Trust and relationship commitment on cooperative performance of supply chain

Creating and sustaining trust in cooperative performances of the supply chain constitute critical strategic components.To study the influences of organizational and individual trust on the quality of commitment and cooperative performance,the relationships among organizational trust,individual trust,commitment and cooperative performances of the supply chain are discussed by case analysis.Questionnaire investigation is used to study the trust and relationship commitment among supply chain partnerships on cooperative performance.Results show that both organizational and individual trust are positively correlated with cooperative performance.The indirect effects of organizational trust on cooperative performance through relationship commitment is significantly greater than its direct effects.However,the indirect effects of individual trust on cooperative performance through relationship commitment is significantly less than its direct effects.It provides all essential basis for enterprises to establish and develop stable supply chain partnerships and to enhance competitive advantages.

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.

A Study on Organizational Commitment,Work Motivation,and Job Performance After the COVID-19 Epidemic in Taiwan-The Mediating Effects of Work Motivation and Organizational Communication

The purpose of this study is to explore the correlation between organizational commitment and job performance among employees in Taiwan Residents companies after the COVID-19 epidemic,and to use work motivation and organizational communication as intermediary variables to further understand the interaction between them.Using hierarchical multiple regression analysis and bootstrap method to analyze,the research results show that organizational commitment has a significant positive impact on work motivation and work performance,and work motivation also has a significant positive impact on work performance.In addition,organizational communication has a mediating effect on organizational commitment and work motivation,and work motivation also has a mediating effect on organizational commitment and work machine performance.The results of this study hope to understand the working conditions of organizations and employees after the COVID-19 epidemic,and provide relevant business operators with follow-up references for their operations.

Enhancing Organization＇s Performance Through Effective Vision and Mission

Organizations, no matter their kinds, are established to serve specific societal needs. The success of an organization depends on its ability to direct the energies of its members in effectively serving these needs. The primary motive for the existence of any organization is often expressed in its mission. It is heartwarming that most Nigerian organizations （profit and non-profit alike） have mission statements conspicuously displayed in their front offices However, the efficacies of these mission statements in securing the needed employees support and commitment have not being fully investigated within the Nigerian context. The authors used structured questionnaires to elicit required responses from respondents＇ employees of various Nigerian organizations. It was affirmed that the statements of properly formulated and communicated missions are potent tools in the hands of management in unleashing employees＇ commitment and improving organizational performance. It was recommended that Nigeria organizations should move beyond the use of mission statements as mere ＂slogans＂ and open up employees＇ ＂eyes to see how their daily tasks and roles as enshrined in the vision and mission can move the organization towards the attainment of its objectives

Analysis of Economic Performance in Mergers and Acquisition

Based on the methods of financial analysis, the direct earnings in mergers and acquisition M&A, profit or loss from stock price fluctuation, influence on the earning per stock(EPS) and revenue growth after M&A were analyzed in detail. And several quantitative models were established in relevant part accordingly. It can be useful to improve the present low efficiency in the M&A performance in Chinese capital market.

Empowerment, Organizational Commitment, Organization Citizenship Behavior and Firm Performance

The broad objective of this study was to establish the mediating and moderating effect of employee commitment and organizational citizenship behaviour on the relationship between empowerment and firm performance. The review of literature provided conceptual and empirical gaps that formed the basis of the conceptual hypotheses. The study adopted a quantitative approach and a survey that targeted a manufacturing firm in Kenya was utilized. A survey questionnaire was the tool of data collection and was distributed to the 96 non-managerial employees of a manufacturing firm. Out of the 96 questionnaires issued randomly, 86 were returned, indicating a 91.6% response rate. The reliability test showed that study dimensions were reliable. Inferential gtatisties was used to analyse data. Results showed that employee empowerment had a positive and significant influence on organizational performance; organizational commitment mediated the relationship between employee empowerment and organization performance; and OCB did not have a moderating effect.

Motivation and Performance Analyses of Suning’s Acquisition of Carrefour

In the new era of China’s retail business transformation,retail enterprises have launched online and offline omni-channels,developed all-category business models,and taken the step toward merger and acquisition expansion.This paper studies and analyzes the motivation and performance of Suning’s merger and acquisition of Carrefour China through literature research,case study,the financial index method,non-financial index method,and comparative analysis method.Based on the analysis,this merger and acquisition has improved Suning’s management efficiency but reduced its profitability and increased its risks,mainly due to the pressure of traditional business sales,the unstable operating channels,and the fact that the integration of the two parties has not achieved the desired results.

Communication and Leadership Strategies for Retaining Registered Nurses: A Descriptive Phenomenological Study

This descriptive phenomenological study was to explore how communication and leadership influenced retention of registered nurses. The theoretical foundation of this descriptive phenomenological study is communication and leadership grounded in Burns theory of transformational leadership. The purpose of this study was to expand on and fill a gap in the research of how the lived experiences of nine registered nurses add to the influence communication and leadership has on retention, and to answer the following research questions. What are the lived experiences of registered nurses in the Western United States as they relate to retention when those registered nurses perceive a lack of communication? And, what are the lived experiences of registered nurses in the Western United States as they relate to retention when those registered nurses perceive a lack of leadership? The researcher interviewed nine participants working in hospitals in the Western United States. Thematic and descriptive data analysis resulted in five primary themes, transparency, cohesive workplace, passion, collaboration, and leadership. The study used transformational leadership as the primary leadership philosophy. The results of the study showed that leadership and communication can have a positive, or a negative influence on retention of registered.

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.

Economic Policy Uncertainty and Corporate Mergers and Acquisitions

In recent years,the frequent adjustment of the government’s economic policies and the uncertainty of foreign economic situations have made the degree of uncertainty of China’s economic policies rise continuously.The increasing degree of policy uncertainty will inevitably affect the investment and financing decisions of micro enterprises.Then,how does economic policy uncertainty(EPU)affect mergers and acquisitions(M&A)behavior?What’s the mechanism?Based on the above questions,this paper uses the data of non-financial listed companies in the Shanghai and Shenzhen stock exchanges from 2008 to 2018 as a sample to explore the relationship between EPU and M&A.The study shows that rising EPU will promote corporate M&A behavior,and this effect is more significant in slow-growth companies.The relationship between EPU and M&A is affected by corporate governance,stock price volatility and financing constraints.Specifically,the company’s M&A size is more sensitive to EPU with higher level of corporate governance,higher level of stock price volatility,and lesser financing constraints.Further research shows that the rise of EPU will significantly promote the improvement of M&A performance in the short-term,but this effect does not exist in the long-term.Various robustness checks do not change the empirical results of this paper.

高绩效HRM实践与组织承诺：关于民营中小企业员工的研究

本文对中国民营中小企业高绩效HRM实践的内容及其对员工组织承诺的影响进行了研究。探索性因素分析结果表明民营中小企业采取了招聘、全面薪酬体系、信息分享、程序公平四方面的实践,验证性因子分析结果进一步明确了量表架构。多层回归分析结果显示,高绩效HRM实践对民营中小企业员工的组织承诺有积极的影响。

上下级情绪智力对LMX、员工工作结果变量的作用研究

本研究探讨员工情绪智力对领导-成员交换(LMX)和员工工作结果变量的影响,并分析了上级情绪智力在其间的作用。研究通过对银行业员工及其直接领导进行280份问卷调查,运用相关分析、回归分析等统计方法,发现员工情绪智力和LMX、员工的情感承诺、组织公民行为、工作绩效正相关,上级情绪智力对员工情绪智力和LMX之间的关系有缓冲作用,LMX对员工情绪智力和员工情感承诺、组织公民行为之间的关系起到部分中介作用。

TMT创新承诺对团队创新绩效的影响——基于科技型中小企业的实证研究

基于信号传递理论发现,团队层次因素(团队创新气氛和变革型领导)和个体层次因素(创新自我效能感)可能会同时影响高管团队成员的创新承诺;同时,利用我国东部沿海8省市28家科技型中小企业的调查数据,进一步验证个体及团队层次因素对高管团队成员创新承诺的影响。研究结果表明:创新自我效能感和变革型领导对高管团队成员创新承诺有显著正向影响,而团队创新气氛与高管团队成员创新承诺的关系并不显著。此外,探究高管团队创新承诺与团队创新绩效之间的关系,以及高管团队创新承诺在团队创新气氛、变革型领导与团队创新绩效关系间的中介效应。研究发现:高管团队创新承诺是实现高团队创新绩效的一项重要驱动要素;高管团队创新承诺对变革型领导与团队创新绩效的关系起中介作用,而在团队创新气氛与团队创新绩效之间并没有显示中介效应。

A Bayesian network model on the interlinkage between Socially Responsible HRM,employee satisfaction,employee commitment and organizational performance

In recent years several studies have been made to understand the impact of Socially Responsible HRM practices on Organizational Performance.Employee progress,community and environment play an important role in the sustainable growth of an organization.Thus,organizations are always looking for the ways to improve the employee satisfaction vis-a-vis commitment to improve the performance.Recent studies have shown that as employees are important stakeholder,hence formulating proper Socially Responsible HRM practices may help organization to better the returns on assets.The main objective of the study is to identify the relationship among various dimensions of Socially Responsible HRM practices with dimensions of employee satisfaction,employee commitment and organizational performance for Indian manufacturing sector by using Bayesian Network approach.Results of the study establish the relationship between dimensions of Socially Responsible HRM and Organizational Performance.

并购业绩承诺与企业精准扶贫——基于外部监督的调节作用

作为中国特色社会责任的核心内容,精准扶贫体现了企业可持续发展的重要精神。然而,企业并购情境下的业绩承诺可能诱发甚至加剧管理层追求短期业绩达标。本文以2016—2021年中国A股上市公司为样本,探讨了并购业绩承诺对企业精准扶贫行为的影响。研究发现,签订并购业绩承诺会通过增加业绩压力和代理成本显著抑制企业参与精准扶贫。机构投资者、媒体和分析师等外部监督主体对两者关系具有非对称的影响,机构投资者持股和媒体报道会缓解业绩承诺的负面影响,而分析师关注则会加剧这一负向关系。此外,“虚高”与“非虚高”业绩承诺均会抑制企业精准扶贫,企业产权性质、业绩承诺完成情况对企业精准扶贫行为存在异质性影响。本文对完善业绩承诺监管、改善企业精准扶贫以及健全外部监督机制具有重要的参考意义。

组织承诺在绩效满意度与离职意愿间的中介效应

目的探讨绩效满意度和组织承诺对护士离职意愿的影响,并分析其影响路径,为降低护士离职意愿提供参考。方法本研究为横断面调查,采用绩效满意度量表、组织承诺量表和离职意愿量表对1715名护士进行调查。结果护士绩效满意度得分、组织承诺得分与离职意愿得分呈负相关(r=-0.436,P<0.001;r=-0.371,P<0.001);绩效满意度得分与组织承诺得分呈正相关(r=0.351,P<0.001);组织承诺在绩效满意度与离职意愿两者间起部分中介效应,占总效应的19.97%。结论护士离职意愿整体处于较高水平,绩效满意度和组织承诺是影响护士离职意愿的重要因素,护理管理者可从提高绩效满意度与组织承诺的角度降低护士的离职意愿。

供应链企业间承诺、信任关系对绩效影响的内部整合机制研究

在当今竞争激烈的市场环境中,供应链管理已经成为企业成功的关键因素之一,而供应链企业间的关系对企业的发展具有深远的影响。研究以891家制造业企业为样本,探讨了供应链企业间承诺关系与信任关系对企业绩效的影响,运用因子分析法测算企业内部整合,通过回归分析法检验中介效应。研究结果显示,供应链企业间承诺关系与信任关系对企业财务绩效和市场绩效均有显著的正向影响,同时,企业内部整合在供应链企业间承诺关系与信任关系对绩效的影响中均发挥了不同程度的中介作用,供应链企业间关系促进了交易双方相关资源的共享,有效降低了交易成本,并通过内部整合合理协调各部门资源,进而促进企业绩效的提高。因此,企业管理者不仅要重视供应链企业间关系的建立与维持,而且要加强内部整合,以促进供应链企业间协同合作,从而实现绩效的提高。

高承诺人力资源管理、延迟退休意愿与工作绩效——基于团队层面的研究

本文以国有银行网点团队为例,运用多层次回归模型,探究在团队层面,高承诺人力资源管理实践氛围水平对团队延迟退休意愿、团队绩效的影响以及氛围强度的调节作用。通过对113个工作团队和901名成员的问卷调查数据进行多层次回归分析,研究发现团队层面高承诺人力资源管理实践氛围水平与团队延迟退休意愿显著正相关,延迟退休意愿在氛围水平和团队绩效之间起到中介作用,而氛围强度则调节了氛围水平与团队延迟退休意愿之间的关系。本研究的相关结论对于探究团队绩效的影响因素、厘清团队延迟退休意愿的作用机制以及延迟退休相关政策的制订等具有一定的指导意义。

减排承诺与企业ESG表现

基于2015年新《环保法》的正式实施,探究2011—2020年减排承诺对能源类企业ESG表现的影响。研究发现,减排承诺能显著改善能源领域发展新质生产力企业的ESG表现;相较于新能源企业,传统能源企业因具备较强的生存危机感,其企业ESG表现较好。进一步检验发现,不同生命周期下企业ESG表现受减排承诺影响的程度有所不同,对处于成长期与成熟期的企业更为显著;同时,新能源企业与传统能源企业在不同生命周期表现出一定的差异效应。

基于组织承诺的领导风格对企业新生代员工工作绩效的影响研究

文章通过实证分析,建立模型,研究不同领导风格对新生代员工工作绩效(包括周边绩效和任务绩效)产生的影响,并分析组织承诺中介效应的发挥情况。研究发现:(1)专制型领导负向显著影响新生代员工工作绩效,民主型领导正向显著影响工作绩效,放任型领导对工作绩效影响不显著。(2)在专制型领导和任务绩效之间,组织承诺发挥部分中介效应;在专制型领导与周边绩效之间,组织承诺发挥全部中介效应。在民主型领导和周边绩效、任务绩效之间,组织承诺发挥部分中介效应。在放任型领导与工作绩效之间,组织承诺发挥作用不显著。