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This study analyzes the impact of public participation on the choice of third-party evaluators' behavior strategies during the service quality supervision process of China's pension public–private partnership project. An evolutionary game model between third-party evaluators and government regulators is developed, wherein the evolution rule of the two sides and public participation’s influence on their behavior under the two different conditions are analyzed, and a numerical simulation is carried out using MATLAB 2016a. It is found that third-party evaluators may choose the false evaluation strategy without public participation because of the inducement of rent-seeking or insufficient government punishment when the regulatory revenue of the government regulatory agencies is less than the regulatory cost. In contrast, in the case of public participation, the true evaluation strategy is chosen with an improvement in the level of public participation or an increase in reputation incentive. This suggests the construction and improvement of a third-party evaluation system, which shows that the construction of the service quality supervision system in China’s pension PPP project has a large operating space.

Urban transformation is the key to sustainable urban development. China is currently undergoing massive urban transformation, that is, new-type urbanization. This study explored the relationship between new-type urbanization construction and haze pollution by constructing a time-varying DID model based on 2013–2018 district and county data. Our empirical results show that new-type urbanization can significantly improve haze pollution. We also examined the heterogeneous differences in new-type urbanization’s effects on haze pollution. First, we find that new urbanization construction has no significant effect on haze pollution in cities rich in natural resources. Second, its effect on haze pollution was most pronounced in the eastern region, which had the highest urbanization rate. This study also explored the moderating effect of new urbanization and haze pollution from the urban governance perspective. The results show that the government’s fiscal spending capacity is significant for new-type urbanization’s ability to improve haze pollution. In addition, in the pilot year, the turnover of regional officials enhanced new-type urbanization construction to improve haze pollution. We also find that districts and counties implementing pilot new-type urbanization are conducive to reducing haze pollution in surrounding areas in the same city not implementing new-type urbanization; however, they exacerbate haze pollution in other provincial areas that have not implemented new-type urbanization. Finally, we propose relevant policy recommendations based on the empirical results.

Innovation is of great significance to a company's sustainable development. Using structural equation modeling, we analyzed data from an online survey conducted with 385 employees of software companies in China. We explored the mechanism through which innovation climate helped improve knowledge management and innovative work behavior in the businesses. The results show that innovation climate had a positive impact on knowledge acquisition, knowledge dissemination, and responsiveness to knowledge, as three dimensions of management of knowledge; and also on idea generation and idea promotion, as two of three dimensions of innovative work behavior. However, the impact of innovation climate on the dimension of idea realization was nonsignificant. These findings enrich the literature on innovation in regard to work behavior and workplace climate, and highlight the important impact of innovation climate on knowledge management and innovative work behavior. The cultivation of employees' innovative behavior helps to improve enterprise performance, so enterprise managers will also benefit.

Innovation is of great significance to a company's sustainable development. Using structural equation modeling, we analyzed data from an online survey conducted with 385 employees of software companies in China. We explored the mechanism through which innovation climate helped improve knowledge management and innovative work behavior in the businesses. The results show that innovation climate had a positive impact on knowledge acquisition, knowledge dissemination, and responsiveness to knowledge, as three dimensions of management of knowledge; and also on idea generation and idea promotion, as two of three dimensions of innovative work behavior. However, the impact of innovation climate on the dimension of idea realization was nonsignificant. These findings enrich the literature on innovation in regard to work behavior and workplace climate, and highlight the important impact of innovation climate on knowledge management and innovative work behavior. The cultivation of employees' innovative behavior helps to improve enterprise performance, so enterprise managers will also benefit.

Innovation is of great significance to a company's sustainable development. Using structural equation modeling, we analyzed data from an online survey conducted with 385 employees of software companies in China. We explored the mechanism through which innovation climate helped improve knowledge management and innovative work behavior in the businesses. The results show that innovation climate had a positive impact on knowledge acquisition, knowledge dissemination, and responsiveness to knowledge, as three dimensions of management of knowledge; and also on idea generation and idea promotion, as two of three dimensions of innovative work behavior. However, the impact of innovation climate on the dimension of idea realization was nonsignificant. These findings enrich the literature on innovation in regard to work behavior and workplace climate, and highlight the important impact of innovation climate on knowledge management and innovative work behavior. The cultivation of employees' innovative behavior helps to improve enterprise performance, so enterprise managers will also benefit.

This study explores the well-being dimensional components of event tourists and their identification processes in validating the well-being occurrence mechanism of event tourism and the correlation between the well-being of event tourists and the frequency and length of event tourism. This study adopted a sequential mixed-methods design that followed a pragmatic paradigm through a photo interview with event tourists and festival travel organizers (N=16). The qualitative research method provided evidence to explore the framework of content and dimensional identification of event tourists' well-being according to Seligman's PERMA model. The quantitative research phase (N=475) focused on identifying and validating the PERMA model in the event tourist well-being dimension through descriptive statistical analysis and validated factor analysis, followed by a one-way analysis of covariance to explore the effects of the frequency and endurance of FSE tourism. The results show quantitative differences in the well-being dimensions and framework presentation of the PERMA model (Positive emotion, Engagement, Relationship, Meaning, and Achievement). R (relationship) and A (achievement) are identified and validated as dimensions of well-being outcomes for event tourists, while single-day or short trips of 2-3 days were most significant for event tourists' perceived well-being. This study provides an empirical argument, thus providing an empirical argument for uncovering the deeper influencing and exhibiting factors of the PERMA theoretical framework and a research paradigm for PERMA theory in more tourism behaviors and psychology. Second, this study provides an in-depth explanation of the five dimensions of well-being in the PERMA model. The findings show the salience of the relationship and achievement in FSE tourism well-being, providing theoretical insight into existing studies integrating positive psychology models for in-depth tourism well-being research.

The relationships among employee aging, working memory capacity, and task performance in the context of information technology were studied, and these investigations in turn provide insight into improving employee task performance and mitigating the negative effects of employee aging. Based on the limited resource theory and the inhibitory deficit theory, a total of 296 valid questionnaires were collected and the relationships among the variables were examined using cascaded linear regression via SPSS 22.0. Aging negatively affects working memory capacity and task performance. Working memory capacity partially mediates the relationship between age and task performance. Time pressure can exacerbate the negative effects of age on task performance, and self-efficacy mitigates the negative effects of age on task performance. Employee information system learning and training can be enhanced to ameliorate the negative impact of aging on task performance. IT-related work can be limited to a manageable level to reduce the negative effects of reduced working memory capacity. Employees' internal motivation can be gradually cultivated, and employees can be guided toward the improvement of their IT self-efficacy.

Purpose: By combining the Job Demand-Resources model with Arnold's action sequence as the overall logic, this study explores the connections between abusive supervision and job performance. Participants and Methods: This study employed two-point surveys, with 474 valid responses, to reduce the risk of common method bias. On this basis, confirmatory factor analysis was used to test the reliability and validity of data, and Smart-PLS was used to test the hypotheses. Results: Our findings suggest that abusive supervision has a significant positive impact on job performance. Furthermore, challenge stressors and innovative work behavior partially mediate the relationship between abusive supervision and job performance, and these two factors also form a chain mediating effect. Leader-member exchange moderates the relationship between abusive supervision and job performance, as higher levels of leader-member exchange are associated with a stronger positive effect of abusive supervision on job performance. Practical Implications: This study provides insights to managers about the link between abusive supervision and employee performance. In addition, it recommends that leaders at all levels adopt abusive supervision when they can properly consider a specific employee's perception of the reasons for their behavior and must consider the previous inclusion in the manager's circle of members, as well as the link between the challenging pressures they face and innovative work behavior to deal with such management behaviors. Originality: Most research on abusive management has focused on its negative effects on employee performance. This study, by contrast, explores whether there are positive impacts from abusive management and when such positive effects will occur. Keywords: abusive supervision, challenge stressors, innovative work behavior, leader-member exchange, job performance

Individual knowledge and skills are important factors in promoting employee innovation. Research shows that a large number of employees perceive that their qualification level exceeds the formal requirements of the position. These people may spontaneously seek to change their current situation and dare to develop innovative ideas in an unconventional way. The purpose of this study is to explore the relationship between overqualification and bootlegging through the mediating effect of proactive career behavior on the basis of the human environment matching theory. This study also explored the moderating effect of a proactive personality between overqualification and bootlegging. This study shows that leaders should prioritize the potential of overqualified employees, encourage them to engage in challenging tasks, broaden the innovation channels of individuals and organizations, and monitor bootlegging activities. Highly motivated employees with overqualifications are more likely to actively plan and manage their careers, they will actively seek innovation to solve problems when encountering obstacles in their career development. In this study, 457 questionnaires were collected from employees of many enterprises in Hunan Province and Guangdong Province of China. Partial least squares structural equation model based on variance (PLS-SEM) was used for data analysis. The results of the study reveal that there is a significant relationship between overqualification and bootlegging. In addition, proactive career behavior plays an intermediary role in the relationship between overqualification and bootlegging. Moreover, a proactive personality moderates the relationship between overqualification and bootlegging. Finally, the relationship between overqualification and bootlegging is stronger when a proactive personality is strong.

Medical staff are a crucial resource in the battle against the COVID-19 pandemic but are vulnerable to both SARS-CoV-2 infection and negative psychological outcomes. This study evaluated medical staff's occupational risks, professional identity, and occupational mobility intention during the pandemic. The questionnaire was anonymous. All respondents were Chinese medical personnel. Our findings suggest that the professional risks faced by medical professionals can enhance their professional mobility willingness and weaken their professional identity. They cannot only directly enhance their professional mobility willingness but also indirectly strengthen their professional mobility willingness through professional identity. The objective support and subjective support obtained by medical professionals cannot only alleviate the negative impact of occupational risk on professional identity alone but also jointly, and in the process of their joint mitigation, the former has been internalized and absorbed, while the latter has a stronger mitigation effect. The objective support and subjective support obtained by medical professionals can neither alone nor jointly alleviate the direct and positive impact of occupational risk on the willingness of occupational mobility. The occupational risks faced by medical personnel can improve their willingness to move professionally and weaken their occupational identity. Early screening of high-risk groups for turnover intention among health care workers and more psychosocial health care and physical protection are needed during the COVID-19 pandemic in China.