The effect of work attitude and innovation ability on employee innovation performance is of great
significance for improving the innovation ability of manufacturing enterprises and building an "Innovative
Country" in China.This article theoretical analysis was conducted on the mechanism by which the work attitude
of employees in manufacturing enterprises affects innovation performance and the mediating mechanism of
innovation ability. Based on data from Chinese manufacturing enterprises, empirical analysis was conducted
using SEM models. Resear
The effect of motivation of labour, cost and productivity on nigerian constru...ResearchWap
The Study Is About The Effect Of Motivation Of Labour, Cost And Productivity On Nigerian Construction Industry (A Case Study Of Marlum Construction Company, Benin)
Role of Motivation and Job Satisfaction for Institutional Performanceijtsrd
In this paper, the theoretical link between job satisfaction and organizational success was examined. It claims that happier employees contribute to higher organizational performance. The article claims that a person who has high levels of job satisfaction has positive attitudes towards his employment. On the other side, a worker who is dissatisfied at work has negative opinions about the job. It was also emphasized that motivated employees who are happy with their workplaces contribute to better organizational success. he purpose of this article is to examine the motivational elements that may affect institutional performance, the role that work satisfaction may play in that performance, and the link between motivation and institutional performance. According to the study, managers or authorities should be worried about the attitudes of their employees since these attitudes might be a harbinger of potential problems and could have an effect on conduct. Anil Bera "Role of Motivation and Job Satisfaction for Institutional Performance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-7 | Issue-3 , June 2023, URL: https://www.ijtsrd.com.com/papers/ijtsrd56368.pdf Paper URL: https://www.ijtsrd.com.com/humanities-and-the-arts/education/56368/role-of-motivation-and-job-satisfaction-for-institutional-performance/anil-bera
A Study on Impact of Internal Mobility on Organisational Performance: A Case ...IJLT EMAS
Over a time, manufacturing Industry in India is essentially an outstanding amongst the most well-known enterprises in Indian market. Manufacturing is the producing of goods and a service using labor and other machinery tools this helps to understand the organization performance directly or indirectly has an impact on internal mobility of an employee. Internal mobility mainly tells that relying upon worker's expertise skill and prerequisites with the toss of the employment with organizational commitment and the change in job structure, job design occurs with or without raise in the salary. Organization performance which has many factors which influence the performance but internal mobility is also a supporting factor which has an impact in achieving the vision of the company. This gives an understanding that apart from providing all the necessary facility and good working culture, healthy promotion and transfer employee exit rates are increasing. Thus, internal mobility is most preferable objective to success which implies observable career accomplishments such as promotion, transfer & hierarchical level held and salary. In future to achieve internal mobility, company should adapt the principle of succession management at all ranks, provide transparent discussion of skill and the potential, as well as organizational needs. The reason for this would the favoritism and lack of recognition which is making an employee dissatisfaction towards their organization by this I conclude that the unfair or unethical practices in organization with respect to the internal mobility in the future periods make employee unhappy this is one of the reason to leave an organization which creates a huge impact in the organization performance
The effect of motivation of labour, cost and productivity on nigerian constru...ResearchWap
The Study Is About The Effect Of Motivation Of Labour, Cost And Productivity On Nigerian Construction Industry (A Case Study Of Marlum Construction Company, Benin)
Role of Motivation and Job Satisfaction for Institutional Performanceijtsrd
In this paper, the theoretical link between job satisfaction and organizational success was examined. It claims that happier employees contribute to higher organizational performance. The article claims that a person who has high levels of job satisfaction has positive attitudes towards his employment. On the other side, a worker who is dissatisfied at work has negative opinions about the job. It was also emphasized that motivated employees who are happy with their workplaces contribute to better organizational success. he purpose of this article is to examine the motivational elements that may affect institutional performance, the role that work satisfaction may play in that performance, and the link between motivation and institutional performance. According to the study, managers or authorities should be worried about the attitudes of their employees since these attitudes might be a harbinger of potential problems and could have an effect on conduct. Anil Bera "Role of Motivation and Job Satisfaction for Institutional Performance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-7 | Issue-3 , June 2023, URL: https://www.ijtsrd.com.com/papers/ijtsrd56368.pdf Paper URL: https://www.ijtsrd.com.com/humanities-and-the-arts/education/56368/role-of-motivation-and-job-satisfaction-for-institutional-performance/anil-bera
A Study on Impact of Internal Mobility on Organisational Performance: A Case ...IJLT EMAS
Over a time, manufacturing Industry in India is essentially an outstanding amongst the most well-known enterprises in Indian market. Manufacturing is the producing of goods and a service using labor and other machinery tools this helps to understand the organization performance directly or indirectly has an impact on internal mobility of an employee. Internal mobility mainly tells that relying upon worker's expertise skill and prerequisites with the toss of the employment with organizational commitment and the change in job structure, job design occurs with or without raise in the salary. Organization performance which has many factors which influence the performance but internal mobility is also a supporting factor which has an impact in achieving the vision of the company. This gives an understanding that apart from providing all the necessary facility and good working culture, healthy promotion and transfer employee exit rates are increasing. Thus, internal mobility is most preferable objective to success which implies observable career accomplishments such as promotion, transfer & hierarchical level held and salary. In future to achieve internal mobility, company should adapt the principle of succession management at all ranks, provide transparent discussion of skill and the potential, as well as organizational needs. The reason for this would the favoritism and lack of recognition which is making an employee dissatisfaction towards their organization by this I conclude that the unfair or unethical practices in organization with respect to the internal mobility in the future periods make employee unhappy this is one of the reason to leave an organization which creates a huge impact in the organization performance
An Empirical Study of Employees’ Motivation and its Influence Job SatisfactionAI Publications
Human Resource Management is getting more important in the business nowadays, because people and their knowledge are the most important aspects affecting the productivity of the company. One of the main aspects of Human Resource Management is the measurement of employee satisfaction. Companies have to make sure that employee satisfaction is high among the workers, which is a precondition for increasing productivity, responsiveness, quality, and recognitionservice. The aim of this thesis is to analyze the level of employee satisfaction and work motivation. It also deals with the effect the culture has on employee satisfaction. The theoretical framework of this thesis includes such concepts as, job satisfaction, motivation, and rewards differences. One of the biggest strength of the organization is the relationship and communication between the employees and the managers.
Grievance Resolution Mechanism on Employee Productivity: Commercial Banks in ...paperpublications3
Abstract: Motivation of employees has always been quantified in financial attributes. For productivity to occur then there is need for using non-financial motivational initiatives. This study purposed to analyze the role of motivational initiatives on employee productivity with specific reference to commercial banks in Bungoma County. The study was guided by the objective: to establish the role of grievance resolution on employee productivity. The study adopted a survey design with a focus on 536 bank employees of different job cadres drawn from 11 banks. A sample size of 229 was obtained using Yamane’s formula. Stratified sampling technique was employed with six strata’s obtained from six job cadres from top management to clerical staff. Structured questionnaires were the main data collection tools and analysis was aided by use Statistical Program for Social Scientist (SPSS) where descriptive and inferential statistics was applied and there after presentations of findings was done using tables. There was a positive strong correlation between grievance resolution and employee productivity. r = .754, p (0.00) < α (0.05). The study concludes that the non-financial motivation strategy influenced employee productivity in commercial banks. The study recommends introduction of impartial dispute meetings to resolve grievances.
The Effect of a High-Commitment Work System on Improve Organization Citizensh...AJSSMTJournal
This study aimed at identifying High commitment work system(HCWS) in improving Organization
citizenship behavior (Altruism, conscientiousness, sportsmanship) in the zain telecom company The authors
employed a predictive-descriptive approach to identify the level of hcws at zain . Male and female employees
at zain (No.378) participated in the study. A questionnaire prepared to measure the role of HCWS in improving
OCB was implemented. Means, standard deviations, multiple linear regression and 1-Way ANOVA analyses
were used to examine the data. HCWS from the perspective of zain telecom company employees scored a high
level at overall test. OCB level from the perspective of the employees at zain telecomcompany and its
dimensions scored high. The predictive model of HCWS and OCB from employee’s perspective was statistically
significant. Based on these results, the authors recommend zain telecom company to take more interest in
improving its HCWS.
The Effects of Motivation on Employees’ Commitment in the Banking Industry in...ijtsrd
Banking industry represent a proportion of the service sector in every country and it is widely recognized that they contribute to employment growth. Since business establishments are human organizations, people are very essential in its existence and success. In spite of the efforts being made by the financial industries to improve staff commitment, employees’ motivation is still relatively challenging. This study adopted survey design because it provides the opportunity to describe the variables through the collection of primary data with the use of structured questionnaire. The population of this research is 5,200 employees of national, state and unit banks located across Lagos State, Nigeria. The sample frame from which employees of banks from the five geo political zones in Lagos State Badagry, Mainland, Epe, Island, and Ikorodu were selected regardless of their location in the State. This research work considered all participating banks in Lagos State. Senior and junior staff of participating banks were selected within the framework and a total of one thousand five hundred 1500 respondents were used. A self constructed and validated instrument titled, Staff Motivation and Employees Commitment in Banks Questionnaire SMECBQ . This was validated and a reliability test was performed, and the Cronbach’s alpha for the whole instrument is 0.79. The result showed that the questionnaire has a high level of reliability. The results of the findings revealed that The Pearson Correlation of motivation and employees’ job commitment was computed and established as 0.289 p value=0.000 showing a weak significant and positive relationship between the two variables. This means that there is a weak positive relationship between motivation and employees’ job commitment in the banks in Lagos State. The study concluded as motivation increases so do employees’ job commitment to the banks. Hence it was recommended that banks should align their reward system with those of other comparable institutions and that the safety and health needs of staff should continue to be addressed particularly for those on the field. Odunayo, H. A. "The Effects of Motivation on Employees’ Commitment in the Banking Industry in Lagos State, Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-6 , October 2022, URL: https://www.ijtsrd.com/papers/ijtsrd51843.pdf Paper URL: https://www.ijtsrd.com/humanities-and-the-arts/education/51843/the-effects-of-motivation-on-employees’-commitment-in-the-banking-industry-in-lagos-state-nigeria/odunayo-h-a
Effect of Work Motivation and Incentives on Employee Performance at COCO Gas ...ijtsrd
This study uses qualitative research methods that contain numbers. The population in this study was all employees at COCO gas station HM.Yamin Medan. Sampling with sampling techniques saturated with samples of 26 employees. Data collection techniques using the dissemination of questionnaires with a likert scale that has 5 alternative answers. And analyzed using multiple linear regressions and coefficients of R2 determination with SPSS software for windows version 16.The results showed the following 1 Work motivation has a positive and significant effect on the performance of employees at COCO gas stations HM.Yamin Medan, 2 Incentives do not have a positive and significant effect on the performance of employees at COCO gas stations HM.Yamin Medan, 3 There is a positive and significant influence between work motivation and incentives on employee performance at COCO gas stations HM.Medan yamin with correlation coefficient R of 0.724 and determination coefficient R2 of 0.524. This means that 52.4 of employees performance is at COCO gas stations HM.Yamin Medan was influenced by work motivation and incentives, while the other 47.6 was determined by other variables not described in this study. Fahri Setidi | Abdul Fadly Syahana | Edward Alezandro Lbn. Raja | Karina Silaen "Effect of Work Motivation and Incentives on Employee Performance at COCO Gas Station Hm. Yamin Medan" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-6 , October 2021, URL: https://www.ijtsrd.com/papers/ijtsrd47630.pdf Paper URL : https://www.ijtsrd.com/management/hrm-and-retail-business/47630/effect-of-work-motivation-and-incentives-on-employee-performance-at-coco-gas-station-hm-yamin-medan/fahri-setidi
A Study on Employee Job Satisfaction at Eid Parry Nellikuppam Cuddaloreijtsrd
Job satisfaction or employee satisfaction is a measure of workers contentedness with their job, whether or not they like the job or individual aspects or facets of jobs, such as nature of work or supervision. Job satisfaction can be measured in cognitive evaluative , affective or emotional , and behavioral components. Job Satisfaction is the favorableness or un favorableness with which the employee views his work. It expresses the amount of agreement between one's expectation of the job and the rewards that the job provides. The objective of the study is to know about the employee job satisfaction factors, the relationship between gender and employee job satisfaction. Descriptive research method is used in the study. This study consists of both primary and secondary data. The tool used in this study is correlation. The population size is 50 and the sample size is 30. From the study it was found that there is no significant relationship between gender and employee job satisfaction. S. Jasmeen | K. Haritha | M. Selva Ganapathy "A Study on Employee Job Satisfaction at Eid Parry Nellikuppam Cuddalore" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29189.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29189/a-study-on-employee-job-satisfaction-at-eid-parry-nellikuppam-cuddalore/s-jasmeen
A Study on Employee Motivation at Tanfac Industries Limited Cuddaloreijtsrd
Employee Motivation is an integral part of Human Resource Management and it plays a crucial role in the long term growth of an organization. Motivation can be defined as the inherent enthusiasm and driving force to accomplish a task. It can be used in directing employees' behaviour and actions for a constructive vision or goal. Employee motivation is defined as the commitment, the energy levels, and the creativity that the employees bring to their job. A study on employee motivation is intended to evaluate the motivation of employees in the organization and to find the significant relationship between age and employee motivation at TANFAC Industries Limited. The total population for the study is 100 and the sample size is 50. The type of sample design used for the study is simple random sampling. Primary and secondary data was used for the study primary data was collected by using questionnaire and secondary data was collected from books, journals and company records. The gathered information is critically analysed by using various statistical tools to arrive at a meaningful conclusion. From the study by using Karl Pearson Coefficient of Correlation. It was found that there is a relationship between age and employee motivation. Pavithra. J | Keerthana. R | Ilanchezion. V "A Study on Employee Motivation at Tanfac Industries Limited Cuddalore" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29188.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29188/a-study-on-employee-motivation-at-tanfac-industries-limited-cuddalore/pavithra-j
143382269(1)143382269(2)143382269(3)143382269(4)143382269(5)143382269(6)143382269(7)143382269(8)143382269(9)
Running head: Measurement Instruments 1
Measurement Instruments 2
Measurement Instruments and Variables Relationship
Students Name
University Affiliation
Professor’s Name
Introduction
The goal and objective of almost all companies is to become and remain successful throughout the life cycle of the business. Success determined within a business can be measured through company performance for instance in sales, profitability, revenue indexes, return on investment and also through innovation that a company can attribute as an achievement or advancement in the field they operate in. Performance and innovation are the two main key indicators of success or failure of any business. The current trend right now is that companies are investing a lot of resources to ensure they optimize and increase their innovative and performance indexes. One way this can be done is through ensuring the organizational culture is outstanding and the understanding of the market demand is well understood.
My hypothesis
Market demand is usually the collective individual demand for products (either goods or services) that occurs within a given market. This is basically one of the drivers of the demand-supply market mechanism, where market demand is where buyers or customer or clients of a particular good or services collectively can have an impact on the supply of these goods and services. This will mean when the demand of certain products that a business is risen then the general performance, profitability and customer flow within the business is also risen and the vice versa is true if it drops then performance drops. On innovation market demand has a degree of influence that is demand for a service or product can drive a company to become more innovative or inventive to come up with solutions or products that can satisfy the current demand for the particular product.
Organization or organizational culture basically involves the inner environment, set up and culture of an organization. Basically the organizational culture is the policies, beliefs, core values, moral compass and the assumptions or standards in which a company conducts its daily business activities. This will dictate how a company interacts with its employees, customers, rivals and the law. It also can dictate a company’s working environment. Companies’ culture is usually defined and implemented in their company policy and enforced by the human resource department. A company that has exceptional business standards and ways of operating usually build a good reputation which attracts customers, also.
A Study Of The Effect Of Organization, Employees Opinion, Experience And Comm...IOSR Journals
Employees form the basis and foundation for the growth of the organization just like a seed giving
rise to a huge tree bearing fruits and vegetables. The employees promote the growth of an organization to
produce useful products beneficial to mankind and the country. Employee satisfaction is defined as “a function
of perceived performance and expectations”. The reasons such as high stress, lack of communication within the
company, recognition, good working conditions or limited growth opportunities force the employees to resign.
My study is focussed on determining the effect of some of the above stated reasons on the employees in order to
achieve maximum career success. To assess the degree of Employee Satisfaction, Questionnaires were
administered to the employees in the real estate company taking a random of seventy employees for the study
and the research methodology to be used for analysis of the study was descriptive and inferential statistics. The
validity of the questionnaire was tested, using the Cronbach Reliability Calculator software. Further, the
influences of demographics such as gender, age, educational qualification, designation and years of experience on their opinions were examined by Chi-Square Test and the effect of the Constructs on Employee Satisfaction were determined by Regression Analysis.
Many organizations and institutions are struggling to survive in a business and market environment
which is volatile and fierce, and thus they are doing everything within their means in their quest to keep the
motivation levels of their staff high and to ensure an increase in their competitiveness and an improvement in
performance. Several studies indicate that improved employee performance gives organizations an age over and
above the others in the same business
Our project aims to revolutionize STEM (Science, Technology, Engineering, and Mathematics) education through an innovative interactive learning platform. Designed to cater to students of all ages and backgrounds, our platform offers a dynamic and engaging learning experience that fosters curiosity, critical thinking, and problem-solving skills.
Impact of Employee Engagement on PerformanceIJAEMSJORNAL
Employee engagement is a vast concept and has a wide area of interpretation and thus each organisation interprets the meaning of employee engagement on its own terms, knowledge, and culture. Employee engagement is a relationship between the employee and the enterprise, an engaged employee is the one who is entirely engrossed in and ardent about their work and so takes positive steps to further the organisation's prestige and interests. The construct employee engagement is built on the foundation of concepts like organisation citizenship behaviour, employee commitment, and job satisfaction. Though it relates to and besets these concepts but employee engagement is broader in scope. In today's scenario organisations have started looking out for ways more stronger than only monetary incentives to keep employees involved and work towards goals, hence comes the role of employee engagement which helps the employees realise they are a part of the organisation and thus employees are emotionally connected to their organization and highly involved in their job with a great enthusiasm for the success of their employer, going an extra mile beyond the employment contractual agreement assuming all their efforts leads to the growth of what already belongs to them. Since Employee engagement is a fairly novel concept thus a lot of measurement metrics are not present to find out direct relationship between employee engagement and its impact on the performance of employees thus the purpose of this paper is to find out an Impact of employee engagement on the performance of the employees.
A Study on Employee Motivation at Solara Active Pharma Science Limited Sipcot...ijtsrd
Motivation is based on growth needs. It effect on the minds of individuals and the benefits it generates over a period of time. Motivation represents those forces which act within people giving them specific goal oriented behaviour motivation can be said to be the consequence of an interaction between the individual and the situation. The objective of the study is to find the level of employee motivation and to find the relationship between employee motivation and employee performance at Solara active pharma science limited. The descriptive type of research is used in this study. The rules and policies should be design by the organization and the employee to work well and appreciate them on their tasks fulfilment and achievements. This will surely lead to organizational growth. It improves both their effectiveness and efficiency for the achievement of the organizational goals. The primary and secondary data are used for this study. The tool used is correlation. The population size is 120 and the sample size is 60. V. Vijayakousalya | A. Tony Churchill | M. Rishab Anand "A Study on Employee Motivation at Solara Active Pharma Science Limited Sipcot Cuddalore" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29187.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29187/a-study-on-employee-motivation-at-solara-active-pharma-science-limited-sipcot-cuddalore/v-vijayakousalya
THE IMPORTANCE OF COMPETENCE AND TALENT MANAGEMENT IN INCREASING CREATIVE THI...indexPub
Innovation is needed by every human resource to be able to think creatively in producing quality performance in order to realize the vision of the organization. Of course, innovation is supported by competence and talent management. The application of creativity in the form of new and/or different ideas/ideas that can make a form/model/activity/product/service simpler, easier, more efficient and more effective.
Many countries have seen the importance of financial education by making financial
education a national strategy. In Vietnam, although the National Strategies for Inclusive Financial
Education has been proposed since 2017 and officially included in the National Financial Inclusion
Strategy in 2020, however, financial education is still quite new, and many people are not aware of
the necessity of financial l
Today, in the rapidly emerging globalization process, increasing the competitiveness of enterprises
depends on increasing of their firm performance. Although there are many methods and techniques affecting
firm performance, Information technology (IT) capabilities has become one of the most widely used method,
especially in dealing with supply chain matters of a firm. The aim of our study is to express whether innovation
and organization learning is effective as intermediate variable to the effects of IT capabilities at firm’s
performance. The opinion which claim
More Related Content
Similar to Work Attitude, Innovation Ability and Innovation Performance of Employees in Chinese Manufacturing Enterprises
An Empirical Study of Employees’ Motivation and its Influence Job SatisfactionAI Publications
Human Resource Management is getting more important in the business nowadays, because people and their knowledge are the most important aspects affecting the productivity of the company. One of the main aspects of Human Resource Management is the measurement of employee satisfaction. Companies have to make sure that employee satisfaction is high among the workers, which is a precondition for increasing productivity, responsiveness, quality, and recognitionservice. The aim of this thesis is to analyze the level of employee satisfaction and work motivation. It also deals with the effect the culture has on employee satisfaction. The theoretical framework of this thesis includes such concepts as, job satisfaction, motivation, and rewards differences. One of the biggest strength of the organization is the relationship and communication between the employees and the managers.
Grievance Resolution Mechanism on Employee Productivity: Commercial Banks in ...paperpublications3
Abstract: Motivation of employees has always been quantified in financial attributes. For productivity to occur then there is need for using non-financial motivational initiatives. This study purposed to analyze the role of motivational initiatives on employee productivity with specific reference to commercial banks in Bungoma County. The study was guided by the objective: to establish the role of grievance resolution on employee productivity. The study adopted a survey design with a focus on 536 bank employees of different job cadres drawn from 11 banks. A sample size of 229 was obtained using Yamane’s formula. Stratified sampling technique was employed with six strata’s obtained from six job cadres from top management to clerical staff. Structured questionnaires were the main data collection tools and analysis was aided by use Statistical Program for Social Scientist (SPSS) where descriptive and inferential statistics was applied and there after presentations of findings was done using tables. There was a positive strong correlation between grievance resolution and employee productivity. r = .754, p (0.00) < α (0.05). The study concludes that the non-financial motivation strategy influenced employee productivity in commercial banks. The study recommends introduction of impartial dispute meetings to resolve grievances.
The Effect of a High-Commitment Work System on Improve Organization Citizensh...AJSSMTJournal
This study aimed at identifying High commitment work system(HCWS) in improving Organization
citizenship behavior (Altruism, conscientiousness, sportsmanship) in the zain telecom company The authors
employed a predictive-descriptive approach to identify the level of hcws at zain . Male and female employees
at zain (No.378) participated in the study. A questionnaire prepared to measure the role of HCWS in improving
OCB was implemented. Means, standard deviations, multiple linear regression and 1-Way ANOVA analyses
were used to examine the data. HCWS from the perspective of zain telecom company employees scored a high
level at overall test. OCB level from the perspective of the employees at zain telecomcompany and its
dimensions scored high. The predictive model of HCWS and OCB from employee’s perspective was statistically
significant. Based on these results, the authors recommend zain telecom company to take more interest in
improving its HCWS.
The Effects of Motivation on Employees’ Commitment in the Banking Industry in...ijtsrd
Banking industry represent a proportion of the service sector in every country and it is widely recognized that they contribute to employment growth. Since business establishments are human organizations, people are very essential in its existence and success. In spite of the efforts being made by the financial industries to improve staff commitment, employees’ motivation is still relatively challenging. This study adopted survey design because it provides the opportunity to describe the variables through the collection of primary data with the use of structured questionnaire. The population of this research is 5,200 employees of national, state and unit banks located across Lagos State, Nigeria. The sample frame from which employees of banks from the five geo political zones in Lagos State Badagry, Mainland, Epe, Island, and Ikorodu were selected regardless of their location in the State. This research work considered all participating banks in Lagos State. Senior and junior staff of participating banks were selected within the framework and a total of one thousand five hundred 1500 respondents were used. A self constructed and validated instrument titled, Staff Motivation and Employees Commitment in Banks Questionnaire SMECBQ . This was validated and a reliability test was performed, and the Cronbach’s alpha for the whole instrument is 0.79. The result showed that the questionnaire has a high level of reliability. The results of the findings revealed that The Pearson Correlation of motivation and employees’ job commitment was computed and established as 0.289 p value=0.000 showing a weak significant and positive relationship between the two variables. This means that there is a weak positive relationship between motivation and employees’ job commitment in the banks in Lagos State. The study concluded as motivation increases so do employees’ job commitment to the banks. Hence it was recommended that banks should align their reward system with those of other comparable institutions and that the safety and health needs of staff should continue to be addressed particularly for those on the field. Odunayo, H. A. "The Effects of Motivation on Employees’ Commitment in the Banking Industry in Lagos State, Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-6 , October 2022, URL: https://www.ijtsrd.com/papers/ijtsrd51843.pdf Paper URL: https://www.ijtsrd.com/humanities-and-the-arts/education/51843/the-effects-of-motivation-on-employees’-commitment-in-the-banking-industry-in-lagos-state-nigeria/odunayo-h-a
Effect of Work Motivation and Incentives on Employee Performance at COCO Gas ...ijtsrd
This study uses qualitative research methods that contain numbers. The population in this study was all employees at COCO gas station HM.Yamin Medan. Sampling with sampling techniques saturated with samples of 26 employees. Data collection techniques using the dissemination of questionnaires with a likert scale that has 5 alternative answers. And analyzed using multiple linear regressions and coefficients of R2 determination with SPSS software for windows version 16.The results showed the following 1 Work motivation has a positive and significant effect on the performance of employees at COCO gas stations HM.Yamin Medan, 2 Incentives do not have a positive and significant effect on the performance of employees at COCO gas stations HM.Yamin Medan, 3 There is a positive and significant influence between work motivation and incentives on employee performance at COCO gas stations HM.Medan yamin with correlation coefficient R of 0.724 and determination coefficient R2 of 0.524. This means that 52.4 of employees performance is at COCO gas stations HM.Yamin Medan was influenced by work motivation and incentives, while the other 47.6 was determined by other variables not described in this study. Fahri Setidi | Abdul Fadly Syahana | Edward Alezandro Lbn. Raja | Karina Silaen "Effect of Work Motivation and Incentives on Employee Performance at COCO Gas Station Hm. Yamin Medan" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-6 , October 2021, URL: https://www.ijtsrd.com/papers/ijtsrd47630.pdf Paper URL : https://www.ijtsrd.com/management/hrm-and-retail-business/47630/effect-of-work-motivation-and-incentives-on-employee-performance-at-coco-gas-station-hm-yamin-medan/fahri-setidi
A Study on Employee Job Satisfaction at Eid Parry Nellikuppam Cuddaloreijtsrd
Job satisfaction or employee satisfaction is a measure of workers contentedness with their job, whether or not they like the job or individual aspects or facets of jobs, such as nature of work or supervision. Job satisfaction can be measured in cognitive evaluative , affective or emotional , and behavioral components. Job Satisfaction is the favorableness or un favorableness with which the employee views his work. It expresses the amount of agreement between one's expectation of the job and the rewards that the job provides. The objective of the study is to know about the employee job satisfaction factors, the relationship between gender and employee job satisfaction. Descriptive research method is used in the study. This study consists of both primary and secondary data. The tool used in this study is correlation. The population size is 50 and the sample size is 30. From the study it was found that there is no significant relationship between gender and employee job satisfaction. S. Jasmeen | K. Haritha | M. Selva Ganapathy "A Study on Employee Job Satisfaction at Eid Parry Nellikuppam Cuddalore" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29189.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29189/a-study-on-employee-job-satisfaction-at-eid-parry-nellikuppam-cuddalore/s-jasmeen
A Study on Employee Motivation at Tanfac Industries Limited Cuddaloreijtsrd
Employee Motivation is an integral part of Human Resource Management and it plays a crucial role in the long term growth of an organization. Motivation can be defined as the inherent enthusiasm and driving force to accomplish a task. It can be used in directing employees' behaviour and actions for a constructive vision or goal. Employee motivation is defined as the commitment, the energy levels, and the creativity that the employees bring to their job. A study on employee motivation is intended to evaluate the motivation of employees in the organization and to find the significant relationship between age and employee motivation at TANFAC Industries Limited. The total population for the study is 100 and the sample size is 50. The type of sample design used for the study is simple random sampling. Primary and secondary data was used for the study primary data was collected by using questionnaire and secondary data was collected from books, journals and company records. The gathered information is critically analysed by using various statistical tools to arrive at a meaningful conclusion. From the study by using Karl Pearson Coefficient of Correlation. It was found that there is a relationship between age and employee motivation. Pavithra. J | Keerthana. R | Ilanchezion. V "A Study on Employee Motivation at Tanfac Industries Limited Cuddalore" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29188.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29188/a-study-on-employee-motivation-at-tanfac-industries-limited-cuddalore/pavithra-j
143382269(1)143382269(2)143382269(3)143382269(4)143382269(5)143382269(6)143382269(7)143382269(8)143382269(9)
Running head: Measurement Instruments 1
Measurement Instruments 2
Measurement Instruments and Variables Relationship
Students Name
University Affiliation
Professor’s Name
Introduction
The goal and objective of almost all companies is to become and remain successful throughout the life cycle of the business. Success determined within a business can be measured through company performance for instance in sales, profitability, revenue indexes, return on investment and also through innovation that a company can attribute as an achievement or advancement in the field they operate in. Performance and innovation are the two main key indicators of success or failure of any business. The current trend right now is that companies are investing a lot of resources to ensure they optimize and increase their innovative and performance indexes. One way this can be done is through ensuring the organizational culture is outstanding and the understanding of the market demand is well understood.
My hypothesis
Market demand is usually the collective individual demand for products (either goods or services) that occurs within a given market. This is basically one of the drivers of the demand-supply market mechanism, where market demand is where buyers or customer or clients of a particular good or services collectively can have an impact on the supply of these goods and services. This will mean when the demand of certain products that a business is risen then the general performance, profitability and customer flow within the business is also risen and the vice versa is true if it drops then performance drops. On innovation market demand has a degree of influence that is demand for a service or product can drive a company to become more innovative or inventive to come up with solutions or products that can satisfy the current demand for the particular product.
Organization or organizational culture basically involves the inner environment, set up and culture of an organization. Basically the organizational culture is the policies, beliefs, core values, moral compass and the assumptions or standards in which a company conducts its daily business activities. This will dictate how a company interacts with its employees, customers, rivals and the law. It also can dictate a company’s working environment. Companies’ culture is usually defined and implemented in their company policy and enforced by the human resource department. A company that has exceptional business standards and ways of operating usually build a good reputation which attracts customers, also.
A Study Of The Effect Of Organization, Employees Opinion, Experience And Comm...IOSR Journals
Employees form the basis and foundation for the growth of the organization just like a seed giving
rise to a huge tree bearing fruits and vegetables. The employees promote the growth of an organization to
produce useful products beneficial to mankind and the country. Employee satisfaction is defined as “a function
of perceived performance and expectations”. The reasons such as high stress, lack of communication within the
company, recognition, good working conditions or limited growth opportunities force the employees to resign.
My study is focussed on determining the effect of some of the above stated reasons on the employees in order to
achieve maximum career success. To assess the degree of Employee Satisfaction, Questionnaires were
administered to the employees in the real estate company taking a random of seventy employees for the study
and the research methodology to be used for analysis of the study was descriptive and inferential statistics. The
validity of the questionnaire was tested, using the Cronbach Reliability Calculator software. Further, the
influences of demographics such as gender, age, educational qualification, designation and years of experience on their opinions were examined by Chi-Square Test and the effect of the Constructs on Employee Satisfaction were determined by Regression Analysis.
Many organizations and institutions are struggling to survive in a business and market environment
which is volatile and fierce, and thus they are doing everything within their means in their quest to keep the
motivation levels of their staff high and to ensure an increase in their competitiveness and an improvement in
performance. Several studies indicate that improved employee performance gives organizations an age over and
above the others in the same business
Our project aims to revolutionize STEM (Science, Technology, Engineering, and Mathematics) education through an innovative interactive learning platform. Designed to cater to students of all ages and backgrounds, our platform offers a dynamic and engaging learning experience that fosters curiosity, critical thinking, and problem-solving skills.
Impact of Employee Engagement on PerformanceIJAEMSJORNAL
Employee engagement is a vast concept and has a wide area of interpretation and thus each organisation interprets the meaning of employee engagement on its own terms, knowledge, and culture. Employee engagement is a relationship between the employee and the enterprise, an engaged employee is the one who is entirely engrossed in and ardent about their work and so takes positive steps to further the organisation's prestige and interests. The construct employee engagement is built on the foundation of concepts like organisation citizenship behaviour, employee commitment, and job satisfaction. Though it relates to and besets these concepts but employee engagement is broader in scope. In today's scenario organisations have started looking out for ways more stronger than only monetary incentives to keep employees involved and work towards goals, hence comes the role of employee engagement which helps the employees realise they are a part of the organisation and thus employees are emotionally connected to their organization and highly involved in their job with a great enthusiasm for the success of their employer, going an extra mile beyond the employment contractual agreement assuming all their efforts leads to the growth of what already belongs to them. Since Employee engagement is a fairly novel concept thus a lot of measurement metrics are not present to find out direct relationship between employee engagement and its impact on the performance of employees thus the purpose of this paper is to find out an Impact of employee engagement on the performance of the employees.
A Study on Employee Motivation at Solara Active Pharma Science Limited Sipcot...ijtsrd
Motivation is based on growth needs. It effect on the minds of individuals and the benefits it generates over a period of time. Motivation represents those forces which act within people giving them specific goal oriented behaviour motivation can be said to be the consequence of an interaction between the individual and the situation. The objective of the study is to find the level of employee motivation and to find the relationship between employee motivation and employee performance at Solara active pharma science limited. The descriptive type of research is used in this study. The rules and policies should be design by the organization and the employee to work well and appreciate them on their tasks fulfilment and achievements. This will surely lead to organizational growth. It improves both their effectiveness and efficiency for the achievement of the organizational goals. The primary and secondary data are used for this study. The tool used is correlation. The population size is 120 and the sample size is 60. V. Vijayakousalya | A. Tony Churchill | M. Rishab Anand "A Study on Employee Motivation at Solara Active Pharma Science Limited Sipcot Cuddalore" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29187.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29187/a-study-on-employee-motivation-at-solara-active-pharma-science-limited-sipcot-cuddalore/v-vijayakousalya
THE IMPORTANCE OF COMPETENCE AND TALENT MANAGEMENT IN INCREASING CREATIVE THI...indexPub
Innovation is needed by every human resource to be able to think creatively in producing quality performance in order to realize the vision of the organization. Of course, innovation is supported by competence and talent management. The application of creativity in the form of new and/or different ideas/ideas that can make a form/model/activity/product/service simpler, easier, more efficient and more effective.
Similar to Work Attitude, Innovation Ability and Innovation Performance of Employees in Chinese Manufacturing Enterprises (20)
Many countries have seen the importance of financial education by making financial
education a national strategy. In Vietnam, although the National Strategies for Inclusive Financial
Education has been proposed since 2017 and officially included in the National Financial Inclusion
Strategy in 2020, however, financial education is still quite new, and many people are not aware of
the necessity of financial l
Today, in the rapidly emerging globalization process, increasing the competitiveness of enterprises
depends on increasing of their firm performance. Although there are many methods and techniques affecting
firm performance, Information technology (IT) capabilities has become one of the most widely used method,
especially in dealing with supply chain matters of a firm. The aim of our study is to express whether innovation
and organization learning is effective as intermediate variable to the effects of IT capabilities at firm’s
performance. The opinion which claim
Globally, the number of startup companies has rapidly expanded during the last 5-8 years. Offering
products and/or services that greatly enhance the lives of its clients is a major focus for these firms. In India,
local and federal government initiatives have provided new enterprises and entrepreneurs with much
momentum and assistance, helping India become the world's top startup location. The Government of India
(GOI) launched the "Startup India" campaign in 2015 to promote entrepreneurship and support businesses to
achieve this goal (Babu, S., Sridevi, K.,2019). An IBM Center for Business Value and Oxford Economics study
in 2018 found that 90% of Indian companies fail within the first five years of operation. Potential difficulties
that startups may run across, both generally and specifically in the Indian market, have been described by
several authors.
Behaviour finance is the study of how psychological phenomena affect financial behaviour. This
financial science is used in making financial decisions. Amid the development of the digital economy, paylater
innovation has emerged. It is feared that the ease of use of paylater can have a negative impact, one of which is
the attitude of impulsive buying. This research will analyze the effect of financial literacy, self-control, risk
perception, and percieved ease of use on impulsive buying behaviour. This research is based on Decision Affect
Theory, which is a theory that discusses financial decision behaviour that is influenced by self-emotion. This
research is uses purposive sampling wi
Improving the business environment is one of the key strategies to promote local and regional
economic development. However, which factors affect the business environment of the provinces is still
controversial. Using survey data from 400 investors and managers and a multivariate regression analysis
method, this study has identified the factors affecting the business environment of Hai Phong province. The
analysis results show that there are 09 factors affecting the business environment of Hai Phong City, including
entry costs, land access and tenure, transparent, informal charges, time cost, pro-activeness, business support
services, labor training and legal institutions. In
The concept of organizational resilience continues to grow in focus and importance, but there
has yet to be an agreed upon measure of organizational resilience. Organizational resilience can be seen as a
corporation’s ability to adapt to change and maintain flexibility within their supply chain. Resilience and
flexibility at all organizational levels is necessary, in a proactive manner, to turn resilience into a competitive
advantage
In this paper, by using the basic method of differential geometry, combined with the optimization
theory and the basic technique of data analysis, the definition, basic properties and statistical characteristics of
nonlinear correlation coefficients on manifolds are studied and given, test the rationality and validity of the
nonlinear correlation coefficient defined in this paper. Therefore, the study of this paper has certain theoretical
value and potential practical significance.
This study aims to analyze and prove whether there is a positive and significant influence
between product quality and poki prices on purchasing decisions for Kobba brand coffee. The survey was
conducted using 53 respondents who were buyers who had purchased Kobba brand coffee more than once.
Information from respondents was obtained through a list of questions that were sent and returned by
respondents
In this paper, we introduce a universal framework for mean-distortion robust risk measurement and
portfolio optimization. We take accounts for the uncertainty based on Gelbrich distance and another uncertainty
set proposed by Delage & Ye. We also establish the model under the constraints of probabilistic safety
criteria and compare the different frontiers and the investment ratio to each asset. The empirical analysis in the
final part explores the impact of different parameters on the model results.
Despite the attainment of the famous Millennium Development Goals (MDGs) of reducing the number
of poor people across the globe a significant number still live below the poverty line. The problem of poverty is
more endemic in developing countries like Nigeria. Several intervention efforts have been in place to address
the poverty question which persists partly due to serious financial exclusion and unethical activities of informal
finance providers.
The focus of this research was to establish the effect of entrepreneurship Ecosystem in inculcating
entrepreneurial propensity for community development. Promotion of entrepreneurship in Kenya has existed
ever since independence. The Government has shown tremendous support to entrepreneurship growth. The
Government have channelled financial support through funding such as Women Enterprise fund, Youth
Enterprise Fund and Uwezo Fund
In this paper, we consider an AAI with two types of insurance business with p-thinning dependent
claims risk, diversify claims risk by purchasing proportional reinsurance, and invest in a stock with Heston
model price process, a risk-free bond, and a credit bond in the financial market with the objective of maximizing
the expectation of the terminal wealth index effect, and construct the wealth process of AAI as well as the the
model of robust optimal reinsurance-investment problem is obtained, using dynamic programming, the HJB
equation to obtain the pre-default and post-default reinsurance-investment strategies and the display expression
of the value function, respectively, and the sensitivity of the model parameters is analyzed through numerical
experiments to obtain a realistic economic interpretation. The model as well as the results in this paper are a
generalization and extension of the results of existing studies.
:Textiles and clothing are a fundamental part of everyday life and an important sector in the global
economy. It is hard to imagine a world without textiles. Clothes are worn by almost everyone, almost all the time
and it also becomes an important expression for an individuality. In 2015, emission from textiles production
totaled 1.2 billion tons of CO2 equivalent throughout its lifecycle. The fashion industry is a large consumer of
water, high volumes of water containing
In this paper, we construct a Credit Default Swap pricing model for default recovery rates under
distributional uncertainty based on a structured pricing model and distributional uncertainty theory. The model
is algorithmically transformed into a solvable semi-definite programming problem using the Lagrangian dual
method, and the solution of the model is given using the projection interior point method. Finally, an empirical
analysis is conducted, and the results show that the model constructed in this paper is reasonable and efficient
The closures of schools, colleges, and universities in many countries worldwide during the COVID19 pandemic have reshaped every aspect of our normal lives and educational experience. As a result of
extended periods of lockdown, whole populations have been advised to stay in their households and
communicate with others through distance electronic communications methods such as Zoom, Teams, Google
meetings etc. More than 1
Even though economists and academics have been studying money laundering for many years, there
are still gaps in the research because there is a dearth of trustworthy data on the activity as well as an absence
of specific sources and methods of collection in government-based reporting. The Walker-Unger gravity model
was used in this study to determine the countries that Russian-based money launderers used as funding
destinations between the years 2000 and 2020, as well as whether there are any variations in country rankings
during economic downturns. The investigation's findings indicated that even during recessionary times, money
launderers with Russian bases consistently preferred certain countries as their destination
This study will establish a scientific foundation for analyzing and assessing the development of
human resources in industrial parks of Hai Duong province. According to statistics and primary data, the
study analyzes the current situation of human resource development in the industrial parks in Hai Duong
province, states achievements, limitations and their causes, thereby giving solutions to improve the human
resource development in industrial parks of Hai Duong province in the future for the economic development
of industrial parks in particular and Hai Duong province in general.
Solar photovoltaic systems are becoming essential in renewable energy sources to help reduce
dependence on renewable energy sources, fossil fuels and mitigate climate change. In the world today, many
successful businesses bring efficiency to the environment as well as the global economy. However, to evaluate
the business performance of the global supply chain, it is necessary to find an appropriate method. This article
uses data envelopment analysis (DEA) and Malmquist Productivity Index (MPI) methods to compare
performance across businesses
The objective of this research is 1) to study social media usage behavior of the elderly and 2) to
examine the relationship between factors of the social media usage behavior of the elderly in Surat Thani
Province, Thailand. The data were collected from selected elderly aged 60 years and older in Surat Thani
Province. The number of the sample in this study was 400. The questionnaire was used as a tool to collect the
data. Statistics used were frequency, percentage, mean, standard deviation, and Chi-Square
The purpose of this research is to investigate and analyze how the difference between fair value and
book value of assets bank is disclosed and how to present and disclose intangible assets. The case study
qualitative research method was used in this study. Case simulation models at national private banks in
Indonesia and information from informants
More from International Journal of Business Marketing and Management (IJBMM) (20)
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Skye Residences | Extended Stay Residences Near Toronto Airportmarketingjdass
Experience unparalleled EXTENDED STAY and comfort at Skye Residences located just minutes from Toronto Airport. Discover sophisticated accommodations tailored for discerning travelers.
Website Link :
https://skyeresidences.com/
https://skyeresidences.com/about-us/
https://skyeresidences.com/gallery/
https://skyeresidences.com/rooms/
https://skyeresidences.com/near-by-attractions/
https://skyeresidences.com/commute/
https://skyeresidences.com/contact/
https://skyeresidences.com/queen-suite-with-sofa-bed/
https://skyeresidences.com/queen-suite-with-sofa-bed-and-balcony/
https://skyeresidences.com/queen-suite-with-sofa-bed-accessible/
https://skyeresidences.com/2-bedroom-deluxe-queen-suite-with-sofa-bed/
https://skyeresidences.com/2-bedroom-deluxe-king-queen-suite-with-sofa-bed/
https://skyeresidences.com/2-bedroom-deluxe-queen-suite-with-sofa-bed-accessible/
#Skye Residences Etobicoke, #Skye Residences Near Toronto Airport, #Skye Residences Toronto, #Skye Hotel Toronto, #Skye Hotel Near Toronto Airport, #Hotel Near Toronto Airport, #Near Toronto Airport Accommodation, #Suites Near Toronto Airport, #Etobicoke Suites Near Airport, #Hotel Near Toronto Pearson International Airport, #Toronto Airport Suite Rentals, #Pearson Airport Hotel Suites
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Work Attitude, Innovation Ability and Innovation Performance of Employees in Chinese Manufacturing Enterprises
1. International Journal of Business Marketing and Management (IJBMM)
Volume 8 Issue 3 May-June 2023, P.P. 61-75
ISSN: 2456-4559
www.ijbmm.com
International Journal of Business Marketing and Management (IJBMM) Page 61
Work Attitude, Innovation Ability and Innovation Performance of
Employees in Chinese Manufacturing Enterprises
XIE MINGZHU, PHD
Graduate School, Lyceum of the Philippines University-Batangas
E-mail: xiemingzhu7@gmail.com.
Abstract:The effect of work attitude and innovation ability on employee innovation performance is of great
significance for improving the innovation ability of manufacturing enterprises and building an "Innovative
Country" in China.This article theoretical analysis was conducted on the mechanism by which the work attitude
of employees in manufacturing enterprises affects innovation performance and the mediating mechanism of
innovation ability. Based on data from Chinese manufacturing enterprises, empirical analysis was conducted
using SEM models. Research has found that the positive effect of organizational commitment on innovation
performance is not significant,job involvement has a significant positive effect on innovation performance,job
satisfaction only has a significant positive effect on the performance of incremental innovation,job satisfaction
and job involvement have a greater impact on incremental innovation performance, while organizational
commitment has a greater impact on mutant innovation performance. Innovation ability has a significant
positive mediating effect, which is mainly reflected in the role of job involvement on incremental innovation
performance. Therefore, manufacturing enterprises can take measures to improve employee innovation
performance from the perspectives of job involvement, work environment and employee needs.
Keywords: manufacturing enterprise employees; work attitude; innovation ability; innovation performance;
China
JEL Classification: M51
I. Introduction
The global economic competition is becoming increasingly fierce, and the innovation system of the
manufacturing industry is rapidly changing. The innovation construction of the manufacturing industry in
developed countries is constantly accelerating. In order to further shorten the distance between public research
institutions and related industries, France launched the "Carnot Plan" in 2006 to accelerate the process of
technological transformation. The United States launched a manufacturing innovation network construction
program in 2012 to gradually transform its manufacturing technology into productivity. In 2017, Japan proposed
a comprehensive innovation strategy to build a "super intelligent society 5.0" to enhance the intelligence level of
its manufacturing industry and the national economic growth rate. China is also actively promoting the
development of its manufacturing industry towards high-quality direction, with the aim of promoting rapid
innovation through manufacturing innovation, achieving the transformation from a manufacturing powerhouse
to a manufacturing powerhouse, and providing policy support in top-level design. Since 2015, the Chinese
government has successively issued several guiding documents, including the Implementation Guidelines for the
Construction of Manufacturing Innovation Centers (2016-2020), the Guiding Opinions on Improving the
2. Work Attitude, Innovation Ability and Innovation Performance of Employees in ChineseManufa...
International Journal of Business Marketing and Management (IJBMM) Page 62
Manufacturing Innovation System and Promoting the Construction of Manufacturing Innovation Centers, and
the Outline of the National Innovation Driven Development Strategy, which have identified manufacturing
innovation as an important strategy for future national innovation, In order to enhance the innovation capability
and market competitiveness of China's manufacturing industry, and promote the in-depth development of the
Chinese economy.
As an important component of the economic system, enterprises are one of the most important contributors
to economic innovation and bear an unshakable responsibility for the construction of China's "Innovative
Country". Employees are the main force of enterprise innovation and play a crucial role in the core
competitiveness of the enterprise. Work attitude is the emotion and concept formed by employees in the work
environment, which includes subjective feelings, ideals, and perceptions. The work attitude of employees
determines their willingness to innovate, as well as their subjective recognition and acceptance of innovation
activities, which in turn affects their innovation performance. The innovation performance of enterprise
employees refers to the new achievements obtained by enterprise employees through learning and applying new
technologies and methods. Employee innovation ability refers to the ability of enterprise employees to learn and
apply new knowledge and technology, which is a necessary condition for employees to carry out innovative
activities. At the same time, innovation ability is also a concentrated reflection of employees' personal
innovation level, which is influenced by subjective attitudes. So innovation ability is an important mediating
factor between employees' work attitude and innovation performance. The same innovation ability will have
different degrees of utilization due to differences in work attitude, which has a differentiated impact on
innovation performance.
In the context of the "Innovative Country" strategy, the innovation performance of employees not only
determines the innovation level and market competitiveness of manufacturing enterprise, but also has important
significance for improving the comprehensive innovation level and sustainable economic developmentofChina.
It has received high attention from the theoretical community, and scholars have conducted research on the
innovation performance of enterprise employees from multiple perspectives. For example, Wan (2010), Wang
(2014) and Cui (2021) have studied influencing factors of employee innovation performance, believing that
subjective attitudes andwillingness are important factors that affect employees' innovation performance. Lin
(2012), He (2020) and Zhang (2021) evaluated the innovation of employees in different types of enterprises in
China, emphasizing the importance of employee innovation in enhancing innovation capabilities in China. They
believe that the innovation performance of employees in Chinese enterprises is not high, but in the process of
rapid improvement. Wu (2018), Shang (2020) and Shao (2022) summarized and evaluated the innovation
models of current Chinese enterprise employees. Although some scholars have also paid attention to the
relationship between work attitude, innovation ability and innovation performance of enterprise employees,
there is very little targeted research on the effect of subjective attitude on innovation performance. It is even
rarer to include employee innovation ability in the research framework and explore the mechanism of work
attitude, innovation ability and innovation performance. This article uses a SEM model and based on research
data from manufacturing enterprises in China, and studies on the effect of employees' work attitude on
innovation performance, taking into account the mediating mechanism of innovation ability. While
compensating for the current lack of theoretical research, it also has high practical value for formulating
innovation incentive policies from the perspective of employees' work attitude.
II. Hypothesis
2.1 Direct impact mechanism and hypothesis
3. Work Attitude, Innovation Ability and Innovation Performance of Employees in ChineseManufa...
International Journal of Business Marketing and Management (IJBMM) Page 63
Scholars have a generally consistent view on the composition of work attitude among employees in
enterprises. Scholars generally divide employee work attitude into three dimensions: job satisfaction,
organizational commitment and job involvement, such as Jex (2003), Conte (2005), Xie (2011), etc. This article
draws on existing research and also divides them accordingly. Job satisfaction refers to the comprehensive
psychological feelings of employees towards various factors related to work, such as job content, work
environment, interpersonal relationships, etc. Organizational commitment refers to the level of employee
identification and participation in the organization, and is a type of "psychological contract". Job involvement is
the state in which employees combine themselves with their work roles through self-control.
Job satisfaction is the comprehensive psychological feeling of employees towards their own work, and
improving employee job satisfaction is an important mean for enterprises to attract and retain talents. If
employees' actual income exceeds their expected income, they will inevitably have an extremely significant
sense of satisfaction for their position, and are willing to stay in the company and make higher contributions,at
this point, their work efficiency will also increase. The intrinsic relationship between job satisfaction and work
efficiency of enterprise employees has long been a concern of the academic circle. As early as the 1920s, the
Hawthorne's experimental found that higher job satisfaction can bring higher production efficiency (Xiong,
2018). Herzberg (1959) regarded employee satisfaction as an important standard of production efficiency and
proposed the Two-factor theory, believing that higher job satisfaction can stimulate the work enthusiasm and
willingness of employees in enterprises, thereby achieving higher work efficiency (Ceicalia and Dedy, 2012).
After entering the 21st century, scholars' research has also reached basically consistent conclusions. Goodman et
al. (2001) found a significant correlation between job satisfaction and innovation performance among enterprise
employees. Culibrk et al. (2018) stated that if employees have more ideal organizational satisfaction, they are
often more willing to actively participate in work, and innovation performance can significantly improve. Based
on the above analysis, this article proposes the following assumptions:
Hypothesis 1: Job satisfaction has a significant positive impact on the innovation performance of
manufacturing enterprise employees.
In the knowledge economy environment, to maintain and enhance core competitiveness, enterprises must
scientifically manage their employees and cultivate their loyalty to the enterprise. Organizational commitment is
the employees' self identification attitude towards the enterprise, the psychological bond connecting them with
the enterprise, and the determining factor of employee loyalty. Ling et al. (2000) proposed a five dimensional
organizational commitment model that includes emotional commitment, normative commitment, ideal
commitment, economic commitment and opportunity commitment. They believe that each dimension can to
some extent enhance employees' psychological dependence on the enterprise and have a positive impact on their
work performance. Goodman et al. (2001) believe that there is a close relationship between organizational
commitment and job performance of enterprise employees. Xiang (2017) explored the mechanism by which
organizational commitment affects employee job performance, emphasizing that organizational commitment is
an important factor in the occupational safety and loyalty of employees, which can help improve employee job
performance. Li (2022) believes that organizational commitment has a positive stimulating effect on employees'
innovative behavior, and high organizational commitment can promote employees to achieve high innovation
results. Therefore, the following assumptions are proposed:
Hypothesis 2: The organizational commitment has a significant positive impact on innovation performance
of manufacturing enterprise employees.
The work efficiency of employees is closely related to their emotional engagement. If employees are
willing to devote their energy to work tasks and are willing to receive higher satisfaction and sense of
4. Work Attitude, Innovation Ability and Innovation Performance of Employees in ChineseManufa...
International Journal of Business Marketing and Management (IJBMM) Page 64
achievement in the enterprise, their work performance will improve. On the contrary, if the employee's work
engagement is low, they are already tired of dealing with their work, and their work performance will also
stagnate. At the same time, if employees have a positive and upward mental state and a high level of work
engagement, they can quickly adapt to the needs of the new position and actively cultivate abilities they do not
have. They are more willing to learning and strive to improve work efficiency. Schaufeli (2002) pointed out that
work engagement can reflect the work level, organizational identity, and focus of employees in a company, with
characteristics of persistence and dispersion. Cropanzano et al. (2006) argue that high work engagement can
essentially be seen as a positive work attitude that can to some extent enhance and improve innovation
performance. Li et al. (2015) empirically studied the impact of work engagement on job performance of R&D
employees in high-tech enterprises, and pointed out that the work engagement of R&D employees is an
important positive factor affecting innovation efficiency. Based on the above analysis, this article proposes the
following assumptions:
Hypothesis 3: Job engagement has a significant positive impact on innovation performance of
manufacturing enterprise employees
2.2 The Mediating Mechanism of Innovation Ability and Hypothesis
The relationship between work attitude and innovation performance of employees is not simply one-on-one.
Whether an employee does or does not do a certain job, whether they do it well or poorly, whether they do it
seriously or carelessly, depends on their attitude. Employees will subjectively do not work hard and will fail to
complete tasks that they are unwilling to do, indicating poor work ability. On the contrary, when employees
have positive work attitude, they will work hard subjectively, and always able to complete their work well,
demonstrating excellent work abilities. Li et al. (2006) studied the relationship between work attitude and
professional competence of medical staff, and found that there is a positive correlation between employees'
work attitude and professional competence. Xiang et al. (2021) used enterprise asset appraisers as an example to
study the impact path between employees' professional abilities and work attitudes,the conclusion emphasizes
that employees' work attitudes have a positive effect on the improvement of their professional skills.
The theory of creativity components points out that as the foundation and driving force of individual
innovation behavior, the innovation ability will directly affect innovation behavior and have a significant impact
on innovation performance. For the innovation process of employees, innovation performance is external, while
innovation ability is internal. Employees with higher innovation performance often have higher innovation
ability, while employees with stronger innovation ability generally perform well in innovation performance.
Some scholars' research also supports this viewpoint, such as theresearch of Li and Wu (2014) based on SET
theory, which pointed out that employees' work ability is an important positive influencing factor of work
performance. Ge (2021) conducted a study using major technological infrastructure as an example and pointed
out that the work ability of technological personnel is directly related to their innovation level.
Therefore, the innovation ability of employees lies in the intermediary link between work attitude and
innovation performance. While conveying the impact of work attitude on innovation performance, it can further
strengthen the effect of work attitude on innovation performance.
Based on the above analysis, this article proposes the following assumptions:
Hypothesis 4: The innovation ability of manufacturing enterprise employees has a positive mediating effect
on the impact of job satisfaction on innovation performance.
Hypothesis 5: The innovation ability of manufacturing enterprise employees has a positive mediating effect
on the impact of organizational commitment on innovation performance.
Hypothesis 6: The innovation ability of manufacturing enterprise employees has a positive mediating effect
5. Work Attitude, Innovation Ability and Innovation Performance of Employees in ChineseManufa...
International Journal of Business Marketing and Management (IJBMM) Page 65
on the process of work engagement affecting innovation performance.
III. Questionnaire and data
3.1 Questionnaire design
This article collects data through a 5-level scale, which includes employees' work attitude, innovation
performance and innovation ability, which includes several dimensions, and the total score of each item under
the same dimension is calculated as the score of that dimension. One dimension represents a variable. The
respondents rate each question item based on their actual situation, and the alternative score is an integer
between 1 and 5, the higher the score, the higher the respondents' recognition of the item.
3.1.1 Work attitude measurement items
This article draws on existing research and sets measurement items from the three dimensions of work
attitude (Table 1). The Job Satisfaction Scale sets items (Goodman, 2001; Ceicalia, 2012; Culibrk, 2018) from
three aspects: job nature, employee supervisor and colleague relationships. Organizational commitment includes
five aspects: emotional commitment, responsibility commitment, ideal commitment, opportunity commitment,
and economic treatment commitment (Xiang, 2017; Li, 2022). Work engagement measurement items include
items such as the energy, time, and emotions invested by employees (Schaufeli, 2002; Zhang, 2005; Li, 2015).
Table 1 Work Attitude Measurement Items
Dimension Questions Reference
Job satisfaction
X1 Satisfaction with specific job content Goodman et al.
(2001), Ceicalia
(2012), Xiong et
al. (2018),
X2 Satisfaction with the soft and hard work environment
X3 Satisfaction with relationships between colleagues and
leaders
Organizational
commitment
X4 Having a deep affection for the current unit
Xiang (2017), Li
(2022)
X5 Must be responsible for the current unit
X6 Being able to better achieve your ideals in the current unit
X7 If you can find a better job, you will consider leaving
X8 You did not resign because of the benefits provided by
your current employer
Job Involvement
X9 Having abundant energy in work
Schaufeli (2002),
Zhang (2005), Li
et al. (2015)
X10 Being able to persevere in the face of difficulties in work
X11 Being able to devote yourself wholeheartedly to work
X12 Willing to accept challenges in the workplace
X13 You always feel like time flies at work
3.1.2 Innovation Performance Measurement Items
According to the nature of innovation, employees' innovation performance can be divided into mutant
innovation performance and incremental innovation performance. Mutant innovation performance refers to the
performance brought about by a company's rapid, extensive and short duration innovation, which is more
manifested in the qualitative innovation performance of the company's technology, production processes, and
other aspects. Incremental innovation is a slow and long-lasting innovation approach, mainly manifested in the
quantitative innovation performance of enterprise technology, production processes, etc. In order to gain a
deeper understanding of the impact of employees' work attitude of manufacturing enterpriseson innovation
6. Work Attitude, Innovation Ability and Innovation Performance of Employees in ChineseManufa...
International Journal of Business Marketing and Management (IJBMM) Page 66
performance, this article divides innovation performance into two dimensions in empirical analysis: mutant
innovation performance and incremental innovation performance. In the current study, Han et al. (2007)
designed a job performance scale that includes 8 innovation performance items, and used the 5-point scoring
method to measure employees' innovation willingness, actions and results. Ruan (2015) measured the
innovation performance of enterprise employees by setting six items in terms of new product research and
development, sales and other aspects. Zhang (2021) designed an innovation performance scale for enterprise
employees from four aspects: basic conditions, investment, innovation activities, and influencing factors, and
measured the innovation performance of enterprise employees in EU countries. This article draws on existing
scales and designs employee innovation performance items from two dimensions: mutant innovation
performance and incremental innovation performance (Table 2).
Table 2 Innovation Performance Measurement Items
Dimension Questions Reference
Mutant innovation
performance
Y1 Helping enterprises launch new products
Han (2007), Ruan
(2015), Zhang
(2021)
Y2 Helping enterprises explore new markets
Y3 Helping the enterprise develop new projects
Y4 Helping enterprises break through technological bottlenecks
Incremental
Innovation
Performance
Y5 Helping enterprises improve product quality
Y6 Helping enterprises reduce product costs
Y7 Helping enterprises consolidate their existing market
Y8 Helping businesses enrich their product offerings
3.1.3 Innovation ability measurement items
The innovation ability discussed in this article belongs to individual innovation ability, which refers to the
overall performance of employees in mastering and applying new methods and technologies in innovation
activities. Drawing on the research results of Li et al. (2006), Li (2014) and Mei (2019), a self-assessment
method was used to measure employees' innovation ability (Table 3).
Table 3 Measurementitems of innovation ability
Questions Reference
K1 Trying to learn new methods and technologies in work
Li et al. (2006) , Li
(2014) , Mei (2019)
K2 Mastering new methods and technologies related to work
K3 Attempting to adopt new methods and technologies in work
3.2 Questionnaire reliability and validity testing
In order to ensure the reliability and validity of the designed questionnaire, the author distributed test
questionnaires to professional R&D employees, technical employees, and management employees of three
manufacturing enterprises in Anhui province China through WeChat. The distribution of test questionnaires
lasted for nearly a month, from early February 2022 to the end of March 2022. A total of 150 test questionnaires
were distributed, and 118 available questionnaires were collected, with an effective recovery rate of 78.7%.
Drawing on the methods proposed by existing scholars, the reliability and validity of each item in the
questionnaire were tested using five indicators: theCronbach's value, the extreme group comparison value, the
correlation coefficient with the total score, commonality, and factor load (Zhang, 2005; Chai, 2010; Ke, 2020).
7. Work Attitude, Innovation Ability and Innovation Performance of Employees in ChineseManufa...
International Journal of Business Marketing and Management (IJBMM) Page 67
The evaluation criteria for each indicator are 0.7, 3, 0.4, 0.2 and 0.45 respectively. When the number of non
compliant indicators for a certain question item is greater than or equal to 3, it is considered that the setting of
the item is unreasonable and deleted. The calculation results show (Table 4) that there are 3 failed test indicators
for X10 in the work attitude measurement item, so X10 is deleted. In addition, the number of non compliant
indicators for all other items is 2 or less.
Table 4 Evaluation Table for Initial Items
Items The extreme group
comparison value
The correlation
coefficient with
the total score
Cronbach's
value
Comm
onality
Factor
load
Non
compliant
indicators
Judgment
conclusion
Work Attitude Measurement Items
X1 3.73 0.34 0.76 0.35 0.42 2 Reserve
X2 3.66 0.51 0.68 0.41 0.62 0 Reserve
X3 4.37 0.62 0.70 0.33 0.58 0 Reserve
X4 3.32 0.43 0.65 0.19 0.38 2 Reserve
X5 6.02 0.71 0.72 0.26 0.51 0 Reserve
X6 3.08 0.49 0.62 0.50 0.63 0 Reserve
X7 2.18 0.46 0.68 0.23 0.40 2 Reserve
X8 3.08 0.48 0.81 0.37 0.48 1 Reserve
X9 4.55 0.56 0.64 0.22 0.47 0 Reserve
X10 3.51 0.35 0.77 0.29 0.36 3 Delete
X11 4.88 0.56 0.71 0.33 0.57 0 Reserve
X12 2.95 0.37 0.72 0.26 0.53 2 Reserve
Criteria ≥3.00 ≥0.40 ≤0.70 ≥0.20 ≥0.45
Innovation Performance Measurement Items
Y1 4.61 0.51 0.67 0.33 0.60 0 Reserve
Y2 2.75 0.58 0.73 0.29 0.42 2 Reserve
Y3 3.79 0.37 0.70 0.17 0.42 3 Reserve
Y4 4.11 0.55 0.70 0.38 0.51 0 Reserve
Y5 2.93 0.46 0.71 0.28 0.42 2 Reserve
Y6 3.85 0.53 0.69 0.34 0.54 0 Reserve
Y7 3.08 0.46 0.72 0.25 0.59 0 Reserve
Y8 4.55 0.42 0.71 0.42 0.58 0 Reserve
Criteria ≥3.00 ≥0.40 ≤0.70 ≥0.20 ≥0.45
Innovation Ability Measurement Items
K1 2.67 0.57 0.70 0.25 0.51 1 Reserve
K2 2.83 0.55 0.76 0.34 0.41 2 Reserve
K3 3.18 0.61 0.73 0.35 0.50 0 Reserve
Criteria ≥3.00 ≥0.40 ≤0.70 ≥0.20 ≥0.45
3.3 Data Collection
Based on the adjusted questionnaire, the author conducted a formal survey with the help of course team
members and relevant industry experts. Distribute survey questionnaires to employees in relevant positions in 52
8. Work Attitude, Innovation Ability and Innovation Performance of Employees in ChineseManufa...
International Journal of Business Marketing and Management (IJBMM) Page 68
various manufacturing enterprises (most of which are private network enterprises) in the Yangtze River Delta
region of China through WeChat. This questionnaire survey lasted for nearly 2 months, from mid April 2022 to
mid June 2022. A total of 1783 questionnaires were distributed and 1366 valid questionnaires were collected,
with an effective recovery rate of 76.6%. The scope of formal questionnaire distribution covers employees of
different genders, age groups, educational backgrounds, and positions in manufacturing enterprises of different
sizes. The survey subjects cover a wide range and are highly representative, as shown in Table 5.
Table 5 Basic Information of Survey Samples
employee attributes Enterprise attributes
Attributes Categories
Proportion
(%)
Attributes Categories
Proportion
(%)
Gender
male 62.4
Annual
sales
revenue
Less than RMB 10
million
8.3
female 37.6 RMB 10-50 million 20.5
Age
Under 30 years old 15.3
RMB 50 million to 100
million yuan
23.8
30-39 years old 40.6
RMB 100 to 500
million
20.9
40-49 years old 32.5 RMB 500 to 1 billion 17.2
50 years old and
above
11.6 Above RMB 1 billion 9.3
Education
Junior college or
below
6.8
Number of
employees
299 and below
10.9
undergraduate 33.4 300-999 32.8
postgraduate 59.8 1000-2999 35.6
Post
Professional R&D
position
28.2 3000 and above
20.7
Department
Technical Post
31.8
Industry Advanced
manufacturing
52.6
Senior management
position
18.6
Traditional
manufacturing industry
47.4
Middle and
grassroots
management
positions
16.3
other 5.1
IV. Empirical testing
4.1 Canonical Correlation analysis
There are several dimensions (variables) for work attitude and innovation performance,to understand the
correlation between work attitude and innovation performance, the canonical correlation analysis method was
used to calculate six pairs of canonical correlation coefficients between the two variables of work attitude and
innovation performance (Table 6). It can be seen that there are 4 pairs of canonical variables that are
9. Work Attitude, Innovation Ability and Innovation Performance of Employees in ChineseManufa...
International Journal of Business Marketing and Management (IJBMM) Page 69
significantly positively correlated at the 0.05 level, while all 6 pairs of canonical variables are significantly
positively correlated at the 0.1 level. The correlation coefficient values are all above 0.4, with the highest
reaching 0.832. There is a varying degree of positive correlation between employees' work attitude and various
variables under innovation performance.
Table 6Canonical Correlation Test Table
Canonical correlation
Significance test indicators
Wilk's Chi-SQ DF Sig.
1 0.832
2 0.603
3 0.586
4 0.531
5 0.422
6 0.488
1 0.058 584.831 233.000 0.000
2 0.187 367.503 182.000 0.000
3 0.381 272.563 168.000 0.000
4 0.496 166.581 133.000 0.003
5 0.625 146.773 125.000 0.076
6 0.682 93.518 92.000 0.091
4.2 Confirmatory factor analysis
Before constructing the Structural Equation Model (SEM), a confirmatory factor analysis was conducted
on the variables of work attitude and innovation performance in each dimension (as innovation ability only has
one dimension, there is no need to do so). Confirmatory factor analysis belongs to the sub model of SEM and is
a special application of SEM. Taking each measurement item as a specific indicator (factor), the initial work
attitude factor model includes all the items in the scale, and the overall fitting effect of the model is poor. Except
for PGFI, PNFI and PCFI passing the fitting standard, all other test statistics did not meet the fitting standard.
Subsequently, confirmatory factor analysis was conducted, and the overall effectiveness of the model was
significantly improved, with most fitting indicators meeting or approaching the adaptation standards. After
correcting the covariation relationship between the added error variables, the model fitting effect reached a
relatively ideal state, and all test indicators met the adaptation standards. By calculating the path coefficients
between the first-order factor construct and each factor as standardized regression coefficients, all path
coefficients reached a significance level of 0.01, and the factor load was above 0.35, most of which were above
0.5. Each factor can effectively reflect its desired construct trait. The factor loadings of the three first-order
factor constructs (job satisfaction, organizational commitment, job engagement) are 0.91, 0.87, and 0.85
respectively, indicating that these three factors aggregate into the same factor at a higher level, namely work
attitude.
The initial factor analysis model for innovation performance also has poor overall fitting performance, and
most of the test statistics do not meet the fitness criteria. After conducting confirmatory factor analysis again, the
overall fitting effect of the model has been significantly improved, and most of the test statistics are close to or
meet the adaptation standards. After further modifying the model and adding the covariation relationship
between error variables, the fitting effect of the model is relatively ideal. The path coefficients between the
first-order factor construct and each factor all reach a significance level of 0.01, and each factor can effectively
reflect its measured construct traits. The factor load of the two first-order factor constructs (mutant innovation
performance and incremental innovation performance) is high, mostly above 0.58. These two factors aggregate
into the same factor at a higher order, namely innovation performance.
4.3 Construction and Analysis of SEM
4.3.1 Construction of SEM
10. Work Attitude, Innovation Ability and Innovation Performance of Employees in ChineseManufa...
International Journal of Business Marketing and Management (IJBMM) Page 70
Building an initial SEM between work attitude and innovation performance based on confirmatory factor
analysis, which includes 23 error variables and 3 residual variables. In the initial SEM, only 4 out of 16
adaptation indicators met the adaptation criteria (PGFI, PNFI, PCFI, and CAIC), and the adaptability between
the initial SEM and actual observation data needs to be improved. Further testing of the specific path revealed
that the p-value of the "Job satisfaction Mutant innovation performance" path was significantly higher than
the significance level of 0.1 (p-value 0.381), while other paths were significant at the 0.1 level. Therefore, this
path was removed to correct the model. After testing, the modified SEM performed well in terms of fitness. In
the absolute fitness index at the 0.1 level, except for the chi-square p-value that did not pass the test, all other
test indicators reached the fitness level. In the value-added fitness index, only the NFI and RFI did not reach the
fitness level, and in the simplified fitness index, only the CN and AIC did not reach the fitness level.
4.3.2 SEM fitting and analysis
The fitting results of the path coefficients of the modified SEM are shown in Table 7. It can be seen that the
standard error (S.E.) of the fitting coefficient values for each path is relatively small, and the confidence interval
constructed based on this is relatively small. From the perspective of significance level, except for the two paths
of "Organizational commitment Mutant innovation performance" and "Organizational commitment
Incremental innovation performance", the fitting coefficient values of all other paths pass the 0.1 level, and the
significance level of the two paths that do not pass is only slightly higher than 0.1, so the internal quality of the
model is good. Among the fitness indicators of the model, 10 have met the fitness standards, and the external
quality of the model is also good. So the modified SEM has a good comprehensive fitting effect.
Table 7 Fitting Results of Path Coefficients of SEM
Path Coefficient S.E. C.R. P-value
Job satisfaction Innovation ability 0.091 0.038 2.103 0.033
Job involvement Innovation ability 0.274 0.041 1.859 0.000
Organizational
commitment
Innovation ability 0.105 0.074 1.206 0.021
Innovation ability
Incremental innovation
performance
0.537 0.138 3.144 0.000
Innovation ability
Mutant innovation
performance
0.132 0.305 1.545 0.069
Job satisfaction
Incremental innovation
performance
0.388 0.115 2.033 0.023
Job involvement
Incremental innovation
performance
0.411 0.237 2.002 0.010
Job involvement
Mutant innovation
performance
0.108 0.067 2.103 0.023
Organizational
commitment
Incremental innovation
performance
0.075 0.134 1.255 0.148
Organizational
commitment
Mutant innovation
performance
0.332 0.026 0.612 0.129
From the fitting coefficient values of each path in Table 7, it can be seen that the coefficient value of "Job
11. Work Attitude, Innovation Ability and Innovation Performance of Employees in ChineseManufa...
International Journal of Business Marketing and Management (IJBMM) Page 71
satisfaction Incremental innovation performance" is 0.388, which have passed the significance level of 0.05,
job satisfaction has a significant positive effect on incremental innovation performance. Due to the failure of the
"Job satisfaction Mutant innovation performance" path in the previous text, the absence of this path indicates
that job satisfaction does not have a significant effect on mutant innovation performance, so the hypothesis 1 is
not valid. Although the coefficient values of "Organizational Commitment Incrementalinnovation
performance" and "Organizational Commitment Mutantinnovation performance" are both positive, their
significance levels have not reached the level of 0.1. Although organizational commitment has a positive effect
on incremental and mutant innovation performance, it is not significant, so hypothesis 2 is not valid. The
coefficient values of the two paths of "Job Involvement Incremental innovation performance" and "Job
Involvement Mutant innovation performance" are 0.411 and 0.108, respectively, and the significance level is
lower than 0.05. Work engagement has a significant positive effect on both progressive innovation performance
and sudden innovation performance, and the previous hypothesis 3 is valid.
From the perspective of mediating variable, the three dimensions of work attitude have positive path
coefficients for innovation ability, and all have passed the significance level of 0.05. The path coefficients for
innovation ability on incremental and mutant innovation performance are also positive, and are significant at the
0.1 level. Innovation ability plays a positive mediating role between various dimensions of work attitude and
innovation performance, and can transmit the positive force of work attitude to innovation performance.
Therefore, hypothesis 4, hypothesis 5 and hypothesis 6 are all valid.
Further comparing the coefficient values of each path, in terms of the direct impact mechanism, there are
differences in the impact of the three dimensions of work attitude on innovation performance. The effect of job
satisfaction and job involvement on innovation performance is more evident in the direction of incremental
innovation performance. The path of job satisfaction on mutant innovation performance does not exist, and the
coefficient value of job involvement on mutant innovation performance is much smaller than the coefficient
value of the path of incremental change innovation performance. The path coefficient value of "Organizational
Commitment Incremental Innovation Performance" is only 0.075, which is much smaller than 0.332 of
"Organizational Commitment Mutant Innovation Performance". The effect of organizational commitment on
innovation performance is mainly manifested in the direction of mutantinnovation performance.
The mediating effect of innovation ability is also different in different work attitude dimensions and
different innovation performance dimensions. The coefficient of "Job involvement Innovation ability" is
0.274, which is much higher than the coefficient of the other two work attitude variables on innovation ability.
The coefficient of innovation ability on incremental innovation performance is 0.537, which is much higher than
the coefficient of innovation ability on mutant innovation performance. This shows that the mediating effect of
innovation ability is mainly focused on the role of job involvement on incremental innovation performance,
while in the process of the role of job satisfaction and organizational commitment on incremental or mutant
innovation performance, although there is also a positive mediating effect, it is very small.
V. Conclusions and suggestions
5.1 Conclusions
This paper sets up a questionnaire scale from three directions of manufacturing enterprisesemployees' work
attitude, innovation performance and innovation capability, and Obtained data through a questionnaire survey of
1783 employees of 52 manufacturing enterprises in the Yangtze River Delta China. It constructs a SEM and
conducts an empirical analysis of the effect of manufacturing enterprises employees' work attitude on innovation
performance and the mediating effect of innovation ability. The main conclusions are as follows:
12. Work Attitude, Innovation Ability and Innovation Performance of Employees in ChineseManufa...
International Journal of Business Marketing and Management (IJBMM) Page 72
(1) Manufacturing enterprisesemployees' work attitude has a positive effect on their innovation
performance, among which job satisfaction has a significant positive effect on their incremental innovation
performance, while it does not have a significant effect on mutant innovation performance. Although
organizational commitment has a positive effect on the performance of incremental and mutant innovation, it is
not significant. Job involvement has a significant positive effect on both incremental and mutant innovation
performance.
(2) There are differences in the impact of dimensions of work attitude on innovation performance, with job
satisfaction and job involvement having a greater impact on incremental innovation performance, and
organizational commitment having a greater impact on mutant innovation performance.
(3) There is a positive mediating effect of innovation ability in the effect of manufacturing
enterprisesemployees' work attitude on their innovation performance, which can transmit the positive force of
job attitude to innovation performance.
(4) The mediating effect of innovation ability is mainly reflected in the effect of job involvement on
incremental innovation performance. Although there is a positive mediating effect in the effect of job
satisfaction and organizational commitment on incremental or mutant innovation performance, the effect is very
small.
5.2 Suggestions
(1) Optimize work content and drive manufacturing enterprisesemployees to increase job involvement.
Employees often prefer challenging work, and they hope to maximize their potential. So enriching
manufacturing enterprisesemployees' work content, improving their previous routine and dull work state,
providing more opportunities and possibilities for their innovation, and effectively promoting employees to be
more actively involved in their work. For example, methods such as job rotation, providing research topics and
multi-party cooperation can be adopted to create and experiment with different job contents for employees,
stimulating their innovation enthusiasm. In addition, it is also necessary to set reasonable work goals for
employees and motivate them to work through goal based incentives, which can not only ensure the
achievement of organizational goals but also improve the quality of employees' work. For example, setting work
goals that are more tailored to the age, professional title, family situation and personal preferences of employees.
For younger employees who have higher demands for higher professional titles and are willing to accept
challenges, they can set R&D and innovation goals that are shorter in time, higher in quality, and more
challenging. For employees who have a heavier family burden and require more flexible time to take care of
their families, they can set work goals that are more relaxed in time and generally challenging.
(2) Improve the working environment of the manufacturing enterprises and stimulate employees to increase
their job involvement.
A good organizational environment can improve the quality of work and life for employees, prompting
them to voluntarily invest more time and energy in their work. Manufacturingenterprises can improve their
hardware environment based on their actual situation, such as setting up work and rest areas to facilitate
employees' relaxation and communication during work breaks, introducing advanced work equipment, and
placing flowers, green plants, etc. in the work area. In addition, it is necessary to strengthen team building,
democratic management and other soft environment construction. Manufacturingenterprises gather employees
together through team building, achieving complementary advantages and leveraging the strengths of team
members while continuously learning from the strengths of other team members. Strengthen democratic
management in both management decision-making and authorization. For some important decisions, especially
those closely related to employee interests, it is necessary to listen more to employees' opinions and give them
13. Work Attitude, Innovation Ability and Innovation Performance of Employees in ChineseManufa...
International Journal of Business Marketing and Management (IJBMM) Page 73
more opportunities to directly participate or delegate participation. Provide employees with more trust and work
autonomy, allowing them to feel the trust and affirmation of the company towards themselves, while also being
able to arrange research and innovation work more flexibly and flexibly.
(3) Diversify to meet employees' needs and improve employee satisfaction.
In addition to improving the salary and welfare system, effectively developing employee skill training
systems, and other conventional methods to improve employee satisfaction, it is also necessary to timely grasp
and meet the diverse and personalized work needs of manufacturing enterprises employees to effectively
improve employee job satisfaction. Manufacturing nterprises can use methods such as mobile interviews,
questionnaire surveys, symposiums and open days to understand employees' needs. Analyze and classify the
work needs of employees, and actively organize resources to meet their legitimate work needs as much as
possible. If possible, specific timelines can be proposed to demonstrate the importance and determination to
complete the work. When the proposed work needs exceed the scope that the organization can provide,
managers should also respond to employees, calm their emotions, and patiently explain why they cannot meet
this requirement, what obstacles exist, and what plans they have for the future.
Reference
[1]. Wan, Q., Chen, W., Hu, S.H. (2011). Research on Innovation Motivation and Its Influencing Factors for
Knowledge Based Employees: From the Perspective of Reputation Mechanism and Multi task and
Multi period Principal Agent. R&D Management, 23(6), 55-63.
[2]. Wang, Y.Y., Shi, K. (2014). A multi-channel model for the influencing factors of innovative behavior of
knowledge-based employees.Journal of XIANGTAN University: Philosophy and Social Sciences, 38(3),
52-58.
[3]. Cui, Z.S, Wang, H., Liu, B. (2021). The influencing factors and patterns of disobedient innovation
behavior: an empirical study based on the new generation of employees in technology-based
enterprises. Science and Technology Management Research, 41(2), 154-160.
[4]. Lin, J.P. (2012). Reflections on Innovating the Employee Incentive Mechanism in State Owned
Enterprises: Taking China Telecom Longyan Branch as an Example. Journal of Fujian Party School,
10, 116-120.
[5]. He, Q., Li, Y.N., Cheng, Y., et al. (2020). Research on the Impact and Mechanism of Artificial
Intelligence Technology Application on Employment: Micro Evidence from Manufacturing Enterprises.
China Soft Science, S1, 213-222.
[6]. Zhang, Y.Q. (2021). Multinational Enterprises, Employee Innovation, and Innovation Performance: A
Research Perspective Based on Cultural Adaptation and Cultural Orientation. Journal of Shanxi
University of Finance and Economics, 43(9), 86-97.
[7]. Wu, Z., Zhai, Y.M., Wang, Z., et al. (2018). Psychological contract, employees' willingness to share
knowledge and innovation performance: moderating effect based on technology integration model.
Journal of Shanghai University of International Business and Economics, 4, 59-71.
[8]. Shang, H., Zhu, J. (2020). The impact of green and inclusive talent development model on employee
performance in innovative enterprises. Science Research Management, 41(7), 148-158.
[9]. Shao, F., Li, Y., Guo, J. (2022). Research on the Mechanism of the Impact of Employment Patterns on
Employee Innovation Behavior. Science & Technology Progress and Policy, 39(1), 150-160.
[10]. Jex, S.M., Thomas, J.L. (2003). Relations between stressors and group perceptions: Main and
mediating effects. Work & Stress, 17(2), 158-169.
14. Work Attitude, Innovation Ability and Innovation Performance of Employees in ChineseManufa...
International Journal of Business Marketing and Management (IJBMM) Page 74
[11]. Conte, J.M. (2005). A review and critique of emotional intelligence measures. Journal of
Organizational Behavior, 26(4), 433-440.
[12]. Xie, J., Chu, X.P., Huang, J. (2011). Supervisor loyalty, conflicts between superiors and subordinates,
and employee work attitude: an empirical study based on local family businesses. Economic
Management, 33(1), 74-82.
[13]. Xiong, Z.D, Yao, Z., Zhang, Y. (2018). A study on the impact of human capital, social capital, and
psychological capital on the innovation performance of the new generation of knowledge-based
employees: mediation based on job satisfaction and adjustment of job characteristics. Journal of Hunan
University(Social Sciences), 32(6), 79-87.
[14]. Ceicalia, T., Dedy, S. (2012). Identification of Herzberg's Motivator-Hygiene Factors for SME's
Workers: Case Study of SME in Bandung, Indonesia. Procedia Economics and Finance, 4, 299-303.
[15]. Goodman, A.P., Rayman, J.R., Ferrell, D. (2001). The commercialization of career services: ethical
considerations for practitioners. Journal of Career Planning & Employment, 61, 21-27.
[16]. Culibrk, J., Delic, M., Mitrovic, S., et al. (2018). Job satisfaction, organizational commitment and job
involvement: the mediating role of job involvement. Frontiers in Psychology, 9, 132-140.
[17]. Ling, W.Y., Zhang, Z., Fang, L.L. (2001). Research on Organizational Commitment of Chinese
Workers. Social Sciences in China, 2, 90-102.
[18]. Xiang, K., Yan, R., Jiang, X.X. (2017). Career Growth, Organizational Commitment, and Work
Performance: Mechanisms and Paths. Research on Financial and Economic Issues, 12,125-130.
[19]. Li, G. (2022). Research on the Mechanism of Organizational Commitment in the Impact of Career
Sustainability on Employee Innovation Behavior: Based on Social Exchange Theory. Collected Essays
on Finance and Economics, 5,101-112.
[20]. Schaufeli, W.B., Salanova, M., Vicente, G., et al. (2002). The measurement of engagement and burnout:
atwo sample confirmatory factor analytic approach. Journal of Happiness Studies, 3(1), 71-92.
[21]. Cropanzano, R., Rupp, D.E., Byrne, Z.S. (2003). The relationship of emotional exhaustion to work
attitudes, job performance, and organizational citizenship behaviors. Journal of Applied Psychology,
88(1), 160-169.
[22]. Li, Y.Z., Wang, Y., Yang, J.J. (2015). Research on the impact of self-efficacy and work engagement on
the work performance of R&D personnel in high-tech enterprises. Science of Science and Management
of S. & T., 36(2), 173-180.
[23]. Li, J., Sun, H.Y., Zheng, X. (2006). Research on the correlation between professional attitude and
clinical ability of intern nursing students. Chinese Journal of Nursing, 6, 535-536.
[24]. Xiang, D., Guo, H., Liang, J. (2021). Knowledge, Skills, Attitude: Framework and Implementation
Path of Asset Appraisal Professional Ability. Communication of Finance and Accounting, 24, 148-153.
[25]. Li, H.Y., Wu, X.J. (2014). Research on the relationship between knowledge employee engagement,
work ability and performance based on SET theory. Science and Technology Management Research,
34(7), 222-228.
[26]. Ge, Y. (2021). Analysis and Reflection on Strengthening the Science Popularization Work Ability of
Major Science and Technology Innovation Platforms-Taking Major Science and Technology
Infrastructure as an Example. Experimental Technology and Management, 38(6), 36-40.
[27]. Zhang, Y., Gan, Y.Q. (2005). Reliability and validity testing of the Chinese version of the Utrecht Work
Engagement Scale (UWES). Chinese Journal of Clinical Psychology, 13(3), 268-270.
[28]. Han, Y., Liao, J.Q., Long, L. (2007). Model construction and empirical study of employee job
15. Work Attitude, Innovation Ability and Innovation Performance of Employees in ChineseManufa...
International Journal of Business Marketing and Management (IJBMM) Page 75
performance structure. Journal of Management Sciences in China, 5, 62-77.
[29]. Ruan, A., Chen, J. (2015). The impact of formal/informal knowledge search width on innovation
performance. Studies in Science of Science, 33(10), 1573-1583.
[30]. Mei, J.Y., Lv, Z.Z., Zhu, L. (2018). Research on Improving the Innovative Ability of Engineering
Talents Based on Knowledge Transformation: Taking the Teaching of a Comprehensive Innovation
Experimental Course as an Example. Research in Higher Education of Engineering, 1, 159-164.
[31]. Chai, H. (2010). Research on Reliability and Validity Testing Methods in Questionnaire Design. World
Sci-Tech R & D, 32(4), 548-550.
[32]. Ke, Y.Z., Sun, J., Zhang, Y., et al. (2020). Is the Questionnaire Credible: A Systematic Analysis Based
on Sports Core Journal Papers (2010-2018). China Sport Science, 40(2), 90-97.