Purpose

This paper aims to present a vital strand that is part and parcel of an informed discussion towards the adoption of labour-friendly practices (LFP). This study is intended to examine the influence of LFP on five dimensions: job performance (JP), employee satisfaction (ES), corporate governance (CG), customer satisfaction (CS) and organizational performance (OP).

Design/methodology/approach

The study was conducted on top and middle-level management personnel in several companies across the United Arab Emirates (UAE). A total of 1,000 questionnaires was distributed personally and via email of which 366 usable responses were analysed using confirmatory factor analysis and structural equation modelling (SEM).

Findings

The results reinforce the premise that LFP positively and significantly influences value maximization.

Originality/value

This paper affirmed that what is good for the employees (or other stakeholders) is also good for shareholders, but within the constraints of an ideal context, where the shareholders subscribe to strict ethical principles and the stakeholders act with their moral agency intact. Thus, the discussion of LFP comprises not just about what is satisfying for the employees but also what is conducive for optimal value creation. The empirical findings were, however, more compatible within the agency theory framework because of the non-instrumentality that was observed too ideal and philosophical for the stakeholder theory of value creation.

中文翻译：

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劳动友好型实践和价值最大化：SEM 方法

目的

本文旨在提出一个至关重要的部分，它是对采用劳动友好型做法 (LFP) 进行的知情讨论的重要组成部分。本研究旨在考察 LFP 对五个维度的影响：工作绩效 (JP)、员工满意度 (ES)、公司治理 (CG)、客户满意度 (CS) 和组织绩效 (OP)。

设计/方法/方法

该研究是针对阿拉伯联合酋长国 (UAE) 多家公司的高层和中层管理人员进行的。总共通过个人和电子邮件分发了 1,​​000 份问卷，使用验证性因素分析和结构方程模型 (SEM) 分析了其中 366 份可用回复。

发现

结果强化了 LFP 积极且显着影响价值最大化的前提。

原创性/价值

本文肯定，对员工（或其他利益相关者）有益的事情也对股东有益，但在理想环境的约束下，股东遵守严格的道德原则，利益相关者以其完整的道德代理行事。因此，关于 LFP 的讨论不仅包括什么让员工满意，还包括什么有利于最佳价值创造。然而，由于非工具性对于利益相关者价值创造理论来说过于理想和哲学，因此实证结果在代理理论框架内更加兼容。