Relational theory represents a critical paradigm in understanding organizational dynamics,policy formation,and leadership effectiveness.This comprehensive literature review explores the theoretical foundations,practic...Relational theory represents a critical paradigm in understanding organizational dynamics,policy formation,and leadership effectiveness.This comprehensive literature review explores the theoretical foundations,practical implications,and organizational leadership applications of relational theory across diverse contextual frameworks.By synthesizing contemporary scholarly research,this review critically examines the theory’s epistemological underpinnings,methodological approaches,and transformative potential in organizational policy development.The analysis reveals complex interconnections between relational theory,organizational behavior,leadership strategies,and systemic policy implementation,highlighting both the theory’s significant potential and inherent limitations in contemporary organizational contexts.展开更多
The new quality productivity is the productivity driving high-tech,which has the ability to empower the future emerging industries with foresight.Therefore,the theoretical perspective of new quality productivity studi...The new quality productivity is the productivity driving high-tech,which has the ability to empower the future emerging industries with foresight.Therefore,the theoretical perspective of new quality productivity studies the soul and countermeasures of Chinese science and technology enterprises has far-reaching theoretical and practical significance.This study primarily focuses on the following three aspects:First,in the digital age,understanding the challenges and issues faced by traditional tech companies due to new quality productivity,exploring organizational innovation mechanisms applicable to tech enterprises to guide their development direction;Second,researching the intrinsic driving relationship between new quality productivity and the organizational innovation capabilities of tech enterprises,redefining the soul of tech enterprise organizations to enhance organizational combat effectiveness,cohesion,and vitality;Finally,using the DT provincial branch as a case study,discussing how new quality productivity shapes the soul of organizational culture in tech enterprises,enhancing organizational capabilities,strengthening internal collaboration,promoting agile,flexible,and efficient operations,and accelerating innovation,efficiency,and value creation in tech enterprises.展开更多
This essay evaluates the behavioural dynamics generated by profit incentives and compares them with those in government-owned and charitable enterprises.Drawing on neoclassical microeconomics,agency theory,and institu...This essay evaluates the behavioural dynamics generated by profit incentives and compares them with those in government-owned and charitable enterprises.Drawing on neoclassical microeconomics,agency theory,and institutional economics,it shows how the profit motive drives cost minimization,allocative efficiency,innovation,and consumer responsiveness.Profit expectations,formalized in endogenous growth models,act as catalysts for technological progress and dynamic efficiency,while agency-theoretic governance mechanisms align managerial incentives with shareholder interests.In contrast,government-owned enterprises operate under multi-objective welfare functions,often constrained by soft budget expectations,political interference,and X-inefficiencies that dilute efficiency.Charitable organizations,structured by the non-distribution constraint,emphasize social trust,equity,and mission fulfilment,supported by warm-glow altruism but constrained by free-rider problems and underfunding.A comparative evaluation suggests that profit-driven firms outperform in competitive markets producing private goods,whereas government and charitable forms play essential roles in addressing market failures and providing public or credence goods.The analysis affirms the institutionalist principle that ownership and governance structures must be aligned with the nature of the goods or services delivered.展开更多
Objective:To study the relationship,the mediating effect of organizational commitment on nurses’ethical climate and ethical behavior.Methods:Structural Equation Modeling(SEM)was employed to perform path analysis in t...Objective:To study the relationship,the mediating effect of organizational commitment on nurses’ethical climate and ethical behavior.Methods:Structural Equation Modeling(SEM)was employed to perform path analysis in this exploratory study.The participants consisted of 280 Iranian nurses who were studied through proportional random sampling.The research tool was consisted of(1)the Ethical Climate Questionnaire by Cullen and Victor,which examines the ethical standards of selfishness,philanthropy,and ethical principles,as well as the reference sources of ethical arguments,including individual,regional,and global ones;(2)Allen and Mayer’s questionnaire,which measures organizational commitment in 3 areas:emotional commitment,continuous commitment,and normative commitment;and(3)Peterson’s Ethical Behavior Questionnaire,which combines nine items to form interconnected ethical behaviors and is based on a 5-point Likert scale.The data were analyzed using AMOS and SPSS v.23 software.Results:The correlation coefficient between the two variables,ethical climate and ethical behavior,showed a significant relationship(r=0.10,p=0.085).The organizational commitment showed a significant relationship between some dimensions and the total ethical climate.The ethical climate affects the organizational commitment(beta=3.261)and behavior(beta=0.121).Organizational commitment does not show any significant relationship with ethical behavior.The ethical climate affects the organizational commitment and the ethical behavior.Conclusions:Nursing managers and nursing staff should consider the ethical climate that affects the organizational commitment and nursing ethical behavior.展开更多
This study examined the relationships among workplace spirituality,mindfulness,mental well-being,and organizational commitment in professional female dancers.A total of 424 dancers from the United States participated ...This study examined the relationships among workplace spirituality,mindfulness,mental well-being,and organizational commitment in professional female dancers.A total of 424 dancers from the United States participated in the survey.Structural equation modeling indicated that workplace spirituality was positively associated with both mental well-being and organizational commitment,whereas mindfulness was significantly related only to organizational commitment.Mental well-being was a significant predictor of organizational commitment and mediated the relationship between workplace spirituality and organizational commitment,but not between mindfulness and commitment.These results suggest that workplace spirituality functions as a psychological resource that enhances emotional health and strengthens organizational engagement.Thesefindings are consistent with self-determination theory,highlighting the role of value congruence and intrinsic purpose in sustaining motivation in high-performance contexts.Moreover,the studyfindings underscore the importance of fostering spiritually supportive work environments to promote psychological well-being and long-term organizational commitment.展开更多
This study examines how organizational support influences the career adaptability of novice university teachers in Guangdong,China,and the mediating role of teacher self-efficacy.Drawing on social cognitive theory and...This study examines how organizational support influences the career adaptability of novice university teachers in Guangdong,China,and the mediating role of teacher self-efficacy.Drawing on social cognitive theory and organizational support theory,we hypothesized that organizational support would positively predict career adaptability through self-efficacy.A cross-sectional survey was conducted with 326 novice teachers(with 1–3 years of teaching experience)from 12 universities in Guangdong.Data were analyzed using correlation analysis,hierarchical regression,and bootstrap.Results showed that:(1)organizational support was positively associated with both self-efficacy(r=0.62,P<0.001)and career adaptability(r=0.58,P<0.001);(2)self-efficacy fully mediated the relationship between organizational support and career adaptability(indirect effect=0.24,95%CI[0.18,0.31]),with a partial reduction in the direct effect fromβ=0.35 toβ=0.17(P<0.05);(3)female teachers reported higher self-efficacy than males(P<0.05),and teachers with 2 years of experience showed significantly higher adaptability than those with 1 year(P<0.05).The findings highlight the critical role of self-efficacy in translating organizational support into adaptability,providing empirical evidence for universities to design targeted support strategies.展开更多
Objectives:While organizations are increasingly adopting artificial intelligence(AI),its effects on employees’well-being remain poorly understood.Drawing on social cognitive theory,this study aimed to examine the und...Objectives:While organizations are increasingly adopting artificial intelligence(AI),its effects on employees’well-being remain poorly understood.Drawing on social cognitive theory,this study aimed to examine the underlying mechanism through which organizational AI adoption influences employees’well-being.Methods:A two-wave time-lagged research design was conducted with 262 Chinese employees employing a voluntary and anonymous survey.The survey included measures of organizational AI adoption,AI use anxiety,job insecurity,subjective well-being,and psychological well-being.The data were analyzed using SPSS 26.0 software and macro PROCESS.Results:The moderation analysis revealed that AI use anxiety moderated the association between organizational AI adoption and job insecurity(b=0.19,standard error[SE]=0.04,p<0.001),indicating that organizational AI adoption was positively related to job insecurity when AI use anxiety was higher.The moderating mediation analysis further revealed that the indirect effect of organizational AI adoption on employees’well-being via job insecurity was negative(for subjective well-being,moderated mediation index=−0.05,SE=0.03,95%CI=[−0.103,−0.005];for psychological well-being,moderated mediation index=−0.04,SE=0.02,95%CI=[−0.089,−0.007]),indicating that organizational AI adoption would impair employees’well-being by increasing job insecurity for employees with a higher level of AI use anxiety.Conclusions:AI use anxiety acts as a critical moderator in the link between organizational AI adoption and employee well-being.The finding supports the notion that a wide variety of boundary conditions may influence how individuals react to AI filling roles typically held by humans.展开更多
With the transformation and upgrading of industries,along with the rapid advancement of artificial intelligence(AI)technologies,higher vocational education in art and design is facing new developmental challenges.As a...With the transformation and upgrading of industries,along with the rapid advancement of artificial intelligence(AI)technologies,higher vocational education in art and design is facing new developmental challenges.As an emerging integrative ecosystem,the municipal industry-education consortium offers a strategic pathway to address these challenges by deepening collaboration between education and industry and fostering the coordinated development of both sectors.Grounded in the framework of the municipal industry-education consortium,this study proposes a top-level organizational model for art and design specialty groups characterized by industry-chain-driven development,interdisciplinary integration,and growth-employment orientation.It further explores multiple development pathways,including innovations in consortium council governance,dynamic talent cultivation models,shared curriculum systems,dual-track teaching teams,and multi-tiered practice bases.Collectively,these pathways establish a comprehensive specialty group system in which core specialties drive development,supporting specialties ensure interdependence,and extended specialties foster mutual advancement.The findings provide theoretical insights and practical guidance for advancing the modernization and high-quality transformation of vocational art and design education,contributing to the cultivation of innovative and application-oriented professionals aligned with industrial restructuring and the development of new productive forces.展开更多
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 ...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.展开更多
The article represents research on ways to make the management of real estate companies more efficient, starting from their structural organization. The organizational structure of the enterprise is a basic component ...The article represents research on ways to make the management of real estate companies more efficient, starting from their structural organization. The organizational structure of the enterprise is a basic component of the general structure of the company and reflects the “anatomy of the enterprise” and the way of its conception, detailing, and implementation directly influence the activities required to achieve the objectives of the enterprise. On closer examination of a series of organizational charts of real estate management companies, the author observed a tendency to use organizational structures that are inefficient. The main objectives of this article are to bring into the practice of real estate management a model of beneficial organizational structure, both for the real estate management companies and for the construction companies that, besides the building activity, also deal with the management of their own real estate, and to emphasize the particular importance of the organizational structure of the company. The appreciation of the organizational structure represents the process of knowledge, understanding, and explanation of the existing situation through a detailed analysis of the factors that influence its condition through: the enterprise development strategy;the type and complexity of services;the size of the enterprise;the quality of human resources;the changes that take place in the external environment of the company, and last but not least, the legal framework and the statutes of the enterprise.展开更多
The initial copper with large grain sizes of 60-100 μm was processed by six passes asymmetrical accumulative rolling-bond （AARB） and annealing, the ultra-fine-grained （UFG） copper with grain size of 200 nm was ob...The initial copper with large grain sizes of 60-100 μm was processed by six passes asymmetrical accumulative rolling-bond （AARB） and annealing, the ultra-fine-grained （UFG） copper with grain size of 200 nm was obtained, and the microstructures and properties were studied. The results show that there are large sub-structures and also texture component C for the UFG copper obtained by six passes AARB, possessing high strength and microhardness in company with poor elongation and conductivity. Thereafter, the UFG copper was annealed at 220 °C for 35 min, in which the sub-structures disappear, the grain boundaries are composed of big angle grain boundaries, and the textures are composed of a variety of texture components and parts of twins. Compared with the UFG copper obtained by six passes AARB, the tensile strength and yield strength for the UFG copper obtained by six passes AARB and annealing at 220 °C for 35 min are decreased slightly, the elongation and conductivity are improved obviously.展开更多
In this paper, the knowledge based enterprise is considered as an organism, which possesses a set of capabilities. The organizational structure model of knowledge based enterprise organism is described in order to pos...In this paper, the knowledge based enterprise is considered as an organism, which possesses a set of capabilities. The organizational structure model of knowledge based enterprise organism is described in order to possess the essential capacity set. A dynamic capacity set is defined and analyzed based on the definition of the growth and development for knowledge based enterprise organism. The structure of the capacity base, a subset of the capacity set, is optimized for different periods of the organism ...展开更多
Organizational ethical climate is an effective way to solve organizational ethical problems and dilemmas. Therefore study on our organizational ethical climate has the great significance to solve ethical problems and ...Organizational ethical climate is an effective way to solve organizational ethical problems and dilemmas. Therefore study on our organizational ethical climate has the great significance to solve ethical problems and dilemmas faced by the organization and staff. Through semi-structured interview, structural interview and questionnaire survey and other methods this study gets to understand internal structural elements of organizational ethical climate under Chinese cultural background, and constructs organizational ethical climate questionnaire, which has good reliability and validity; carries out surveys in large scale by using the revised questionnaire, and recycles 709 valid questionnaires. The results of exploratory factor analysis and confirmatory factor analysis show that Chinese organizational ethical climate＇ s internal structure includes five factors： egoism, altruism, independence orientated, organizational system orientated, and law and code orientated.展开更多
Flexible management of enterprise has become a hot topic,but there are fewer researches about the relationship between organizational flexibility and performance of enterprise. In this paper,taking agricultural enterp...Flexible management of enterprise has become a hot topic,but there are fewer researches about the relationship between organizational flexibility and performance of enterprise. In this paper,taking agricultural enterprise as research object,theoretic model on the relationship between organizational flexibility and performance of enterprise is established. Via investigation data,different types of agricultural enterprises are analyzed. Results show that organizational flexibility of agricultural enterprise has certain positive impact on enterprise performance,and the impacts on enterprise performance by different aspects of organizational flexibility from different types of agricultural enterprises are different.展开更多
This study was conducted to see if organizational performance is affected by human resource information system （HRIS） and organizational learning capability. HRIS examined in this study consists of performance appra...This study was conducted to see if organizational performance is affected by human resource information system （HRIS） and organizational learning capability. HRIS examined in this study consists of performance appraisal and career management. Data were collected at the public universities located in West Sumatra using questionnaires as the main data collection tool in quantitative approach. Data were analysed using the Statistical Program for Social Science （SPSS）. HRIS was measured by using the concept of behavior and found that independent variables significantly related to organizational performance. These results supported that the organizational learning capability as moderating variable influenced the relationship between HRIS and organizational performance. The model stresses the importance of HRIS which supports the organizational performance at public universities. The results of this study indicate that at public universities in West Sumatra, the improvement of HRIS will lead to higher levels of organizational performance. Results of this study are expected to provide benefits to all stakeholders who have an interest in higher education, especially in information technology and performance.展开更多
This study seeks to answer one question： The quality level of organizational environment. Is it an indicator of the workplace satisfaction level, according to the perception of Hitachi Chemical employees in Montemore...This study seeks to answer one question： The quality level of organizational environment. Is it an indicator of the workplace satisfaction level, according to the perception of Hitachi Chemical employees in Montemorelos, Nuevo León, México？ This study＇s design is both explanatory and cross-sectional. The sample size was composed of 143 Hitachi Chemical employees of Montemorelos, Nuevo León, México. For the data collection, two instruments were used： the first instrument was used to measure the quality of organizational climate and the second was focused on measuring the workplace satisfaction level. As a result, the level of organizational climate quality is in fact a predictor of workplace satisfaction of Hitachi Chemical employees. After the regression analysis, it was found that the variable, level of organizational climate, explained a 71.4% variance in the dependent variable, work satisfaction. It was determined that organizational climate is a strong predictor of work satisfaction perceived by employees of Hitachi Chemicals, Montemorelos, Nuevo León, México. It can be established that the greater the levels of organizational climate experienced by the employees, the greater the level of work satisfaction will be.展开更多
Based on an explorative embedded single-case study, this paper analyzes its import-based innovation process, identifies characteristics of manifestation of organizational inertia＇s effects, and reveals organizational...Based on an explorative embedded single-case study, this paper analyzes its import-based innovation process, identifies characteristics of manifestation of organizational inertia＇s effects, and reveals organizational learning＇s effects on firms＂ organizational inertia. The case selected is the successful practice about typical technology import of internal combustion locomotive, electric locomotive, and diesel engine, owned by Dalian Locomotive and Rolling Stock Ltd Company of CRRC. Based on analysis, it can be found that firms＇organizational inertia exhibits primarily negative effects, positive effects and a combination of positive and negative effects in different stages of imitative, improved and indigenous innovation respectively. Further analysis of typical events shows that explorative learning mitigates organizational inertia＇s negative effects, while exploitative learning enhances its positive effects. From the angle of organizational inertia＇s effects, this paper deepens understanding on the mechanism of transition from technology importation to indigenous innovation, and provides inspirations for late-coming firms to break the vieious cycle where technology importation leads to more backwardness..展开更多
Organizational power politics permeates all actions within an organization. Power is one person＇s ability to exert change on another person＇s way of life and actions. Using power is a valuable means to influence and...Organizational power politics permeates all actions within an organization. Power is one person＇s ability to exert change on another person＇s way of life and actions. Using power is a valuable means to influence and achieve intended desires and future action in others. Power is instrumental; it＇s a means to achieve goals other than the attainment of power itself. Power may also be expressed as one person＇s dependence on another. Power can, and sometimes is, a goal; its basic use is instrumental in the achievement of one＇s goals or aims. This paper is part of a descriptive analysis section from a study conducted on organizational power and leadership. The researcher gathered insights into the lived experiences of like-minded sample of respondents as they described organizational power politics and how they view and use power in their vanous leadership positions .展开更多
文摘Relational theory represents a critical paradigm in understanding organizational dynamics,policy formation,and leadership effectiveness.This comprehensive literature review explores the theoretical foundations,practical implications,and organizational leadership applications of relational theory across diverse contextual frameworks.By synthesizing contemporary scholarly research,this review critically examines the theory’s epistemological underpinnings,methodological approaches,and transformative potential in organizational policy development.The analysis reveals complex interconnections between relational theory,organizational behavior,leadership strategies,and systemic policy implementation,highlighting both the theory’s significant potential and inherent limitations in contemporary organizational contexts.
文摘The new quality productivity is the productivity driving high-tech,which has the ability to empower the future emerging industries with foresight.Therefore,the theoretical perspective of new quality productivity studies the soul and countermeasures of Chinese science and technology enterprises has far-reaching theoretical and practical significance.This study primarily focuses on the following three aspects:First,in the digital age,understanding the challenges and issues faced by traditional tech companies due to new quality productivity,exploring organizational innovation mechanisms applicable to tech enterprises to guide their development direction;Second,researching the intrinsic driving relationship between new quality productivity and the organizational innovation capabilities of tech enterprises,redefining the soul of tech enterprise organizations to enhance organizational combat effectiveness,cohesion,and vitality;Finally,using the DT provincial branch as a case study,discussing how new quality productivity shapes the soul of organizational culture in tech enterprises,enhancing organizational capabilities,strengthening internal collaboration,promoting agile,flexible,and efficient operations,and accelerating innovation,efficiency,and value creation in tech enterprises.
文摘This essay evaluates the behavioural dynamics generated by profit incentives and compares them with those in government-owned and charitable enterprises.Drawing on neoclassical microeconomics,agency theory,and institutional economics,it shows how the profit motive drives cost minimization,allocative efficiency,innovation,and consumer responsiveness.Profit expectations,formalized in endogenous growth models,act as catalysts for technological progress and dynamic efficiency,while agency-theoretic governance mechanisms align managerial incentives with shareholder interests.In contrast,government-owned enterprises operate under multi-objective welfare functions,often constrained by soft budget expectations,political interference,and X-inefficiencies that dilute efficiency.Charitable organizations,structured by the non-distribution constraint,emphasize social trust,equity,and mission fulfilment,supported by warm-glow altruism but constrained by free-rider problems and underfunding.A comparative evaluation suggests that profit-driven firms outperform in competitive markets producing private goods,whereas government and charitable forms play essential roles in addressing market failures and providing public or credence goods.The analysis affirms the institutionalist principle that ownership and governance structures must be aligned with the nature of the goods or services delivered.
基金supported by The Mediating Effect of Organizational Commitment on Nurses’Ethical Climate and Ethical Behavior(No.IR.UMSHA.REC.1396.601).
文摘Objective:To study the relationship,the mediating effect of organizational commitment on nurses’ethical climate and ethical behavior.Methods:Structural Equation Modeling(SEM)was employed to perform path analysis in this exploratory study.The participants consisted of 280 Iranian nurses who were studied through proportional random sampling.The research tool was consisted of(1)the Ethical Climate Questionnaire by Cullen and Victor,which examines the ethical standards of selfishness,philanthropy,and ethical principles,as well as the reference sources of ethical arguments,including individual,regional,and global ones;(2)Allen and Mayer’s questionnaire,which measures organizational commitment in 3 areas:emotional commitment,continuous commitment,and normative commitment;and(3)Peterson’s Ethical Behavior Questionnaire,which combines nine items to form interconnected ethical behaviors and is based on a 5-point Likert scale.The data were analyzed using AMOS and SPSS v.23 software.Results:The correlation coefficient between the two variables,ethical climate and ethical behavior,showed a significant relationship(r=0.10,p=0.085).The organizational commitment showed a significant relationship between some dimensions and the total ethical climate.The ethical climate affects the organizational commitment(beta=3.261)and behavior(beta=0.121).Organizational commitment does not show any significant relationship with ethical behavior.The ethical climate affects the organizational commitment and the ethical behavior.Conclusions:Nursing managers and nursing staff should consider the ethical climate that affects the organizational commitment and nursing ethical behavior.
文摘This study examined the relationships among workplace spirituality,mindfulness,mental well-being,and organizational commitment in professional female dancers.A total of 424 dancers from the United States participated in the survey.Structural equation modeling indicated that workplace spirituality was positively associated with both mental well-being and organizational commitment,whereas mindfulness was significantly related only to organizational commitment.Mental well-being was a significant predictor of organizational commitment and mediated the relationship between workplace spirituality and organizational commitment,but not between mindfulness and commitment.These results suggest that workplace spirituality functions as a psychological resource that enhances emotional health and strengthens organizational engagement.Thesefindings are consistent with self-determination theory,highlighting the role of value congruence and intrinsic purpose in sustaining motivation in high-performance contexts.Moreover,the studyfindings underscore the importance of fostering spiritually supportive work environments to promote psychological well-being and long-term organizational commitment.
基金supported by the Teaching Quality and Teaching Reform Project of Dongguan City University(JY2022022301).
文摘This study examines how organizational support influences the career adaptability of novice university teachers in Guangdong,China,and the mediating role of teacher self-efficacy.Drawing on social cognitive theory and organizational support theory,we hypothesized that organizational support would positively predict career adaptability through self-efficacy.A cross-sectional survey was conducted with 326 novice teachers(with 1–3 years of teaching experience)from 12 universities in Guangdong.Data were analyzed using correlation analysis,hierarchical regression,and bootstrap.Results showed that:(1)organizational support was positively associated with both self-efficacy(r=0.62,P<0.001)and career adaptability(r=0.58,P<0.001);(2)self-efficacy fully mediated the relationship between organizational support and career adaptability(indirect effect=0.24,95%CI[0.18,0.31]),with a partial reduction in the direct effect fromβ=0.35 toβ=0.17(P<0.05);(3)female teachers reported higher self-efficacy than males(P<0.05),and teachers with 2 years of experience showed significantly higher adaptability than those with 1 year(P<0.05).The findings highlight the critical role of self-efficacy in translating organizational support into adaptability,providing empirical evidence for universities to design targeted support strategies.
文摘Objectives:While organizations are increasingly adopting artificial intelligence(AI),its effects on employees’well-being remain poorly understood.Drawing on social cognitive theory,this study aimed to examine the underlying mechanism through which organizational AI adoption influences employees’well-being.Methods:A two-wave time-lagged research design was conducted with 262 Chinese employees employing a voluntary and anonymous survey.The survey included measures of organizational AI adoption,AI use anxiety,job insecurity,subjective well-being,and psychological well-being.The data were analyzed using SPSS 26.0 software and macro PROCESS.Results:The moderation analysis revealed that AI use anxiety moderated the association between organizational AI adoption and job insecurity(b=0.19,standard error[SE]=0.04,p<0.001),indicating that organizational AI adoption was positively related to job insecurity when AI use anxiety was higher.The moderating mediation analysis further revealed that the indirect effect of organizational AI adoption on employees’well-being via job insecurity was negative(for subjective well-being,moderated mediation index=−0.05,SE=0.03,95%CI=[−0.103,−0.005];for psychological well-being,moderated mediation index=−0.04,SE=0.02,95%CI=[−0.089,−0.007]),indicating that organizational AI adoption would impair employees’well-being by increasing job insecurity for employees with a higher level of AI use anxiety.Conclusions:AI use anxiety acts as a critical moderator in the link between organizational AI adoption and employee well-being.The finding supports the notion that a wide variety of boundary conditions may influence how individuals react to AI filling roles typically held by humans.
基金General Project of the 2023 Annual Scheme for Shenzhen’s Education Science“14th Five-Year”Plan:Construction of Art and Design Specialty Groups in Higher Vocational Education Based on the Municipal Industry-Education Consortium(yb23018)2024 University-Level Teaching Achievement Award Cultivation Project of Shenzhen Polytechnic University:“Innovation and Implementation of a Sustainable Talent Development Model Based on Municipal Industry-Education Collaboration and Art-Technology Integration”。
文摘With the transformation and upgrading of industries,along with the rapid advancement of artificial intelligence(AI)technologies,higher vocational education in art and design is facing new developmental challenges.As an emerging integrative ecosystem,the municipal industry-education consortium offers a strategic pathway to address these challenges by deepening collaboration between education and industry and fostering the coordinated development of both sectors.Grounded in the framework of the municipal industry-education consortium,this study proposes a top-level organizational model for art and design specialty groups characterized by industry-chain-driven development,interdisciplinary integration,and growth-employment orientation.It further explores multiple development pathways,including innovations in consortium council governance,dynamic talent cultivation models,shared curriculum systems,dual-track teaching teams,and multi-tiered practice bases.Collectively,these pathways establish a comprehensive specialty group system in which core specialties drive development,supporting specialties ensure interdependence,and extended specialties foster mutual advancement.The findings provide theoretical insights and practical guidance for advancing the modernization and high-quality transformation of vocational art and design education,contributing to the cultivation of innovative and application-oriented professionals aligned with industrial restructuring and the development of new productive forces.
文摘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.
文摘The article represents research on ways to make the management of real estate companies more efficient, starting from their structural organization. The organizational structure of the enterprise is a basic component of the general structure of the company and reflects the “anatomy of the enterprise” and the way of its conception, detailing, and implementation directly influence the activities required to achieve the objectives of the enterprise. On closer examination of a series of organizational charts of real estate management companies, the author observed a tendency to use organizational structures that are inefficient. The main objectives of this article are to bring into the practice of real estate management a model of beneficial organizational structure, both for the real estate management companies and for the construction companies that, besides the building activity, also deal with the management of their own real estate, and to emphasize the particular importance of the organizational structure of the company. The appreciation of the organizational structure represents the process of knowledge, understanding, and explanation of the existing situation through a detailed analysis of the factors that influence its condition through: the enterprise development strategy;the type and complexity of services;the size of the enterprise;the quality of human resources;the changes that take place in the external environment of the company, and last but not least, the legal framework and the statutes of the enterprise.
基金Project (50804018) supported by the National Natural Science Foundation of ChinaProject (ZDS2010015C) supported by Key Lab of Advanced Materials in Rare and Precious and Non-ferrous Metals, Ministry of Education, KMUST, ChinaProject (2010DH025) supported by Yunnan Province Construction Plans of Scientific and Technological Conditions, China
文摘The initial copper with large grain sizes of 60-100 μm was processed by six passes asymmetrical accumulative rolling-bond （AARB） and annealing, the ultra-fine-grained （UFG） copper with grain size of 200 nm was obtained, and the microstructures and properties were studied. The results show that there are large sub-structures and also texture component C for the UFG copper obtained by six passes AARB, possessing high strength and microhardness in company with poor elongation and conductivity. Thereafter, the UFG copper was annealed at 220 °C for 35 min, in which the sub-structures disappear, the grain boundaries are composed of big angle grain boundaries, and the textures are composed of a variety of texture components and parts of twins. Compared with the UFG copper obtained by six passes AARB, the tensile strength and yield strength for the UFG copper obtained by six passes AARB and annealing at 220 °C for 35 min are decreased slightly, the elongation and conductivity are improved obviously.
文摘In this paper, the knowledge based enterprise is considered as an organism, which possesses a set of capabilities. The organizational structure model of knowledge based enterprise organism is described in order to possess the essential capacity set. A dynamic capacity set is defined and analyzed based on the definition of the growth and development for knowledge based enterprise organism. The structure of the capacity base, a subset of the capacity set, is optimized for different periods of the organism ...
文摘Organizational ethical climate is an effective way to solve organizational ethical problems and dilemmas. Therefore study on our organizational ethical climate has the great significance to solve ethical problems and dilemmas faced by the organization and staff. Through semi-structured interview, structural interview and questionnaire survey and other methods this study gets to understand internal structural elements of organizational ethical climate under Chinese cultural background, and constructs organizational ethical climate questionnaire, which has good reliability and validity; carries out surveys in large scale by using the revised questionnaire, and recycles 709 valid questionnaires. The results of exploratory factor analysis and confirmatory factor analysis show that Chinese organizational ethical climate＇ s internal structure includes five factors： egoism, altruism, independence orientated, organizational system orientated, and law and code orientated.
文摘Flexible management of enterprise has become a hot topic,but there are fewer researches about the relationship between organizational flexibility and performance of enterprise. In this paper,taking agricultural enterprise as research object,theoretic model on the relationship between organizational flexibility and performance of enterprise is established. Via investigation data,different types of agricultural enterprises are analyzed. Results show that organizational flexibility of agricultural enterprise has certain positive impact on enterprise performance,and the impacts on enterprise performance by different aspects of organizational flexibility from different types of agricultural enterprises are different.
文摘This study was conducted to see if organizational performance is affected by human resource information system （HRIS） and organizational learning capability. HRIS examined in this study consists of performance appraisal and career management. Data were collected at the public universities located in West Sumatra using questionnaires as the main data collection tool in quantitative approach. Data were analysed using the Statistical Program for Social Science （SPSS）. HRIS was measured by using the concept of behavior and found that independent variables significantly related to organizational performance. These results supported that the organizational learning capability as moderating variable influenced the relationship between HRIS and organizational performance. The model stresses the importance of HRIS which supports the organizational performance at public universities. The results of this study indicate that at public universities in West Sumatra, the improvement of HRIS will lead to higher levels of organizational performance. Results of this study are expected to provide benefits to all stakeholders who have an interest in higher education, especially in information technology and performance.
文摘This study seeks to answer one question： The quality level of organizational environment. Is it an indicator of the workplace satisfaction level, according to the perception of Hitachi Chemical employees in Montemorelos, Nuevo León, México？ This study＇s design is both explanatory and cross-sectional. The sample size was composed of 143 Hitachi Chemical employees of Montemorelos, Nuevo León, México. For the data collection, two instruments were used： the first instrument was used to measure the quality of organizational climate and the second was focused on measuring the workplace satisfaction level. As a result, the level of organizational climate quality is in fact a predictor of workplace satisfaction of Hitachi Chemical employees. After the regression analysis, it was found that the variable, level of organizational climate, explained a 71.4% variance in the dependent variable, work satisfaction. It was determined that organizational climate is a strong predictor of work satisfaction perceived by employees of Hitachi Chemicals, Montemorelos, Nuevo León, México. It can be established that the greater the levels of organizational climate experienced by the employees, the greater the level of work satisfaction will be.
文摘Based on an explorative embedded single-case study, this paper analyzes its import-based innovation process, identifies characteristics of manifestation of organizational inertia＇s effects, and reveals organizational learning＇s effects on firms＂ organizational inertia. The case selected is the successful practice about typical technology import of internal combustion locomotive, electric locomotive, and diesel engine, owned by Dalian Locomotive and Rolling Stock Ltd Company of CRRC. Based on analysis, it can be found that firms＇organizational inertia exhibits primarily negative effects, positive effects and a combination of positive and negative effects in different stages of imitative, improved and indigenous innovation respectively. Further analysis of typical events shows that explorative learning mitigates organizational inertia＇s negative effects, while exploitative learning enhances its positive effects. From the angle of organizational inertia＇s effects, this paper deepens understanding on the mechanism of transition from technology importation to indigenous innovation, and provides inspirations for late-coming firms to break the vieious cycle where technology importation leads to more backwardness..
文摘Organizational power politics permeates all actions within an organization. Power is one person＇s ability to exert change on another person＇s way of life and actions. Using power is a valuable means to influence and achieve intended desires and future action in others. Power is instrumental; it＇s a means to achieve goals other than the attainment of power itself. Power may also be expressed as one person＇s dependence on another. Power can, and sometimes is, a goal; its basic use is instrumental in the achievement of one＇s goals or aims. This paper is part of a descriptive analysis section from a study conducted on organizational power and leadership. The researcher gathered insights into the lived experiences of like-minded sample of respondents as they described organizational power politics and how they view and use power in their vanous leadership positions .
