Affect of Employees＇ Activities on Flexibility and Company＇s Controlling

The purpose of this study is to investigate whether and to what extent the employees＇ activities affect flexibility and company＇s controlling during the performance of business processes. Employees＇ activity is monitored using following indicators： team innovation, team skills, goal setting within the team, resource utilization, quality management, sense of teamwork, work commitment and application of company＇s procedures and policies. There are 42 small and medium enterprises （SMEs） in Bosnia and Herzegovina chosen for sample and they have been sent a questionnaire. The questionnaire was answered by 240 employees from 22 companies. During the processing and interpretation of data, the following methods were used： principal component analysis, factor analysis, variance analysis, regression analysis, correlation analysis, t-test and F statistics. After analyzing the survey results, it can be concluded, to a large extent, that the employees＇ activities： team innovation, team skills, goal setting within the team, resource utilization, quality management, sense of teamwork, work commitment and application of company＇s procedures and policies, with the exception of the quality management system, affect the flexibility and company＇s controlling.

Manipulations for Inner Employees＇ Shares

After analyzing 262 corporations when their inner employees＇ shares （IES） become tradable from 1999 to 2003, we find that under-line items and probability of issuing stock dividend are significantly higher for firms with IES than firms without IES. In the two years before IES become tradable, corporations with IES tend to manipulate profit through under-line items and are more probable to issue stock dividend.

Research on Correlation between Employees＇ Heterogeneity Characteristics and R＆D Investment

Using all Chinese firms listed on the stock exchanges during 2007-2012, we examined the influence of employees＇ heterogeneity characteristics on R＆D investment. The empirical result showed that employees＇ educational level and R＆D investment is a significant positive correlation. We also proved the number of technical employee has a positive effect on R＆D.

The Effect of Corporate Social Responsibility on Employees＇ Organizational Commitment in High-tech Enterprises of Jiangsu Province--Based on the Mediating Role of Regulatory Focus

With China＇s rapid economic development, corporate social responsibility （CSR） plays greater impact on its direct stakeholder employees＇ organizational commitment （EOC）. A questionnaire survey was conducted on 426 employees of high-tech enterprises within Jiangsu Province. Multiple regression method was used to test the hypothesis based on the questionnaire reliability and validity analysis. The results show that the four dimensions of CSR including employees responsibility, products responsibility, environment responsibility and charitable responsibility have positive effect on the affective commitment;while the continuance commitment might be more influenced by the environment and charitable responsibility. The regulatory focus plays a moderate effect between CSR and EOC. Promote regulatory focus have positive impact on affective commitment and negative impact on continuance commitment. Defense regulatory focus is just on the opposite.

Revitalization of the Mangistau-Munai Project by the Tuha Oilfield Company -Overseas Petro-employees＇ Sidelights

A group of hard-working and diligent ＂angels＂ abroad In Kazakhstan, a beautiful and oil-rich country 1500 km from Urumchi, Xinjiang, there lives a group of hard-working but happy Chinese petro- employees, who are involved in the construction of China-Kazakhstan oil and gas Silk Road. They are researchers from the Exploration and Production Research Institute of the Tuha Oilfield Company,

A Case Study of Employees＇ Engagement Practice in Corporate Responsibility Program

Organizational corporate social responsibility is a good practice by organizations. Organizations engagement in corporate social responsibility programs may benefit the organization and stakeholders. The focus of this paper is to explore the extent of employees＇ engagement in the organization＇s corporate responsibility programs by utilizing Unerman＇s （2007） stakeholders engagement framework. The main research question is how employees engage themselves in corporate social responsibility programs. This study employs a case study research design approach. The findings have shown that there is empowerment between employees and the management in the corporate social responsibility programs. Their involvement appears from their feedbacks and views in the surveys as well as discussion with regards to corporate responsibility programs. All in all, employees＇ engagement is seen as an important practice in the organization, particularly in planning, implementing, monitoring, and reporting the corporate responsibility program.

Use of cognitive-behavioral career coaching to reduce work anxiety and depression in public employees

BACKGROUND Public employees worldwide are increasingly concerned about work anxiety and depression.Cognitive-behavioral career coaching has emerged as a promising strategy for addressing these mental health disorders,which can negatively impact on a person's overall well-being and performance.AIM To examine whether cognitive-behavioral career coaching reduces work anxiety and depression among Nigerian public employees.METHODS A total of 120 public employees(n=60)suffering from severe anxiety and depression were randomly assigned to the treatment or control groups in this study.Cognitive behavioral coaching was provided twice a week to those in the treatment group,whereas no treatment was given to those in the control group.As part of the study,the Hamilton Anxiety Rating Scales and Beck Depression Inventory were used to collect data.RESULTS Analysis of covariance of the data from participants indicates a significant effect of cognitive-behavioral career coaching on work anxiety and depression.CONCLUSION Insights into the underlying mechanisms by which cognitive behavior career coaching exerts its effects have been gained from this study.Also,the study has gathered valuable data that can inform future practice and guide the development of strategies for supporting mental health at work.

Research on Work-Life Balance of Female Employees

Nowadays,the pace of work and life is accelerating rapidly,accompanied by significant changes in work content and family structure.Enterprises and employees are encountering various pressures and conflicts.Female employees,in particular,are experiencing increasing pressure in both social labor and family affairs,resulting in ongoing conflicts between work and life.Achieving a balance between these two domains is crucial for female employees.This article aims to analyze the influencing factors of work-life balance for female employees and to propose useful strategies to help them improve it.

The Effects of Job Insecurity, Emotional Exhaustion, and Met Expectations on Hotel Employees’ Pro-Environmental Behaviors: Test of a Serial Mediation Model

There are a plethora of empirical pieces about employees’pro-environmental behaviors.However,the extant literature has either ignored or not fully examined various factors(e.g.,negative or positive non-green workplace factors)that might affect employees’pro-environmental behaviors.Realizing these voids,the present paper proposes and tests a serial mediation model that examines the interrelationships of job insecurity,emotional exhaustion,met expectations,and proactive pro-environmental behavior.We used data gathered from hotel customer-contact employees with a time lag of one week and their direct supervisors in China.After presenting support for the psychometric properties of the measures via confirmatory analysis in LISREL 8.30,the abovementioned linkages were gauged using the PROCESS plug-in for statistical package for social sciences.The findings delineated support for the hypothesized associations.Specifically,emotional exhaustion and met expectations partly mediated the effect of job insecurity on proactive pro-environmental behavior.More importantly,emotional exhaustion and met expectations serially mediated the influence of job insecurity on proactive pro-environmental behavior.These findings have important theoretical implications as well as significant implications for diminishing job insecurity,managing emotional exhaustion,increasing met expectations,and enhancing ecofriendly behaviors.

Making Sense of Anything thru Analytics: Employees Provident Fund (EPF)

Employees Provident Fund (EPF) has always been a hot topic, from the previous Government permitted “withdrawals” during the pandemic to the present Government disallowing further withdrawals (afraid it would lead to a financial crisis) and allowing emergency loans through an EPF collateral agreement. The latter used median studies to “contribute” MYR 500 to EPF members with less than RM 10,000 in their accounts. Baffled/bewildered by the current Government’s generosity and highlighted in this paper, I used Monte Carlo simulation, a method used by analysts when determining the size of a client’s portfolio to support their desired retirement lifestyle, to establish a reference-type table displaying ideal savings when reaching 50. The Government could use the table mentioned above to give more meaningful contributions to EPF members, apart from EPF active and inactive members, knowing where they stand concerning their current EPF savings.

Research on Accounting Issues of the Pension Insurance Fund for Urban Employees

Pension insurance is a vital component of China's social security system,ensuring the welfare of the general publie.This study centers on the revenue and expenses of City S's urban employee basic pension insurance fund.It introduces and analyzes the fund's accounting status from four key perspectives:fund raising.expenditure,financial statement system,and accounting information disclosure.The research identifes existing problems in City S's accounting system and conducts in-depth research on these issues.Furthermore,an empirical analysis is conducted on the management of the pension insurance fund.Through this empirical study,the paper aims to offer insights and recommendations for promoting stable and healthy development measures for City S'8 urban employee basic pension insurance fund.

Management Practices:Shaping Employee Satisfaction and Commitment in Large German Companies

The rapid evolution of the political,economic,and social landscape has generated increased interest in understanding the contextual application of management styles and behaviours toward employees.In this context,organizations must comprehend and assess employee satisfaction to enhance productivity and realize their strategic and economic goals.Therefore,this study aims to investigate the prevailing and significant management behaviours toward employees in large German companies and their impact on employee satisfaction and job commitment.To achieve the research objective,the study will employ a qualitative method to explore management behaviours toward employees.Data were collected through interviews with randomly selected managers from different companies and departments.The study aims to uncover discrepancies or variations in employee expectations regarding management behaviour.The findings will provide a better understanding of the most prevalent and significant management behaviours toward employees in large German companies and their impact on employee satisfaction and job commitment.The results will be valuable to management in adopting suitable leadership styles and improving employee satisfaction,leading to increased productivity and organizational performance.The research will contribute to the existing body of knowledge in the field of management and human resource management by providing insights into the impact of management behaviours on employees.It will also offer recommendations to management on how to enhance employee satisfaction and job commitment,leading to improved organizational performance.In conclusion,this study will investigate the prevailing management behaviours toward employees in large German companies and their impact on employee satisfaction and job commitment.

The Effect of Normative Expectations on Employees＇ Intrinsic Interest in Creativity： Is There also a Mediating Mechanism？

As the core element of a firm＇s innovation capabilities and the source of firm growth, increasing employee creativity is a primary goal of organizations. Based on social cognitive theory, role theory, and creativity theory, this paper investigates the relationship between perception of normative expectations and employees＇ intrinsic interest in creativity, as well as explores the role of self-efficacy in this relationship. We use data from a survey questionnaire of 2,035 employees from 185 firms in different geographic locations across China. Our empirical findings reveal that when employees perceive a normative expectation coming from leaders, family or customers, coupled with the fear of failing to satisfy the expectations of those referent groups, it positively and significantly affects their intrinsic interest in creativity. In addition, self-efficacy not only positively and significantly affects employees＇ intrinsic interest in creativity, but also plays a partially mediating role in the relationship between the perception of expectation and employees＇ intrinsic interest in creativity.

Organizational Environment and Work Satisfaction of the Employees of Hitachi Chemical Montemorelos Nuevo Leon México

This study seeks to answer one question： The quality level of organizational environment. Is it an indicator of the workplace satisfaction level, according to the perception of Hitachi Chemical employees in Montemorelos, Nuevo León, México？ This study＇s design is both explanatory and cross-sectional. The sample size was composed of 143 Hitachi Chemical employees of Montemorelos, Nuevo León, México. For the data collection, two instruments were used： the first instrument was used to measure the quality of organizational climate and the second was focused on measuring the workplace satisfaction level. As a result, the level of organizational climate quality is in fact a predictor of workplace satisfaction of Hitachi Chemical employees. After the regression analysis, it was found that the variable, level of organizational climate, explained a 71.4% variance in the dependent variable, work satisfaction. It was determined that organizational climate is a strong predictor of work satisfaction perceived by employees of Hitachi Chemicals, Montemorelos, Nuevo León, México. It can be established that the greater the levels of organizational climate experienced by the employees, the greater the level of work satisfaction will be.

Coping Strategies Adopted by Construction Employees to Deal with the Causes and Effects of Occupational Psychological Disorders: A Study in Ghana

Coping strategies adopted to deal with psychological health issues could have influences on the general health, productivity and task performance of the employee. This study sought to investigate the coping strategies adopted by construction employees to deal with the causes and effects of occupational psychological disorders such as burnout and workaholism. To achieve this aim, the methods of focus group discussions were first employed. A total of 16 semi-structured focus group discussions were held in Ghana, with 90 construction employees. The focus group study revealed 25 coping strategies adopted as efforts to mitigate the causes and 22 coping strategies adopted as responses to moderate the effects of occupational psychological disorders. A quantitative study involving 150 construction professionals and 150 construction trade workers were also conducted in Ghana to investigate the coping strategies that were highly adopted by the two construction working groups. The findings from the study revealed that the construction professionals adopted delegating complicated tasks and seeking medical attention as the most common coping strategies to manage the causes and effects respectively. The construction trade workers were also revealed to adopt withdrawing from work duties or changing jobs and taking in more caffeinated drinks as the most common coping strategies to manage the causes and effects respectively. Exploratory factor analysis was employed, and the findings were put into the main constructs. The causes focused coping strategies were categorized under avoidance, alteration, adaptation, and acceptance. The effects focused coping strategies were also categorized under healthy and unhealthy coping strategies. This study recommends appropriate coping strategies and interventions in the construction industry such as education of construction personnel on the consequences of various coping strategies.

Exploring Personal Factors That Might Influence the Vulnerability of Construction Employees to Occupational Psychological Disorders

Personal factors could act as intervening variables between the causes and effects of psychological health conditions of employees. This study focused on six personal intervening factors that were associated with the risks of occupational psychological disorders namely: low self-esteem, negative personality trait, unproductive core beliefs, poor self-concept evaluation on performance, poor relationship with others and poor time management skills. An investigation on the level of severity of these personal intervening factors was conducted involving 150 construction professionals and 150 construction trade workers, who were purposively selected in Ghana. The personal factors that were found to be prevalent among the construction employees were low self-esteem and poor time management skills. Correlation analysis and regression analysis were used to determine the relationships between the personal intervening factors and demographic factors such as the age, educational levels and marital status of the research participants. The results of the study indicated that the age and marital status of the respondents had no significant relationship with any of the personal intervening factors. Personal factors such as personality trait and relationship with others also had no relation with any of the demographic factors analyzed. The educational level of the respondents, however, had a significant relationship with the factors of self-esteem, productive core beliefs, self-evaluation on performance and time management skills. An independent two-sample T-test was used to compare the means of the factors with significant relations. This study revealed that construction employees who were highly educated had better self-esteem and time management skills than those who were less educated. The findings from this study broaden the view of moderators on influential sources of psychological health conditions of employees.

Chinese employees＇ leadership preferences and the relationship with power distance orientation and core self-evaluation

Informed by implicit leadership theories, this study investigates contemporary Chinese employees＇ preferences for paternalistic leadership （including three components： moral leadership, benevolent leadership and authoritarian leadership） and transformational leadership. It further examines the relationship between power distance orientation, core self-evaluation （CSE） and leadership preferences. The study finds that contemporary Chinese employees most prefer moral leadership, but are also highly receptive to transformational leadership. They prefer authoritarian leadership least. Moreover, preferences for authoritarian leadership are predicated on followers＇ power distance orientation. However, the opposite is true for moral leadership. CSE is positively related to followers＇ preference for authoritarian leadership, benevolent leadership and transformational leadership, but not except for moral leadership. A positive interaction effect is found between power distance orientation and CSE with regard to authoritarian leadership preference. The theoretical and practical implications of the findings are discussed.

Psychological Influence Factors Analysis of the New Generation Employees’ Moral Choices from the Perspective of Cognitive Neurology

At present,the academic researches on moral choices focus mainly on the individuals’external behaviors,without fully considering the influences of the individuals’internal psychological factors.Based on the model of complete information static games in the Non-cooperative Game theory,the present research has designed a“Red and Blue Experiment”to explore the psychological influencing factors of the new generation employees’moral choices.The research has conducted psychoanalysis on the new generation employees through experiments and interviews with 118 data sources,and concluded the characteristics in relation to the different stages of psychological processes and moral choices of the experimental population.Through comparative analysis,it is found that:the psychological factors,such as trust,doubt,and guilt will influence the new generation employees’moral choices,guiding them to make choices,such as risk aversion and mutual benefit and win-win,in the process.Additionally,the research has also provided effective scientific evidence for the new generation employees’mental health development and career planning.

Effects of Job Burnout on Employees Satisfaction in Selected Health Service Sector in Southwestern Nigeria

This paper examined the effects of job burnout on job satisfaction among selected health service employees in Southwestern Nigeria. The issue of job burnout has been researched, with limited attention to the health service employees in Southwestern Nigeria. The state of health of the people is vital to the survival of any economy as well as the development of any Nation. Data were obtained from the administration of questionnaires to 400 employees who were Doctors, Nurses, Pharmacists & Administrators with permanent employees’ status. Multiple regression was used to analyze the data. Major causes of burnout discovered include emotional exhaustion, depersonalisation while personal achievement increases employee job satisfaction. Results of the study showed that insufficient motivation, low organisational support and high job demand could lead to job burnout. The study revealed an inverse relationship between job burnout and employee satisfaction which makes them to perform below expectations. The study concluded that since job burnout inhibits performance and manifests significantly in their service delivery, employers should put policies in place to mitigate it.