Simulation About the Growth of Chinese Firm's Safety Management Capability

Aiming at the deficiency of exterminating measures of Chinese firm safety management, a simulation model of Chinese firm＇s safety management capability based on the organizational learning theory, in which the simulation method of system dynamics is utilized. The level variable and rate variable are designed based on the practical situation and change situation of corresponding variables of firm＇s safety management ca- pability. Simulation firms are built with accident case groups of the oil industry, chemical industry, machine industry, coal mining industry, and weapon industry. Through analyzing the simulation result, the growth law of Chinese firm＇s safety management capability is obtained as follows： the accumulating and the coupling of safety knowledge should be emphasized at the same time; the balance of learning behavior of individual, group and organization should be considered together; different types of Chinese firm should take different safety policies according to their practical situations.

Fostering firm innovativeness:Understanding the sequential relationships between human resource practices,psychological empowerment,innovative work behavior,and firm innovative capability

This study investigated the relationships between human resource(HR)practices,employee psychological empowerment,employee innovative work behavior,and firm innovation capability in the context of the Information and Communication Technology(ICT)sector in Jordan.Employing the Social Exchange Theory(SET)as a guiding framework,this study explored how employee psychological empowerment and innovative work behavior mediated the influence of HR practices on a firm’s innovative capabilities.Drawing on extensive data collected from ICT organizations in Jordan,our analysis had several key findings.A significant positive correlation between HR practices and psychological empowerment was observed.Job design emerged as the most influential factor affecting psychological empowerment,whereas compensation had a weaker impact.Furthermore,we established that psychological empowerment significantly enhanced innovative work behavior,underscoring its role as a catalyst for innovative work behavior within the sector.Finally,our study supported the theory that psychological empowerment influenced a firms’innovation capabilities,emphasizing the pivotal role of employee empowerment in driving firm-level innovation in the Jordanian ICT sector.These findings provide insights for academic and practical audiences,clarifying how HR practices,employee psychological empowerment,and innovative work behavior collectively influenced firm innovation capability within the unique context of the Jordanian ICT sector.