Although the potential for optimism to enhance entrepreneurs’ creativity and psychological well-being is increasingly recognized, few studies have examined how entrepreneurs can proactively cultivate this psychological resource. This gap constrains our understanding of entrepreneurs’ affect and behaviors and overlooks opportunities for them to improve venture performance. Drawing on the behavioral perspective of the broaden-and-build theory, we propose that entrepreneurs can use workplace interpersonal capitalization, that is, share their positive entrepreneurial experiences with partners, as a self-initiated behavioral tactic to build career optimism in the entrepreneurial context. We argue this form of optimism is positively associated with entrepreneurs’ creative behavior and psychological well-being. Moreover, this positive relation is stronger when the venture fosters a collaborative climate. Results from a time-lagged, multisource field survey of 235 entrepreneurs in 60 new ventures, as well as a scenario-based experiment involving 297 entrepreneurs, both supported our model.

Globally, states use rural-to-urban resettlement to fuel development, yet this formal process consistently generates its own informalities. Using a comparative case study of China—contrasting its affluent coast with its poorer hinterland—this book reveals how informality not only persists after resettlement but performs essential functions, critically challenging the effectiveness of prevailing policies. Theoretically, the study leverages the innovative Credibility Thesis, applying its Formal, Actual, and Targeted (FAT) Institutional Framework and Credibility Scales and Intervention (CSI) Checklist to explain the emergence and evolution of post-resettlement informality. The findings offer powerful, empirically grounded recommendations for integrating informal realities into urban planning, with profound implications for understanding institutional credibility and the functional role of informality in development.

Researchers have long sought to identify how leaders' behaviors shape employees' willingness to speak up (employee voice) or withhold their opinions (employee silence). Research often has portrayed leader voice solicitation as a universally positive behavior that promotes employee voice while curtailing silence. Drawing on approach-avoidance systems theory, we challenge this prevailing assumption and propose that the effects of leader voice solicitation depend crucially on employees' perceptions of leader dominance. Specifically, we theorize that when leaders with low perceived dominance solicit input, employees interpret this behavior as an opportunity that activates inspiration (an approach-oriented emotion) and encourages voice. In contrast, when leaders with high perceived dominance solicit input, employees perceive this behavior as an ambiguous threat that triggers anxiety (an avoidance-oriented emotion) and results in silence. We provide evidence from an experience sampling study (Study 1) and a vignette experiment (Study 2) to support our hypotheses. Together, our findings offer a nuanced understanding of when and why leader voice solicitation can elicit employee voice or silence, thereby advancing theoretical insights into the complex dynamics of leader-follower communication.

Drawing on experiential learning theory and a nonwork-work enrichment perspective, this research examines if and how employee crisis volunteering as nonwork volunteering efforts to address public crisis situations fosters resilience that then enhances change-oriented behaviors at work. We propose that crisis volunteering can represent an experiential learning opportunity as it provides concrete and meaningful experiences that enable individuals to develop effective responses to adversity and derive positive meaning. Such processes strengthen resilience, which further enhances adaptive and creative performance at work. We further highlight the importance of context, proposing that employees' perceived crisis strength and organizational culture of companionate love may amplify the effect of crisis volunteering. Evidence from five complementary field studies supports our theoretical model. A field experiment (Study 1) and a field quasi-experiment (Study 2) establish the causal effect of crisis volunteering on resilience and demonstrate the moderating roles of perceived crisis strength and companionate love culture. Two time-lagged, multisource field surveys conducted in distinct crisis contexts (Studies 3 and 4) provide converging support for the hypotheses. Finally, a qualitative study (Study 5) details the experiential learning processes through which crisis volunteering cultivates resilience and reveals broader transformative implications beyond the workplace.

ObjectivesDrawing on the job demands-resources (JD-R) theory, this study aims to analyze the impact of algorithmic control on the well-being of delivery drivers by focusing on the mediating role of job demands (work overload and time pressure) and job resources (feedback quality and role clarity).MethodsThis study obtained three-wave data from 435 delivery drivers and examined the hypotheses using structural equation modelling.ResultsThe results indicated that algorithmic control reduced delivery drivers’ well-being by increasing the job demands (time pressure and work overload). In addition, algorithmic control enhanced delivery drivers’ well-being by increasing their level of job resources (feedback quality and role clarity).ConclusionIntegrating job demands-resources (JD-R) theory, this study provides a more balanced view of how algorithmic control influences well-being by demonstrating the opposing mediating roles of job demands (work overload and time pressure) and job resources (feedback quality and role clarity).

A growing body of literature has illuminated the impacts of climate change on employees' physiological health. This research advances the field by uncovering evidence of the damaging psychological effects of air pollution on employees, along with an organizational alleviation mechanism. Integrating affective events theory and terror management theory, we theorize that air pollution event disruption leads to increased employees' workplace loneliness and decreased sleep quality at night via the mediating role of employees' anxiety. However, the negative impacts of air pollution can be significantly mitigated for those who experience higher levels of organizational support. We first conducted two quantitative studies (Studies 1 and 2) using the experience sampling method to test the hypotheses. To further enrich the insights derived from these quantitative tests, we also carried out a qualitative study (Study 3) using in-depth interviews. Taken together, our research generates valuable theoretical and practical implications for understanding the impacts of air pollution events and developing effective organizational coping strategies.

Cyberslacking, or the non-work-related use of information technology during work hours, has emerged as an important concern for organizations and individuals, prompting the need to understand why, how, and when employees engage in this deviant workplace behavior. We develop a research model based on the transactional perspective of stress and neutralization theory and examine whether techno-invasion (i.e., the perception of being "always exposed" due to constant connectivity that blurs the desired work-life boundary) triggers a coping response (i.e., cyberslacking) through the psychological mechanism of neutralization, and whether this response affects performance outcomes (i.e., job performance). We then explore whether a team-level shared belief that it is safe to take interpersonal risks (i.e., a psychological safety climate [PSC]) serves as a cross-level boundary condition that reinforces the effect of techno-invasion. Our analysis of the data collected from a three-wave timelagged survey of 219 employees and their team leaders across 60 work teams provides substantial support for our model. Our findings indicate that employees in teams with a strong PSC are more likely than their counterparts to adopt neutralization techniques and thus engage in cyberslacking when faced with techno-invasion, and that this can negatively affect job performance. This study calls attention to the potential psychological safety risks associated with integrating technology into the workplace. The implications for both research and practice are discussed.

Organizations increasingly engage in environmental sustainability, yet the psychological pathways linking such efforts to employee creativity remain underexplored. Drawing on a care-based perspective, we theorize that organizational environmental care shapes a prosocial climate that fosters employees' intrinsic motivation to serve customers. This motivation, in turn, promotes creative problem-solving in customer service. We further propose that employees' creative self-efficacy moderates this relationship, strengthening the translation of motivation into creative action. Using multisource, multiwave data from 400 frontline service employees and 100 supervisors, we test a moderated serial mediation model. Results provide general support to our model and hypotheses, indicating that organizational environmental care indirectly enhances customer satisfaction through employee motivation to serve and creative problem-solving, with creative self-efficacy strengthening this pathway. Our findings contribute to the literature on creativity, particularly creative problem-solving, by explicating why and how environmentally responsible organizational values can motivate employees to solve customers' problems creatively.

Leaders’ expressions of humor play an indispensable role in shaping employee attitudes and behaviors. However, little is known about how leader self-deprecating humor affects employee feedback-seeking behavior. Drawing on social perception theory, we propose that leader self-deprecating humor has double-edged sword effects on employee feedback-seeking behavior. Using data obtained from 192 employees and 56 supervisors over three waves, Study 1 indicates that employees perceive leaders who display self-deprecating humor as warm, consequently demonstrating more feedback-seeking behavior. However, when leaders are perceived as incompetent, self-deprecating humor decreases employee feedback-seeking behavior. Study 2 has three phases with multiple sources and further explores whether employee perspective taking is a contingent factor in the relationship between leader self-deprecating humor and employee feedback-seeking behavior. The results demonstrate that leaders displaying self-deprecating humorous behavior are more likely to be judged as warm than incompetent, especially for employees high in perspective taking, thus inducing more feedback-seeking behavior.

In the context of the Yangtze River Delta integration strategy and the "dual-carbon" goal, promoting green and low-carbon economic and social development has become a key link to achieve high-quality development. The Yangtze River Delta, as a core growth pole of China's economy, faces the dilemma of high energy consumption and high emissions in traditional industrial models. While the digital economy is booming in this region, research on the linkage between digital economy and industrial green development efficiency remains insufficient, especially lacking empirical analysis at the prefecture-level city level. This study aims to fill this gap by constructing a theoretical framework to explore how the digital economy affects industrial green development efficiency through technological progress, resource optimization, and industrial upgrading. Using data from 41 prefecture-level cities in the Yangtze River Delta, it employs dual fixed-effect models and spatial Durbin models to quantify direct impacts and spatial spillover effects, verifying the mediating roles of industrial upgrading and human capital. Additionally, it calculates Moran's I to test spatial correlation, providing a basis for spatial econometric models. Finally, it proposes policy combinations involving digital infrastructure upgrading, industrial collaborative innovation, and cross-regional governance to support the green transformation of industries in the Yangtze River Delta and offer a regional model for the nation.

The Community with a Shared Future for Mankind is a multi-dimensional concept and multi-level practice. Different perspectives generate diverse cognitions, and different insights foster distinct actions. Taking the big data strategy as an entry point and the digital economy of"the Belt and Road"as an example, this paper explores the digital practice pathways of the Community with a Shared Future for Mankind, and proposes the concept of building a "Digital Community with a Shared Future". It argues that we should deeply recognize the strategic value of the digital economy in promoting the development of China and Belt and Road countries, give full play to China's strategic advantages in promoting the development of"the Belt and Road"digital economy, properly handle the many strategic variables faced by the development of"the Belt and Road"digital economy, and deeply explore the strategic pathways that need to be focused on in the development of"the Belt and Road"digital economy. These pathways include formulating digital economy strategies, advancing digital economy governance, cultivating a digital economy ecosystem, building a digital economy support system, and constructing digital economy cooperation platforms.

Given the profound influence of organizations on societal well-being and their role in environmental stewardship, there is a growing trend for organizations to proactively integrate corporate social responsibility (CSR) into human resource management (HRM) practices to align with societal expectations and sustainable development goals. However, the consequences of proactive CSR from an employee perspective are not well understood. Drawing on attribution theory, this study investigates whether employees' different attributions of perceived proactive CSR have a positive or negative impact on their attitudes and subsequent behaviors in a Chinese context. The findings of a time-lagged field survey involving 430 employees and 131 leaders reveal that when employees attribute perceived proactive CSR to substantive motives, their organizational identifications are more likely to increase, leading to their taking charge. Conversely, when employees attribute perceived proactive CSR to symbolic motives, they are more likely to experience an increase in organizational stigma, resulting in job withdrawal.

As an emerging employee creativity under the revolutionary breakthrough of digital technology (DT), the formation of digital creativity not only requires organizations to provide DT to employees, but also depends on their own perception of DT. Due to DT puts heavy pressure on the career development of employees, some evidence suggests that they may have different perceptions towards the DT. However, research on consequences of employee DT perceptions has mostly neglected to distinguish them. Drawing on transactional theory of stress and Kurt Lewin’s field theory, we develop a novel model explaining how differentiated state of DT perception affects employees' digital creativity. Through a multi-wave, multi-source survey of 451 leader-employee dyads, our study unveil that employee DT opportunity perception positively affects digital creativity, and employee DT threat perception negatively affects digital creativity; promotion-oriented job crafting plays a partially mediating role in the relationship between employee DT opportunity perception and digital creativity, and Prevention-oriented job crafting plays a partially mediating role in the relationship between employee DT threat perception and digital creativity; digital technology self-efficacy plays a moderating role in this process mechanism. The findings deepen employees' understanding of digital technology, and provides insights to business innovation.

Primary healthcare (PHC) acts as a cornerstone of public health. The 15-min city concept, advocating convenient access to essential urban services such as PHC within a 15-min walk, has gained traction globally. However, there remains a lack of understanding regarding the 15-min accessibility to PHC services, crucial for physically vulnerable individuals requiring regular medical attention. Previous healthcare accessibility studies often use the traditional floating catchment area (FCA) method, which overlooks demand and service supply inflation within catchment areas, potentially leading to inaccuracies in accessibility estimates. This study addresses the gap in understanding fine-grained 15-min accessibility to PHC services by employing an enhanced two-step floating catchment area (E2SFCA) method, which considers the inflation effect. Additionally, our study incorporates hot spot analysis (Getis-Ord Gi*), bivariate local Moran's I (Bi-LISA), and the Gini index to reveal inter- and intraparish accessibility inequalities across the 7 parishes in Macau. Findings highlight Nossa Senhora de Fatima parish as having the highest concentration of low-income public housing estates and significant inter- and intraparish 15-min PHC accessibility inequalities. This emphasizes the need for policymakers to consider integrating PHC facilities when developing public housing estates for low-income residents.

To explore how SMEs utilize digital platform capability to enhance digital transformation performance, this study, based on dynamic capability theory and value co-creation theory, takes Chinese SMEs as the research object and employs hierarchical regression analysis to investigate the mechanism through which digital platform capability influences their digital transformation performance, revealing the mediating role of value co-creation and the moderating role of local policy perception. The results indicate that (1) digital platform capability has a positive effect on the digital transformation performance of SMEs. (2) value co-creation partially mediates the relationship between digital platform capability and digital transformation performance. (3) local policy perception positively moderates both the relationship between digital platform capability and value co-creation, as well as the mediating effect of value co-creation in the link between digital platform capability and digital transformation performance. The findings not only extend the boundaries of existing theoretical research and enrich the perspectives on digital transformation but also offer new theoretical insights into how SMEs can leverage digital platforms to establish communities of interest and improve their digital transformation performance.

In pursuit of global carbon peak and neutrality, precise carbon emission measurement using advanced management tools and technologies is crucial for effective urban carbon reduction and sustainable growth. We propose classifying building emissions into three distinct stages—construction, operation, and maintenance—by utilizing mathematical methods and Building Information Modeling (BIM) for separate calculation. Moreover, we recommend implementing an annual carbon emission management system tailored to each building.

IntroductionAccurate and rapid carbon accounting method for the power industry is crucial to support China’s low-carbon transformation. Currently, carbon emission accounting methods are based on slowly updated fuel statistics or expensive monitoring equipment, resulting in high costs and delays in carbon emission estimation. Power data offers high real-time availability, accuracy, and resolution, and exhibits a strong correlation with carbon emissions. These characteristics provide a pathway for achieving rapid and precise annual carbon emission accountings. However, carbon emission data inherently exhibits small sample characteristics, making these methods less effective in small sample conditions and leading to lower accounting accuracy.MethodsTherefore, this paper proposes an augmented pre-training-based “electricity-to-carbon” method under small sample conditions.ResultsThis approach utilizes the correlation between electricity and carbon data as well as the autocorrelation characteristics of carbon emission data to construct a machine learning-based electricity-carbon fitting model for rapid and accurate carbon emission estimation. To address the challenges of small sample learning, this paper introduces an interpolation pre-training method to optimize the model’s hyperparameters and conserve samples for model training, thereby improving the model’s generalization and robustness.DiscussionCase studies on a real dataset verifies the effectiveness of the proposed method. The findings of this study can promote the development of carbon measurement technology and facilitate the low-carbon transition of developing countries.

Although many studies have explored the benefits of empowering leadership for followers, the beneficial effect of such behavior for actors who demonstrate empowering leadership has been overlooked. Applying conservation of resources theory, we propose and test a model that determines why and when empowering leadership benefits actors. We use an experience sampling survey to examine the effect of empowering leadership on actors’ daily work engagement. In particular, we focus on the moderating role of power distance orientation and the mediating roles of negative affect and sleep quality, which operate sequentially. The results based on responses from 160 supervisors in two Chinese organizations indicated that empowering leadership in the morning was negatively related to negative affect in the afternoon and positively related to sleep quality at night and next-day work engagement. The strength of this beneficial effect was moderated by power distance orientation, such that supervisors with a high degree of power distance orientation obtained fewer benefits from empowering leadership than those with a low degree of power distance orientation. The theoretical and practical implications of these findings for the leadership, affect, sleep, power distance, and conservation of resources literatures are discussed.