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
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
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
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 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
The forest stand database of Bilahe Forestry Bureau, Inner Mongolia of China was taken as an example to demonstrate the whole process of building a temporal geodatabase by means of reengineering. The process was compo...The forest stand database of Bilahe Forestry Bureau, Inner Mongolia of China was taken as an example to demonstrate the whole process of building a temporal geodatabase by means of reengineering. The process was composed of establishing a conceptual data model from the initial database, constructing a logical database by means of mapping, and building a temporal geodatabase with the help of Computer-Aided Software Engineering （CASE） tool and Unified Markup Language （UML）. The results showed that as the reengineered forest stand geodatabase was dynamic, it could easily store the historical data and answer time related questions by Structured Query Language （SQL）, meanwhile, it maintains the integrity of database and eliminates the redundancy.展开更多
Severe weather reports and composite radar reflectivity data from 2010-14 over North China were used to analyze the distribution of severe convective wind（SCW） events and their organizational modes of radar reflecti...Severe weather reports and composite radar reflectivity data from 2010-14 over North China were used to analyze the distribution of severe convective wind（SCW） events and their organizational modes of radar reflectivity. The six organizational modes for SCW events（and their proportions） were cluster cells（35.4%）, squall lines（18.4%）, nonlinear-shaped systems（17.8%）, broken lines（11.6%）, individual cells（1.2%）, and bow echoes（0.5%）. The peak month for both squall lines and broken lines was June, whereas it was July for the other four modes. The highest numbers of SCW events were over the mountains, which were generally associated with disorganized systems of cluster cells. In contrast, SCW associated with linear systems occurred mainly over the plains, where stations recorded an average of less than one SCW event per year. Regions with a high frequency of SCW associated with nonlinear-shaped systems also experienced many SCW events associated with squall lines. Values of convective available potential energy, precipitable water, 0-3-km shear, and 0-6-km shear, were demonstrably larger over the plains than over the mountains, which had an evident effect on the organizational modes of SCW events. Therefore, topography may be an important factor in the organizational modes for SCW events over North China.展开更多
The increasingly complex battlefield environment requests much closer connection in a team having both manned and unmanned aerial vehicles(MAVs and UAVs). This special heterogeneous team structure causes demands for e...The increasingly complex battlefield environment requests much closer connection in a team having both manned and unmanned aerial vehicles(MAVs and UAVs). This special heterogeneous team structure causes demands for effective organizational structure design solutions. Implementing adjustable autonomy in the organizational structure, the expected evaluation function is established based on the physical resource, intelligent resource, network efficiency, network vulnerability and task execution reliability. According to the above constraints, together with interaction latency, decision-making information processing capacity, and decision-making latency, we aim to find a preferential organizational structure. The proposed organizational structure includes cooperative relationships, supervisory control relationships, and decision-making authorization relationships. In addition,by considering the influence on the intelligent support capabilities and the task execution reliability created by adjustable autonomy, it helps to build the proposed organizational structure designed with certain degree of flexibility to deal with the potential changes in the unpredictable battlefield environment. Simulation is conducted to confirm our design to be valid. And the method is still valid under different battlefield environments and interventions.展开更多
Objective: Nurse shortage is a critical problem for global healthcare services.It impacts the quality of clinical care.Work engagement is the core competence of hospitals,which indicates employee's positive attitu...Objective: Nurse shortage is a critical problem for global healthcare services.It impacts the quality of clinical care.Work engagement is the core competence of hospitals,which indicates employee's positive attitude toward organization and work.This study aimed to explore the relationships among calling,organizational commitment,and work engagement.Methods: A cross-sectional study was designed,and 320 nurses from tertiary hospitals in China completed the questionnaires that included demographic information,calling scale,employee engagement scale,and organizational commitment scale.Pearson correlation was performed to test the correlations among calling,organizational commitment,and work engagement.Stepwise regression analyses were performed to explore the mediating role of organizational commitment.The bootstrap method was employed to confirm the mediating effect.Results: Nurses' work engagement score was at the medium degree,whereas calling and organizational commitment were in the medium to high level.The results revealed that calling,organizational commitment,work engagement,and each dimension were positively correlated with one another (r=0.145-0.922,P < 0.01).The organizational commitment plays a partially mediating effect between calling and work engagement (β =0.603 to 0.333,P < 0.01).Conclusions: The mediation effect of organizational commitment was verified,which provided a comprehensive understanding of how calling impacted work engagement.Moreover,administrators should not only promote interventions to increase work engagement but also pay attention to calling and organizational commitment so as to improve their work engagement.Taken together,increased level of work engagement is required in the current nursing field.展开更多
Objective:The paper aimed to explore the impact of work support and potential for career advancement on the nurse turnover intention in order to find an effective approach to curb high turnover.Methods:A cross-section...Objective:The paper aimed to explore the impact of work support and potential for career advancement on the nurse turnover intention in order to find an effective approach to curb high turnover.Methods:A cross-sectional survey of 526 nurses from eight teaching hospitals in Tianjin,China,was conducted to test the hypothesized multilevel model.The organizational career growth scale,work support scale,and the nurse turnover intention scale were used to measure the effect of organizational career growth and work support on nurse turnover intention.Finally,SPSS 17.0 and AMOS 17.0 software were used to analyse the relationship of these variables.Results:The score of the three scales nurse turnover,organizational career growth,and work support were 1.98±0.60,2.40±0.50,and 4.06±0.98,respectively.The total and direct effects of work support on turnover intention were0.361(p<0.01)and0.147(p<0.01),respectively.The indirect effect was0.169 with a 95%bootstrap confidence interval of0.257 to0.102.Conclusion:The study showed a lack of work support negatively and directly associated with nurse turnover intention.Additional opportunities for career growth within the organization may strengthen the effect of work support and consequently increase the retention of qualified nursing staff.展开更多
Aim:The purpose of this study was to investigate the relationships among perceived organizational support,intention to remain,career success and self-esteem in male nurses in China.Background:Recently,turnover is cons...Aim:The purpose of this study was to investigate the relationships among perceived organizational support,intention to remain,career success and self-esteem in male nurses in China.Background:Recently,turnover is considered increasingly more normal.Male nurses could be stabilized by improving their perceived organizational support,career success and selfesteem.Design:A cross-sectional design was used in the present study.Method:405 full-time male Registered Nurses,from Grade A hospitals in Tianjin,were surveyed.Pearson correlation,Cronbach's alpha coefficient and structural equation modelling were conducted in the study.Results:The results illustrated that self-esteem mediated the relationship between perceived organizational support and career success.Career success mediated the relationship between self-esteem and intention to remain.Conclusion:Hospitals should pay more attention to the benefits of positive personality trait on working motivation.It is meaningful to enhance perceived organizational support,career success and self-esteem in the working process so that nurses are willing to stay in the current employment.展开更多
The development of Financial Technology(FinTech)in areas such as mobile Internet,cloud computing,big data,search engines,and blockchain technology have significantly changed the financial industry.FinTech is expected ...The development of Financial Technology(FinTech)in areas such as mobile Internet,cloud computing,big data,search engines,and blockchain technology have significantly changed the financial industry.FinTech is expected to overturn the traditional banking business model,forcing banks to upgrade and transform.This study adopts a comparative case study method to contrast and analyze the Industrial and Commercial Bank of China(ICBC)and Citibank.It analyzes the strategies,organizations,HR systems,and product innovations adopted by these two banks in response to the impact of FinTech.This paper proposes an“electric vehicle”mode for ICBC and an“airplane mode”for Citibank.Further,it describes the difficulties encountered by the Chinese banking industry and proposes some feasible ways to upgrade.“Technology power”will become the core competitive concept for the financial institutions of the future.展开更多
Objectives:The unrelenting migration trend of Filipino nurses to other countries has threatened the quality of patient care services in the country.This study explored the extent of nurses'organizational commitmen...Objectives:The unrelenting migration trend of Filipino nurses to other countries has threatened the quality of patient care services in the country.This study explored the extent of nurses'organizational commitment and turnover intention in the Philippines.Furthermore,predictors of nurses'organizational commitment and turnover intention were identified.Methods:A cross-sectional research design was adopted for this study.Two hundred nurses from nine rural hospitals in the Central Philippines were asked to participate in the study and 166 nurses responded(an 83%response rate).Two standardized instruments were used:the Organizational Commitment Questionnaire and the Six-item Turnover Intention Inventory Scale.Results:Findings revealed that Philippine nurses were moderately committed(3.13±0.24)to and were undecided(2.42±0.67)whether or not to leave their organization.Nurses'age(P=0.006),gender,(t=-2.25,P=0.026),education(t=2.38,P<0.001),rank(t=4.38,P<0.001),and work experience(t=2.18,P=0.031)correlated significantly with organizational commitment,while nurses'age(P=0.028)and education(t=1.99,P=0.048)correlated significantly with turnover intention.An inverse relationship was identified between the organizational commitment and turnover intention(r=-0.22,P=0.005).Conclusion:The findings of this study highlight the need for formulation and implementation of interventions to promote life-long commitment in nurses and to reduce turnover rates.展开更多
We study the dynamics of an epidemic-like model for the spread of a rumor on a connecting multi-small-world- network （CM-SWN） model, which represents organizational communication in the real world. It has been shown...We study the dynamics of an epidemic-like model for the spread of a rumor on a connecting multi-small-world- network （CM-SWN） model, which represents organizational communication in the real world. It has been shown that this model exhibits a transition between regimes of localization and propagation at a finite value of network randomness. Here, by numerical means, we perform a quantitative characterization of the evolution in the three groups under two evolution rules, namely the conformity and obeying principles. The variant of a dynamic CM-SWN, where the quenched disorder of small-world networks is replaced by randomly changing connections between individuals in a single network and stable connection by star nodes between networks, is also analysed in detail and compared with a mean-field approximation.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.
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.
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.
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 ...
基金China Scholarship (2004836052)‘Voyage Project’ of Jiangxi Province(2007)
文摘The forest stand database of Bilahe Forestry Bureau, Inner Mongolia of China was taken as an example to demonstrate the whole process of building a temporal geodatabase by means of reengineering. The process was composed of establishing a conceptual data model from the initial database, constructing a logical database by means of mapping, and building a temporal geodatabase with the help of Computer-Aided Software Engineering （CASE） tool and Unified Markup Language （UML）. The results showed that as the reengineered forest stand geodatabase was dynamic, it could easily store the historical data and answer time related questions by Structured Query Language （SQL）, meanwhile, it maintains the integrity of database and eliminates the redundancy.
基金supported by the National Natural Science Foundation of China (Grant No.41375051 and 41505038)
文摘Severe weather reports and composite radar reflectivity data from 2010-14 over North China were used to analyze the distribution of severe convective wind（SCW） events and their organizational modes of radar reflectivity. The six organizational modes for SCW events（and their proportions） were cluster cells（35.4%）, squall lines（18.4%）, nonlinear-shaped systems（17.8%）, broken lines（11.6%）, individual cells（1.2%）, and bow echoes（0.5%）. The peak month for both squall lines and broken lines was June, whereas it was July for the other four modes. The highest numbers of SCW events were over the mountains, which were generally associated with disorganized systems of cluster cells. In contrast, SCW associated with linear systems occurred mainly over the plains, where stations recorded an average of less than one SCW event per year. Regions with a high frequency of SCW associated with nonlinear-shaped systems also experienced many SCW events associated with squall lines. Values of convective available potential energy, precipitable water, 0-3-km shear, and 0-6-km shear, were demonstrably larger over the plains than over the mountains, which had an evident effect on the organizational modes of SCW events. Therefore, topography may be an important factor in the organizational modes for SCW events over North China.
基金supported by the National Natural Science Foundation of China(61305133)the Aeronautical Science Foundation of China(2016ZC53020)the Fundamental Research Funds for the Central Universities(3102017jg02015)
文摘The increasingly complex battlefield environment requests much closer connection in a team having both manned and unmanned aerial vehicles(MAVs and UAVs). This special heterogeneous team structure causes demands for effective organizational structure design solutions. Implementing adjustable autonomy in the organizational structure, the expected evaluation function is established based on the physical resource, intelligent resource, network efficiency, network vulnerability and task execution reliability. According to the above constraints, together with interaction latency, decision-making information processing capacity, and decision-making latency, we aim to find a preferential organizational structure. The proposed organizational structure includes cooperative relationships, supervisory control relationships, and decision-making authorization relationships. In addition,by considering the influence on the intelligent support capabilities and the task execution reliability created by adjustable autonomy, it helps to build the proposed organizational structure designed with certain degree of flexibility to deal with the potential changes in the unpredictable battlefield environment. Simulation is conducted to confirm our design to be valid. And the method is still valid under different battlefield environments and interventions.
基金Financial support for this research was received from the National Natural Science Foundation of China (71704132)
文摘Objective: Nurse shortage is a critical problem for global healthcare services.It impacts the quality of clinical care.Work engagement is the core competence of hospitals,which indicates employee's positive attitude toward organization and work.This study aimed to explore the relationships among calling,organizational commitment,and work engagement.Methods: A cross-sectional study was designed,and 320 nurses from tertiary hospitals in China completed the questionnaires that included demographic information,calling scale,employee engagement scale,and organizational commitment scale.Pearson correlation was performed to test the correlations among calling,organizational commitment,and work engagement.Stepwise regression analyses were performed to explore the mediating role of organizational commitment.The bootstrap method was employed to confirm the mediating effect.Results: Nurses' work engagement score was at the medium degree,whereas calling and organizational commitment were in the medium to high level.The results revealed that calling,organizational commitment,work engagement,and each dimension were positively correlated with one another (r=0.145-0.922,P < 0.01).The organizational commitment plays a partially mediating effect between calling and work engagement (β =0.603 to 0.333,P < 0.01).Conclusions: The mediation effect of organizational commitment was verified,which provided a comprehensive understanding of how calling impacted work engagement.Moreover,administrators should not only promote interventions to increase work engagement but also pay attention to calling and organizational commitment so as to improve their work engagement.Taken together,increased level of work engagement is required in the current nursing field.
文摘Objective:The paper aimed to explore the impact of work support and potential for career advancement on the nurse turnover intention in order to find an effective approach to curb high turnover.Methods:A cross-sectional survey of 526 nurses from eight teaching hospitals in Tianjin,China,was conducted to test the hypothesized multilevel model.The organizational career growth scale,work support scale,and the nurse turnover intention scale were used to measure the effect of organizational career growth and work support on nurse turnover intention.Finally,SPSS 17.0 and AMOS 17.0 software were used to analyse the relationship of these variables.Results:The score of the three scales nurse turnover,organizational career growth,and work support were 1.98±0.60,2.40±0.50,and 4.06±0.98,respectively.The total and direct effects of work support on turnover intention were0.361(p<0.01)and0.147(p<0.01),respectively.The indirect effect was0.169 with a 95%bootstrap confidence interval of0.257 to0.102.Conclusion:The study showed a lack of work support negatively and directly associated with nurse turnover intention.Additional opportunities for career growth within the organization may strengthen the effect of work support and consequently increase the retention of qualified nursing staff.
基金Financial support for this research was received from the National Ministry of Education(11YJCZH112).
文摘Aim:The purpose of this study was to investigate the relationships among perceived organizational support,intention to remain,career success and self-esteem in male nurses in China.Background:Recently,turnover is considered increasingly more normal.Male nurses could be stabilized by improving their perceived organizational support,career success and selfesteem.Design:A cross-sectional design was used in the present study.Method:405 full-time male Registered Nurses,from Grade A hospitals in Tianjin,were surveyed.Pearson correlation,Cronbach's alpha coefficient and structural equation modelling were conducted in the study.Results:The results illustrated that self-esteem mediated the relationship between perceived organizational support and career success.Career success mediated the relationship between self-esteem and intention to remain.Conclusion:Hospitals should pay more attention to the benefits of positive personality trait on working motivation.It is meaningful to enhance perceived organizational support,career success and self-esteem in the working process so that nurses are willing to stay in the current employment.
基金This manuscript has sponsored by(531-541009)from the Advanced Institute of Finance,Sun Yat-sen University.
文摘The development of Financial Technology(FinTech)in areas such as mobile Internet,cloud computing,big data,search engines,and blockchain technology have significantly changed the financial industry.FinTech is expected to overturn the traditional banking business model,forcing banks to upgrade and transform.This study adopts a comparative case study method to contrast and analyze the Industrial and Commercial Bank of China(ICBC)and Citibank.It analyzes the strategies,organizations,HR systems,and product innovations adopted by these two banks in response to the impact of FinTech.This paper proposes an“electric vehicle”mode for ICBC and an“airplane mode”for Citibank.Further,it describes the difficulties encountered by the Chinese banking industry and proposes some feasible ways to upgrade.“Technology power”will become the core competitive concept for the financial institutions of the future.
文摘Objectives:The unrelenting migration trend of Filipino nurses to other countries has threatened the quality of patient care services in the country.This study explored the extent of nurses'organizational commitment and turnover intention in the Philippines.Furthermore,predictors of nurses'organizational commitment and turnover intention were identified.Methods:A cross-sectional research design was adopted for this study.Two hundred nurses from nine rural hospitals in the Central Philippines were asked to participate in the study and 166 nurses responded(an 83%response rate).Two standardized instruments were used:the Organizational Commitment Questionnaire and the Six-item Turnover Intention Inventory Scale.Results:Findings revealed that Philippine nurses were moderately committed(3.13±0.24)to and were undecided(2.42±0.67)whether or not to leave their organization.Nurses'age(P=0.006),gender,(t=-2.25,P=0.026),education(t=2.38,P<0.001),rank(t=4.38,P<0.001),and work experience(t=2.18,P=0.031)correlated significantly with organizational commitment,while nurses'age(P=0.028)and education(t=1.99,P=0.048)correlated significantly with turnover intention.An inverse relationship was identified between the organizational commitment and turnover intention(r=-0.22,P=0.005).Conclusion:The findings of this study highlight the need for formulation and implementation of interventions to promote life-long commitment in nurses and to reduce turnover rates.
文摘We study the dynamics of an epidemic-like model for the spread of a rumor on a connecting multi-small-world- network （CM-SWN） model, which represents organizational communication in the real world. It has been shown that this model exhibits a transition between regimes of localization and propagation at a finite value of network randomness. Here, by numerical means, we perform a quantitative characterization of the evolution in the three groups under two evolution rules, namely the conformity and obeying principles. The variant of a dynamic CM-SWN, where the quenched disorder of small-world networks is replaced by randomly changing connections between individuals in a single network and stable connection by star nodes between networks, is also analysed in detail and compared with a mean-field approximation.
