Authorship：Lead author   Language：English   Publishing type：Research paper (scientific journal)   Publisher：Gender in Management  

<jats:sec>
<jats:title content-type="abstract-subheading">Purpose</jats:title>
<jats:p>Following the job demands-resources theory, this study aims to investigate the role of female managers in enhancing employee well-being in terms of psychological health via workplace resources.</jats:p>
</jats:sec>
<jats:sec>
<jats:title content-type="abstract-subheading">Design/methodology/approach</jats:title>
<jats:p>Based on a large-scale job stress survey of approximately 96,000 employee-year observations ranging from 2017 to 2019, this study applies structural equation modeling to construct latent workplace resources at the task, group and worksite levels and then examines the impact of female managers on employee well-being, including occupational stress, job satisfaction, work engagement and workplace cohesiveness.</jats:p>
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<jats:sec>
<jats:title content-type="abstract-subheading">Findings</jats:title>
<jats:p>The findings provide supporting evidence for the transformational leadership behaviors of female managers. The presence of women in management is associated with improved workplace resources and employee well-being, particularly workplace cohesiveness, work engagement and reduced occupational stress. These relationships are significantly mediated by workplace resources, which elucidates the underlying mechanisms involved. Notably, the positive indirect effects via workplace resources could counteract the negative direct effects of female managers. Compared with top managers, female middle managers have more substantial impacts.</jats:p>
</jats:sec>
<jats:sec>
<jats:title content-type="abstract-subheading">Practical implications</jats:title>
<jats:p>In practice, it is recommended to promote female representation at the management level and strengthen policies that support female middle managers to ensure favorable effects on workplace resources. In a gender-diverse management team, it is important to share female managers’ experiences in improving employee psychological well-being.</jats:p>
</jats:sec>
<jats:sec>
<jats:title content-type="abstract-subheading">Originality/value</jats:title>
<jats:p>This study provides new empirical evidence to support the transformational leadership behaviors of female managers and elucidates the mechanism of female managers’ influence on employee well-being by introducing workplace resources as mediators.</jats:p>
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DOI： 10.1108/GM-09-2023-0307

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Publishing type：Research paper (scientific journal)   Publisher：Wiley  

Abstract

Japan has been at the forefront of global efforts to accelerate climate change mitigation. Japanese firms have led in the development of decarbonization technologies and have positively disclosed climate change‐related information based on the Task Force on Climate‐related Financial Disclosures recommendations to address climate change. We explore the relationship between corporate climate change mitigation actions and the cost of capital for 2100 Japanese listed companies from 2017 to 2021. The results reveal that a higher carbon intensity correlates with an increased cost of equity, debt, and weighted average cost of capital. Interestingly, although climate‐related information disclosure is associated with an increased cost of debt, it concurrently lowers the cost of equity and overall capital. This research recommends strategic approaches for firms to reduce their costs of capital while proactively combating climate change, highlighting the divergent responses of equity and bond markets to decarbonization initiatives.

DOI： 10.1002/csr.2853

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Publishing type：Research paper (scientific journal)   Publisher：Wiley  

Abstract

This study quantifies the initiatives of local governments' Sustainable Development Goals (SDGs) and examines their impacts on regional corporate social sustainability practices. Our analysis reveals statistically significant results for corporate action on the following government initiatives on SDGs: BOD/COD effluent standard (6. clean water and sanitation and 14. life below water); number of students per personal computer (PC) (4. quality education); percent of female prefectural assembly members (5. gender equality and 16. peace, justice, and strong institutions); and minimum wage (1. no poverty and 2. zero hunger). These results are robust after controlling for peer effects by other firms in the surrounding regions. The evidence also indicates that these trends are more pronounced in footloose industries than in heavy industries.

DOI： 10.1002/bse.3780

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Authorship：Lead author   Language：English   Publishing type：Research paper (scientific journal)   Publisher：Wiley  

Although the consideration of financial materiality is important for securing shareholders' interests, the degree of financial materiality that is considered for existing sustainability ratings is still questionable. In this study, we hand-mapped the financial materiality of environmental information based on Sustainability Accounting Standards Board (SASB) industry-specific accounting metrics to reassess environmental performance. Based on the SASB-based environmental score, we tested whether investors price environmental risk. The results show significant pricing anomalies related to environmental risk. Companies with lower SASB-based environmental scores experience higher environmental risk. Additionally, a premium in the cross-section of stock returns compensates for this risk. Our findings suggest that integrating financial materiality based on the SASB could be an effective way to capture corporate environmental risk.

DOI： 10.1002/csr.2524

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Authorship：Lead author   Language：English   Publishing type：Research paper (scientific journal)   Publisher：Springer Science and Business Media {LLC}  

<jats:title>Abstract</jats:title><jats:p>The COVID-19 pandemic has led to significant changes in work and lifestyle, impacting occupational mental health. This study examines the time and individual heterogeneity in the pandemic's effects on occupational mental health using panel data from job stress checks spanning 2018 to 2021. On average, there was an initial alleviation of high-stress risk in 2020, followed by a deterioration in 2021. Based on the job demand-resource theory, we identify the group of employees most affected by the pandemic. The findings highlight that employees in unfavorable workplace conditions are more likely to experience substantial adverse impacts. Adequate workplace support, including factors like interpersonal relationships, managerial support, job meaning, control, and work-life balance, is crucial for mitigating high-stress risk. Additionally, during the early phase of the pandemic, engaged employees experienced a slight decline in occupational mental health, while those lacking job resources at their worksite faced higher levels of occupational stress in the subsequent year. These findings offer practical suggestions for person-centered coping strategies to mitigate the pandemic's adverse impact.</jats:p>

DOI： 10.1038/s41598-023-36493-7

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Language：Japanese  

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Publisher：Asian Development Bank  

This paper investigates environmental, social, and governance (ESG) performance and financial impacts across 38 economies, with a focus mostly on Asian firms. The key findings include disparities in ESG assessments due to differing methods among rating agencies, significant potential for ESG improvement in Asian companies compared with their European counterparts, and relatively stronger positive financial impacts of ESG practices in Southeast Asia.

DOI： 10.22617/wps240415-2

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Publisher：Springer Science and Business Media LLC  

Abstract <p>This study employs a data-driven approach to explore the landscape of workplace environments and its implications for employee well-being. By analyzing a large-scale dataset comprising over 1.3 million observations spanning from 2017 to 2021, we identify nine key workplace factors of job demands and job resources, using factor analysis. These factors encompass dimensions such as workload, emotional burden, organizational integrity, job autonomy, and surrounding support. Subsequently, employing Gaussian mixture models (GMM), we classify employees into ten distinct workplace clusters, ranging from Grade D (the most challenging) to Grade A1 (the most favorable). Our findings reveal significant variations in employee well-being across these clusters, with higher grades associated with better mental health, work engagement, job satisfaction, and workplace cohesiveness. Additionally, we examine the impact of workplace cluster changes on employee well-being, highlighting the importance of understanding how shifts in the workplace environment affect employee outcomes. Our study contributes to the literature by providing a comprehensive understanding of workplace dynamics and offering valuable insights for organizational management and policy formulation.</p>

DOI： 10.21203/rs.3.rs-4786669/v1

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Other Link： https://www.researchsquare.com/article/rs-4786669/v1.html

Publisher：Elsevier BV  

DOI： 10.2139/ssrn.4710130

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Publisher：Elsevier BV  

DOI： 10.2139/ssrn.4878329

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Publisher：Research Square Platform LLC  

Abstract

Human capital is widely acknowledged as an inclusive resource that encompasses the knowledge and expertise of citizens, which propels economic development. This research integrates education data with demographic, health, and socioeconomic factors to construct a cross-country human capital monetary accounting framework. We evaluate the levels of educational attainment and the total adult population by stage of life expectancy. Subsequently, we assess education returns based on lifetime income and educational attainment. This accounting tracks the level and changes of human capital in 166 countries from 1990 to 2020, providing multiple indicators to measure human capital for sustainability. The primary findings indicate that globally, the growth trajectory of human capital has declined over the past decade, suggesting a threshold for human capital growth under current investment levels. Based on these findings, it is recommended that policymakers consider this shift and align long-term human capital investment with sustainable growth paths.

DOI： 10.21203/rs.3.rs-2594686/v1

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Other Link： https://www.researchsquare.com/article/rs-2594686/v1.html