The paper discusses the concept of employee motivation in the workplace and its importance for organizational success. It highlights the gap in literature regarding the most effective ways to motivate employees, which mainly focuses on individual factors such as personality traits and motivational theories. The paper aims to explore the impact of both individual and organizational factors on employee motivation and to determine the most effective ways to motivate employees. The existing academic research on employee motivation is plagued by contradictions and inconsistencies, particularly regarding the emphasis on individual factors as the primary drivers of motivation and ignoring the impact of organizational factors. The paper argues for a more holistic approach to employee motivation that considers both individual and organizational factors. [译]本文探讨了工作场所中员工激励的概念及其对组织成功的重要性。它强调了关于激励员工的最有效方法的文献中存在的空白，这些文献主要集中在个人因素上，如人格特质和激励理论。本文旨在探讨个人和组织因素对员工激励的影响，并确定激励员工的最有效方法。现有的关于员工激励的学术研究充满了矛盾和不一致，特别是在强调个人因素作为激励的主要驱动力而忽视组织因素的影响方面。本文主张采用一种更全面的员工激励方法，同时考虑个人和组织因素。

Employee helping behavior is a critical aspect of organizational behavior that has been studied extensively in the literature. This study provides an integrative review and research agenda for exploring the determinants of employee helping behavior. The study addresses the current state of knowledge on the determinants of employee helping behavior, the strengths and limitations of existing theories, methods, and findings in this field of research, and avenues for future research. The study identifies the importance of considering individual and situational factors, leadership behavior and communication, recognition and reward programs, and creating a positive and supportive work environment for promoting and managing employee helping behavior in organizations. Future research directions include further examination of specific determinants, examination of individual and organizational factors, examination of cross-cultural differences, longitudinal studies, and implementation of promoting strategies. The study contributes to the development of effective strategies for promoting and managing employee helping behavior in organizations. [译]员工帮助行为是组织行为学中一个至关重要的方面，在文献中已得到广泛研究。本研究提供了一个综合性的评述和研究议程，以探索员工帮助行为的决定性因素。该研究涵盖了当前关于员工帮助行为决定因素的知识状态，现有理论、方法和研究成果在该研究领域的优势与局限性，以及未来研究的可能方向。研究指出，在组织中促进和管理员工帮助行为时，考虑个人和情境因素、领导行为和沟通、认可和奖励计划，以及创造一个积极支持性的工作环境的重要性。未来的研究方向包括进一步审查特定的决定性因素，探究个人和组织因素，研究跨文化差异，进行纵向研究，以及实施推广策略。该研究为组织中促进和管理员工帮助行为的有效策略的发展做出了贡献。

Problem-solving is one of the essential purposes of many companies. The business culture of enterprises is an important basic rule for enterprises to solve many problems in their development. The business culture of an enterprise reflects the fundamental value of employees. This article is composed of three parts, including the introduction of what business culture is, the development of the business culture of Chinese and Canadian enterprises, and the comparative analysis of the business culture of the two enterprises. Confucianism profoundly influences the business culture of Chinese enterprises. Confucianism plays an essential role in China’s business culture. The characteristics of the organizational culture of Canadian enterprise groups have their particularities. It is necessary to understand the development of the business culture of enterprises in the two countries. It is also essential for readers to understand the differences in corporate culture. In addition, the author critically analyzed China and Canada’s business culture and summarized their respective shortcomings. At the practical level, this paper can provide more stable business culture construction considerations for enterprises. Nowadays, many successful enterprises offer better customer services with their unique business culture. The author believes that the competitiveness of a genuinely successful enterprise is often reflected in its services. Competitive services will bring more economic returns to enterprises. Therefore, for enterprises, a thriving business culture is crucial. [译]解决问题是众多企业的基本宗旨之一。而企业文化则是企业在发展中解决诸多问题的重要基础准则。企业文化反映了员工的基本价值。本文由三部分组成，包括企业文化介绍、中加两国企业文化的发展和两国企业文化的对比分析。儒家思想深刻影响着中国的企业文化，并在其中扮演着至关重要的角色。加拿大企业集团的组织文化特征具有其独特性。了解两国企业文化的发展是十分必要的，同时也便于读者理解企业文化之间的差异。此外，作者对中加企业文化进行了批判性分析，总结了各自的不足之处。在实践层面上，本文能够为企业构建更为稳健的企业文化提供考量。如今，众多成功的企业以其独特的企业文化为客户提供更优质的服务。作者认为，真正成功的企业，其竞争力往往体现在服务上。具有竞争力的服务将为企业带来更多的经济回报。因此，对于企业而言，繁荣的企业文化至关重要。

深入分析环境目标约束对纵向产业结构上下游产业的减排差异及关联减排逻辑,对优化上下游产业资源配置,推动我国经济增长与污染协同减排具有不可忽视的作用。文章以“十一五”规划首次提出的环保目标责任制为外生冲击,基于 2003—2009 年中国工业企业面板数据,构建多时点双重差分实证框架,基于产业纵向关联视角探讨了环境目标约束对企业排污策略的影响。基准研究发现,环境目标约束能显著降低上下游产业的污染物排放。机制检验发现,环境目标约束会使企业通过总产值效应和技术效应来应对减排。下游产业主要通过降低产值来应对减排,但对上游产业产值影响不显著。产业关联效应会引发上游产业通过价格调整来应对损失,但下游产业无法后向关联影响上游产业产值。上游产业主要通过末端技术应对减排,下游产业则通过前端技术应对减排。上游产业的前端技术和末端技术可以向下游产业关联溢出,但下游产业的后向关联减排效应主要体现在末端技术。异质性检验发现,上游产业原材料制造业和下游产业非食品行业加工业的减排占主导地位,非国有和重污染企业、产业集聚和市场化程度较高、晋升压力小的地区的企业污染减排效应显著。文章通过一系列稳健性及内生性检验发现结论依旧成立。文章的研究为优化环境目标管理与推动纵向产业结构协同污染减排提供了现实依据与路径渠道,也为未来的政府“减碳”工作目标管理提供了经验启示。

This paper aims to evaluate the market prospects for foreign trade enterprises in the Pearl River Delta (PRD) region of China in the post-COVID era. Despite challenges posed by the pandemic, the market outlook for PRD is positive with global economy projected to recover and high demand for high-tech products such as elect ronics, machinery, and chemicals from developed countries. PRD businesses have adapted to changing market conditions and disruptions in the supply chain, and the Chinese government’s “Dual Circulation” strategy presents new opportunities for PRD foreign trade enterprises by boosting domestic consumption and market demand. To maintain competitiveness, businesses in the region need to adapt to the new normal and take advantage of market opportunities. [译]本文旨在评估后疫情时代中国珠江三角洲（PRD）地区外贸企业的市场前景。尽管疫情带来了挑战，但PRD的市场前景仍然乐观，全球经济预计将复苏，发达国家对电子、机械和化学品等高科技产品的需求也很高。PRD企业已经适应了不断变化的市场条件和供应链的中断，而中国政府的“双循环”战略通过促进国内消费和市场需求，为PRD外贸企业提供了新的机遇。为了保持竞争力，该地区的企业需要适应新常态，并利用市场机遇。

Using an extended overlapping generations (OLG) model, we theoretically prove that functional inequality resulting from weak labor bargaining power can be a key driver of high saving rates, as observed in China and other labor- abundant Asian emerging markets. Income distribution that favors capital over labor may attract excess capital investments and hence lead to high saving rates. The link between inequality and saving is especially prominent for the household sector because excess return on capital motivates the working-age population to increase their retirement savings. We also find empirical support for our theoretical predictions using China’s sectoral-level data.

To avoid illiquidity spillovers and basis risk in swaps, interbank lenders are especially cautious about whether interbank borrowers can meet their claims. We examine whether the incentive of interbank lenders to penalize risky borrowers can reduce borrowers' liquidity risk taking. We find that interbank borrowers, especially small and medium banks, manage their liquidity risks more prudently than their counterparts. This phenomenon is especially significant for borrowers with high information asymmetry, low liquidity buffers, and high funding gaps. Our results suggest that interbank exposure reduces the asset, funding, and off‐balance‐sheet liquidity risks of small and medium borrowing banks, and can therefore supplement regulatory liquidity requirements, which target only the largest banks.

We examine the interest rate pass-through in Hong Kong (HK) and Macao to see if the monetary policy transmission mechanism has been impaired since the Global Financial Crisis (GFC). Our results show that, in the post-GFC period, both the long-run and short-run interest rate pass-through from policy rates to prime rates have disappeared in Macao and weakened significantly in HK. The long-term relationship between deposit rates and policy rates no longer exists in either market while the short-term relationship has been reduced significantly. The results indicate that the effectiveness of the monetary policy in HK and Macao has been seriously undermined after the GFC and alternative monetary policy tools were needed.

This study shows that investment decisions drive tail risks (i.e., systemic risk and stand-alone tail risk) of TBTF (Too-Big-to-Fail) banks, while financing decisions determine tail risks of non-TBTF banks. After the Dodd-Frank Act, undercapitalized non-TBTF banks continue to gamble for resurrection, and their stand-alone tail risk become more sensitive to funding availability and net-stable-funding-ratio than TBTF banks. We show that implementing a slimmed-down version of TBTF regulations on non-TBTF banks cannot efficiently contain the stand-alone risk of non-TBTF banks and cannot eliminate TBTF privilege. Moreover, non-TBTF banks together generate larger pressure of contagion on the real economy, and they herd more when making financing decisions after the Act. Our findings highlight the need for enhanced regulations on the liability-side of non-TBTF banks.

This paper is about investigating how different bank liquidity creation activities affect housing markets. Using data of 401 metropolitan statistical areas/metropolitan statistical area divisions (MSAs/MSADs) of the U.S. between 1990 and 2018, we show that not all bank liquidity creation activities boost the housing markets. In particular, unlike asset- side and off-balance sheet liquidity creations, funding-side liquidity creation dampens housing markets. The relationships between liquidity creation activities and housing markets are stronger in regions with inelastic house supply, but flip when banks face external liquidity shocks. We also find that housing markets dominated by large banks are more sensitive to off-balance sheet liquidity creation activities. Finally, as expected, asset-side and off-balance sheet liquidity creations boost housing markets by driving house prices away from fundamental values. Our results offer a more thorough explanation of how bank liquidity creation fuels the momentum of housing markets.