Determinants of the impact of ESG policy and corporate governance on employee rights
| dc.contributor.author | Li, Chiao-Ming | |
| dc.contributor.author | Lee, Joe-Ming | |
| dc.contributor.other | Ekonomická fakulta | cs |
| dc.date.accessioned | 2024-03-05T10:28:05Z | |
| dc.date.available | 2024-03-05T10:28:05Z | |
| dc.description.abstract | To comply with international development trends in recent years, Taiwanese government agencies have formulated environmental, social, and governance (ESG) legal policies and strengthened publicity for listed firms to prepare sustainability reports. Government agencies are trying to use ESG legal policies to gradually guide firms to take environmental, social, and governance measures and move toward sustainable operations. However, employee rights were easier for firms to ignore in the past, so paying attention to the correlation between employee rights and organizational governance is necessary. This paper aims to analyze the relationship between the organizational governance and employee turnover rate of Taiwanese food firms in the ten years from 2011 to 2021 through a panel regression model. The results show that there is a U-shaped relationship between board size and employee turnover. There is an inverted U-shaped relationship between the development of major shareholders’ shareholding and the strength of human resources. The research results show that organizational governance is significantly related to employee turnover. Finally, this paper believes that paying attention to human resources will contribute to the sustainable development of enterprises. Therefore, in terms of organizational governance policies, although government agencies have formulated relevant reference standards, firms should have functions more conducive to developing human resource measures. These functions include utilizing the guiding energy of the board of directors functions, and shareholding structure design, which will further help the stable development of human resources. Firms need high-quality human resources to make breakthroughs in technology or the market. Therefore, when firms cultivate high-quality human resources, they not only rely on employee welfare conditions but consider long-term organizational governance and human resource development as necessary planning conditions. These factors will drive firms to have the ability to break through the status quo, value all stakeholders, and create an attitude toward sustainable business development. | en |
| dc.format | text | |
| dc.identifier.doi | 10.15240/tul/001/2024-1-007 | |
| dc.identifier.eissn | 2336-5604 | |
| dc.identifier.issn | 1212-3609 | |
| dc.identifier.uri | https://dspace.tul.cz/handle/15240/174714 | |
| dc.language.iso | en | |
| dc.publisher | Technická Univerzita v Liberci | cs |
| dc.publisher | Technical university of Liberec, Czech Republic | en |
| dc.publisher.abbreviation | TUL | |
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| dc.relation.ispartof | Ekonomie a Management | cs |
| dc.relation.ispartof | Economics and Management | en |
| dc.relation.isrefereed | true | |
| dc.rights | CC BY-NC | |
| dc.subject | Organizational finance | en |
| dc.subject | board size | en |
| dc.subject | R&D intensity | en |
| dc.subject | sustainable | en |
| dc.subject.classification | C23 | |
| dc.subject.classification | D24 | |
| dc.subject.classification | G21 | |
| dc.title | Determinants of the impact of ESG policy and corporate governance on employee rights | en |
| dc.type | Article | en |
| local.access | open | |
| local.citation.epage | 120 | |
| local.citation.spage | 108 | |
| local.faculty | Faculty of Economics | |
| local.filename | EM_1_2024_7 | |
| local.fulltext | yes | |
| local.relation.abbreviation | E+M | cs |
| local.relation.abbreviation | E&M | en |
| local.relation.issue | 1 | |
| local.relation.volume | 27 |
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