increase their affective organizational commitment affecting innovative behaviors positively in turn.","PeriodicalId":54025,"journal":{"name":"International Journal of Human Capital and Information Technology Professionals","volume":"26 1","pages":"41-54"},"PeriodicalIF":1.9,"publicationDate":"2019-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"73980194","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-10-01DOI: 10.4018/IJHCITP.2019100104
I. Bianchi, R. Sousa, R. Pereira, S. D. Haes
IT governance calls for the definition and implementation of formal mechanisms at the highest level in the organization taking into account structures, processes and relational mechanisms for the creation of business value from IT investments. Several factors can influence IT Governance implementation success. Culture is one of these factors and the one this research will focus on. Seen as probably the most difficult factors to change since it is grounded on practices performed over time, it should receive special attention. This article aims to analyze how culture can influence IT Governance implementation of structure, process and relational mechanisms in the context of higher education. Ten case studies in universities from three different countries: Brazil, Portugal and Netherlands were carried out. The purpose is the identification of relevant differences in IT Governance implementation among organizations from the following cultures: uncertainty avoidance and individualism. This article concludes by presenting key contributions, limitations and future work.
{"title":"The Influence of Culture in IT Governance Implementation: A Higher Education Multi Case Study","authors":"I. Bianchi, R. Sousa, R. Pereira, S. D. Haes","doi":"10.4018/IJHCITP.2019100104","DOIUrl":"https://doi.org/10.4018/IJHCITP.2019100104","url":null,"abstract":"IT governance calls for the definition and implementation of formal mechanisms at the highest level in the organization taking into account structures, processes and relational mechanisms for the creation of business value from IT investments. Several factors can influence IT Governance implementation success. Culture is one of these factors and the one this research will focus on. Seen as probably the most difficult factors to change since it is grounded on practices performed over time, it should receive special attention. This article aims to analyze how culture can influence IT Governance implementation of structure, process and relational mechanisms in the context of higher education. Ten case studies in universities from three different countries: Brazil, Portugal and Netherlands were carried out. The purpose is the identification of relevant differences in IT Governance implementation among organizations from the following cultures: uncertainty avoidance and individualism. This article concludes by presenting key contributions, limitations and future work.","PeriodicalId":54025,"journal":{"name":"International Journal of Human Capital and Information Technology Professionals","volume":"76 1","pages":"55-68"},"PeriodicalIF":1.9,"publicationDate":"2019-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83851984","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-10-01DOI: 10.4018/IJHCITP.2019100102
Robert-Christian Ziebell, J. Albors-Garrigos, K. Schoeneberg, Maria Rosario Perello Marin
As the digitization of HR processes in companies continues to increase, at the same time, the underlying technical basis is also developing at a rapid pace. Electronic human resources (e-HRM) solutions are used to map a variety of HR processes. However, the introduction of such systems has various consequences, which are not only technical but also imply organizational and functional changes within the organization. Additionally, the cloud environment contributes to enhancing e-HRM capabilities and introduces new factors in its adoption. A systematic review of the available literature on the different dimensions of electronic resources management was conducted to assess the current state of research in this field. This review includes topics such as the evolution of e-HRM, its practical application, use of technology, implementation as well as HR analytics. By identifying and reviewing articles under e-HRM, IT technology, and HR journals, it was possible to identify relevant controversial themes and gaps as well as limitations.
{"title":"e-HRM in a Cloud Environment: Implementation and its Adoption: A Literature Review","authors":"Robert-Christian Ziebell, J. Albors-Garrigos, K. Schoeneberg, Maria Rosario Perello Marin","doi":"10.4018/IJHCITP.2019100102","DOIUrl":"https://doi.org/10.4018/IJHCITP.2019100102","url":null,"abstract":"As the digitization of HR processes in companies continues to increase, at the same time, the underlying technical basis is also developing at a rapid pace. Electronic human resources (e-HRM) solutions are used to map a variety of HR processes. However, the introduction of such systems has various consequences, which are not only technical but also imply organizational and functional changes within the organization. Additionally, the cloud environment contributes to enhancing e-HRM capabilities and introduces new factors in its adoption. A systematic review of the available literature on the different dimensions of electronic resources management was conducted to assess the current state of research in this field. This review includes topics such as the evolution of e-HRM, its practical application, use of technology, implementation as well as HR analytics. By identifying and reviewing articles under e-HRM, IT technology, and HR journals, it was possible to identify relevant controversial themes and gaps as well as limitations.","PeriodicalId":54025,"journal":{"name":"International Journal of Human Capital and Information Technology Professionals","volume":"42 1","pages":"16-40"},"PeriodicalIF":1.9,"publicationDate":"2019-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90557387","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-07-01DOI: 10.4018/IJHCITP.2019070103
Youngkeun Choi
A software product line is a new development methodology for the specific needs and a prescribed way. The whole institutionalization of new development methodology involves a transformational leadership and individual self-efficacy to acquire new knowledge and to effectively initiate, launch, and manage SPLs. For this study data was collected from 352 employees in Korean companies through a survey method and uses SPSS 18.0 for hierarchical regression analysis. The results show that charisma, inspirational motivation, intellectual stimulation, and individualized consideration increase their occupational self-efficacy affecting the software product line performance of software developers positively in turn. This is the first study to show leadership type and clearly identify how this leadership type influences software product line performance through self-efficacy. The propositions that this study presents provide conceptual insights for managers who seek to leadership type which increases software product line performance.
{"title":"Transformational Leadership and Occupational Self-Efficacy in Software Product Line Institutionalization","authors":"Youngkeun Choi","doi":"10.4018/IJHCITP.2019070103","DOIUrl":"https://doi.org/10.4018/IJHCITP.2019070103","url":null,"abstract":"A software product line is a new development methodology for the specific needs and a prescribed way. The whole institutionalization of new development methodology involves a transformational leadership and individual self-efficacy to acquire new knowledge and to effectively initiate, launch, and manage SPLs. For this study data was collected from 352 employees in Korean companies through a survey method and uses SPSS 18.0 for hierarchical regression analysis. The results show that charisma, inspirational motivation, intellectual stimulation, and individualized consideration increase their occupational self-efficacy affecting the software product line performance of software developers positively in turn. This is the first study to show leadership type and clearly identify how this leadership type influences software product line performance through self-efficacy. The propositions that this study presents provide conceptual insights for managers who seek to leadership type which increases software product line performance.","PeriodicalId":54025,"journal":{"name":"International Journal of Human Capital and Information Technology Professionals","volume":"15 3","pages":"33-45"},"PeriodicalIF":1.9,"publicationDate":"2019-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.4018/IJHCITP.2019070103","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"72480721","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-07-01DOI: 10.4018/IJHCITP.2019070102
Minwir M. Al-Shammari, N. Y. Khalifa
The purpose of this study is to provide an understanding of the role that transformational leadership plays in innovative work behavior of employees in an IT department of a public organization in Bahrain. An online questionnaire hyperlink was sent to 127 randomly chosen employees. The completed and submitted questionnaires were 98, at a response rate of 77%. Results of the Spearman rank correlation tests indicated that there were significant relationships between transformational factors and employees' innovative behavior, except for the idealized influence factor that showed no significant relationships. Furthermore, the study found significant relationships between innovative behaviors and employee demographic variables (gender and academic qualification). Managers need to react positively to the innovative efforts of employees and provide them with resources and rewards needed for innovation.
{"title":"Transformational Leadership and Innovative Work Behavior in an IT Department of a Public Organization in the Kingdom of Bahrain","authors":"Minwir M. Al-Shammari, N. Y. Khalifa","doi":"10.4018/IJHCITP.2019070102","DOIUrl":"https://doi.org/10.4018/IJHCITP.2019070102","url":null,"abstract":"The purpose of this study is to provide an understanding of the role that transformational leadership plays in innovative work behavior of employees in an IT department of a public organization in Bahrain. An online questionnaire hyperlink was sent to 127 randomly chosen employees. The completed and submitted questionnaires were 98, at a response rate of 77%. Results of the Spearman rank correlation tests indicated that there were significant relationships between transformational factors and employees' innovative behavior, except for the idealized influence factor that showed no significant relationships. Furthermore, the study found significant relationships between innovative behaviors and employee demographic variables (gender and academic qualification). Managers need to react positively to the innovative efforts of employees and provide them with resources and rewards needed for innovation.","PeriodicalId":54025,"journal":{"name":"International Journal of Human Capital and Information Technology Professionals","volume":"51 1","pages":"20-32"},"PeriodicalIF":1.9,"publicationDate":"2019-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77998492","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-07-01DOI: 10.4018/IJHCITP.2019070101
Asbah Shujaat, A. Rashid, Asif Muzaffar
This study provides some clarification and extends literature by investigating the effects of the use of social networking sites by organizational employees on job satisfaction, organizational commitment and employee job performance. A survey was conducted to empirically test the proposed research model consisting of latent constructs: social networking site use, organizational commitment, job satisfaction, and employee job performance. Data of this confirmatory study was collected from 279 employees of various organizations operating in Pakistan. The model was analyzed employing variance-based structure equation modeling. Statistical software was used to assess both measurement and structural models. Results indicate that social networking sites use is not directly associated with employee job performance but with the mediating effects of job satisfaction that is also nested with the mediating effect of organizational commitment. This study is expected to both substantiate existing theories of management, and provide some extensions to social support theory.
{"title":"Exploring the Effects of Social Media Use on Employee Performance: Role of Commitment and Satisfaction","authors":"Asbah Shujaat, A. Rashid, Asif Muzaffar","doi":"10.4018/IJHCITP.2019070101","DOIUrl":"https://doi.org/10.4018/IJHCITP.2019070101","url":null,"abstract":"This study provides some clarification and extends literature by investigating the effects of the use of social networking sites by organizational employees on job satisfaction, organizational commitment and employee job performance. A survey was conducted to empirically test the proposed research model consisting of latent constructs: social networking site use, organizational commitment, job satisfaction, and employee job performance. Data of this confirmatory study was collected from 279 employees of various organizations operating in Pakistan. The model was analyzed employing variance-based structure equation modeling. Statistical software was used to assess both measurement and structural models. Results indicate that social networking sites use is not directly associated with employee job performance but with the mediating effects of job satisfaction that is also nested with the mediating effect of organizational commitment. This study is expected to both substantiate existing theories of management, and provide some extensions to social support theory.","PeriodicalId":54025,"journal":{"name":"International Journal of Human Capital and Information Technology Professionals","volume":"73 1","pages":"1-19"},"PeriodicalIF":1.9,"publicationDate":"2019-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"86031006","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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