Dhurakij Pundit University

This study aims to explore the impact of perceived school organizational climate on the work performance of primary school teachers in Shandong, China, and verify the mediating role of professional commitment. The gender, educational background, and teaching experience of teachers were included as background variables in the study. A convenience sampling method was employed to collect questionnaire data from 380 teachers across 12 elementary schools in Shandong Province, China. Findings reveal significant gender differences in perceived organizational climate, while no significant gender differences exist in work performance or career commitment. Teachers with different teaching experiences and educational backgrounds showed significant differences in perceived school organizational climate, work performance, and professional commitment. Perceived school organizational climate had a significant positive impact on work performance. Professional commitment had a significant positive impact on work performance. Professional commitment mediates the relationship between perceived organizational climate and work performance. This study validates the applicability and explanatory power of Social Cognitive Theory in the field of educational management, thereby extending its scope and providing new empirical support. In addition, it empirically tests the mediating role of professional commitment between organisational climate and work performance, offering further evidence of the theory's relevance within teachers' work environments.

As the tourism and hospitality industries rebound from the COVID-19 pandemic, brand international competitiveness has emerged as a critical priority for global hotels operating in an increasingly competitive landscape. Grounded in opportunity recognition theory and dynamic capabilities theory, this study proposes a conceptual model to investigate how organizational cultural intelligence enhances hotel brand competitiveness and examines the mediating role of international opportunity recognition and the moderating effect of language distance within the context of Chinese multinational hotels. Findings reveal that while uneven language distance across host countries can disrupt cultural intelligence and impede brand competitiveness, this negative impact is mitigated by the hotel's unique international opportunity recognition framework. By integrating management psychology with brand construction practices, this study underscores the dynamic interplay among cultural intelligence, opportunity recognition, and language distance in driving global brand success, providing actionable insights for hotels aiming to bolster their international competitiveness in culturally diverse markets.

Cyber insurance pricing is challenged by three fundamental characteristics of cyber risk: heavy-tailed loss severity, dependence-driven portfolio aggregation, and dynamically evolving threat environments. This paper proposes a Monte Carlo–based financial modeling framework for optimizing cyber insurance premiums under tail-risk constraints. The framework integrates four key components: (i) a portfolio-level collective risk model incorporating explicit policy terms, (ii) a spliced severity distribution combining a Lognormal body with a Generalized Pareto Distribution (GPD) tail to capture extreme cyber losses, (iii) a two-layer dependence structure that models portfolio-wide accumulation through a mean-preserving lognormal common shock and Poisson-driven systemic cyber events, and (iv) a Sample-Average Approximation (SAA)–based premium optimization procedure under Value-at-Risk (VaR) and Tail Value-at-Risk (TVaR) constraints. Simulation experiments on a synthetic portfolio of 1,000 insured entities with $\mathbf{6 0, 0 0 0}$ Monte Carlo paths ($\alpha=99 \%$) demonstrate that incorporating systemic cyber events substantially amplifies tail risk: TVaR99 increases by $\mathbf{7 5. 6 \%}$ while the expected loss rises by only 5.9%. The resulting optimal loading multiplier produces a premium level approximately 150% above expected loss while maintaining the underwritingloss probability below a 5% risk tolerance threshold. Sensitivity analysis further reveals that portfolio tail risk grows nonlinearly with the systemic-event arrival rate, highlighting the critical role of systemic cyber risk in insurance capital adequacy and premium determination. These findings underscore the importance of tail-aware pricing frameworks for managing accumulation risk in cyber insurance portfolios.

This study aims to investigate the relationship between emotional labor and the impact of work-family conflict (WFC) on teachers' intention to resign. A survey was conducted among 420 teachers from higher vocational colleges in 11 cities in Jiangsu Province, China. Reliability and validity tests, along with structural equation modeling, indicate that WFC positively affects teachers' turnover intention. Moreover, emotional labor partially mediates the relationship between WFC and turnover intention. This study enriches the understanding of the relationship between WFC and turnover intention, highlights the mediating role of emotional labor, further expands the applicability of emotional labor theory, provides a theoretical basis for subsequent research and offers substantive teacher management suggestions for school managers. By reducing WFCs and optimizing teacher emotional management, the turnover rate of teachers can be reduced.

Collaborative professional development among teachers is the endogenous driving force for accelerating the evolution across interdisciplinary fields and for producing high-quality scientific research outcomes. Grounded in fairness heuristic theory, a moderated mediation model was proposed and tested on teachers' knowledge-sharing willingness, perceptions of organizational justice, research stress, and teamwork behavior in Shandong universities in China. An online survey was conducted using convenience sampling and data were analyzed using descriptive statistics, correlation analysis, and hierarchical regression analysis with AMOS and Process software. The findings from 648 valid responses indicate that research stress significantly and positively influences teamwork behavior. The knowledge-sharing willingness partially mediates the relationship between research stress and teamwork behavior. Additionally, perceived organizational justice play a moderating role in the relationships between research stress and teamwork behavior, research stress and the knowledge-sharing willingness, and knowledge-sharing willingness and teamwork behavior. By enhancing teachers' perceptions of organizational justice, universities can effectively mitigate research stress, foster knowledge sharing and teamwork, ultimately leading to improved interdisciplinary research efficiency and innovation capabilities.