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.

Effect of Employees’ Pay-performance Sensitivity on Future Firm Performance: Evidence from State-owned Listed Enterprises in China over 2007-2015

Taking a balanced panel data consisting of 4365 firm-year observations drawn from the listed state-owned enterprises in Shanghai and Shenzhen Stock Exchange over 2007-2015 as the research sample,the paper examines the effect of the employees’pay-performance sensitivity(PPS)on the future firm performance from the two competing perspectives of“incentive effect”and“risk-aversion effect”,adopting the method of multiple regression analysis based on OLS and applying the SPSS23 as the data processing tool.Theoretical analysis and empirical results demonstrate that there is a positive link between the employees’PPS and the future firm performance.To improve the employees’PPS can stimulate the engagement of the employees,improve their working quality,enrich their workplace innovative behavior,and further lead to higher future firm performance.Meanwhile,the positive effect of the employees’PPS on the future firm performance is,on average,lower than that of the top executives’PPS on the future firm performance.Implications of the findings are provided in the end.

Analysis on the Effective Management and Enterprise Value Based on Employee and Customer Value

Value is the internal driving force for any corporate to obtain profits. The key issue of making profit lies on whether the corporate can truly appreciate the needs and combination of stakeholders＇ value, and establish a successful management of value exchange system. This paper starts with the theories of the employee and customer value measurement and management, followed by the value exchange system of employee-customer-organization. Therefore, it explains the status and role of employee-customer-organization in terms of value exchange. This work concludes that customers＇ satisfaction is determined by employees＇ satisfaction, and on that basis, customers would provide the promoted value to the organization.

Research on the Enterprise Management and Employee Incentive Mechanism under the Environment of Enterprise Social Networks

In this paper, we conduct research on the enterprise management and the related employee incentive mechanism under the environment of enterprise social networks. As the sharp change in the environment, the enterprise how to win the competitive advantage for a long time which caused many strategic management thinking, to promote the new development of the theory of the strategic management. Our designed mechanism will enhance the management activities and promote the general value of the employees which has significant meanings.

Enterprise employees voluntarily delay retirement policy research

China＇s demographic dividend from the new millennium will gradually disappear.In 2012, our country＇s workforce has entered into a net reduction, It＇s high time to put forward delay retirement policy.This article analyzes the present situation and problems of the retirement age system, and also analyzes the necessity and importance of delaying enterprise staffs retirement age, thus put forward to promote enterprise employees voluntarily delay retirement policy.

Study on the Turnover and Job Mobility of the State-owned Enterprise Employees in China

This study focuses on such relevant factors that can influence employees＇ turnover decision in state-owned enterprise of China as the wages, work pressure, relevant industry working conditions, job duties related to moving to other industries, and management. This research shows that the employees correct their expectations to the current job and other jobs in the industry on the basis of their initial work experience, which finally affects their turnover decision. In addition, the study also reveals that the turnover caused by the difference of wages, and the management reasons can make the employees completely leave the state-owned enterprises.

The Investigation of Jordanian Education Ministry Employees’ Attitude toward the Using of Cloud ERP

ERP systems have become an optimal solution for companies to perform their works with maximum advantages of Enterprise Resources Planning (ERP). Moreover, even though the cloud computing has many obstacles which need to be solved, but the enterprises always embrace the cloud. Many enterprises tend to adopt the cloud computing paradigm in order to get its leverage in successful and benefits. With the development of cloud computing technology, there is a growing orientation to move the ERP from inside boundaries of organizations into the cloud computing technologies. In addition, there were many studies that covered the cloud ERP without concentrating on acceptance the end user for this technology. Thus, this study comes to increase the understanding the attitude of the end user for cloud ERP technology. The main aim of this study is to investigate the employees’ attitude towards use of cloud ERP. The conceptual research framework of cloud ERP is prepared based on the technology acceptance model (TAM). The employees of Queen Rania Center (QRC) in Jordanian Education Ministry used the cloud ERP system which implemented according to this study. The questionnaires are distributed online to the sample. The results indicate that the QRC employees enjoyed using the cloud ERP system.

Application Research of Ingroup Preference in Employee Relationship Management

With stepwise development of Chinese enterprise,management problem is increasingly prominent,especially human resource management issues. Facing international environment of entering into World Trade Organization,the country accelerates construction pace of human resource management subject in colleges and universities,which provides professional channel for management efficiency and market competition ability of Chinese enterprise,but it is still far from practice. In this paper,the concept,origin and inhibition factors of ingroup preference are elaborated. Based on the visual angle of ingroup preference,started from four dimensions( enterprise incentive system,talent management idea,psychological contract and employee communication consciousness),main problems existing in employee relationship management of modern enterprise are explored. It is specially emphasized that manager often holds the blame in front of dealing with the crisis after contradiction,which is " fatal point" neglected in employee relationship management of modern enterprise. To improve its core competitive power,enterprise must value harmonious relationship with employees.

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.

Study on the Problems in the Employee Training of SME and the Countermeasures

Employee training has become one of the important means used by the enterprises to train quality employees and build the core competitiveness, and it plays a direct effect on the quality and work performance of the employees and subsequently on the overall competitiveness of the enterprises. Therefore, the quality of the training itself is very important for enterprise development, while there are a series of problems in the employee training and development of the small and medium-sized enterprises （SME）. In this paper, the problems in the employee training of SME are analyzed, and accordingly some countermeasures and suggestions to solve the problems are proposed.

企业社交媒体使用与员工行为及心理结果间关系的元分析

作为一种内部沟通与协作的工具,企业社交媒体的使用如何影响员工绩效、工作满意度和工作/生活冲突等一直是企业界与学术界关注的焦点,但相关研究并未得到一致的结论。本文采用元分析方法,基于自2006年“企业2.0”的概念被提出到2021年6月间的54篇中英文实证研究文献,探究企业社交媒体使用对员工任务绩效、创新绩效、工作满意度、工作投入、组织承诺、工作/生活冲突及情绪耗竭这些行为与心理结果变量的影响及其中潜在的调节变量。元分析结果显示:(1)企业社交媒体使用与员工的任务绩效和创新绩效分别有中等强度和高度的正相关关系;(2)企业社交媒体使用与员工的工作满意度、工作投入、组织承诺、工作/生活冲突和情绪耗竭有弱正相关关系;(3)员工使用企业社交媒体的目的是调节企业社交媒体的使用与员工个体结果关系的关键变量,社交媒体类型、国家地域文化和员工职位也会对变量间的关系具有不同程度的调节作用。本文结论对调和以往不一致的研究结果、全面认识企业社交媒体使用行为对员工行为和心理结果变量的影响机理、科学制定企业社交媒体管理决策具有重要意义。

改革开放后各年代员工集体离职的主要原因变迁

依托中国改革开放1978—2021年的时间背景,从中国知网5种数据库,甄选了我国102个集体离职案例。基于两阶段编码分析了企业员工集体离职的原因,并对各年代集体离职原因的异同和变迁进行了梳理。研究发现:员工集体离职的主要原因从外因为主向内因为主变迁,从单纯物质因素向精神和工作因素变迁并日趋丰富;直接原因从内因主导向内因为主、外因为辅变迁,市场和监管外因不可忽视。由此建构员工集体离职主要原因和直接原因作用与变迁模型,体现了员工集体离职主要原因的“本土特征”和“年代性”,建议企业在集体离职酝酿、积累、爆发和反思等不同阶段,采取差异化、针对性的管控策略。

企业共创共享文化的价值创造机理及路径

员工是对企业发展影响最直接、最活跃的生产要素,员工情感认同和创新能力对企业绩效及价值创造能够产生重大影响。员工文化是企业文化的重要构成,基于对金徽企业的调研数据和财务指标,运用结构方程模型,实证分析“共创共享”员工文化的价值创造机理及路径。研究发现,“共创共享”员工文化对员工绩效具有显著的正向效应,且情感认同及创新行为在此过程中发挥中介作用。优秀的员工文化还能提高企业行业竞争力和科技创新能力,有利于企业长久地创造价值。企业应重视和完善员工文化建设,增强情感认同,将企业文化内化于员工行为,形成价值共创共享命运共同体,激发员工情感认同和创新活力,助力企业高质量发展。

企业破产程序中“促就业”目标实现的共治路径

企业破产程序是影响“高质量充分就业”的重要因素,故有必要推进企业破产程序功能向治理维度和促进可持续发展转型,在企业破产程序中树立“促就业”目标。该目标在内涵上具有“量”与“质”的双重性要求,其正当性在于对“高质量充分就业”公共政策的积极落实,对企业破产情境下职工就业权的充分保护,且具有坚实的法律支撑,其实现过程具有共治性。中国已基本形成以宪法为根基、以非破产法为一般遵循、以企业破产法为特别规定的企业破产程序中“促就业”目标法律体系,但企业破产程序中“促就业”实践仍存在认识性、协同性、制度性关键缺失。适逢企业破产法修订,应在“促就业”目标建设中坚持中国共产党的领导、人民当家作主、依法治国有机统一,在破产法中明确“促就业”目标以凝聚主体间目标共识,细化职工就业权内容以强化职工就业自主决策地位,明确“促就业”目标执行事务分工,以法院监督为主导形成协同监督机制,数字赋能主体间“促就业”目标信息沟通,实现“促就业”目标共建共治共享共赢。

电网企业员工心理健康现状调研及影响因素分析

目的:通过调查电网企业员工的心理健康状态,分析员工心理应激的影响因素,为相应的心理干预提供理论依据。方法:通过随机抽样方法抽取2023年3—8月在岗的684名国家电网有限公司员工,采用症状自评量表(SCL-90)和员工工作压力源量表进行问卷调查,采用二元Logistic回归分析对SLC-90评分的相关因素进行分析。结果:684电网员工中,轻度倾向排名前3位的因子分别是抑郁、焦虑、偏执;中度以上倾向排名前3位的因子分别是焦虑情绪倾向、抑郁、躯体化。可能存在负面情绪(焦虑情绪、抑郁情绪)的员工超过50%。684名电网企业员工各来源的工作压力均较大,工作本身压力、技术更新与组织变革压力、角色压力、工作环境和氛围压力平均分均>4分,其中技术更新与组织变革压力平均分最高,为5.02分。女性员工SCL-90中躯体化、抑郁情绪、焦虑情绪因子评分均高于男性员工,差异有统计学意义(P<0.05);吸烟或饮酒员工SCL-90中躯体化、抑郁情绪、焦虑情绪因子评分均高于不吸烟且不饮酒的员工,差异有统计学意义(P<0.05)。Pearson相关分析结果显示,年龄、工作压力源评分与SCL-90中躯体化、抑郁情绪、焦虑情绪因子评分有相关性。非条件多因素Logistic回归分析结果显示,性别、年龄、吸烟饮酒、工作压力源是焦虑情绪、抑郁情绪、躯体化的影响因素(P<0.05)。结论:年龄、性别、吸烟饮酒、工作压力可能会影响电网企业员工的心理健康状态,应加强企业员工日常心理健康管理,提升员工的心理健康水平。

党组织嵌入公司治理对高管—员工薪酬差距的影响研究

收入分配制度的合理性是保障社会公平与正义的关键。然而,随着高管薪酬对企业绩效的作用逐渐凸显,高管薪酬不断提高致使高管“天价薪酬”成为普遍现象,引起理论界和实务界的广泛关注。基于我国特殊的公司治理制度,以2010-2021年我国沪深A股上市公司为研究样本对党组织嵌入公司治理是否影响以及如何影响高管—员工薪酬差距进行研究,发现党组织融嵌公司治理有助于抑制高管—员工薪酬差距,而且党组织融嵌程度越高,对高管—员工薪酬差距的抑制作用越强;此外,这种抑制作用对国有企业、董事长或总经理无政治关联、市场化程度低的企业更显著;进一步分析发现,党组织嵌入公司治理可以通过抑制管理层权力的扩大和降低企业风险进而抑制高管—员工薪酬差距。从中国特色的党组织嵌入公司治理视角探讨高管—员工薪酬差距的影响因素以及作用机制,对于丰富薪酬差距影响因素研究和党组织嵌入公司治理效应研究方面的文献,加强党组织建设、全面促进党组织建设与公司治理结构的有机结合、优化收入分配制度改革具有借鉴意义。

需求层次理论视角下企业薪酬管理对员工薪酬满意感提升的路径

薪酬管理是企业人力资源管理工作重要构成内容之一,社会对薪酬管理的重视度、关注度均呈明显的上升趋势。科学、高效化的薪酬管理机制能最大限度地激发员工的主观能动性。因此,在需求层次理论视角下,构建高效合理的薪酬管理制度、提高员工薪酬满意度,是企业人力资源管理工作人员的中心工作。

不同员工规模企业产教融合意愿的差异性分析——基于河北省517家企业的调查研究

产教融合是我国职业教育改革与发展的目标取向,企业意愿是影响产教融合成效的关键。运用问卷调查及现场访谈法,分析不同员工规模企业产教融合的现状及参与意愿、目标意愿、过程意愿及形式意愿情况。结果表明,不同员工规模企业均有产教融合意愿,但参与意愿、目标意愿、过程意愿及形式意愿存在差异。企业产教融合的首要目标是招聘员工和提升员工素质,企业员工规模越大成为产教融合型企业的意愿越强,也越认可产教融合人才培养模式的先进性,越能开展深层次的产教融合活动。推进产教融合进程,需要深化制度改革,激发企业参与意愿;活化融合形式,尊重企业过程意愿;强化双赢导向,协助企业保持意愿;优化融合条件,帮助企业实现意愿。

企业员工数字能力的影响因素及其作用路径

突破目前关于个体数字能力影响因素研究中以单一因素为主,且缺乏对企业员工数字能力影响因素分析的局限,考虑多因素对结果变量的联合作用,利用定性和定量研究相结合的优势,揭示影响企业员工数字能力的因素及途径。选取53名访谈对象,首先运用扎根理论的编码方法提炼影响企业员工数字能力的关键因素,再基于组态视角,运用模糊集定性比较分析方法开展影响路径构型分析。结果表明:企业员工数字能力是多种因素共同影响的结果,主要包括个人、组织和技术3个层面,将这三方面因素作为条件变量得到自我驱动型、全面协同型、环境影响型和技术驱动型4种类型的影响路径,其中自我驱动型和全面协同型路径的影响作用要远远大于环境影响型和技术驱动型路径。因此,在提升员工数字能力方面,企业应立足于员工自我驱动或有效发挥个人、组织和技术因素的协调整合作用,同时要结合自身实际对员工队伍、组织和技术因素现状进行客观分析,采取有针对性的措施。

新《公司法》与工会工作:机遇、挑战与应对——企业民主管理的视角

新修订的《公司法》给公司制企业的工会组织维护职工权益带来新机遇,也给工会组织参与企业民主管理带来新挑战。推进企业民主管理融入现代企业制度体系,需要正确处理职代会在审议建议权事项、审议通过权事项、审查监督权事项、民主评议权事项上与其他公司法人治理主体的权限关系。工会组织应当依法加大职工董事、职工监事的建制力度,建立健全中小企业工会主席列席董事会会议制度,推动职工董事进入审计委员会,进一步确立职代会作为公司法人治理主体的地位,研究实施职工董监事履职制度,加强对职工董事、职工监事的教育培训。