Green Attitudes, Human Values, and Wellbeing among Hospitality Service Employees

This research aims to explore the intricate nature of the association between green attitudes and well-being in theworkplace. Based on the basic human value theory, this study attempted to unearth the moderating effects of itstwo main bipolar segments, namely self-transcendence-self-enhancement and openness to change-conservation.A quantitative approach with a sample of 1,532 hospitality employees from 35 European countries was used. Wefound that a green attitude contributes to deriving employee well-being. Further, we found empirical support forthe influence of human values, in the sense that this relationship is reinforced among the workers who are morealtruistic and receptive to changes. Moreover, this research suggests strategies oriented to reduce environmentaldegradation and achieve sustainable development in the hospitality sector. This article provides ideas to cope withthe challenges posed by COVID-19, particularly in the hospitality industry seriously damaged by the pandemicwhere the future of many jobs is in jeopardy.

Employee Engagement and a Company‟s Sustainability Values:A Case Study of a FinTech SME

There is growing interest into the relationship in workplace behaviour,organisational sustainability values,and psychological factors including motivation and engagement.Employee engagement influences the workplace behaviour of organisational members.Environmental,Social,and Governance(ESG)performance has gained academic,corporate,and political interest in recent years.Investors are increasingly interested in the relationship between ESG and financial suitability and return on investments.This empirical study will explore the relationship between corporate activity in the area of ESG and employee engagement within an SME in the FinTech sector.A mixed method approach will be used to collect information on internal stakeholder attitudes to a firm‟s sustainability values.An employee engagement survey was analysed(n=81)to scope employee attitudes towards ESG values.This study utilised a combination of two focus groups with employees(participants n=9),semi-structured interviews with board members and HR managers(n=6).A thematic analysis of employee‟s perspectives of the company‟s ESG commitment and implications for employee engagement will be presented.Findings indicate that internal stakeholders express a strong interest in the organisation‟s sustainability and desire to be involved in the company‟s ESG dialogue.The importance of ESG investing in the financial sector was widely understood.Areas of good ESG practice,particularly in social values were identified.Participants expressed desire to work for organisations with strong ESG commitments.They believed a focus on ESG adds to long-term financial stability,investor attractivity and aligned to their own values.This study has important practical implications for organisations strategically investing in ESG practices.Insights into internal stakeholder perceptions can be used to constructively formulate an ESG strategy that enhances employee engagement and adds to the sustainable success of an organisation.This case study of an SME in the FinTech sector adds original insight into the implementation of ESG and employer engagement.It proposes practical ways a culture of ESG engagement can be communicated within the organisation and to external stakeholders.

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.

Company Value and Employee Satisfaction： Theoretical Analysis and Empirical Findings

Employee satisfaction and its potential impact on business and company success have been in the focus of organizational and managerial practise and research ever since. This paper outlines the theoretical framework of this particular cause-effect proposition, and further examines if there is empirical evidence to substantiate the underlying research hypothesis, saying that increasing degrees of employee satisfaction have a positive impact on the company value. The company value can be measured by the equity value of a firm. With the primary data analysis, the authors compared 11 companies which took part in the Great Place to Work （GPTW） Contest in 2007 and 2009 （only in 2009） regarding their equity values and GPTW scores. The figures of these companies were provided to the authors in an anonymous form. The authors had no influence on the number of companies the GPTW Institute provided to them. The GPTW Institute tried to find companies which attend both contests and also show their financial data in the ＂Elektronischen Bundesanzeiger＂. This paper aims to foster these results with some additional primary statistical analyses for hypothesis testing. For this investigation, the authors conducted various types of statistical procedures which seem to confirm the underlying proposition. With different types of correlation analysis, the relationship between equity value and GPTW score was elaborated. By regarding the absolute average Earnings Before Interest and Tax （EBIT） and equity value of the eleven out of the 100 best companies, some differences can be pointed out by setting them in comparison to 30 randomly selected companies from Germany.

Unfair Bosses May Raise Employees’Blood Pressure

提示:你工作单位的老板的人格和个性如何?——此非小事也!因为:An un-favorably perceived supervisor is a potent workplace stressor,which might have aclinically significant impact on supervisees’cardiovascular functioning.(不得人心的上司是一部工作场所的“高效添压机”,这对其手下员工的心血管机能会产生严重的健康影响。)

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。

平台就业者工作价值观的潜在剖面分析及其对个体行为的影响

揭示平台就业者工作价值观的潜在类别特征,有助于弥补现有工作价值观相关研究的不足。对来自不同平台及行业的平台就业者发放调查问卷,共回收得到300份有效问卷,基于此,采用潜在剖面分析法,探究平台就业者工作价值观的潜在类别结构,及其是否在员工创造力和工作激情两个结果变量上存在显著差异。结果显示:平台就业者的工作价值观具有3个潜在剖面,即传统型、中立型和现代型;不同类别的工作价值观群体对个体创造力和工作激情的影响存在显著差异,并且现代型工作价值观群体的创造力水平和工作激情水平更高。

乡村生态振兴的“新引擎”:新农人的绿色价值创造

乡村振兴离不开乡村生态振兴,乡村生态振兴离不开乡村绿色产业支撑。新农人作为乡村振兴战略中的“兴农人”,势必在农业绿色产业发展过程中发挥举足轻重的作用。该研究基于乡村生态振兴,考察新农人对绿色价值创造的积极影响,建构以新农人为自变量,绿色价值创造为因变量,生态唤醒和绿色联结为中介变量,消费者绿色需求为调节变量的机制模型,探讨新农人助推绿色价值创造的理论逻辑与经验证据。依据现行的量表开发逻辑进行新农人量表开发,从认同性、创新性、引领性、多元性4个方面界定新农人量表的测量标准,通过486份样本数据检验新农人量表的有效性。研究发现:①新农人的认同性、创新性、引领性、多元性对绿色价值创造具有积极影响。②生态唤醒和绿色联结在新农人的认同性、创新性、引领性、多元性影响绿色价值创造的过程中起到链式中介作用。③消费者绿色需求在新农人的认同性、创新性、引领性、多元性影响生态唤醒和绿色价值创造的过程中起到调节作用。研究结论表明新农人在农业农村绿色化转型过程中能够发挥先锋带头作用,生态唤醒和绿色联结是新农人进行绿色价值创造的内在动因,消费者绿色需求是倒逼新农人进行绿色价值创造的外在诱因。政府应充分发挥新农人在绿色价值创造过程中的重要作用,切实保障农业生态环境信息及时、有效、准确地传播和扩散给新农人,以唤醒新农人的生态意识,积极营造农业绿色发展的营商环境来为新农人进行绿色联结创造条件。

武汉市城镇职工医疗保险门诊共济政策感知价值水平、影响因素与生成机制研究

探究武汉市职工医保门诊共济政策感知价值对于了解人民群众需求和完善政策具有重要意义。基于公共价值管理理论与感知价值理论,利用线性回归、Shapley分解和Sobel中介效应检验,分析参保人门诊共济政策感知价值的水平、影响因素及生成机制,结果显示:武汉市职工医保门诊共济政策感知价值水平较低;政策感知价值存在人群异质性,中老年、受教育程度低、已退休、月收入高的参保人政策感知价值更低;政策了解程度、就医方便程度、就医购药花费是政策感知价值的重要预测变量,就医方便程度、购药方便程度通过政策了解程度间接影响政策感知价值。建议科学设置待遇保障水平,缩小改革前后的获益差距;重视公共价值形成中公众的作用,加强重点人群价值传递;加强医疗机构与零售药店的优势互补,提升医疗服务可及性。

Critical Success Factors for Citizen Development

The purpose of the research was to assess the impact of Citizen Development activities on digital transformation. The research identified eight categories that contribute to the success of Low-code No-code (LCNC) projects: 1) Strategy;2) Infrastructure;3) Technology;4) Processes & Procedures;5) Governance;6) Culture;7) People;8) Goals & Metrics and selected six critical success factors from these categories: 1) Operational Efficiency;2) Time Savings;3) Timeframe to Realize Value;4) Employee Engagement;5) Participation;6) Number of Sponsored Ideas. End users of the digital transformation efforts through Citizen Development were asked to assess the six critical success measures in terms of performance and importance criteria. The research results identified that focus should be applied to improving “Timeframe to Realize Value”, on “Operational Efficiency”, and on “Time Savings” to deliver success.

共同富裕背景下员工持股与企业内收入差距

员工持股计划自实施以来备受关注,其对员工、企业的效率提升产生重要影响。从公平角度,采用2009—2022年沪深A股上市公司大样本数据检验员工持股计划对企业内收入差距的影响。结果发现,员工持股计划的实施通过强化内部监督、提升外部社会关注、增加员工议价能力等方式降低了企业内收入差距。经过一系列稳健性检验后,结论依然成立。异质性检验表明,在管理层权力大、员工认购比例高、锁定期长、自行出资、股票来源于二级市场时,实施员工持股计划更能够降低收入差距;但随着参与人数的增多,员工持股计划的激励效应降低,出现“搭便车”效应,反而不利于收入差距的缩小。

领导亲社会动机—员工环保感知匹配与员工亲环境行为的影响机制研究

从绿色人力资源管理视角出发,以员工所面临的内外因素为切入点,分析领导亲社会动机(LPM)—员工环保感知(EEP)匹配对员工亲环境行为的影响机制。将领导亲社会动机与员工环保感知的高低组合划分为四类,并引入了环保承诺作为中介变量,绿色价值观作为调节变量。研究结果表明:第一,与低LPM—低EEP时相比,高LPM—高EEP时员工的环保承诺和亲环境行为程度更高;第二,高LPM—低EEP时员工的环保承诺与亲环境行为与低LPM—高EEP时并无显著差异;第三,环保承诺在领导亲社会动机—员工环保感知匹配对员工亲环境行为的影响机制中起着部分中介作用;第四,绿色价值观在领导亲社会动机—员工环保感知匹配对员工亲环境行为的影响机制中起着调节作用;第五,由于领导亲社会动机与员工环保感知之间的替代效应,当领导亲社会动机与员工环保感知同时增加时,员工环保承诺与亲环境行为先增高后降低,且在领导亲社会动机与员工环保感知都达到最高值时,员工环保承诺与亲环境行为并未达到最高水平。

提高3#喷气燃料净热值分析一次性成功率

本文主要论述了3#喷气燃料净热值分析一次性成功率低的原因。主要有点火丝安装方式不合适、用胶囊分析引入误差、氧弹筒气密性差三方面的原因,并且制定实施了相应的处理措施。经过实验数据分析得出处理措施的落实显著地提高了3#喷气燃料净热值分析一次性成功率。

技术员工多重价值观一致性知觉对组织变革准备的影响

基于人-组织匹配理论和自我归类理论,探讨了多重价值观一致性知觉对组织变革准备的影响。研究发现:技术员工的多重(组织、领导、团队)价值观一致性知觉增强了技术员工的内部人身份感知,并进一步促进组织变革准备;内部人身份感知在技术员工的多重价值观一致性知觉与组织变革准备的关系中有显著的中介效应;变革沟通质量在上述关系中有调节效应。

企业员工加薪价值观量表开发研究

以员工加薪价值观量表开发为目标,首先通过深度访谈获得员工加薪价值观量表的40个初始题项;然后,对初始量表题项进行探索性因子分析,得到由18个题项组成且包含公平水平感知、能力价值彰显、尊严满足实现、加薪过程规范、景气预期匹配5个维度的员工加薪价值观量表,再通过验证性因子分析,拟合出符合标准的最优二阶五因子模型,且其具有较好的结构效度;最后,通过实证检验发现,员工加薪价值观对员工角色内绩效和角色外绩效均具有显著正向预测作用,且验证了量表的效标关联效度。

岩白菜研究现状与展望

总结了国内外岩白菜研究取得的成果,分析了存在的问题,并对今后岩白菜的研究工作进行了展望。

以人为本的企业文化研究

以人为本是一种企业价值观 ,在这种价值观下 ,不同企业的行为方式、规章制度及道德规范是不相同的 ,原因在于企业所处的社会、文化、经济等环境不同。企业只有遵循以人为本的价值观才能塑造优秀的企业文化 ,促使企业经营业绩的快速增长 ,然而 ,企业要建立以人为本的企业文化 ,就必须坚持以人为本的理念 ,深刻理解以人为本的本质 ,并根据企业所处的内、外部环境的变化而不断赋予企业文化新的行为方式。

“利益相关者”公司治理模式探析

“利益相关者”治理就是要让所有通过专用性资产的投入,而为企业的财富创造做出过贡献的产权主体参与到公司的治理中。“公司所有者”理解的更新,人力资本因素地位的提高,社会契约理论,管理的伦理道德化及社会本位思潮,是“利益相关者”公司治理产生的理论基础。比较国际上几种主要的“公司治理模式”,“利益相关者”公司治理模式较符合我国的法律选择。“利益相关者”治理模式的法律价值是社会正义和经济民主,“利益相关者”的公司治理与公司的社会责任有很多相似之处,然而利益相关者内涵更加明确。“利益相关者”公司治理模式并不是最完善的,它只是在诸多的公司治理模式中的一种,但它顺应了世界范围内的公司治理模式从单边治理走向多边利益主体共同治理的趋势。

培训能提升员工组织承诺吗——可雇佣性和期望符合度的影响

组织投资于员工培训一定会提升员工的组织承诺度吗?已有文献认为培训显著影响员工组织承诺,然而关于培训通过怎样的具体机制影响员工的组织承诺却并未得到系统的阐释。本文从员工感知角度评价组织的培训政策,以405名员工为样本,探讨了中国情境下培训与组织承诺之间的关系,并引入可雇佣性、期望符合度分别作为中介变量、调节变量,构建有调节的中介模型,深化培训对组织承诺影响的研究。分析结果表明,培训对可雇佣性和组织承诺都有显著的正向影响;可雇佣性在培训与组织承诺之间起中介作用;期望符合度调节可雇佣性与组织承诺之间的关系,即培训对组织承诺的影响是有调节的中介效应。这一结论对于提高员工培训的有效性、雇佣双方树立相互投资的理念、促进可雇佣性的培养和实现机制具有重要的现实意义。

新生代员工工作价值观与工作绩效:工作投入的中介效应

旨在探讨新生代员工工作价值观对工作绩效的效应,以及工作投入在这两者关系间的中介效应。通过对随机选择的179名新生代员工的问卷调研,建立了新生代员工工作价值观、工作投入和工作绩效三者间的假设模型,并且使用相关分析、多元回归分析等统计方法进行了假设检验。实证研究结果表明,新生代员工工作价值观对工作投入和工作绩效具有显著的正向作用;工作投入在新生代员工工作价值观对工作绩效的影响活动中具有部分中介作用。