During the COVID-19 pandemic,most businesses adopted hybrid work arrangements,adapting to changing workplace demands.This study explores how Technologies 4.0(advanced technologies)and employee motivation affect the li...During the COVID-19 pandemic,most businesses adopted hybrid work arrangements,adapting to changing workplace demands.This study explores how Technologies 4.0(advanced technologies)and employee motivation affect the link between hybrid work models and the performance of younger workers(millennials and Gen-Z)in Kerala’s IT sector.Based on a survey of 155 employees,the study shows that the hybrid work model has a significant impact on performance.While basic technologies do not have a major role,the study emphasizes that employee engagement is a key factor.As hybrid work options become more common,they will continue to shape the future of work.展开更多
Employee selection is a critical process that directly impacts organizational performance,productivity,and strategic success.This comprehensive article explores the multifaceted landscape of contemporary employee sele...Employee selection is a critical process that directly impacts organizational performance,productivity,and strategic success.This comprehensive article explores the multifaceted landscape of contemporary employee selection tools,examining their theoretical foundations,practical applications,psychological underpinnings,and empirical effectiveness.By systematically analyzing various selection methodologies,this research provides insights into the complex decision-making processes that organizations employ to identify,evaluate,and recruit top talent.The article critically evaluates the reliability,validity,advantages,and limitations of each selection tool,offering a nuanced perspective on their implementation and potential organizational impact.展开更多
This phenomenological qualitative study explored the lived experiences of employees at Maryland's Historically Black Colleges and Universities(HBCUs)concerning internal control systems through the theoretical lens...This phenomenological qualitative study explored the lived experiences of employees at Maryland's Historically Black Colleges and Universities(HBCUs)concerning internal control systems through the theoretical lenses of the COSO framework and employee engagement theory.Using semi-structured interviews with faculty and staff who had worked at the institution for more than three years,the research investigated how employees perceive leadership tone,risk assessment processes,policy implementation,communication channels,and evaluation mechanisms related to internal controls.The study revealed five major themes that characterize employee experiences with internal control systems at this HBCU.Leadership communication was found to be hierarchical but inclusive,though marked by inconsistent communication of ethical values and significant resource constraints affecting implementation.Risk management practices were predominantly reactive rather than proactive,with limited systematic risk assessment processes that focused more on academic risks than operational vulnerabilities.Policy implementation was characterized by unclear separation of duties,substantial workload imbalances,and limited resources that compromised effective control activities.Communication challenges emerged as a critical weakness,with participants describing information sharing as inconsistent,unclear,and selective,compounded by significant technology obstacles in accessing necessary information.The evaluation and improvement processes were found to be limited and primarily driven by external accreditation requirements rather than systematic internal monitoring,resulting in reactive responses to issues rather than proactive enhancement.The findings contribute to the limited research on internal control systems within HBCUs by providing phenomenological insights into how structural constraints including funding limitations,unclear role delineation,and reactive management approaches create barriers to implementing robust internal control systems.Despite institutional commitment to inclusive leadership and student success,the study reveals that addressing these challenges requires not only increased resources but also structural changes to workload distribution,communication practices,and a shift toward more proactive risk management and monitoring procedures.The research provides evidence-based insights for HBCU administrators seeking to strengthen internal control implementation while maintaining institutional mission and cultural values.展开更多
This study explores the impact of playful work design on employee creativity through flow,as well as the moderating role of playful climate in this relationship.We collected data from 272 employees across various indu...This study explores the impact of playful work design on employee creativity through flow,as well as the moderating role of playful climate in this relationship.We collected data from 272 employees across various industries in China(47.2%from the service industry;61.8%female;63.6%aged 26–40 years).Participants completed measures of playful work design,flow,playful climate,and creativity.Through hierarchical regression and bootstrapping analyses,the results indicate that:(a)playful work design is positively associated with creativity;(b)flow mediates this relationship;and(c)playful climate strengthens the link between playful work design and flow,thereby enhancing employee creativity.These findings support work flow theory by demonstrating that playful work design satisfies employees’basic psychological needs,stimulates intrinsic motivation,and ultimately induces flow to enhance creativity.For practical implications,managers should prioritize employees’work experience,monitor their flow states,and foster a playful climate.展开更多
Background:In the field of organizational behavior,various aspects that have an impact on employee well-being gradually become a focus of attention.Among them,performance pressure,which is a component of workplace str...Background:In the field of organizational behavior,various aspects that have an impact on employee well-being gradually become a focus of attention.Among them,performance pressure,which is a component of workplace stressors that has a great influence on employees’job performance as well as well-being,has been little studied.Therefore,this paper constructs a research model,which uses workplace anxiety as a mediating variable and vocational delay of gratification as a moderating variable,to explore the impact of performance pressure on employee well-being.Methods:Reliable data were collected by questionnaire method and data analysis was conducted with the help of SPSS 26.0.In this paper,the data statistics are carried out by correlation analysis,mediation effect analysis,and moderating effect analysis,and the regression analysis is further studied.Results:The finding shows that performance pressure impacts employee well-being negatively,and workplace anxiety has a significant negative impact on employee well-being.When the workplace anxiety variable is added,the negative impact of performance pressure on employee well-being is still significant.Therefore,it can be verified that workplace anxiety plays an intermediary role in the influencing mechanism of performance pressure on employee well-being.While high vocational delay satisfaction weakens the influence of performance pressure on employee well-being.It’s interesting that under the adjustment of low delayed gratification,low-performance pressure will lead to higher employee well-being,and the organization’s conscious reduction of performance pressure is conducive to improving employeewell-being,and under the adjustment of high delayed gratification,low-performance pressure leads to higher employee well-being,and high-performance pressure leads to lower employee well-being,which shows the weakening effect of high delayed gratification,that means vocational delay gratification plays a negative regulating role in the influencing mechanism of performance pressure and employee well-being.Conclusion:Under the mediating role of workplace anxiety,performance pressure has a significant negative impact on employee well-being,and in this influence mechanism,vocational delay gratification plays a significant negative moderating role.展开更多
How do individuals adjust their savings and consumption behaviors in response to the combined effects of increased life expectancy and declining pension replacement rates?This study constructs a life-cycle model,using...How do individuals adjust their savings and consumption behaviors in response to the combined effects of increased life expectancy and declining pension replacement rates?This study constructs a life-cycle model,using changes in conditional survival probabilities as a proxy for shifts in individual life expectancy,to examine consumption behavior under the dual backdrop of prolonged longevity and a gradual decline in pension replacement rates.The results suggest that changes in life expectancy and pension replacement rates together explain 8.9%to 10.2%of the observed decline in consumption in recent years,with both variables playing equally significant explanatory roles.Furthermore,we find that,to fully offset the negative impact of increased life expectancy on consumption,the pension replacement rate must reach at least 82%.These findings offer theoretical and policy implications for improving the quality of life in later years among enterprise employees in the context of population aging.展开更多
The integration of artificial intelligence(AI)into various sectors has undoubtedly brought about numerous benefits,from increased efficiency to innovative problem‐solving.The growing influence of AI across several in...The integration of artificial intelligence(AI)into various sectors has undoubtedly brought about numerous benefits,from increased efficiency to innovative problem‐solving.The growing influence of AI across several industries may help to achieve the sustainable development goals(SDGs).However,due to the AI revolution happening in industries across the globe,older employees are often confronted with significant hurdles in keeping pace with these changes.The threat of job displacement looms large as automation driven by AI encroaches upon routine tasks previously performed by human workers.Job insecurity,that is,worry of losing one's job encompasses anxiety,and uneasiness,and affects the mental health of employees.To address these challenges and empower older employees in the era of open AI,it is imperative that organizations implement targeted strategies tailored to their unique needs and circumstances.Employees use the opportunities for continued education provided to them with company support to prevent unwanted effects.organizations can create an inclusive and supportive environment where older employees are empowered to embrace the opportunities presented by AI while leveraging their experience and expertise to drive innovation and success.展开更多
The study examined work engagement and coping strategies in the relationship between abusive supervision and helping behaviors among hospitality employees.Participants were 386 frontline hospitality employees(50.8%fem...The study examined work engagement and coping strategies in the relationship between abusive supervision and helping behaviors among hospitality employees.Participants were 386 frontline hospitality employees(50.8%females;38.9%with 1–5 years of experience;78.3%in the 18–40 age range).They self-reported coping strategies,abusive supervision,work engagement,and helping behaviors.Structural equation model results showed that abusive supervision to be associated with lower employee helping behaviors.Work engagement was higher with employees’helping behaviors.Engaged employees would unleash helping behaviors.Work engagement mediated the relationship between abusive supervision and helping behaviors,lowering the abusive supervision risk.Finally,avoidance of contact exacerbated the moderated abusive supervision–work engagement relationship for lower work engagement,while support-seeking and reframing exerted no moderation role.Findings suggest that avoiding an immediate supervisor exacerbates abusive supervision.Hence,applying behavior-based interviews when hiring supervisors would be of strategic advantage to employees’productivity.展开更多
This paper reviews the history and journey of employee transition since the era of industrial economy, and divides the journey of employee transition into four stages according to evolving employee status and roles: E...This paper reviews the history and journey of employee transition since the era of industrial economy, and divides the journey of employee transition into four stages according to evolving employee status and roles: Employee 1.0 refers to subordinates who have little initiative and simply obeys orders. Employee 2.0 refers to self-managers who become "strategic business unit(SBU)", "manager" and "CEO". Employee 3.0 refers to entrepreneurs whose role is maker or partner. Employee 4.0 is self-organizers who act as social man and pursues personal imperialism, online development and global sharing.展开更多
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,orga...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.展开更多
Since social media increasingly infiltrates the workplace,it may affect employee innovation.However,how so-cial media use(SMU)affects employee innovation performance remains controversial.Therefore,this study explores...Since social media increasingly infiltrates the workplace,it may affect employee innovation.However,how so-cial media use(SMU)affects employee innovation performance remains controversial.Therefore,this study explores the underlying mechanisms and boundary conditions in the relationship between SMU and employee innovation performance.The research model was tested through a survey of 221 Chinese employees.The results show that SMU is positively re-lated to employee innovation performance,with work engagement acting as a mediator in this relationship.Employee tra-ditionality positively moderates the positive impact of work-related SMU on work engagement,while traditionality has no moderating effect on the relationship between social-related SMU and work engagement.This study focuses on the rela-tionship between SMU and innovation performance based on conservation of resources theory,offering insights into the intrinsic mechanism by which SMU affects employee innovation.Furthermore,this study considers the moderating effect of employee traditionality based on social cognitive theory,enriching the knowledge of how traditionality influences the impacts of SMU.This study has theoretical implications for future research and practical guidance for enterprises regard-ing the proper use of social media.展开更多
Sometimes it may be difficult to cope with workplace stress,but the skills of handling stress changes from person to person.The cause of your stress and your approach to handle it may be very different from that of yo...Sometimes it may be difficult to cope with workplace stress,but the skills of handling stress changes from person to person.The cause of your stress and your approach to handle it may be very different from that of your friend.Generally,we think that stress is related to something negative,but we do not have to look at it that way.Some stress is helpful;actually it drives people towards job completion.The purpose of the study is to provide theoretical foundation,to find the effects of work stress on employee’s performance,and to examine the causes of stress that impact employee’s performance in the workplace.The researcher decided to conduct quantitative research by using questionnaires as a tool to collect data from the samples of 86 respondents from the employees of Aeronautical Radio of Thailand Ltd.Phitsanulok.The statistic for data analyzing is descriptive statistics including percentage,frequency(number),and standard deviation.The researcher validates that there were several factors that influence stress of employees and its impact to employee’s performace in the workplace that may influence organizational goal achievement.展开更多
This research investigated the existing employee recognition methods in Chinese businesses and assessed their effectiveness.An in-depth interview was conducted in a commercial bank and a telecommunication company in C...This research investigated the existing employee recognition methods in Chinese businesses and assessed their effectiveness.An in-depth interview was conducted in a commercial bank and a telecommunication company in China.Data was collected from thirty managers who were asked to share their opinions on employee recognition effectiveness and then analyzed using the thematic analysis method.The findings indicate that an effective recognition scheme included increased job satisfaction,employee motivation,work performance,and employee commitment.Furthermore,it suggested that organizational culture,the various forms of recognition practices,awareness of giving recognition,communication,and managerial skills,can all influence recognition effectiveness.This study adds to the development of a theoretical model to help understand what makes employee recognition more effective and to clarify the value generated by effective recognition.It also contributes to the understanding of employee recognition in the Chinese workplace.Practically,this study gives recommendations to managers regarding how to better evaluate their employee recognition systems and how to improve their effectiveness.展开更多
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＇ educatio...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.展开更多
AIM:To estimate the prevalence of and risk factors for dry eye disease(DED)in young and middle-aged office employee in Xi’an.METHODS:This cross-sectional study of the prevalence of and risk factors for DED investigat...AIM:To estimate the prevalence of and risk factors for dry eye disease(DED)in young and middle-aged office employee in Xi’an.METHODS:This cross-sectional study of the prevalence of and risk factors for DED investigated 486 young and middle-aged Chinese office employee in Xi’an.DED symptoms and potential risk factors were assessed using the ocular surface disease index combined with a risk factors questionnaire,and tear function was evaluated using the tear film break-up time and Schirmer’s test.Possible risk factors for DED were estimated by binary Logistic regression analysis.RESULTS:DED was diagnosed in 100 females and 96 males,giving a prevalence of 40.3%[95%confidence interval(CI)=36.0%-44.7%].The multivariate binary Logistic regression model indicated that the possible risk factors for DED were being female(OR=1.592,95%CI=1.034-2.451,P=0.035),being aged≥40 y(OR=1.593,95%CI=1.034-2.454,P=0.035),using a VDT daily for>6 h(OR=1.990,95%CI=1.334-2.971,P=0.001),the presence of central air conditioning(OR=1.548,95%CI=1.053-2.276,P=0.026),and self-reported dryness of the mouth and nose(OR=1.589,95%CI=1.071-2.357,P=0.021).CONCLUSION:There is a high prevalence of clinically diagnosed DED in young and middle-aged video displayterminal(VDT)users.Interventions against the modifiable risk factors should be taken to prevent the occurrence and development of DED in this population.展开更多
The average stress of people in China’s workplace is reaching the peak in recent two years.To improve employee’s positive psychological factors,Spiritual leadership has a good performance in this regard.Based on the...The average stress of people in China’s workplace is reaching the peak in recent two years.To improve employee’s positive psychological factors,Spiritual leadership has a good performance in this regard.Based on the mediating effect of goal self-concordance and self-efficacy,this paper further studies the impact of spiritual leadership on employee’s work engagement.Through the empirical study,the following conclusions are drawn:(1)Spiritual leadership significantly positively affects the employee’s work engagement.(2)Spiritual leadership has a significant positive effect on goal self-concordance and self-efficacy.(3)Goal self-concordance and self-efficacy have significant positive effects on employee’s work engagement.(4)Goal self-concordance and self-efficacy play a partial mediating role in the process of spiritual leadership’s impact on employees’work engagement.This study found the new mediator which partly revealed the mechanism between the effectiveness of Spiritual Leadership and employee’s work engagement.This study may serve as one of the researches for improving the effectiveness of leaders in organizations and promoting the motivation of employees in the workplace.展开更多
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...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.展开更多
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,...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.展开更多
文摘During the COVID-19 pandemic,most businesses adopted hybrid work arrangements,adapting to changing workplace demands.This study explores how Technologies 4.0(advanced technologies)and employee motivation affect the link between hybrid work models and the performance of younger workers(millennials and Gen-Z)in Kerala’s IT sector.Based on a survey of 155 employees,the study shows that the hybrid work model has a significant impact on performance.While basic technologies do not have a major role,the study emphasizes that employee engagement is a key factor.As hybrid work options become more common,they will continue to shape the future of work.
文摘Employee selection is a critical process that directly impacts organizational performance,productivity,and strategic success.This comprehensive article explores the multifaceted landscape of contemporary employee selection tools,examining their theoretical foundations,practical applications,psychological underpinnings,and empirical effectiveness.By systematically analyzing various selection methodologies,this research provides insights into the complex decision-making processes that organizations employ to identify,evaluate,and recruit top talent.The article critically evaluates the reliability,validity,advantages,and limitations of each selection tool,offering a nuanced perspective on their implementation and potential organizational impact.
文摘This phenomenological qualitative study explored the lived experiences of employees at Maryland's Historically Black Colleges and Universities(HBCUs)concerning internal control systems through the theoretical lenses of the COSO framework and employee engagement theory.Using semi-structured interviews with faculty and staff who had worked at the institution for more than three years,the research investigated how employees perceive leadership tone,risk assessment processes,policy implementation,communication channels,and evaluation mechanisms related to internal controls.The study revealed five major themes that characterize employee experiences with internal control systems at this HBCU.Leadership communication was found to be hierarchical but inclusive,though marked by inconsistent communication of ethical values and significant resource constraints affecting implementation.Risk management practices were predominantly reactive rather than proactive,with limited systematic risk assessment processes that focused more on academic risks than operational vulnerabilities.Policy implementation was characterized by unclear separation of duties,substantial workload imbalances,and limited resources that compromised effective control activities.Communication challenges emerged as a critical weakness,with participants describing information sharing as inconsistent,unclear,and selective,compounded by significant technology obstacles in accessing necessary information.The evaluation and improvement processes were found to be limited and primarily driven by external accreditation requirements rather than systematic internal monitoring,resulting in reactive responses to issues rather than proactive enhancement.The findings contribute to the limited research on internal control systems within HBCUs by providing phenomenological insights into how structural constraints including funding limitations,unclear role delineation,and reactive management approaches create barriers to implementing robust internal control systems.Despite institutional commitment to inclusive leadership and student success,the study reveals that addressing these challenges requires not only increased resources but also structural changes to workload distribution,communication practices,and a shift toward more proactive risk management and monitoring procedures.The research provides evidence-based insights for HBCU administrators seeking to strengthen internal control implementation while maintaining institutional mission and cultural values.
基金funded by the scientific research project of the Education Department of Hunan Province,China(Grant No.24A0123).
文摘This study explores the impact of playful work design on employee creativity through flow,as well as the moderating role of playful climate in this relationship.We collected data from 272 employees across various industries in China(47.2%from the service industry;61.8%female;63.6%aged 26–40 years).Participants completed measures of playful work design,flow,playful climate,and creativity.Through hierarchical regression and bootstrapping analyses,the results indicate that:(a)playful work design is positively associated with creativity;(b)flow mediates this relationship;and(c)playful climate strengthens the link between playful work design and flow,thereby enhancing employee creativity.These findings support work flow theory by demonstrating that playful work design satisfies employees’basic psychological needs,stimulates intrinsic motivation,and ultimately induces flow to enhance creativity.For practical implications,managers should prioritize employees’work experience,monitor their flow states,and foster a playful climate.
基金funded by the Hebei Provincial Party School of the CPC(Hebei Institute of Administration)Innovation Engineering Research Project(National Social Science Fund Cultivation Special)Nanjing University of Finance and Economics Major Special Teaching Reform Project“Research on Personalized Learning Mode and Implementation Path for College Students under the Background of Smart Education”the China Postdoctoral Science Foundation(Grant number:2019M662309).
文摘Background:In the field of organizational behavior,various aspects that have an impact on employee well-being gradually become a focus of attention.Among them,performance pressure,which is a component of workplace stressors that has a great influence on employees’job performance as well as well-being,has been little studied.Therefore,this paper constructs a research model,which uses workplace anxiety as a mediating variable and vocational delay of gratification as a moderating variable,to explore the impact of performance pressure on employee well-being.Methods:Reliable data were collected by questionnaire method and data analysis was conducted with the help of SPSS 26.0.In this paper,the data statistics are carried out by correlation analysis,mediation effect analysis,and moderating effect analysis,and the regression analysis is further studied.Results:The finding shows that performance pressure impacts employee well-being negatively,and workplace anxiety has a significant negative impact on employee well-being.When the workplace anxiety variable is added,the negative impact of performance pressure on employee well-being is still significant.Therefore,it can be verified that workplace anxiety plays an intermediary role in the influencing mechanism of performance pressure on employee well-being.While high vocational delay satisfaction weakens the influence of performance pressure on employee well-being.It’s interesting that under the adjustment of low delayed gratification,low-performance pressure will lead to higher employee well-being,and the organization’s conscious reduction of performance pressure is conducive to improving employeewell-being,and under the adjustment of high delayed gratification,low-performance pressure leads to higher employee well-being,and high-performance pressure leads to lower employee well-being,which shows the weakening effect of high delayed gratification,that means vocational delay gratification plays a negative regulating role in the influencing mechanism of performance pressure and employee well-being.Conclusion:Under the mediating role of workplace anxiety,performance pressure has a significant negative impact on employee well-being,and in this influence mechanism,vocational delay gratification plays a significant negative moderating role.
文摘How do individuals adjust their savings and consumption behaviors in response to the combined effects of increased life expectancy and declining pension replacement rates?This study constructs a life-cycle model,using changes in conditional survival probabilities as a proxy for shifts in individual life expectancy,to examine consumption behavior under the dual backdrop of prolonged longevity and a gradual decline in pension replacement rates.The results suggest that changes in life expectancy and pension replacement rates together explain 8.9%to 10.2%of the observed decline in consumption in recent years,with both variables playing equally significant explanatory roles.Furthermore,we find that,to fully offset the negative impact of increased life expectancy on consumption,the pension replacement rate must reach at least 82%.These findings offer theoretical and policy implications for improving the quality of life in later years among enterprise employees in the context of population aging.
文摘The integration of artificial intelligence(AI)into various sectors has undoubtedly brought about numerous benefits,from increased efficiency to innovative problem‐solving.The growing influence of AI across several industries may help to achieve the sustainable development goals(SDGs).However,due to the AI revolution happening in industries across the globe,older employees are often confronted with significant hurdles in keeping pace with these changes.The threat of job displacement looms large as automation driven by AI encroaches upon routine tasks previously performed by human workers.Job insecurity,that is,worry of losing one's job encompasses anxiety,and uneasiness,and affects the mental health of employees.To address these challenges and empower older employees in the era of open AI,it is imperative that organizations implement targeted strategies tailored to their unique needs and circumstances.Employees use the opportunities for continued education provided to them with company support to prevent unwanted effects.organizations can create an inclusive and supportive environment where older employees are empowered to embrace the opportunities presented by AI while leveraging their experience and expertise to drive innovation and success.
文摘The study examined work engagement and coping strategies in the relationship between abusive supervision and helping behaviors among hospitality employees.Participants were 386 frontline hospitality employees(50.8%females;38.9%with 1–5 years of experience;78.3%in the 18–40 age range).They self-reported coping strategies,abusive supervision,work engagement,and helping behaviors.Structural equation model results showed that abusive supervision to be associated with lower employee helping behaviors.Work engagement was higher with employees’helping behaviors.Engaged employees would unleash helping behaviors.Work engagement mediated the relationship between abusive supervision and helping behaviors,lowering the abusive supervision risk.Finally,avoidance of contact exacerbated the moderated abusive supervision–work engagement relationship for lower work engagement,while support-seeking and reframing exerted no moderation role.Findings suggest that avoiding an immediate supervisor exacerbates abusive supervision.Hence,applying behavior-based interviews when hiring supervisors would be of strategic advantage to employees’productivity.
文摘This paper reviews the history and journey of employee transition since the era of industrial economy, and divides the journey of employee transition into four stages according to evolving employee status and roles: Employee 1.0 refers to subordinates who have little initiative and simply obeys orders. Employee 2.0 refers to self-managers who become "strategic business unit(SBU)", "manager" and "CEO". Employee 3.0 refers to entrepreneurs whose role is maker or partner. Employee 4.0 is self-organizers who act as social man and pursues personal imperialism, online development and global sharing.
文摘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.
基金supported by the National Natural Science Foundation of China(72332007)。
文摘Since social media increasingly infiltrates the workplace,it may affect employee innovation.However,how so-cial media use(SMU)affects employee innovation performance remains controversial.Therefore,this study explores the underlying mechanisms and boundary conditions in the relationship between SMU and employee innovation performance.The research model was tested through a survey of 221 Chinese employees.The results show that SMU is positively re-lated to employee innovation performance,with work engagement acting as a mediator in this relationship.Employee tra-ditionality positively moderates the positive impact of work-related SMU on work engagement,while traditionality has no moderating effect on the relationship between social-related SMU and work engagement.This study focuses on the rela-tionship between SMU and innovation performance based on conservation of resources theory,offering insights into the intrinsic mechanism by which SMU affects employee innovation.Furthermore,this study considers the moderating effect of employee traditionality based on social cognitive theory,enriching the knowledge of how traditionality influences the impacts of SMU.This study has theoretical implications for future research and practical guidance for enterprises regard-ing the proper use of social media.
文摘Sometimes it may be difficult to cope with workplace stress,but the skills of handling stress changes from person to person.The cause of your stress and your approach to handle it may be very different from that of your friend.Generally,we think that stress is related to something negative,but we do not have to look at it that way.Some stress is helpful;actually it drives people towards job completion.The purpose of the study is to provide theoretical foundation,to find the effects of work stress on employee’s performance,and to examine the causes of stress that impact employee’s performance in the workplace.The researcher decided to conduct quantitative research by using questionnaires as a tool to collect data from the samples of 86 respondents from the employees of Aeronautical Radio of Thailand Ltd.Phitsanulok.The statistic for data analyzing is descriptive statistics including percentage,frequency(number),and standard deviation.The researcher validates that there were several factors that influence stress of employees and its impact to employee’s performace in the workplace that may influence organizational goal achievement.
文摘This research investigated the existing employee recognition methods in Chinese businesses and assessed their effectiveness.An in-depth interview was conducted in a commercial bank and a telecommunication company in China.Data was collected from thirty managers who were asked to share their opinions on employee recognition effectiveness and then analyzed using the thematic analysis method.The findings indicate that an effective recognition scheme included increased job satisfaction,employee motivation,work performance,and employee commitment.Furthermore,it suggested that organizational culture,the various forms of recognition practices,awareness of giving recognition,communication,and managerial skills,can all influence recognition effectiveness.This study adds to the development of a theoretical model to help understand what makes employee recognition more effective and to clarify the value generated by effective recognition.It also contributes to the understanding of employee recognition in the Chinese workplace.Practically,this study gives recommendations to managers regarding how to better evaluate their employee recognition systems and how to improve their effectiveness.
文摘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.
基金Supported by Science and Technology Major Projects of Shaanxi Province,China(No.2017ZDXMSF-070)Science Foundation of Shaanxi Province,China(No.2010JM4011)Xi’an Science and Technology Bureau,China(No.2019115913YX014SF047)。
文摘AIM:To estimate the prevalence of and risk factors for dry eye disease(DED)in young and middle-aged office employee in Xi’an.METHODS:This cross-sectional study of the prevalence of and risk factors for DED investigated 486 young and middle-aged Chinese office employee in Xi’an.DED symptoms and potential risk factors were assessed using the ocular surface disease index combined with a risk factors questionnaire,and tear function was evaluated using the tear film break-up time and Schirmer’s test.Possible risk factors for DED were estimated by binary Logistic regression analysis.RESULTS:DED was diagnosed in 100 females and 96 males,giving a prevalence of 40.3%[95%confidence interval(CI)=36.0%-44.7%].The multivariate binary Logistic regression model indicated that the possible risk factors for DED were being female(OR=1.592,95%CI=1.034-2.451,P=0.035),being aged≥40 y(OR=1.593,95%CI=1.034-2.454,P=0.035),using a VDT daily for>6 h(OR=1.990,95%CI=1.334-2.971,P=0.001),the presence of central air conditioning(OR=1.548,95%CI=1.053-2.276,P=0.026),and self-reported dryness of the mouth and nose(OR=1.589,95%CI=1.071-2.357,P=0.021).CONCLUSION:There is a high prevalence of clinically diagnosed DED in young and middle-aged video displayterminal(VDT)users.Interventions against the modifiable risk factors should be taken to prevent the occurrence and development of DED in this population.
基金Youth Program of National Natural Science Foundation of China(No.71702068).
文摘The average stress of people in China’s workplace is reaching the peak in recent two years.To improve employee’s positive psychological factors,Spiritual leadership has a good performance in this regard.Based on the mediating effect of goal self-concordance and self-efficacy,this paper further studies the impact of spiritual leadership on employee’s work engagement.Through the empirical study,the following conclusions are drawn:(1)Spiritual leadership significantly positively affects the employee’s work engagement.(2)Spiritual leadership has a significant positive effect on goal self-concordance and self-efficacy.(3)Goal self-concordance and self-efficacy have significant positive effects on employee’s work engagement.(4)Goal self-concordance and self-efficacy play a partial mediating role in the process of spiritual leadership’s impact on employees’work engagement.This study found the new mediator which partly revealed the mechanism between the effectiveness of Spiritual Leadership and employee’s work engagement.This study may serve as one of the researches for improving the effectiveness of leaders in organizations and promoting the motivation of employees in the workplace.
文摘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.
文摘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.
