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Responsible leadership and workplace safety: do safety culture and safety motivation matter? 负责任的领导与工作场所安全:安全文化和安全动机重要吗?
IF 3.8 Q2 BUSINESS Pub Date : 2024-07-09 DOI: 10.1108/apjba-05-2023-0207
Moses Ahomka Yeboah, Mustapha Kalvei, Linda Obeng Ansong, Abraham Ansong

Purpose

We sought to examine the effect of responsible leadership on employee safety in the workplace both directly and indirectly through mediation effects of safety motivation and safety culture in the oil and gas industry in Ghana.

Design/methodology/approach

We employed a quantitative approach (survey) to collect data from 226 pump attendants of the fuel stations in the Accra Metropolis. This study used PLS-SEM to test the research hypotheses in the study.

Findings

Our findings show that leaders’ responsible behaviours had a positive and significant impact on both their employees’ wellbeing and safety as well as their motivation to adhere to safety standards and also imbibe a sense of safety culture in the workplace. Furthermore, the inclusion of safety motivation and safety culture as mediating variables reveal that leaders’ ability to achieve a robust workplace safety through responsible leadership was partially contingent on these organisational factors.

Practical implications

We highlight that leaders should continuously improve their responsible leadership behaviours and also the management of oil and gas companies should encourage managers to focus on day-to-day interactions with employees on safety-related matters (e.g. effectively inspiring and motivating employees to adhere to safety standards and procedures and applying sanctions when necessary).

Originality/value

This study answers the recent calls for a contingency perspective on the relationship between leadership styles and organisational/employee level outcomes by providing empirical support for our conceptual model which identifies safety motivation and safety culture as important organisational factors by which responsible leaders can positively influence workplace safety.

目的我们试图通过加纳石油和天然气行业安全动机和安全文化的中介效应,研究负责任的领导对员工工作场所安全的直接和间接影响。研究结果我们的研究结果表明,领导者负责任的行为对员工的福利和安全、遵守安全标准的积极性以及工作场所的安全文化氛围都有积极而重要的影响。此外,将安全动机和安全文化作为中介变量表明,领导者通过负责任的领导方式实现强有力的工作场所安全的能力部分取决于这些组织因素。 实际意义我们强调,领导者应不断改进其负责任的领导行为,石油和天然气公司的管理层也应鼓励管理者将重点放在与员工就安全相关事宜进行的日常互动上(例如,有效激发和激励员工遵守安全标准)。原创性/价值本研究回应了近期关于从权变角度研究领导风格与组织/员工层面结果之间关系的呼吁,为我们的概念模型提供了实证支持,该模型将安全激励和安全文化确定为重要的组织因素,负责任的领导者可通过这些因素对工作场所安全产生积极影响。
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引用次数: 0
Mitigating cyberloafing through employee adaptability: the roles of temporal leadership, teamwork attitudes and competitive work environment 通过员工适应性缓解网络游离现象:临时领导、团队合作态度和竞争性工作环境的作用
IF 3.8 Q2 BUSINESS Pub Date : 2024-07-05 DOI: 10.1108/apjba-02-2024-0065
Hassan Hessari, Fatemeh Daneshmandi, Peter Busch, Stephen Smith

Purpose

In the evolving digital work landscape, where cyberloafing has become a notable challenge, this study aims to investigate the mechanisms through which organizations can effectively reduce such behaviors. Specifically, the research explores the role of employee adaptability in mitigating cyberloafing, taking into account the influences of temporal leadership, teamwork attitudes, and competitive work environments.

Design/methodology/approach

Utilizing the broaden-and-build theory and the job demands-resources (JD-R) model, we analyzed data from 245 employees through structural equation modeling (SEM) to investigate how various factors influence cyberloafing.

Findings

The results indicate that employee adaptability significantly mitigates cyberloafing and serves as a mediating factor between temporal leadership, teamwork attitudes, and the impact of competitive work environments on cyberloafing. Temporal leadership and teamwork attitudes positively correlate with increased adaptability, thereby reducing cyberloafing. Conversely, competitive work environments, while slightly enhancing adaptability, substantially increase cyberloafing.

Originality/value

The study contributes new insights into the dynamics of cyberloafing, emphasizing the critical roles of adaptability, teamwork attitudes, and temporal leadership in reducing such behaviors. It underscores the need for organizations to foster a supportive culture that minimizes competitive pressures and promotes teamwork and leadership strategies conducive to high productivity and minimal cyberloafing. This research offers practical implications for designing workplace strategies aimed at boosting productivity and curbing undesirable online behaviors during work hours.

目的 在不断发展的数字化工作环境中,网络游离已成为一个显著的挑战,本研究旨在探讨组织能够有效减少此类行为的机制。设计/方法/途径利用拓宽和建设理论以及工作需求-资源(JD-R)模型,我们通过结构方程建模(SEM)分析了来自 245 名员工的数据,研究了各种因素对网络休闲的影响。结果结果表明,员工的适应性能明显减轻网络逃避现象,并在时间领导力、团队合作态度和竞争性工作环境对网络逃避现象的影响之间起到中介作用。时间领导力和团队合作态度与适应性的提高呈正相关,从而减少了网络游离现象。反之,竞争性工作环境虽然略微提高了适应性,但却大大增加了网络游离现象。 原创性/价值 该研究为网络游离的动态发展提供了新的见解,强调了适应性、团队合作态度和时间领导力在减少此类行为中的关键作用。研究强调,组织需要培养一种支持性文化,最大限度地减少竞争压力,促进团队合作和领导策略,从而提高工作效率,减少网络逃逸。这项研究为设计旨在提高工作效率和遏制工作时间不良上网行为的工作场所战略提供了实际意义。
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引用次数: 0
Relationship between workplace ostracism and job productivity: the mediating effect of emotional exhaustion and lack of motivation 工作场所排斥与工作效率之间的关系:情绪衰竭和缺乏动力的中介效应
IF 3.8 Q2 BUSINESS Pub Date : 2024-06-21 DOI: 10.1108/apjba-08-2023-0408
Raed Ibrahim, Banji Rildwan Olaleye

Purpose

Drawing on the transactional theory of stress and coping, this paper aims to identify the relationship between workplace ostracism and job productivity by analyzing the mediating role of emotional exhaustion and lack of motivation.

Design/methodology/approach

We collected data from a sample of 396 employees from 20 manufacturing companies in Jordan using a survey-based, two-tiered approach. The partial least squares structural equation modeling method was used to test the direct and indirect effects of ostracism on productivity.

Findings

The findings show that workplace ostracism increases emotional exhaustion and motivation, and indirectly decreases job productivity through the mediating role of emotional exhaustion and lack of motivation.

Originality/value

The study provides a theoretical foundation on which various companies can base their understanding of workplace ostracism and its relationship to job productivity. By focusing on increased exhaustion and lack of motivation, this study analyzes current literature to establish the impacts on areas of interest and identify expectations in the context of productivity, as well as enhance comprehension of the detrimental effects of workplace ostracism on productivity.

目的本文以压力与应对的交易理论为基础,旨在通过分析情绪衰竭和缺乏动力的中介作用来确定工作场所排斥与工作效率之间的关系。研究结果研究结果表明,职场排斥会增加员工的情绪衰竭和工作动力,并通过情绪衰竭和工作动力不足的中介作用间接降低工作效率。本研究通过聚焦于情绪衰竭和缺乏动力的加剧,分析了当前的文献,从而确定了对相关领域的影响,明确了在生产率方面的预期,并加深了对职场排斥对生产率不利影响的理解。
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引用次数: 0
Political skill and personal reputation: an analysis of workplace and entrepreneurial outcomes 政治技巧和个人声誉:职场和创业成果分析
IF 3.8 Q2 BUSINESS Pub Date : 2024-06-04 DOI: 10.1108/apjba-05-2023-0209
Sharjeel Saleem, Kanwal Shaheen, Asia Rafiq, Ahmad Arslan

Purpose

This paper aims to specifically analyze the interrelationships of employee political skill and personal reputation with both workplace and non-workplace outcomes. The study further focuses on performance and career development as workplace outcomes and entrepreneurial intentions as a non-workplace outcome, while analyzing employee political skill and personal reputation.

Design/methodology/approach

The study uses a survey method, where multi-source data were collected in a time-lagged fashion from the employees working in the textile sector in an under-researched emerging economy setting of Pakistan.

Findings

The findings establish that political skill is a significant predictor of employee job performance, career development and entrepreneurial intentions. Moreover, the mediating role of personal reputation was confirmed for the proposed relationships. Hence, the findings highlight the contributory role of personal reputation in the enhancement of workplace and non-workplace outcomes, such as entrepreneurial intentions linked to political skill.

Research limitations/implications

Despite some limitations, this paper offers theoretical implications both for political skill and indirect reciprocity literature. A vital theoretical contribution is extended by studying the mediating role of personal reputation in the main relationships analyzed in this paper. The scope of indirect reciprocity is expanded by identifying personal reputation as a vital mechanism for indirect reciprocity.

Practical implications

Organizations should focus on developing political skill amongst their employees, as these skills are salient for amassing a favorable reputation, that eventually leads to performance, career growth and development of entrepreneurial intentions. Organizations should put in place careful selection and coaching and mentoring programs that equip employees with such skills that eventually lead toward the alignment of employees’ personal goals and organizational goals. Employees, then, could focus on priming both organizational and personal goals.

Originality/value

This paper is one of the pioneering studies that specifically link employee political skill with job performance, career development and entrepreneurial intentions, especially in the relatively volatile and under-researched context of Pakistan. Another novelty of this research is the investigation of personal reputation as a psychological mechanism underlying the primary relationships proposed in this research.

目的 本文旨在具体分析员工政治技能和个人声誉与工作场所和非工作场所结果的相互关系。本研究在分析员工政治技能和个人声誉的同时,进一步关注作为工作场所结果的绩效和职业发展,以及作为非工作场所结果的创业意向。研究采用调查法,以时滞的方式从巴基斯坦一个研究不足的新兴经济体中的纺织业员工处收集多源数据。此外,个人声誉的中介作用也得到了证实。因此,研究结果凸显了个人声誉在提高工作场所和非工作场所结果(如与政治技能相关的创业意向)方面的促进作用。研究局限性/影响尽管存在一些局限性,但本文为政治技能和间接互惠文献提供了理论意义。通过研究个人声誉在本文分析的主要关系中的中介作用,拓展了本文的重要理论贡献。实践意义组织应注重培养员工的政治技能,因为这些技能对于积累良好声誉至关重要,而良好声誉最终会带来绩效、职业发展和创业意向。组织应精心挑选员工,并实施辅导和指导计划,使员工掌握这些技能,最终使员工的个人目标与组织目标保持一致。本文是将员工政治技能与工作绩效、职业发展和创业意向具体联系起来的开创性研究之一,尤其是在巴基斯坦这个相对动荡和研究不足的环境中。本研究的另一个新颖之处在于将个人声誉作为本研究提出的主要关系的心理机制进行了调查。
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引用次数: 0
Promoting customer satisfaction and reuse intention using ride-hailing taxi services: role of consumer perceived value, personal innovativeness and corporate image 提高顾客满意度和使用打车服务的再利用意愿:消费者感知价值、个人创新能力和企业形象的作用
IF 3.8 Q2 BUSINESS Pub Date : 2024-06-03 DOI: 10.1108/apjba-11-2023-0570
Tuan Duong Vu, Bach Khoa Nguyen, Phuong Thao Vu, Thi My Nguyet Nguyen, Cao Cuong Hoang

Purpose

This study aims to investigate the impact of several factors on customer satisfaction and intention of reusing ride-hailing services that is a new type of passenger urban transport service.

Design/methodology/approach

This research applied the Partial Least Squares Structural Equation Modeling analysis method to examine the measurement scale and to analyze the primary data collected from 388 passengers in Vietnam.

Findings

This study demonstrates that three dimensions of perceived value, namely, functional value, hedonic value and economic value, positively influence customer satisfaction. The other dimension of perceived value, which is social value, has an ambiguous effect on satisfaction. In addition, personal innovativeness promotes all dimensions of perceived value. In particular, this study highlights that customer satisfaction and corporate image positively impact reuse intention, and corporate image moderates the relationship between customer satisfaction and reuse intention.

Originality/value

This study enriches knowledge about customer behavior using services based on the sharing economy business model. In particular, theoretical and practical implications are provided for researchers and enterprises to find suitable strategies for business.

本研究采用偏最小二乘法结构方程模型分析方法对测量量表进行检验,并对从越南 388 名乘客处收集的原始数据进行分析。研究结果表明,感知价值的三个维度,即功能价值、享乐价值和经济价值,对顾客满意度有积极影响。感知价值的另一个维度,即社会价值,对满意度的影响模棱两可。此外,个人创新能力对感知价值的所有维度都有促进作用。本研究特别强调,顾客满意度和企业形象对重复使用意愿有积极影响,而企业形象则调节了顾客满意度和重复使用意愿之间的关系。本研究丰富了有关顾客使用基于共享经济商业模式的服务行为的知识,特别是为研究人员和企业找到合适的商业策略提供了理论和实践意义。
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引用次数: 0
Behavioral traits of fund managers: a systematic literature review 基金经理的行为特征:系统文献综述
IF 3.8 Q2 BUSINESS Pub Date : 2024-05-21 DOI: 10.1108/apjba-10-2022-0454
Sudipta Majumdar, Abhijeet Chandra

Purpose

The purpose of the study is to investigate, synthesize and critically evaluate empirical research findings on the behavioral traits of fund managers from 1994 to 2024. The ultimate goal is to provide a unified body of literature on three broad topics: first, fund managers' demographic and professional characteristics, such as age, gender, level of education and years of industry experience; second, fund managers' social and political connections; and third, fund managers' behavioral biases that lead to irrational investment decisions.

Design/methodology/approach

The relevant papers from selected journals were discovered and manually validated using the Scopus database. From 317 retrieved documents, 57 relevant articles were chosen and analyzed after the forward and backward search of the existing articles.

Findings

This paper presents a categorized summary of behavioral factors that have gained a foothold in influencing the behavior of fund managers in fund management research, with several studies demonstrating their significance leading to improved prediction and model precision, as this review indicates. In addition, the study summarized the contributions of prior empirical studies within the aforementioned three major categories and illustrated their consequences.

Originality/value

The present study contributes to the understanding of the effects of behavioral finance theories on fund managers by providing meaningful explanations of their behavioral traits based on empirical evidence and existing trends and knowledge gaps, both of which can influence the future direction of research.

目的 本研究旨在调查、综合和批判性评估 1994 年至 2024 年期间有关基金经理行为特征的实证研究成果。最终目标是就三大主题提供统一的文献:第一,基金经理的人口统计和职业特征,如年龄、性别、教育水平和行业经验年限;第二,基金经理的社会和政治关系;第三,导致非理性投资决策的基金经理行为偏差。从检索到的 317 篇文献中,经过对现有文章的正向和反向检索,选择并分析了 57 篇相关文章。研究结果本文对基金管理研究中影响基金经理行为的行为因素进行了分类总结,正如本综述所示,多项研究证明了这些行为因素对提高预测和模型精度的重要意义。此外,本研究还总结了前述三大类实证研究的贡献,并说明了其后果。原创性/价值本研究基于实证证据和现有趋势及知识缺口,对基金经理的行为特征做出了有意义的解释,有助于人们理解行为金融理论对基金经理的影响,这两者都会影响未来的研究方向。
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引用次数: 0
Identity-based effect of internal branding on brand performance: the contingent role of co-worker support 内部品牌对品牌绩效的认同效应:同事支持的权变作用
IF 3.8 Q2 BUSINESS Pub Date : 2024-05-14 DOI: 10.1108/apjba-06-2023-0286
Sonia Kashyap, Lakhwinder Singh Kang

Purpose

Drawing on the social identity theory (SIT), this study investigates the relationship between internal branding (IB), organizational identity (OI) and brand performance while considering OI as the linking apparatus of internal branding and brand performance. It also explores the moderating role of co-worker support in the relationship between OI and brand performance.

Design/methodology/approach

A sample of 919 frontline employees working in private banks in India was collected by using multi-stage sampling. Structural equation modeling (SEM) was utilized to examine the hypothesized relations. PROCESS macro for SPSS was used to test mediation and moderation effects.

Findings

The results reveal that all IB dimensions (internal brand communication, brand-oriented transformational leadership and brand-oriented HR activities) directly affect OI and indirectly affect brand performance. Additionally, no moderating effect of co-worker support is found.

Research limitations/implications

The current study contributes to the existing literature by portraying IB as identity strengthening phenomenon and brand performance as identity-congruent behavior. It also reveals how social context influences brand performance and assists them in socially categorizing themselves.

Originality/value

The present study portrays a complete understanding of the dynamics between internal branding, organizational identity, and brand performance. The study also emphasizes the empirical examination of the potential mediation effect of organizational identity and the moderation effect of co-worker support.

目的本研究以社会认同理论(SIT)为基础,探讨了内部品牌(IB)、组织认同(OI)和品牌绩效之间的关系,同时将组织认同视为内部品牌和品牌绩效的联系工具。本研究还探讨了同事支持在 OI 与品牌绩效关系中的调节作用。设计/方法/途径通过多阶段抽样,收集了 919 名在印度私营银行工作的一线员工样本。采用结构方程模型(SEM)来检验假设的关系。结果显示,所有 IB 维度(内部品牌沟通、以品牌为导向的变革型领导力和以品牌为导向的人力资源活动)都直接影响 OI,并间接影响品牌绩效。此外,没有发现同事支持的调节效应。研究局限/意义本研究将 IB 描述为身份强化现象,将品牌绩效描述为身份一致性行为,从而为现有文献做出了贡献。研究还揭示了社会环境如何影响品牌绩效,以及如何帮助他们进行自我社会分类。本研究还强调对组织认同的潜在中介效应和同事支持的调节效应进行实证检验。
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引用次数: 0
From fumble to flourish: how workplace attachment drives service recovery performance 从摸索到蓬勃发展:工作场所依恋如何推动服务恢复绩效
IF 3.8 Q2 BUSINESS Pub Date : 2024-05-14 DOI: 10.1108/apjba-05-2023-0211
Souad Hassanie, Georgiana Karadas, Orhan Uludag

Purpose

Drawing on the conservation of resources theory and attachment theory, this paper proposes that employee–organization relationship and satisfaction with work–life balance mediate the influence of workplace attachment on service recovery performance.

Design/methodology/approach

Data collection was carried out through the distribution of questionnaires among a sample of healthcare providers from Lebanese private hospitals and analyzed via structural equation modeling.

Findings

The results indicate that workplace attachment has a significant impact on employee–organization relationship, satisfaction with work–life balance and service recovery performance. The findings further reveal that employee–organization relationship and satisfaction with work–life balance significantly influence service recovery performance and fully mediate the relationship between workplace attachment and service recovery performance.

Originality/value

This study is the first to investigate the mediating role of the employee–organization relationship and satisfaction with work–life balance between workplace attachment and service recovery performance. Over and above, this study is the first of its kind that the authors are aware of, being conducted in the healthcare sector, specifically in Lebanon. Based on the findings, the paper discusses the theoretical contributions, managerial implications and suggestions for further studies.

目的本文借鉴资源保护理论和依恋理论,提出员工-组织关系和工作-生活平衡满意度可以调节工作场所依恋对服务恢复绩效的影响。结果研究结果表明,工作场所依恋对员工-组织关系、工作-生活平衡满意度和服务恢复绩效有显著影响。研究结果进一步表明,员工与组织的关系以及对工作与生活平衡的满意度会对服务恢复绩效产生重大影响,并能完全调节工作场所依恋与服务恢复绩效之间的关系。此外,据作者所知,这项研究是首次在医疗保健领域,特别是黎巴嫩开展的同类研究。根据研究结果,本文讨论了理论贡献、对管理的影响以及进一步研究的建议。
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引用次数: 0
Beyond Industry 4.0: a systematic review of Industry 5.0 technologies and implications for social, environmental and economic sustainability 超越工业 4.0:系统审查工业 5.0 技术及其对社会、环境和经济可持续性的影响
IF 3.8 Q2 BUSINESS Pub Date : 2024-05-07 DOI: 10.1108/apjba-08-2023-0384
Morteza Ghobakhloo, Mohammad Iranmanesh, Masood Fathi, Abderahman Rejeb, Behzad Foroughi, Davoud Nikbin

Purpose

The study seeks to understand the possible opportunities that Industry 5.0 might offer for various aspects of inclusive sustainability. The study aims to discuss existing perspectives on the classification of Industry 5.0 technologies and their underlying role in materializing the sustainability values of this agenda.

Design/methodology/approach

The study systematically reviewed Industry 5.0 literature based on the PRISMA protocol. The study further employed a detailed content-centric review of eligible documents and conducted evidence mapping to fulfill the research objectives.

Findings

The advancement of Industry 5.0 is currently underway, with noteworthy initial contributions enriching its knowledge base. Although a unanimous definition remains lacking, diverse viewpoints emerge concerning the recognition of fundamental technologies and the potential for yielding sustainable outcomes. The expected contribution of Industry 5.0 to sustainability varies significantly depending on the context and the nature of underlying technologies.

Practical implications

Industry 5.0 holds the potential for advancing sustainability at both the firm and supply chain levels. It is envisioned to contribute proportionately to the three sustainability dimensions. However, the current discourse primarily dwells in theoretical and conceptual domains, lacking empirical exploration of its practical implications.

Originality/value

This study comprehensively explores diverse perspectives on Industry 5.0 technologies and their potential contributions to economic, environmental and social sustainability. Despite its promise, the practical evidence supporting the effectiveness of Industry 5.0 remains limited. Certain conditions are necessary to realize the benefits of Industry 5.0 fully, yet the mechanisms behind these conditions require further investigation. In this regard, the study suggests several potential areas for future research.

目的本研究旨在了解工业 5.0 可能为包容性可持续性的各个方面提供的机会。本研究旨在讨论有关工业 5.0 技术分类的现有观点,以及这些技术在实现该议程的可持续性价值方面的基本作用。研究进一步对符合条件的文献进行了以内容为中心的详细审查,并进行了证据图谱绘制,以实现研究目标。研究结果工业 5.0 的发展目前正在进行之中,值得注意的初步贡献丰富了其知识库。尽管仍缺乏一致的定义,但在对基础技术的认识和产生可持续成果的潜力方面出现了不同的观点。工业 5.0 对可持续发展的预期贡献因背景和基础技术的性质而有很大不同。根据设想,工业 5.0 将对三个可持续性维度做出相应的贡献。然而,目前的讨论主要停留在理论和概念领域,缺乏对其实际影响的实证探索。原创性/价值本研究全面探讨了工业 5.0 技术的不同观点及其对经济、环境和社会可持续性的潜在贡献。尽管工业 5.0 前景广阔,但支持其有效性的实际证据仍然有限。要充分实现工业 5.0 的效益,必须具备某些条件,但这些条件背后的机制还需要进一步研究。为此,本研究提出了未来研究的几个潜在领域。
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引用次数: 0
How does COVID-19 affect employee innovation performance and environmental responsibility engagement in the banking sector? A moderated-mediated perspective COVID-19 如何影响银行业员工的创新绩效和环境责任参与?调节-中介视角
IF 3.8 Q2 BUSINESS Pub Date : 2024-05-07 DOI: 10.1108/apjba-11-2023-0585
Madher E. Hamdallah, Manaf Al-Okaily, Anan F. Srouji, Aws Al-Okaily

Purpose

The purpose of the article is to shed light on how COVID-19 affects employee involvement in environmental responsibility and innovative performance in the banking industry, and whether employee engagement mediates the relationship between the variables. Thus, this study tries to understand bank employees’ perspectives in relation to the variables.

Design/methodology/approach

The study was collected during Time lag (1) and Time lag (2) from 156 to 216 bank employees, respectively. The study applied two types of analysis, to comprehend the impact of COVID-19 on employees, descriptive analysis and the partial least squares (PLS) are used.

Findings

The study's findings focused mainly on the influence of COVID-19 in Jordanian banks on employee innovative performance (EIP) due to pandemic, in addition to its effect on environmental responsibility engagement (ERE). The findings indicated a positive significant relationship between the variables. Meanwhile, employee engagement (EE) mediated the effect between the exogenous and endogenous variables.

Originality/value

The current research provide light on the value of employees' innovative performance and banks' commitment to environmental responsibility for those working in the banking industry, particularly during a pandemic. The findings have significant ramifications for the banking industry and in raising employee engagement.

本文旨在揭示 COVID-19 如何影响银行业员工参与环境责任和创新绩效,以及员工参与是否是变量间关系的中介。因此,本研究试图了解银行员工对这些变量的看法。设计/方法/途径本研究在时滞(1)和时滞(2)期间分别收集了 156 至 216 名银行员工的数据。研究采用了两种分析方法,即描述性分析和偏最小二乘法(PLS)来理解 COVID-19 对员工的影响。研究结果研究结果主要集中于 COVID-19 在约旦银行中对大流行病导致的员工创新绩效(EIP)的影响,以及对环境责任参与(ERE)的影响。研究结果表明,各变量之间存在正向显著关系。当前的研究揭示了员工创新绩效和银行对环境责任的承诺对银行业从业人员的价值,尤其是在大流行病期间。研究结果对银行业和提高员工参与度具有重要意义。
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引用次数: 0
期刊
Asia-Pacific Journal of Business Administration
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