Search Results (110)

Minimum wage is an important tool for reducing income inequality and supporting social welfare. Consequently, governments around the world have established minimum wage systems. As such, minimum wage policies connect distributive justice with the economy’s capacity to sustain broad-based welfare over time, placing the equity–efficiency trade-off at the center of societal sustainability. However, the micro-level impact of the minimum wage system on firms has always been an important topic for scholars. This study uses panel data from listed Chinese manufacturing firms over a period from 2005 to 2021 to construct an indicator of the minimum wage standards implemented in the firm locations. Employing the multiple linear regression model, this paper empirically examines the effects of minimum wage on labor productivity. The empirical findings demonstrate that minimum wage significantly reduced the sample firms’ labor productivity. Moreover, the negative impact of the minimum wage was primarily concentrated among non-state-owned firms, labor-intensive firms, firms operating in industries characterized by intense product market competition, firms situated in regions with strong legal protections, firms with comparatively low average employee wages, and export-oriented firms. Subsequently, this study delves into the mechanism through which minimum wage negatively affects labor productivity. We find that implementation of minimum wage leads to a reduction in corporate investment, indicating that there is no significant substitution relationship between capital and labor. These adjustment margins provide microfoundations through which statutory wage floors can influence the resilience and inclusiveness of development, indicating that the pace and design of wage increases should balance income protection with the preservation of productive capacity to support sustainable human development—grounded in steady productivity growth, equitable income distribution, and stable firm investment. Our findings contribute to a better understanding of the mechanism through which minimum wage affects labor productivity in theory, while concurrently furnishing policy insights for the optimization of the minimum wage system and maintaining sustainable societal development in practice. Full article

Background: Children can be removed from their home if allegations of abuse or neglect are substantiated. The preference is to place them with family members. In the most extreme cases, a child may be placed in a congregate care setting. A child with diabetes should only be placed in such a facility if the staff have been appropriately trained. Otherwise, the consequences can be devastating. In 2022 and 2024, two children were placed into congregate care facilities in Arizona and died of diabetic ketoacidosis due to a lack of appropriate employee training. Study Objective: We aim to inform providers of the legal processes and laws that can result in a child being placed into a congregate care setting. We analyze what went wrong in the care of these two children. We present alternative pathways that might ensure the safety of children before they are placed in such facilities. Methodology: We reviewed public information for cases of morbidity and mortality in children with diabetes in congregate care. We reviewed the California Welfare and Institution legal codes and applicable laws in the Federal Register. We obtained information regarding children with diabetes mellitus who were in the care of child welfare on PubMed. Results and Conclusions: While there are legal safeguards for children with diabetes who are placed in congregate care, these safeguards are ineffective if staff are inappropriately trained. We present programs and recommendations to prevent a child who is placed in a congregate care facility from suffering medical complications or death. Full article

Exploring emotions in organization settings, particularly in feedback on organizational welfare programs, is critical for understanding employee experiences and enhancing organizational policies. Recognizing emotions from a conversation (i.e., leaving an emotional footprint) is a predominant task for a machine to comprehend the full context of the conversation. While fine-tuning of pre-trained models has invariably provided state-of-the-art results in emotion footprint recognition tasks, the prospect of a zero-shot learned model in this sphere is, on the whole, unexplored. The objective here remains to identify the emotional footprint of the members participating in the conversation after the conversation is over with improved accuracy, time and minimal error rate. To address these gaps, in this work, a method called Attention Bidirectional Recurrent Neural Zero-Shot Semantic Classifier (ABRN-ZSSC) for emotional footprint identification is proposed. The ABRN-ZSSC for emotional footprint identification is split into two sections. First, the raw data from a Two-Party Conversation with Emotional Footprint and Emotional Intensity are subjected to the Attention Bidirectional Recurrent Neural Network model with the intent of identifying the emotional footprint for each party near the conclusion of the conversation and, second, with the identified emotional footprint in a conversation. The Zero-Shot Learning-based classifier is applied to train and classify emotions both accurately and precisely. We verify the utility of these approaches (i.e., emotional footprint identification and classification) by performing an extensive experimental evaluation on two corpora on four aspects, training time, accuracy, precision, and error rate for varying samples. Experimental results demonstrate that the ABRN-ZSSC method outperforms two existing baseline models in emotion inference tasks across the dataset. An outcome of the proposed ABRN-ZSSC method is that it obtains superior performance in terms of 10% precision, 17% accuracy and 8% recall as well as 19% training time and 18% error rate compared to the conventional methods. Full article

This research examines the relationship between corporate social responsibility (CSR) and perceived financial performance (FP) in the Saudi Arabian banking industry using the mediating variables of employee engagement (EE) and green creativity (GC). This study is based on the Social Identity Theory and considers CSR as an engine to produce ethical and social results and promote environmental innovation and sustainable competitiveness. According to a survey of 650 banking employees and structural equation modeling (SEM), the results show that CSR significantly and positively affects EE, GC, and FP, with EE having the strongest mediating role. These conclusions highlight the strategic consequence of CSR in advancing sustainability by balancing financial performance, employee welfare, and environmental innovation. This study adds value to the existing body of research because it provides information on the CSR-FP relationship in a developing economy, where such information is scarcely available. Consistent with the definition of sustainability, this study indicates how CSR activities combine social, environmental, and economic aspects to foster long-term organizational sustainability and sustainable development. Full article

In today’s rapidly evolving and competitive business settings, sustaining work engagement has become a strategic imperative for organizations across sectors. Although work engagement research has traditionally emphasized individual and leadership factors, less is known about how specific dimensions of organizational climate shape work engagement, particularly in industrial contexts. This study examines the relationship between organizational climate and work engagement in the Greek manufacturing sector—an underexplored setting characterized by labor-intensive operations, and economic volatility. Grounded in the Job Demands–Resources (JD–R) model and using the Organizational Climate Measure (OCM), data were collected from 151 industrial employees. Findings revealed that perceptions of employee welfare, supervisory support, and integration were positively associated with work engagement, with welfare showing the strongest zero-order association. In multivariable models, no single facet independently reached significance, yet their combined contribution explained a small but meaningful share of variance in engagement. Furthermore, work engagement moderated the relationship between supervisory support and perceived integration, indicating that highly engaged employees are better able to translate support into collaborative behaviors and stronger alignment. These results highlight the strategic value of promoting supportive climates and integrating well-designed, work engagement-focused interventions within fundamental organizational practices. Full article

Super-supportive CSR behaviors (SSCBs) are integrative actions devised to enhance the effectiveness of CSR initiatives by harmonizing social, environmental, and economic efforts. Despite their strategic role in business operations, SSCBs remain insufficiently addressed, especially within the construction sector. This study utilizes text mining and association rule mining to analyze 211 CSR reports from Chinese construction firms spanning 2010 to 2021. The key findings highlight the pivotal role of 17 SSCBs in strengthening CSR initiatives, revealing three major characteristics: foundational, synergistic, and triggering. Within the construction industry, SSCBs primarily focus on corporate governance, community development, employee welfare, and environmental sustainability, evolving from isolated practices to integrated systems over time. Notably, construction firms tend to adopt SSCB portfolios instead of standalone initiatives. Furthermore, exceeding a certain threshold of SSCBs may increase challenges in coordination and resource allocation. These insights highlight SSCBs as a dynamic, multidimensional construct and provide construction firms with a practical framework to integrate complementary CSR actions, improving coordination, optimizing resources, and strengthening sustainability outcomes in practice. Full article

Decent work is essential for fostering workers’ professional and personal growth, as well as for guaranteeing social security and welfare through the enforcement of rules and regulations. Recently, the global labour market has been profoundly influenced by technological innovations, the growth of the services sector, and globalization. Consequently, the protection of fundamental workers’ rights has become increasingly important, establishing that decent employment is crucial for generating superior and higher-quality output. In the Gulf Cooperation Council countries, there is an increasing necessity to acknowledge the significance of decent work conditions for sustained economic development. This study aims to examine the influence of decent work determinants on sustained economic development from 1991 to 2022. The analysis employs panel data methodologies, specifically cross-sectionally Augmented Autoregressive Distributed Lag models, alongside robustness assessments utilising Driscoll–Kraay standard errors, Augmented Mean Group, and Common Correlated Effects Mean Group estimators, revealing that GDP per employee exerts a significant and consistent positive influence on economic growth. Conversely, other aspects of decent work, including unemployment, vulnerable employment, and self-employment, do not have statistically significant long-term consequences. The Westerlund ECM cointegration test verifies the lack of a long-term equilibrium link between decent work indices and economic development. The findings indicate that although labour market quality is significant, productivity is the primary catalyst for sustained growth in the GCC setting. Policymakers should prioritise productivity-enhancing changes within comprehensive employment and labour market strategies. Full article

Sierra Leone possesses distinct educational, economic, and social characteristics. Public universities in the country, funded by the government, are mandated to promote sustainable development, ethical conduct, and social welfare, aligning with national development strategies such as the Midterm National Development Plan and the Education Sector Plan, which emphasize leadership, diversity, and ethical standards to advance sustainable development practices. This study applies Transformational Leadership Theory to investigate the influence of transformational leadership on corporate social responsibility, exploring the mediating role of innovative work behavior and the moderating effect of organizational culture on this relationship. Using a stratified sampling technique, data were collected from 367 employees across six public universities in Sierra Leone and analyzed with SMART PLS software 4.1.1.2. The findings revealed that transformational leadership positively and significantly impacts corporate social responsibility and innovative work behavior, with innovative work behavior partially mediating the relationship between transformational leadership and corporate social responsibility, while organizational culture positively and significantly moderates this relationship. Based on these findings, the study recommends that public universities in Sierra Leone integrate transformational leadership principles into their institutional frameworks to improve organizational outcomes and leadership effectiveness. This can be achieved through leadership development programs emphasizing transformational attributes such as inspirational motivation, individualized consideration, and vision-sharing, alongside mentorship programs for leaders at all levels to strengthen leadership skills and foster an organizational culture aligned with institutional goals. Full article

This study investigates the relationships between proactive personality, psychological capital, work engagement, work well-being, and innovative work behavior among employees in Saudi public authorities, based on the conservation of resources theory and the job demands-resources model. Using a sequential mediation model, data from 457 public employees were analyzed through structural equation modeling. The results show that a proactive personality and psychological capital significantly predict work engagement, but neither is significantly related to work well-being. Notably, while a proactive personality does not directly impact innovative work behavior, psychological capital does. Additionally, work well-being partially mediates the relationship between work engagement and innovative work behavior. These findings suggest that enhancing psychological capital and fostering engagement are key to promoting innovation. The mediating role of well-being highlights the importance of employee welfare in this process. This study provides practical implications for HR managers in the Saudi public sector and emphasizes strategies for building internal psychological resources. However, as data were collected from a single source, future research should include multiple key informants to enhance generalizability. This study builds on theory by demonstrating how proactive personality and psychological capital jointly stimulate innovative behavior through engagement and well-being, enriching the job demands-resources model with personal resource dynamics in public sector organizations. Full article

Promoting social equity is a global issue, and common prosperity is an important goal for human society’s sustainable development. This study is the first to examine climate risks’ impacts on common prosperity from the perspective of corporate employees, providing micro-level evidence for the coordinated development of climate governance and social equity. Employing data from companies listed on the Shanghai and Shenzhen stock exchanges from 2016 to 2023, a fixed-effects model analysis was conducted, and the results showed the following: (1) Climate risks are positively associated with the common prosperity of corporate employees in a significant way, and this effect is mainly achieved through employee guarantees, rather than employee remuneration or employment. (2) Climate risk will increase corporate financing constraints, but it will also force companies to improve their ESG performance. (3) The mechanism tests show that climate risks indirectly promote improvements in employee rights and interests by forcing companies to improve the quality of internal controls and audits. (4) The results of the moderating effect analysis show that corporate size and performance have a positive moderating effect on the relationship between climate risk and the common prosperity of corporate employees. This finding may indicate the transmission path of “climate pressure—governance upgrade—social equity” and suggest that climate governance may be transformed into social value through institutional changes in enterprises. This study breaks through the limitations of traditional research on the financial perspective of the economic consequences of climate risks, incorporates employee welfare into the climate governance assessment framework for the first time, expands the micro research dimension of common prosperity, provides a new paradigm for cross-research on ESG and social equity, and offers recommendations and references for different stakeholders. Full article

Fatal accidents in UK’s manufacturing sector are expected to remain the same or increase in coming years. This paper has tried to combat this issue by adapting and further developing a previously defined Safety Framework for the Paint Sector, to evaluate the safety performance of a metal manufacturing facility. To achieve this, the original Safety Framework was updated to align with the current British safety legislation outlined by the British Standards Institution. The framework was based on a three-level multi-attribute value theory (MAVT). Upon reviewing BSI 45001, the Safety Framework was founded upon the concept of Deming’s Plan, Do, Check, Act (PDCA) which is the foundation for the original framework, therefore, the first-level attributes remained consistent. The 13 attributes of the second level and 36 attributes of the third level were derived from the literature review and updated to relevant legislation. To develop the Safety Framework, the Delphi method was used. This included interviews that were conducted with employees and managers from either a Safety or Engineering background. The second part of the paper involved the improvement of the Safety Framework, based on the interview feedback. The main findings of the study revealed that the final Safety Framework has been deemed relevant for the Metal Manufacturing Sector by Industry Suitably Qualified and Experienced Personnel (SQEP). The majority of Interviewees deemed the Safety Framework to have a clear layout and easy to understand. The interviews and final Safety Framework suggested the importance of a company’s emphasis on employee welfare and health, in order to reduce accidents in the workplace. The originality of this paper lies in its application and validation of a sector-specific safety framework, contributing to the body of knowledge by offering a replicable methodology for adapting safety frameworks to other manufacturing sectors. Full article

The dual effects of work connectivity behavior after-hours (WCBA) on employees’ in-role and extra-role behaviors were investigated using the framework of the Job Demands–Resources (JD-R) model. A two-wave cross-sectional design with a one-week interval was employed, and data were acquired from a survey of 402 Chinese employees. The results showed that WCBA positively influenced in-role and extra-role behaviors through enhanced psychological job control (β = 0.1908 and β = 0.1356, respectively), while also exerting negative effects via increased ICT anxiety (β = −0.0190 and β = −0.0434, respectively). The findings indicate that although WCBA can foster work outcomes through increased job control, it also carries the risk of undermining these benefits due to the psychological strain from ICT-related stress. Therefore, organizations should support employees in managing WCBA effectively by balancing potential productivity gains with an awareness of its psychological costs. This research uniquely provides a simultaneous investigation of both behavior types within a unified dual-pathway framework based on the Job Demands–Resources (JD-R) model. This research also extends our knowledge of the nuanced influence of after-hours connectivity and has potential application in the optimization of the performance and welfare of employees in digitally connected work environments. Full article

The present work analyzed sustainability practices and environmental policies in the Maldives’ tourism sector, focusing on resorts classified using star ratings. Using a mixed-method approach, we examined sustainability reports from 133 resorts, analyzing textual and visual content to identify reporting patterns. For both the thematic and visual analyses, we used OpenAI’s GPT-4 custom models, available on the ChatGPT Pro platform. The results revealed significant differences in how sustainability was communicated and implemented across the resort categories: six-star resorts promoted sustainability as part of a luxury experience, emphasizing environmental branding and exclusivity; five-star resorts combined operational sustainability with attention to customer satisfaction and employee welfare; and lower-rated resorts prioritized resource efficiency, waste management, and community-based practices. These findings emphasize the need for comprehensive sustainability adoption across all resort categories to address the Maldives’ unique environmental challenges. This study contributes to understanding sustainable tourism in small island nations, highlighting the need for consistent, transparent sustainability reporting standards aligned with international frameworks. It also offers policy recommendations to improve the environmental stewardship of the Maldivian tourism industry, essential for its long-term ecological and economic sustainability. Full article

Multi-project staff scheduling optimization is a critical challenge in engineering management. However, traditional methods often overlook employee welfare, resulting in scheduling solutions that lack a people-centered approach. This study develops a multi-objective model that incorporates employee welfare to balance project performance and staff well-being. A mixed-integer programming model is proposed, integrating task allocation, resource scheduling, income growth, and workload balance as core optimization objectives. An improved Spider Wasp Optimization Algorithm (SWOIM) is employed to solve this model. The experimental results demonstrate that SWOIM outperforms conventional optimization algorithms in convergence speed, stability, and solution quality. It enhances staff scheduling efficiency while ensuring fair compensation and balanced workload distribution. A case study further validates the practical applicability of the proposed approach, showing that the optimized schedule not only improves task allocation but also enhances employee satisfaction and overall organizational performance. This study presents a people-centered scheduling framework aligned with sustainable workforce management principles and offers practical insights for improving multi-project coordination. Full article

(1) Background: The meatpacking industry in Brazil is vital for economic growth. It poses significant occupational health risks, particularly Work-Related Musculoskeletal Disorders (WMSDs). The present study analyzes the profile of slaughterhouse workers based on the governmental notification database. (2) Methods: The socio-demographic dataset (n = 820) was filled with worker data, and health profiles reported Repetitive Strain Injuries (RSI) and WMSDs from 2007 to 2019, available online by the Brazilian Health Service. The dataset was analyzed to identify patterns of injuries and contributing factors. Descriptive statistics outlined worker characteristics, while Analysis of Variance (ANOVA) explored associations between variables. (3) Results: The results revealed that 51.34% of workers were male, with most aged 30–45. Repetitive movements were reported by 89.63% of respondents, while 78.90% worked shifts exceeding six hours. Soft tissue disorders were the most prevalent diagnosis (40.97%). The majority (53.17%) experienced temporary disabilities, and 5.73% had permanent impairments. Key risk factors included inadequate breaks, stressful environments, and limited ergonomic adaptations. This study highlights the critical need for preventative measures, such as ergonomic interventions, adequate rest breaks, and employee education, to mitigate WMSDs. Future research should include ergonomic evaluations and consider broader organizational variables to enhance slaughterhouse occupational health and safety. Addressing these challenges is essential for improving worker welfare and maintaining industry productivity. Full article