Evaluation of employee occupational stress by estimating the loss of human capital in Japan

Examining the Relationship between Individualism and Pro-Environmental Behavior: The Moderating Role of Social Cohesion

Combining Hofstede's cultural dimensions, value-belief-norm theory, and social exchange theory, this study explores the impact of individualism and social cohesion on pro-environmental behavior (PEB) as well as the moderating role of social cohesion in the individualism-PEB link in the context of Korean society. Using the 2021 Korean General Social Survey and multiple linear regression analyses, we found that individualism is negatively related to PEB, whereas social cohesion is positively related to PEB. Further analysis showed that social cohesion attenuates the negative relationship between individualism and PEB. Our findings suggest that although individuals with high levels of individualism are less likely to perform PEB than those with a high level of collectivism, social cohesion is a valuable community resource that encourages them to engage in eco-friendly activities even when they seek to achieve person-oriented goals and pursue their own interests. The implications and contributions of these findings regarding environmental psychology are discussed.

The interrelations between micro-level CSR, Job engagement and organizational engagement during the COVID-19 pandemic: A PLSpredict model assessment

BACKGROUND: Amid the mounting COVID-19 situation, we take up the opportunity to examine micro-level CSR practices as an internal strategic approach for employees’ engagement to assist organizational resiliency. Past research had documented the Matthew effects of engaged employees and the fatal threat of disengaged employees. However, little is known to the precise outcome of job engagement and organizational engagement. OBJECTIVE: This study endeavors to offer comprehensive findings on job engagement and organizational engagement through the antecedent of micro-level CSR practices. Additionally, job engagement was modelled as the mediator between micro-level CSR practices and organizational engagement. Stakeholder Theory, Social Exchange Theory and Engagement Theory guided the development of the hypotheses. METHODS: Quantitative judgmental sampling technique was employed to reach out to the targeted respondents. A total of 336 responses was collected for statistical analysis facilitated by partial least squares structural equation modeling (PLS-SEM) approach. RESULTS: The study revealed that employees’ involvement and working environment are positively influencing job engagement and organizational engagement while the others micro-level CSR practices demonstrated mixed results. Also, job engagement was found to mediate the relationships between the four dimensions of micro-level CSR practices (i.e., employees’ involvement, employees’ empowerment, work-life balance and working environment) and organizational engagement. CONCLUSIONS: Micro-level CSR practices positively affecting job engagement and organizational engagement with different degree of influences. Organizations could consider implementing micro-level CSR practices for enhanced job engagement and organizational engagement to ease the challenging moment during uncertainty.

Methodological Approach to Identification of Innovative Determinants of Human Capital Management

This article summarizes the arguments and counter-arguments in the scientific discussion on identifying the essential characteristics of human capital and key quantitative indicators of its evaluation. The article determined the evolutionary patterns of changing approaches to interpreting the essence of human capital. The study's main purpose is to form an integrated indicator of human capital assessment and identify the most relevant innovative drivers and inhibitors of its development. Systematization of literature sources and approaches to solving the human capital evaluation problem has shown a significant variation in both national approaches to solving the problem and their supranational counterparts. Given the lack of a unified approach to evaluating human capital, the article proposes an author's approach to solving the problem using the Fishburne formula and additive convolution. The relevance of the selection of normalized partial indicators to the integrated indicator is confirmed based on the Cronbach's alpha test. The composite human capital evaluation indicator includes several social, economic, and institutional indicators. Given the transformation of all components of the business environment and the national economy due to the formation of Industry 4.0, it is necessary to determine the most relevant innovative factors of human capital development. A sample of potential drivers and inhibitors of impact on the composite indicator of human capital evaluation, which have an innovative nature, is formed to achieve this goal. The panel data regression model was built. All calculations were performed using Stata 12/SE software product. Modeling results showed that most determinants of innovation development do not have a statistically significant impact on Human Capital Index and vice versa. Human Capital Index is positively influenced by information and communication technology exports but negatively influenced by the imports of computers, communications and services, and high-tech exports. At the same time, the growth of the Human Capital Index has a negative impact on the growth of the share of exports of computers, communications, and services in the structure of commercial imports and high-tech exports. The study results could be useful to scientists, public authorities, local governments, businesses, and entrepreneurs.