Achievement Of Corporate Goals Research Articles

Talent management: features and benefits for the organisation in the conditions of digitalisation

Today, high-performance employees who are capable of rapid learning, have developed adaptability skills to environmental changes and specific competencies, the so-called “talents”, are of particular value to organisations. Such employees represent a strategic asset of the company and can help in the implementation of various business strategies. The talented employee management system allows to identify, develop, and retain such specialists, which in turn helps to reduce staff turnover and improve the efficiency of the team. The introduction of talented employee management is especially important in the context of digital transformation of the economy as it allows to use all the advantages of digital technologies to achieve corporate goals Also, talent management is not an easy task, and its implementation may require significant efforts and resources. Despite the fact that this process is associated with certain difficulties, such as search and selection of talented specialists in highly competitive conditions, its advantages significantly outweigh the possible risks. It is important to understand that talent management requires constant monitoring and adaptation to changing conditions. This paper describes the features of the talent management system and the advantages of its implementation for an organisation in the context of digital transformation of society.

Capacity Building and Organisational Performance in Local Government Context, Kasese District, Uganda

Service sector is predominantly increasing in modern economic system raising prominence of staff competences in achievement of corporate goals. This study was conducted to examine the relationship between capacity building and organizational performance in local government context, Kasese district, Uganda. Mixed methods research design was used guided by both objective and subjective assumptions to achieve the research objectives. Data was collected at one point in time from Kasese district employees working in different departments including; Finance, Human resource, engineering, health, education and sports, natural resources and community based. 80 respondents were seen to be representative in study considering the Kabale district local government Human Resource Manual (2021) where the district had a total number of 100 employees. Apparently out of 80 questionnaires distributed only 65 were returned well filled making an acceptable response rate of 81.25%. Stratified and simple random sampling approaches guided this whole process in ensuring that every staff members had equal chances of participation. Questionnaire and interview guide was used to collect both quantitative and qualitative data. Study findings confirmed a positive and significant relationship between capacity building and Organizational Performance at Kasese district. Specifically, results reveal that conducting Induction training (Beta= .657, P<.01) is a significant influencer of performance; on the job training programs (Beta = .175, P<01) impact on organisational performance; and off the job training (Beta= .682, P > 01) significantly predict organisational performance. One key recommendation drawn from this study, linked to human capital theory is that institutional managers should prioritize individual employee learning and earmark resources that sufficiently caters for knowledge and skills enhancement.

Effects of Core Competitiveness on Strategic Alliance and Alliance Performance in Medical Device Industry

Along with the progress of economic development, the enhancement of national income, and the trend of population ageing in past years, people are annually increasing the medical expenses and enhancing the demands for medical devices. Being a part of healthcare, the requirements for the product safety and quality of medical devices are rather high. Manufacturers in the world therefore have to work hard to promote the competitiveness, attempting to achieve corporate goals and supply the best products to medical profession. Core competition combined resources are the sign of competitive advantage. Firms would build excellent competitive advantage through important resource combinations. A company tending to create competitiveness as well as build and lead new markets has to make investment earlier and continuously, apply the imagination to predict, develop, and investigate markets which have not been existed. The research focused on supervisors and employees in the medical device industry. The results reveal notable and positive effects of core competitiveness on strategic alliance and alliance performance, the understanding of how medical device firms apply strategic behavior in the competitive strategic means to reinforce the resource acquisition capability, and the reference for building the competitive advantage after strategic alliance and drafting appropriate competitive strategies for the business management of a domestic firm in medical device industry. It is expected to propose more specific suggestions for firms in medical device industry using core competitiveness in strategic alliance and dedicating to the promotion of competitive advantage.

Digital Marketing Strategies and their Impact on Consumer Behavior

The advent of digital marketing has greatly altered customer behavior by altering the way in which companies communicate with their target audiences. The effects of different digital marketing methods on customer actions are discussed in this article. Content marketing, social media marketing, SEO, email marketing, and influencer marketing are some of the key tactics that are addressed. Research shows that these tactics increase customer involvement, familiarity with the brand, and ultimately, sales. The goal of content marketing is to increase customer trust and loyalty by providing them with high-quality, relevant material. In order to increase brand awareness and customer engagement, social media marketers use sites like Twitter, Instagram, and Facebook to build tailored and interactive campaigns. With search engine optimization (SEO), companies may increase their online presence and more effectively reach their target audience. One of the most effective ways to reach out to customers, build rapport, and increase sales is through email marketing. Influencer marketing leverages preexisting trust networks to sell items in a genuine way by teaming up with people who have large online followings. Not only do these tactics affect the whole buyer experience, from awareness to post-purchase assessment, but they also significantly affect consumers' views and preferences. The study highlights the need of comprehending customer behavior and psychology in order to customize digital marketing campaigns successfully. It also stresses how important it is for companies to keep up with new technology and trends if they want to be competitive. Businesses may improve marketing strategies, get insights into consumer preferences, and boost customer happiness by employing data analytics. The report finds that the most effective way to influence customer behavior and achieve corporate goals is through an integrated approach that combines numerous digital marketing methods.

The effect of employees' perception of organizational justice on psychological capital and job satisfaction

Employees are the most valuable asset for industries. Therefore, the human factor's labour, effort, and management skills are significant added value for corporate sustainability from a sectoral perspective. Employees contribute to the development of corporate culture, the achievement of corporate goals, and, indirectly, the development of the national economy. In this respect, employees' success is essential for achieving the targeted corporate results. Employees' love for their jobs, adoption of the organization they work for, harmony with their colleagues, and trust in their supervisors will affect the success of their work. The organizational justice approach is a significant driving force behind this success. The primary purpose of this study is to measure the effect of employees' perceptions of organizational justice on their job satisfaction and psychological capital levels. The research covers 451 employees in the education, health, finance, industry, and service sectors. The data obtained from the employees were analyzed using SPSS and AMOS programs, and structural equation modelling was used. As a result, a statistically significant and robust relationship was found between employees' perceptions of organizational justice and their perceptions of psychological capital and job satisfaction. When a workplace environment that will enable human capital to flourish in businesses is created, this capital's current value and productivity will increase.

Rational Thinking on Accounting Firms' Assurance of Corporate Internal Control Reports

In the current corporate governance environment, the role of accounting firms in certifying internal control reports is increasingly emphasized. The internal control system of a company is crucial for risk management and the quality of information disclosure. It not only encompasses the definition and composition of the internal control system but also includes the principles and objectives for achieving corporate goals. Within this framework, the certification work of accounting firms is particularly important, as it not only verifies the effectiveness of internal controls but also plays a crucial role in maintaining market order and protecting investor interests. However, accounting firms face numerous challenges and constraints in the process of certifying internal control reports. These challenges include the complexity of internal control systems, as well as issues related to maintaining independence and objectivity, and enhancing professional judgment. Rational analysis of these challenges and constraints is crucial for improving the quality and efficiency of certification work. To address these challenges, a series of strategies and suggestions have been proposed. Firstly, strengthening the independence and objectivity of accounting firms is fundamental, requiring firms to optimize their organizational structure and business processes accordingly. Secondly, enhancing the ability to exercise professional judgment is key, necessitating accountants to continually improve their professional knowledge and practical experience. Finally, developing effective strategies to address challenges, such as adopting advanced technological tools and methods, can significantly improve the accuracy and efficiency of certification work. In conclusion, accounting firms play an indispensable role in certifying internal control reports. By continuously improving certification methods and enhancing professional capabilities, not only can the quality of internal control reports be enhanced, but also contribute to the healthy development of the market. Despite facing challenges, rational analysis and effective strategies can ensure that accounting firms maximize their value in this process.

Perencanaan Strategis SI/TI Menggunakan Metode Ward and Peppard di PT. Niasa

PT. Niasa is a company operating in the processed food industry. In conducting its business, PT. Niasa does not plan the use and use of SI/IT well, so it does not focus on supporting the company's business strategy. There is a strong need for business strategy (SI/TI) to support the operational business of the company. Strategic planning of information systems is one of the keys to achieving corporate goals, and the strategic planning model discussed in this study adopts the approach of Ward and Peppard. Ward's and Peppar's methods are models for developing strategic plans for information systems for companies in the industry. Some of the analytical methods used are value chain analysis, SWOT analysis, and McFarlan Strategic Grid.

Effect of Generic Competitive Strategies on the Performance of National Social Security Fund in Nairobi County, Kenya

The National Social Security Fund (NSSF) was established in 1965 by an Act of Parliament under cap 258 Laws of Kenya and serves as the first pillar of social security for Kenyan workers. The Kenyan social security sector has recently been growing at a high rate due to the inclusion of new players in social security services, which was previously solely managed by NSSF. Organizations have realized the importance of a strategic plan for shaping the vision and mission, selecting strategies to be executed and allocating resources to facilitate achieving corporate goals. A strategic plan is instrumental in ensuring that strategic goals are aligned with organizational activities with its environment, thereby providing for its continued survival, effectiveness, and improved performance. This study established the influence of strategic planning practices on the performance of the National Social Security Fund in Kenya. Every organization incorporates different strategies to gain a competitive advantage and sustain profitability. Firm performance is a major building block in strategic management. This study was aimed at evaluating the effect of generic competitive strategies on the performance of NSSF in Kenya. The study used secondary data from published financial statements of NSSF with a target population of 60 employees drawn from the 7 divisions and departments – top, middle & low-level management. The quantitative method was utilized in the analysis and interpretation of data in accordance with the research objectives and research questions. The data collected was summarized, tabulated, and analyzed quantitatively, then presented using tables, pie charts and percentages. According to the findings of the study, cost leadership strategy, differentiation strategy, focus strategy, Innovation Strategy have significant positive influence on the performance of NSSF. All the p-values were 0.05, denoting that the relationship therefore were significant. the study findings show that the four generic strategies have a positive relationship with the organizational performance. Product differentiation strategy and innovation strategy were established to be the key measures or drivers of financial performance. This was based on the strength of association, which was established by the study. Cost leadership strategy and differentiation strategy were also found to be other measures though they should not be used in isolation. The study recommended that National Social Security Fund should embrace and invest in cost leadership strategies most especially forming linkages with service providers, suppliers and other supplementary institutions since it will enable them achieve competitive advantage as compared to other organizations that are not investing in these strategies and that universities should first understand and know their motive and capability before adopting a certain competitive strategy for example market focus.

К ВОПРОСУ ОБ ЭФФЕКТИВНОСТИ ВНУТРЕННЕГО МАРКЕТИНГА В ОРГАНИЗАЦИЯХ СФЕРЫ УСЛУГ

The article is devoted to the study of the role of internal marketing as a key tool for human capital management in the context of growing competition in the service market. The article analyzes the existing tools for evaluating internal marketing, as well as the practice of its application in small and medium-sized businesses. The conducted qualitative research, based on semi-structured interviews with representatives of 21 organizations, allows us to identify the main indicators of the effectiveness of internal marketing, such as employee satisfaction and engagement, and the level of internal communication. The author offers an innovative evaluation model focusing on the needs of employees. Recommendations on the implementation of internal marketing tools are aimed at increasing employee motivation, improving the quality of customer service and achieving corporate goals.

Eğitim Yönetimi Planlamasında İnsan Kaynakları İhtiyacının Belirlenmesi Sürecinin İncelenmesi

Abstract Human resources management is a set of activities designed to increase the effectiveness of employees in an organization. In other words, it is the unit responsible for organizing and conducting activities that will mobilize human resources in the organization in the most effective way to achieve corporate goals. It is also possible to define human resources management as the management of all activities performed in order to acquire, develop, motivate and retain a high-performing workforce within an organization. Human resources management refers to the progress towards corporate excellence by integrating the growth and development goals of employees with organizational goals. Training is one of the many human resource management practices that can be used to increase the competitiveness of an organization, such as job design, personnel selection, recruitment and placement, rewarding, performance evaluation, and industrial relations. Education plays a key role in organizations, providing competitiveness and effectiveness. Competitiveness corresponds to the organization's ability to gain and maintain Sunday share in the industry, educational practices help it gain a competitive advantage over other competitors. Training applications help to serve the customers of the organization by providing knowledge and skills for their success, as well as motivating human resources to stay in the organization and provide good service. One of the most important tasks of human resources management is to ensure the recruitment of employees with self-improvement habits and to create appropriate environments for existing employees to improve themselves. Regardless of the sector, position and job description, the discipline of self-improvement will ensure that the employee is always one step ahead. Therefore, training for this is very important. The selection of people with knowledge characters who are open to development and the implementation of educational programs in this direction are among the tasks of the educational administration. Key Words: Education Management, Planning, Human Resources, Manpower

HUMAN RESOURCE MANAGEMENT AND BUSINESS INTELLIGENCE

This paper will present the results of the research of relevant literature and research conducted in the practice of small and medium-sized enterprises with the aim of examining the possibilities of applying business intelligence and the impact of human resource management on the improvement of business operations. Companies today, in the conditions of increasing competition, have a complex task of how to survive in the global market and maintain a competitive advantage. In their business, companies are faced with huge amounts of data that they get from internal and external sources and have a huge problem of how to choose and extract from that huge amount of data the ones they need for business. In this sense, companies are increasingly turning to the use of modern information and communication technologies for the purpose of processing large amounts of data, and are especially based on the application of business intelligence and the methods, techniques and tools that this sophisticated technology provides. During the implementation of this research, professional literature, scientific articles, domestic and above all foreign eminent experts were studied, as well as the latest works published on the Internet in the field of business intelligence and human resource management. The goal of this research paper is to present and compare different theories of business intelligence and the impact that human resources can have in business, as well as to present the specifics of business intelligence application, potential costs, risks and benefits that you can expect from the introduction of such a system. In this research work, the problem of effective application of business intelligent systems will be investigated, as well as the critical factors that influence the successful application of these technologies, with a special emphasis on the influence of human resources, methodological approach, through research and studious analysis of the latest scientific research in this field applied, how in theory as well as in practice. The paper will present the results of how the application of business intelligence methods and tools contributes to more efficient operations of small and medium-sized enterprises. In addition, the paper will present the results of a practical example in the practice of a company that is in the process of introducing a business intelligence system, and the way of implementing the decision. The results of the research provide important information for certain companies, as well as managers and providers of IT solutions in search of greater, more efficient and continuous application of business intelligence systems. In order to confirm the theoretical results, research was conducted with semi-structured interviews, detailed conversations with key users of the business intelligence system. When looking at the organizational characteristics of the company and the business environment of using the business intelligence system, we primarily focus on the elements that, along with the considered characteristics of business intelligence and human resources, emphasize their strategic importance for small and medium-sized companies, the size of the company (eg: strategic direction, achieving corporate goals and the company's focus on its clients).

Analysis Resilience, Competence, and Motivation to Increasing Performance Management: Mini Study Literature Review

The purpose of this study was to examine the relationships between variables. This study used a literature review approach and collected several previous international papers. Data processing was not performed in this study, and it was a previous study that was helpful in that it was found that there was actually a significant relationship between variables, which is the novelty of this paper. A title like this study has never been studied before. This research brief on improving corporate performance requires a resilient, capable and motivated workforce that can rapidly improve management performance and achieve corporate goals. In general, any company that wants to be successful must have an agile foundation of talent. form an organization

Organisational culture and construction employee safety

Organisational culture plays a critical role in the functioning and identity of an organisation. The study examined Schein’s model based on artifacts, espoused values, and basic assumptions to determine the level of influence on construction employees’ safety. Online questionnaire administration among medium-sized construction firms in the Central Region of Ghana was employed for the data collection. The designed questionnaire was used to gather the opinions of supervisors, foremen, and workers in the construction industry. Descriptive statistics and the Relative Importance Index (RII) were utilised to analyse the findings. The results reveal that work environment design and workplace cleanliness were the most influential artifacts impacting employee safety. Regarding espoused values, the organisation’s strategies and employee safety played a significant role in ensuring a safe workplace. Additionally, variables related to self-awareness and freedom of expression had substantial importance in the realm of basic underlying assumptions. Understanding the relationship between organisational culture and employee safety is crucial for creating safe work environments and fostering a safety culture. Construction firms can enhance employee safety and achieve corporate goals by addressing artifacts, espoused values, and assumptions. The results of this study are beneficial to construction project managers, contractors, and construction management researchers, as they offer insights into creating safer work environments and improving employee well-being through organisational culture.

ANALISIS PELAKSANAAN PROGRAM PELATIHAN DAN PENGEMBANGAN KARYAWAN DALAM MENINGKATKAN KUALITAS KERJA KARYAWAN PADA PUDAM TIRTA BINA LABUHANBATU

The company has previously provided training, promoted development, and kept a pool of skilled people resources. The quality of the workforce also rises when employee performance does, which is essential for achieving corporate goals. The success of the organization is significantly influenced by employee positions. The goal of the study was to determine how well personnel development and training programs had improved work conditions at PUDAM Tirta Bina Labuhanbatu. In this study, secondary data were gathered from library sources such books, journals, and informant comments in addition to primary data collected through interviews, observations, and documentation. Data reduction, presentation, and conclusion-making were all part of data analysis. While the employee training and development programs have been implemented pretty successfully, the study found that there has been insufficient communication between leaders and employees, which has prevented them from reaching their full potential. As a result, the training provided by the company does not fully provide maximum benefits for employees, and their performance still does not reach the expected standard.

Tax Planning, Firm Performance and the Moderated role of Dividend Policy: Evidence from East African Countries

This study aims to explore the impact of tax planning on the firm’s value with the moderated effect of dividend policy. The study has drawn a unique and limited explored sample of non-financial listed firms in East African Countries’ stock exchanges. It covers a period of eleven years (2009 – 2019). The tax planning proxy was determined using the book tax difference, while firm performance was measured using return on assets (ROA) and Tobin Q. The Dynamic panel system (GMM) was employed to establish the causal relationship between variables. The robustness check on GMM results was also conducted using OLS and FEM. The results of the study showcase that tax planning positively affects a firm’s values. The findings indicate that tax planning activities in EAC partner state aim to achieve corporate goals, not opportunistic managerial ones. However, the study’s findings reveal a significant moderated role of the dividend policy on the linkage between tax planning and firm performance of the EAC-listed firms. This study contributes to the existing literature by providing additional insights into taxation and corporate governance perspectives. The findings also have practical implications for tax administrators, policymakers, and shareholders

Determinant of Employee’s Turnover Intention: The Analysis of Career Development, Organization Justice, and Trust in Organization

An organization consists of a group of people who are formally assigned roles to work together to achieve organizational goals. Meanwhile, a manager is a person who is given the responsibility to achieve corporate goals by making various efforts for human existence in the organization. Therefore, given the importance of the human role in today's competitive environment, it is not surprising that the position of employees as human capital is the most important factor as a crucial component of the development of an organization. The objective of this article review analysis is to discover the factors that can influence employees' intention to leave. The method of this analysis is the qualitative method, in which the literature of previous articles up to 21 articles is reviewed. The results show that career advancement, organizational fairness and organizational trust. These findings can provide a reference for business leaders to identify factors that may influence turnover intention

Evaluation of Organizational Psychology using GRA Method

Organizational Psychology. Choosing an I/O Psychology Career The primary emphasis of industrial and organizational (I/O) psychologists is employee behavior at work. To enhance safety, performance, communication, and other aspects of the working environment, they employ psychology theories and research techniques. Managers of a company, for instance, can be worried about the high turnover rate in their organization. To ascertain the reason for the high turnover rate, an organizational psychologist may carry out a survey, interview workers, or apply other research methodologies. The primary distinction between the two can be summarised as follows: I/O psychologists examine employee behavior to identify advantages that can maximize employee satisfaction and output advantages and... You might anticipate a rather sizable salary working as an industrial-organizational psychologist. Above-average compensation is one of the main benefits of working as an industrial and organizational psychologist. Through the creation and administration of performance reviews, the identification of skill shortages, and the provision of feedback and recommendations, organizational psychology assists organizations in measuring and managing employee performance. The scientific investigation of people's actions at work and in organizations defines the field of industrial-organizational psychology or I/O psychology. Knowledge of psychology research or business psychology can help those operating in HR improve the performance of their organization. Key tasks for HR professionals include recruitment, performance appraisal, employee engagement, development, and well-being. I/O psychology puts business psychology techniques to use by concentrating on interpersonal as well as workplace issues like engagement and morale. Corporate strategy, stakeholder interactions, market performance, and overall business operations are some of these spheres. The area of psychology known as industrial-organizational psychology is responsible for applying psychological theories and concepts to businesses. I-O psychology, as it is often known, focuses on improving employee physical and mental health as well as other relevant workplace difficulties. I-O psychology has two main objectives: (1) to comprehend how people behave (perform tasks) in a work environment; (2) to explain how an organization may continue to grow and succeed; and (3) to explain how persons can be productive, fulfilled, and rewarded. Aligning the needs of the organization and those of its personnel is the main focus of the psychology subfield known as organizational psychology. It attempts to enhance the living and working environment of employees in order to boost productivity and the effectiveness of the business. Organizational psychology aids companies in evaluating employees' abilities, perspectives, and potential. They work to advance their career and personal development while achieving corporate goals. As a result, they enhance teamwork and provide you a chance to evaluate personalities and working methods.GRA (Gray Relational Analysis) Method, Individual Assessment, Performance Appraisal, Personnel Recruitment, Job Analysis Alternatives Occupational Health Quality Assurance, Modernization, and Organizational Culture Evaluation. Individual Assessment, Performance Appraisal, Personnel Recruitment, Job Analysis. Occupational Health Quality Assurance, Modernization, and Organizational Culture. Performance Appraisal got the first rank whereas Job Analysis had the lowest rank.

ОБЛІКОВЕ ЗАБЕЗПЕЧЕННЯ ЯК ЕЛЕМЕНТ ПІДГОТОВКИ СТРАТЕГІЧНИХ РІШЕНЬ

The article describes the problems of information support for the development of management decisions when using target indicators of the strategic development of the enterprise. It is substantiated that under modern conditions, the information resource becomes a leading element in the system of factors that influence the construction of an effective enterprise management strategy. The research focuses on the concept of using a system of complex indicators as a basis for management, which helps to transform complex, vague concepts into precise criteria, which will ultimately help top managers realize the main goal. The communication process for clarifying the strategy should become an incentive for actions aimed at achieving corporate goals. The presence of feedback during the arrangement and balancing of the indicator system helps every employee of the company to realize: separate areas of activity become a single whole, and the own position of the structural unit affects the final result. The process of planning, formulating tasks and strategic initiatives should determine specific quantitative indicators of the company's activity in view of a balanced set of factors that led to these results. A comparison of the desired indicators with the actual ones should reveal gaps and shortcomings against the background of the implementation of the necessary strategic initiatives. Therefore, a qualitative set of certain information should be not only a list of change parameters, but also an indicator for the formation of a certain management mechanism. Information support should be the main component of the process of harmonizing the structure and methods of management, combining the latter into a system that would make it possible to manage the enterprise and be oriented towards the effective achievement of operational, tactical and strategic goals. It was determined that with the transition from traditional methods of accounting, planning, analysis and control to a single system of receiving, processing information and making management decisions based on it, new methods of information support for strategic decisions become relevant.

Audit Committee Attributes and Firm Performance

"The audit committee provides considerable support when achieving corporate goals and objectives through practicing good governance in a firm. Although the audit committee is a critical element of corporate governance there is a dearth of studies relating to the audit committee. Thus, this research examined the impact of audit committee attributes on firm performance based on the Stewardship theory. The population for the study includes the listed companies in the Colombo Stock Exchange and the top 100 companies which have the highest market capitalization. The data collection study is an archival strategy based on the annual reports of the sample companies for the two years. The goals of this study are met with the help of EViews software and descriptive statistics and panel regression. The research findings of the study suggested that there is a positive relationship between Audit committee size, interlock of directors on the audit committee, and risk management committee with the firm's performance. The Interlock of directors on both the audit committee and nomination committee as well as the audit committee and remuneration committee have a negative relationship with the firm performance. Additionally, this study found that audit committee independence, financial expertise, audit committee diversification, and meeting frequency have no significant relationship with the firm performance. The findings of this study suggest that there should be audit committee compliance requirements that result in an increase in stewardship and improve performance which added new knowledge to Stakeholder theory."

Stakeholder relationships and corporate social goal orientation: Implications for entrepreneurial psychology.

As the sensitivity to corporate social responsibility (CSR) continues to grow, the goal of enterprises has expanded beyond the sole pursuit of economic value. Corporate social goal orientation has therefore come to occupy a central position in entrepreneurs' psychology and the transition away from a market-only economy. This study uses secondary data from 4,288 samples of 725 Chinese-listed companies from 2009 to 2020 to explore the driving factors in social goal orientation based on the characteristics of sample companies and their industry groups from the perspective of stakeholder relationships. The results can be summarized as follows: (1) there is an inverted U-shaped relationship between government stakeholder relationships and social goal orientation, and there is a significant positive relationship between financial stakeholder relationships, market stakeholder relationships, and corporate social goal orientation. (2) The correlation between single-dual stakeholder relationships and social goal orientation is not consistent. In light of the nature of the roles of government and the market, the correlation between the government-market dual relationship and corporate social goal orientation is not significant. However, there is a significant correlation between the finance-government dual stakeholder relationship and social goal orientation; that is, the dual stakeholder relationship maintains the existence of non-institutional capital and corporate financial capital. Moreover, there is no significant correlation between the market-finance dual relationship and corporate social goal orientation, and there is substitutability between market and financial stakeholder relationships. With the deepening of our understanding of CSR, the core goal of enterprises is no longer confined to the pursuit of economic value, and their social goal orientation has come to be regarded as a major driving force in sustainable development. This study enriches the research on the relationship between stakeholder relationships and shows that stakeholder relationships also have important significance to both achieving corporate goals and shaping entrepreneurs' psychology.