Search Results (748)

Under intensified downward economic pressures on the economy, technological innovation is playing a pivotal role in the development of Chinese enterprises. Employees’ psychological safety significantly influences their innovative behaviors, as a climate of psychological safety fosters greater willingness among staff to engage in voice behaviors. Guanxi with a team leader may decrease this effect. This study analyzed survey data from 263 employees of China’s private manufacturing enterprises to explore the moderating role of guanxi with a team leader in the relationship between psychological safety climate and voice behavior. Results showed that psychological safety climate was positively correlated with promotive and prohibitive voices, and employees with a higher psychological safety climate were more likely to develop voice behavior. Guanxi with team leaders negatively moderated the relationship between psychological safety climate and promotive and prohibitive voices, and the association between psychological safety climate and promotive and prohibitive voices was strong when guanxi with a team leader was weak. This study expands the scope of the application of guanxi, with team leaders as a moderating variable. It helps leaders focus on the psychological safety climate of employees, maintain harmonious and friendly interpersonal relationships with employees, enable employees to spontaneously contribute to the development of the organization, and enhance cohesion in the organization. Full article

This paper examines the effect of digital innovation on cost stickiness in manufacturing firms, focusing on the underlying mechanisms and contextual factors. Using data from Chinese A-share listed manufacturing firms from 2012 to 2023, we find that, first, for each one-unit increase in the level of digital technology, the cost stickiness index of enterprises decreases by an average of 0.4315 units, primarily through digital process innovation and digital business model innovation, whereas digital product innovation does not exhibit a statistically significant impact. Second, manufacturing servitization and the optimization of human capital structure are identified as key mediating mechanisms. Digital innovation promotes servitization by transitioning firms from product-centric to service-oriented business models, thereby reducing fixed costs and improving resource flexibility. It also optimizes human capital by increasing the proportion of high-skilled employees and reducing labor adjustment costs. Third, the effect of digital innovation on cost stickiness is found to be heterogeneous. Firms with high financing constraints benefit more from the cost-reducing effects of digital innovation due to improved resource allocation efficiency. Additionally, mid-tenure executives are more effective in leveraging digital innovation to mitigate cost stickiness, as they balance short-term performance pressures with long-term strategic investments. These findings contribute to the understanding of how digital transformation reshapes cost behavior in manufacturing and provide insights for policymakers and firms seeking to achieve sustainable development through digital innovation. Full article

The rapid evolution of Industry 4.0 technologies has resulted in a scenario in which collaborative networks are essential to overcome the challenges related to their implementation. However, the frameworks to guide such collaborations remain underexplored. This study addresses this gap by proposing Business Rules and Goals Models to operationalize Industry 4.0 solutions through enterprise collaboration. Using the For Enterprise Modeling (4EM) method, the research integrates qualitative insights from expert opinions, including interviews with 12 professionals (academics, industry professionals, and consultants) from Brazilian manufacturing sectors. The Goals Model identifies five main objectives—competitiveness, efficiency, flexibility, interoperability, and real-time collaboration—while the Business Rules Model outlines 18 actionable recommendations, such as investing in digital infrastructure, upskilling employees, and standardizing information technology systems. The results reveal that cultural resistance, limited resources, and knowledge gaps are critical barriers, while interoperability and stakeholder integration emerge as enablers of digital transformation. The study concludes that successfully adopting Industry 4.0 requires technological investments, organizational alignment, structured governance, and collaborative ecosystems. These models provide a practical roadmap for companies navigating the complexities of Industry 4.0, emphasizing adaptability and cross-functional synergy. The research contributes to the literature on collaborative networks by connecting theoretical frameworks with actionable enterprise-level strategies. 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

Achieving high-level green technological innovation in heavily polluting enterprises is critical for advancing sustainable development, particularly in the context of both organizational and regional digitalization. This study adopts a configurational perspective grounded in the Technology–Organization–Environment (TOE) framework and integrates theoretical insights from resource orchestration, resource dependence, and IT capability theories. It investigates how different types of skilled talent, such as production, technical, sales, and managerial employees, contribute to green innovation under varying digital conditions. By applying fuzzy-set qualitative comparative analysis (fsQCA) to a sample of 96 publicly listed firms from China’s heavily polluting industries, this study identifies four distinct talent-based configurations that can lead to high levels of green innovation: production-centric, management-led, technical talent driven, and regionally enabled models. Each configuration reflects a specific system state in which a core group of skilled employees plays a leading role, supported by complementary functions, and shaped by the interaction between internal digital transformation and the external digital environment. This study contributes to the systems literature by elucidating the combinational roles of digital resources and talent deployment within the systemic TOE framework, and offers practical guidance for enterprises aiming to strategically utilize human capital to enhance green innovation performance amid ongoing digital transformations. Full article

Employees’ green voice behavior (GVB), as a specific category of extra-role green behavior, plays a vital role in promoting a firm’s sustainable development. However, its underlying mechanism has not been sufficiently explored. Drawing on social learning theory (SLT), this study proposes a research model that examines the indirect influence of environmentally-specific transformational leadership (ESTFL) on GVB via psychological empowerment (PE) and ecological reflexivity (ER) as well as the moderating role of person-supervisor value congruence (PSVC). To achieve the research goals, we conducted a two-wave online survey via the convenience sampling method to collect data from 530 employees and 106 direct supervisors working in the manufacturing, hospitality and service, energy production, construction, transportation, information and communication, and finance industries in China. Regression analyses and CFA based on SPSS and Mplus were employed to test and validate the research model. Our findings show that PE and ER both partially mediated the positive association between ESTFL and GVB. Moreover, PSVC moderated the mediating effects of ESTFL on GVB via PE and ER. This study advances empirical research regarding how leadership impacts GVB by revealing dual cognitive mechanisms and identifying its boundary condition. It also offers managerial implications for leaders and enterprises in China to promote employees’ GVB and improve sustainable management. Full article

This study examines the awareness and implementation of Circular Economy (CE) principles within Chile’s mining sector, which represents the world’s leading copper producer. We employed a mixed-methods approach, combining quantitative surveys with qualitative semi-structured interviews, to evaluate perceptions and implementation levels of CE practices across diverse organizational contexts. Our findings reveal a pronounced knowledge gap: while 73.3% of mining professionals reported familiarity with CE concepts, only 57.3% could provide accurate definitions. State-owned mining companies demonstrated substantially higher CE implementation rates, with 36.5% participating in eco-industrial collaborations and 51% conducting environmental audits, compared to their private counterparts. Small enterprises (1–100 employees) exhibited particularly limited engagement, as demonstrated by 71.8% lacking established sustainability reporting mechanisms. A considerable implementation gap was also identified; although 94.8% of respondents considered CE principles integral to business ethics and 89.6% recognized CE as essential for securing a social license to operate, only 20.8% reported that their organizations maintained dedicated CE units. The research presents actionable recommendations for policymakers, including targeted financial incentives and training programs for small- and medium-sized enterprises (SMEs) in mining services, the establishment of standardized CE performance metrics for the sector, and the integration of CE principles into strategic management education to accelerate sustainable transformation within Chile’s critical mining industry. Full article

The modern workplace grapples with a human energy crisis, characterized by chronic exhaustion, disengagement, and emotional depletion among employees. Traditional well-being initiatives often fail to address this systemic challenge, particularly in industrial contexts. This study introduces the Human Energy Management System (HEMS), a strategic framework to develop, implement, and refine strategies for optimizing workforce energy. Grounded in Industry 5.0’s human-centric, resilient, and sustainable principles, HEMS integrates enterprise risk management (ERM), design thinking, and the Plan-Do-Check-Act (PDCA) cycle. Employing a qualitative Design Science Research (DSR) methodology, the study reframes human energy depletion as an organizational risk, providing a proactive, empathetic, and iterative approach to mitigate workplace stressors. The HEMS framework is developed and evaluated through theoretical modeling, literature benchmarking, and secondary case studies, rather than empirical testing, aligning with DSR’s focus on conceptual validation. Findings suggest HEMS offers a robust tool to operationalize human energy reinforcement strategies in industrial settings. Consistent with the European Union’s vision for human-centric industrial transformation, HEMS enables organizations to foster a resilient, engaged, and thriving workforce in both stable and challenging times. Full article

The construction of marine ranching is a crucial component of China’s Blue Granary strategy, yet the fragmented knowledge system in marine ranching equipment impedes intelligent management and operational efficiency. This study proposes the first knowledge graph (KG) framework tailored for marine ranching equipment, integrating hybrid ontology design, joint entity–relation extraction, and graph-based knowledge storage: (1) The limitations in existing KG are obtained through targeted questionnaires for diverse users and employees; (2) A domain ontology was constructed through a combination of the top-down and the bottom-up approach, defining seven key concepts and eight semantic relationships; (3) Semi-structured data from enterprises and standards, combined with unstructured data from the literature were systematically collected, cleaned via Scrapy and regular expression, and standardized into JSON format, forming a domain-specific corpus of 1456 annotated sentences; (4) A novel BERT-BiGRU-CRF model was developed, leveraging contextual embeddings from BERT, parameter-efficient sequence modeling via BiGRU (Bidirectional Gated Recurrent Unit), and label dependency optimization using CRF (Conditional Random Field). The TE + SE + R_i + BMESO tagging strategy was introduced to address multi-relation extraction challenges by linking theme entities to secondary entities; (5) The Neo4j-based KG encapsulated 2153 nodes and 3872 edges, enabling scalable visualization and dynamic updates. Experimental results demonstrated superior performance over BiLSTM-CRF and BERT-BiLSTM-CRF, achieving 86.58% precision, 77.82% recall, and 81.97% F1 score. This study not only proposes the first structured KG framework for marine ranching equipment but also offers a transferable methodology for vertical domain knowledge extraction. Full article

Digital competences (DC) are vital for improving employability, especially in tourism, where adapting to technology and communicating effectively are key. Proficiency in digital tools and a second language (SL) significantly enhances organizational performance and competitiveness, supporting sustainable development and innovation in dynamic business environments. This study explores the causal link between digital competences and employability dimensions, including second-language skills, in SMEs within the tourism sector in Quindío and Valle del Cauca, Colombia. Using a quantitative approach, data from 114 employees were collected through a semi-structured survey and analyzed via partial least squares structural equation modelling (PLS-SEM) to determine significant relationships. The results reveal that digital competences significantly enhance technological management, occupational experience (OE), anticipation and optimization (AO), and personal flexibility (PF). These skills contribute to sustainable tourism by promoting adaptability, innovation, and inclusive employability. Additionally, second-language proficiency demonstrates strong explanatory power in communication-related aspects. The findings highlight the need for tourism enterprises to prioritize digital upskilling, integrate research and innovation into job functions, strengthen adaptability to organizational changes, and view second-language development as a strategic resource. This study offers valuable insights for designing targeted training strategies aligned with the sector’s dynamic demands and advances the broader discourse on digital literacy in workforce development. Full article

In informal economic contexts, migrant entrepreneurs have been extolled as highly resilient and adaptable. This study critically investigates the adverse psychological foundations inherent in such enterprises, focusing on how dark triad personality traits emerge in the leadership orientations of marginal migrant entrepreneurs. Following a qualitative ethnographic approach, this research engaged 10–15 migrant employees through participant observation, field notes, and semi-structured interviews in an informal economic context. Thematic analysis revealed five dominant patterns: narcissistic leadership with entitlement and emotional disrespect; Machiavellian behavior of manipulation and deception; psychopathic detachment in emotional callousness; absence of light triad actions such as empathy, humility, and selflessness; and moral disengagement through rationalizations such as “everyone does it” or system blame. Migrant business owners prefer to rationalize their exploitative acts as being necessary for economic survival, thus legitimizing immoral conduct and suppressing moral self-regulation. The findings indicate that marginality not only drives entrepreneurial innovation, but also has the potential to create exploitative inclinations that are institutionally and morally unchecked. Solving this issue requires not only mere psychological awareness, but also systematic reforms that foster ethical robustness and emotional sensitivity. This study ultimately asserts the need to reframe migrant entrepreneurship discourse, including both ethical and psychological accountability. Full article

Organizational performance defines how well an organization achieves its goals and objectives. To fulfill these, the organization should improve its logistical competencies including delivery speed, order accuracy, and returns handling. At the same time, social media plays an important role. Therefore, the main objective of this study is to examine and research the influence of logistical competence on the performance of small and medium enterprises (SMEs) with the moderating effect of the competitive advantages of social media. We used a quantitative, descriptive, cause–effect, and cross-sectional approach to actualize this research. A non-probability convenience sampling method was used as it is cost-effective, practical, easy to access, and time-efficient. The main variables, such as delivery speed, order accuracy, and returns handling, were analyzed to determine their influence on organizational performance. A total of 163 respondents participated, ranging from middle to top management employees in SMEs, specifically in Jordan, who completed a structured Google form. Simple, multiple, and hierarchical regression were used to check the hypotheses in this research. The conclusion shows that logistical competence positively affects organizational performance, with competitive advantages in social media campaigns enhancing this effect significantly; this was evident as social media campaigns emerged as an essential platform for marketing logistical strengths and boosting customer engagement. This study and research give recommendations for SMEs to integrate logistics and E-marketing strategies properly. Regarding the study limitations, we see that the regional focus and the small sample size are acknowledged. In the future, research is highly encouraged which looks into industry-specific dynamics, advancing technologies, and cross-cultural contexts. This research bridges the gap between logistics and marketing, thus showcasing a framework promoting logistical competence to gain a competitive advantage in the SME market. Full article

Micro-enterprises are vital to the European economy, including in Croatia, where they make over 88% of the total number of businesses. Despite their significance, they face substantial energy vulnerability due to factors like small size, limited financial resources, and high energy costs. This paper investigates the determinants of energy vulnerability among Croatian micro-enterprises, employing a survey of 470 micro-enterprises. The study covers firms across all Croatian NUTS2 regions and ensures geographic and sectoral representativeness. Key findings reveal that enterprises with higher energy expenditures relative to revenue are most susceptible to energy vulnerability, which is aligned with our assumption. On the other hand, businesses that own their premises, have more employees, and have been operational longer are more likely to invest in energy efficiency measures, thereby reducing vulnerability. Notably, a significant proportion of micro-enterprises report that energy costs adversely affect their household finances, highlighting the nature of business and personal economic stability. The paper underscores the need for targeted policies and support mechanisms to enhance the energy-related resilience of micro-enterprises, considering their unique structural and financial constraints. Full article

Ensuring employee safety is a top priority for every enterprise, and it is especially critical in high-risk industries like coal mining. To achieve this goal, it is essential to focus efforts on identifying existing hazards and thoroughly assessing the associated risks. Accurate identification and detailed characterization of occupational hazards play a pivotal role in the occupational risk assessment process, providing the foundation for effective safety strategies. This article presents an analysis of the process of identifying occupational hazards in hard coal mining, based on applicable legal regulations and a review of the relevant literature. The analysis reveals, on the one hand, a diversity of approaches to hazard classification, and on the other, a limited use of the characteristic features of hazards in classification processes. The findings of this review form the basis for proposing a systematic classification of occupational hazards in hard coal mining, taking into account the specific features of hazards in relation to their sources and potential consequences. The proposed classification not only categorizes hazards but also describes the specifics of hazard sources, such as environmental conditions, machinery, chemicals, and human factors, as well as the possible outcomes of these hazards, including physical injury, health impacts, and even fatalities. The aim of this article is to present a proposed classification of occupational hazards in hard coal mining and to provide a detailed characterization of these hazards based on the description of their sources and potential consequences. The proposed approach, grounded in the identification of characteristic features of hazards, facilitates the effective selection of preventive measures that can be implemented to reduce risk and improve workplace safety. Due to the presence of the full spectrum of natural hazards in Polish hard coal mining, the analysis draws on available statistical data, focusing on those hazards that contribute most significantly to fatal accidents and serious injuries. In conclusion, the article emphasizes the importance of a structured and systematic approach to identifying and assessing occupational hazards in the coal mining industry. By drawing on legal and literature-based insights, it aims to contribute to the development of more effective safety practices that protect workers and minimize the occurrence of workplace accidents and illnesses. Full article

The transformation of organizational platformization provides a technological path and collaborative framework for sustainable development. In this context, platform-based human resource management (HRM) has attracted a lot of attention in academia and the industry, but there is a lack of in-depth research on what dimensions are included in the practice of platform-based HRM and how to measure it. Firstly, this study adopts a theory-based approach to decompose platform-based HRM practices into six functional dimensions, namely “adaptive employee recruitment”, “autonomous job design”, “empowering employee development”, “self-managed compensation management”, “team-based performance management” and “facilitating development planning”. Secondly, based on the scale development procedure, a measurement scale for platform-based HRM practices containing 22 items was developed and passed the reliability test. Finally, the paper conducted a predictive test of the scale with passion for harmonious work as the distal predictor variable and sense of self-determination as the proximal predictor variable, which confirmed the scale’s good predictability. This paper provides a quantifiable tool for related research on HRM in platform-based organizations and offers theoretical guidance and a reference model for building HRM empowerment systems in platform-based enterprises. At the same time, it also provides ideas and references for enterprises to practice platform-based human resources and achieve sustainable development. Full article