Ethics and Integrity in Building Employee＇s Perceptions

Malaysia has long been involved in the initiative of becoming a high income country by the year 2020. In this essence, fighting and eliminating any means of corruption in the public and private companies have been one of the key challenges in the long run. The globalization of businesses has somehow led to an increase in the number of unethical conduct and hazardous corruption. In the urge to enliven ethics and integrity in a company and among employees, the whole business processes and stakeholders should position code of ethics and integrity at its highest standard. However, can ethics and integrity really increase the company＇s reputation, strengthening its business operations and sustainability, and deliver trust amongst employees and employers？ The objective of this study is to analyze the perceptions of employees on issues pertaining ethics and integrity. The study has been conducted in one of the giant telecommunication companies in Malaysia where a sample of 7,056 employees were the participants involved in the survey. The study has used questionnaires to collect data. The data have then been analysed using the SPSS data analysis software. The findings explained that employees view the company as an ethical place to work where the finance department is deemed to have the highest level of integrity. While in matters of corruption risk areas, there are still practices of bribery. It is also founded that a majority of respondents about 93% agree that the company＇s initiatives are effective in building business integrity and that the level of business ethics and integrity has improved over the last two years. Running a business with ethics and integrity while selecting the fight business partners will create a corporation of ethics, integrity, and anti-corruption.

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.

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.

Study on Employee-sharing in China

Labor shortages caused by an aging population and falling fertility present an obstacle to China’s modernization drive.Since the limited labor resources take time to increase,employee-sharing as a collaborative and innovative mode of employment represents a novel strategy for addressing the sharp declines in the working-age population and labor supply.Based on the theories of the sharing economy,gig economy,and skills economy,this paper develops a systematic framework for employee-sharing and explains its significance for the country,employers,and individuals in light of flexible employment and employee-sharing practices.At the national level,we advocate transforming the identity of employees from“corporate assets”to“social assets”,their labor relationship from“dependence on employers”to“independent social members”,and their teams from“corporate governance”to“labor union governance”.At the corporate level,we recommend that businesses streamline fixed-term workforce and transform themselves into platform-connected social entities.At the individual level,we establish a basic framework for employee-sharing to expand employee income sources and improve the social protection system,and elaborate on its significance for the country,employers,and individuals.The employee-sharing mechanism can be adopted step by step by resolving issues such as employee labor contract termination and management of shared employees.This gradualist strategy seeks to create a mode of employee-sharing that is feasible and in line with current trends for the benefit of the country,employers,and employees,and to contribute a Chinese solution and perspective to the global question of labor recruitment.

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.

Mediation Effect of Employee Training on Implementation of Hotel Environmental Management Practices for Hotel Business Sustainability in Tanzania

The study assessed the mediation effect of employee training on implementation of hotel management practices for hotel business sustainability in Tanzania.Study was conducted in two cities Arusha and Dar es Salaam whereby a structured questionnaire with Likert scale range from one to five was used to collect information from the sample of 400 hotels’managers.The findings of the hypothesis indicate that two hypotheses were significant at significant at p<0.001 and one was not significant.The first hypothesis found that environmental management practice has positive effect on business sustainability highly significant at p<0.001.The second hypothesis was that there was positive relationship between environmental management practices and employee training at highly significant of p<0.001 and was accepted.Third hypothesis was that employee training has no mediation effect on the hotel business sustainability whereby p>0.05 hence rejected.It was also found the direct effect was significance at p<0.01 while indirect effect was not significance at p>0.05 and total effect was significance at p<0.01.It was concluded that,employees’training does not mediate the implementation of hotel environmental management practices for sustainability of hotel business in Tanzania.

Effect of Collective Bargaining on Employee Motivation in the Zimbabwean Gold Mining Sector

The purpose of this study is to determine the effect of collective bargaining on employee motivation in the Zimbabwean gold mining sector.The continued restless among employees at various gold mines in the midlands province has resulted in productivity levels dwindling.There has been increased labour turnover by employees as well as increased union representation to management.Questionnaire were used to collect data.In this article a population of one thousand employees was used.A sample of two hundred employees was selected across the board.The results of the study indicate positive relationships between collective bargaining and job satisfaction among the employees in the Zimbabwean gold mining sector.Implications of these results are that the human resource interventions are required in order to create an environment in which employees can freely engage in collective bargaining.Furthermore,the results indicate that collective bargaining engenders intrinsic motivation and above all allows for the protection of employee’s rights and welfare as well as promoting industrial democracy.This study recommends that managers should guard against preventing or obstructing employees from seeking legal redress to protect their interest.In addition,labour officers should be given the right of reasonable access to workers during working hours at their organisations for the purposes of advising the workers on the law.The employees should be given a latitude to belong to a trade union and or workers committee.

A Study of the Effects of Employee Engagement on Job Satisfaction:Mediating Effect of Labor Relations Climate

With the rapid advancement of new technologies and the transformation of the economic model on a global scale,enterprises are facing unprecedented changes in the external environment and more diversified demands from employees.Therefore,it is essential for enterprises to bolster employee engagement by enhancing employees’job satisfaction,building a stable and harmonious internal climate,and adapting to the dynamic,complex external environment.This study analyzes the positive effects of employee engagement on job satisfaction,explores the mediating effect of labor relations climate in the relationship between the two,and proposes corresponding practical countermeasures and suggestions.

Employee Attrition Classification Model Based on Stacking Algorithm

This paper aims to build an employee attrition classification model based on the Stacking algorithm.Oversampling algorithm is applied to address the issue of data imbalance and the Randomforest feature importance ranking method is used to resolve the overfitting problem after data cleaning and preprocessing.Then,different algorithms are used to establish classification models as control experiments,and R-squared indicators are used to compare.Finally,the Stacking algorithm is used to establish the final classification model.This model has practical and significant implications for both human resource management and employee attrition analysis.

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.

2022年四川芦山M_(S)6.1地震前应力状态研究

为研究2022年6月1日四川芦山M_(S)6.1地震的孕育和发生过程,采用CAP方法反演了2013年芦山M_(S)7.0主震及M_(S)≥5.0余震的震源机制解,并基于应力张量方差与b值时空分布特征,探讨了芦山M_(S)6.1地震的力学机制和震源区的应力状态。结果表明:2022年芦山M_(S)6.1地震震源机制表现出与2013年芦山M_(S)7.0主震和5级余震相似的逆冲型破裂特征,压应力轴方位与龙门山断裂带南段区域应力场一致。2013年芦山M_(S)7.0地震后震中及附近的应力张量方差和b值长期处于低值状态,2022年芦山M_(S)6.1地震前震中及附近出现了应力张量方差和b值的低值异常,表明芦山余震区处于较高的应力水平。分析认为:巴颜喀拉块体持续东向运动受到华南块体的阻挡,震中所在区域长期受挤压逆冲作用,从而使芦山余震区长期处于应力积累的状态,芦山M_(S)6.1地震也是在这种动力学背景下发生的。

献血者HBVs基因变异的生物信息学分析

目的分析HBV DNA+/HBsAg-献血者的传染性指标、S区基因序列突变情况及生物信息学特征变化。方法通过PCR方法筛查出1份HBV DNA+/HBsAg-的标本,应用酶联免疫和化学发光方法检测该标本乙肝病毒5项指标,对该标本HBVs区基因片段测序并分析变异情况,应用分析软件对所测序列进行生物信息学分析。结果该标本HBV DNA+、HBsAg-、HBsAb+、HBeAg+、HBeAb-、HBcAb+;HBVs区基因序列内发生氨基酸单位点突变(P151L),空间结构发生改变。结论HBVs区基因序列空间结构改变,可能是导致检测结果出现血清学HBsAg-/HBsAb+/HBV DNA+的原因。

基于数值模拟的高速公路S型曲线积水规律分析

S型曲线由于特殊的线型几何特征形成了易积水的路面区域,对于积水规律的掌握有利于在设计和建造阶段提前预防和处理积水路段的危害。该文基于计算流体力学软件Fluent,结合计算流体力学分析中基于欧拉-拉格朗日方法的欧拉液膜模型EWF(Eulerian Wall Film),针对精细化处理的典型S型曲线双向多车道道路模型进行模拟计算。模拟包含了几何特征与降雨量等不同变量因素,得出了积水的水膜厚度以及流速分布规律。模拟结果表明:在降雨阶段,S型曲线横坡坡度0%~1%路段为积水路段,横坡坡度1%~2%路段为易积水路段,横坡坡度大于2%的路段积水情况受到降雨强度影响;在排水阶段,S型曲线横坡坡度0%~1%路段为排水困难路段,横坡坡度1%~2%路段为排水不畅路段,横坡坡度大于2%的路段排水顺畅,在排水时间结束时,路面在不同的几何条件和降雨条件下均能将积水排除至水膜厚度小于2 cm,横坡的大小与渐变影响了积水的横向分布与纵向分布,横向呈现中间高两边低、横断面上标高大的位置水膜厚度小和标高小的位置水膜厚度大的水膜厚度分布规律,总体呈现S型的分布规律;水膜流速在积水阶段呈现纵向上中间低两边高、水膜厚度大则水膜流速大的水膜厚度分布规律,在排水阶段则为纵向上中间高两边低的水膜流速分布规律。道路宽度影响了降雨落到路面的积水总量,进而对积水水膜厚度产生了影响;超高缓和率则主要使得积水路段、易积水路段增长,从而影响了积水分布的范围。

S31603复合板压力容器点蚀行为试验研究

针对S31603复合板压力容器不锈钢层不同点蚀深度的发展进程及穿透至碳钢层后的电偶腐蚀风险,通过预制不同点蚀深度的S31603复合板试片组,分别在实验室和现场S31603复合板压力容器内进行腐蚀试验,并对试片进行宏观分析、低倍观察、高倍观察及腐蚀产物表征分析。结果表明,S31603复合板预制的点蚀坑深度穿透至碳钢层时发生了明显的电偶腐蚀,实验室腐蚀试验和现场试验最高点蚀速率分别达到4.954,1.023 mm/a;用S31603复合板试片预制的点蚀坑深度穿透至碳钢层后碳钢优先发生电偶腐蚀;S31603复合板试片预制的点蚀坑深度处于不锈钢层时腐蚀轻微,也未萌生新的点蚀,相邻点蚀坑之间也未见明显的腐蚀影响。在含Cl-的酸性腐蚀性介质环境下,当S31603复合板压力容器点蚀深度处于不锈钢层时腐蚀轻微,当点蚀深度穿透至碳钢层后,会发生明显的电偶腐蚀,需要缩短S31603复合板压力容器开罐检修周期以保证安全使用。

深水采油树Spring-Seal密封圈接触模型构建与实验测试

为提高深水采油树在高压、高温、低温等工况下长时间工作的稳定性,对采油树密封圈进行重新设计,提出Spring-Seal密封圈(以下简称S密封圈);基于赫兹接触理论、填料密封接触理论,重新构建S密封圈接触力学模型;建立有限元仿真分析模型,分析不同条件下S密封圈的密封性能,同时验证新建接触模型的合理性;利用实验测试S密封圈的实际密封效果。研究结果表明:S密封圈在高压、高温、低温等工况下能够长时间稳定工作且密封性能良好。研究结果可为S密封圈的接触研究及工程运用提供理论参考。

妊娠糖尿病患者蛋白C、蛋白S和抗凝血酶Ⅲ水平及其与孕周的关系

目的探讨妊娠糖尿病(GDM)患者蛋白C(PC)、蛋白S(PS)和抗凝血酶Ⅲ(ATⅢ)水平及其与孕周的关系。方法选择2019年1月至2023年3月在医院就诊的232例GDM孕妇作为观察组,同时随机选取同期在医院进行孕检的268例正常孕妇作为对照组,比较两组一般资料和PC、PS和ATⅢ水平;按孕周将观察组和对照组分为孕中期和孕晚期,分别比较孕中期和孕晚期观察组和对照组PC、PS和ATⅢ水平。通过相关性分析,分析PC、PS和ATⅢ水平与孕周的相关性。结果与对照组相比,观察组PS和PC水平降低(P<0.05),但ATⅢ水平差异无统计学意义(P>0.05)。GDM患者PC和ATⅢ水平与孕周呈负相关(r=-0.156、-0.134,P<0.05)。结论GDM患者PS和PC水平降低,且随孕周增大,PC、PS和ATⅢ水平降低,应尽早进行干预,以减少血栓形成的风险。

结合主动光源和改进YOLOv5s模型的夜间柑橘检测方法

【目的】解决夜间环境下遮挡和较小柑橘难以准确识别的问题,实现采摘机器人全天候智能化作业。【方法】提出一种结合主动光源的夜间柑橘识别方法。首先,通过分析主动光源下颜色特征不同的夜间柑橘图像,选择最佳的光源色并进行图像采集。然后,提出一种夜间柑橘检测模型BI-YOLOv5s,该模型采用双向特征金字塔网络(Bi-FPN)进行多尺度交叉连接和加权特征融合,提高对遮挡和较小果实的识别能力;引入Coordinate attention(CA)注意力机制模块,进一步加强对目标位置信息的提取;采用融入Transformer结构的C3TR模块,在减少计算量的同时更好地提取全局信息。【结果】本文提出的BI-YOLOv5s模型在测试集上的精准率、召回率、平均准确率分别为93.4%、92.2%和97.1%,相比YOLOv5s模型分别提升了3.2、1.5和2.3个百分点。在所采用的光源色环境下,模型对夜间柑橘识别的正确率为95.3%,相比白光环境下提高了10.4个百分点。【结论】本文提出的方法对夜间环境下遮挡和小目标柑橘的识别具有较高的准确性,可为夜间果蔬智能化采摘的视觉精准识别提供技术支持。

HBsAg和HBsAb共存的慢性乙肝患者的血清学特征和S区突变位点

目的探讨HBsAg/HBsAb双阳患者和HBsAg单阳性患者的血清学差异,并对两组患者的HBV S区突变位点进行比较分析,探寻HBsAg/HBsAb共阳性患者可能的分子机制。方法选取首都医科大学附属北京佑安医院2022年6月至2023年3月的284例HBsAg/HBsAb双阳患者和519例HBsAg单阳患者,统计Age、ALT、AST、AST/ALT、TBiL、ALb、r-GT、HBsAg和HBsAg滴度、HBsAb、HBeAg、HBeAb、HBcAb、WBC,对两组患者的血清学指标进行比较分析。对HBV S区扩增成功的19例HBsAg/HBsAb双阳患者和19例HBsAg单阳患者进行测序分析,统计高频突变位点,分析HBV S区突变特征,探寻HBsAg/HBsAb双阳患者可能发生的分子机制。结果HBsAg/HBsAb双阳患者和HBsAg单阳患者在性别、HBeAg、ALT、AST、TBiL、r-GT差异有统计学意义(P<0.05)。两组患者在Age、HBeAb、HBcAb、AST/ALT、Alb、WBC差异无统计学意义(P>0.05)。HBsAg/HBsAb双阳组患者C基因型占78.95%(15/19),其中A113D/T、A317C/S、A45T、A86G、A87T、A96V、A97P等突变频率较高,HBsAg单阳组C基因型占84.21%(16/19),V159A、M47T、I213L、A317S、E44G、Q267L突变频率较高,两组患者的高频突变位点明显不同。结论双阳和单阳CHB患者血清学和基因突变位点存在显著差异。建议针对HBV S区不同的突变位点进一步研究HBsAg和HBsAb共存的机制。