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Aim: Guided by the social embeddedness model of thriving at work, this paper explores how nursing organizational culture, work engagement and affective commitment affect nurses' thriving at work. Background: Thriving at work has implications for better employee and organization outcomes. The antecedents of thriving at work among the nursing population needs to be expanded by analysing the cross‐level impact of organizational and individual characteristics. Methods: A cross‐sectional design was used to collect data from 1437 frontline nurses in a tertiary teaching hospital in China between April and May 2020 through an online survey about perceived nursing culture, work engagement, affective commitment and thriving at work. Data were analysed using SPSS, and a structural equation model was established using the PROCESS macro. Results: Our results showed that work engagement and affective commitment mediated the relationship between nurses' perceived nursing culture and their thriving at work. Among nurses, work engagement was positively correlated to affective commitment. Conclusion: Our study confirmed the social embeddedness model of thriving at work by showing that both contextual and dispositional factors can influence nurses' thriving at work. Nurse leaders can foster nursing staff's thriving at work by building an inclusive work environment and by providing adequate resources to staff. Future research is needed to elaborate on employee and organizational outcomes associated with thriving at work. Impact: Nurse leaders should be the advocate for nurses to improve their organizational identification, fostering their thriving at work. Individual nurses can also take an active role in developing work‐related resources to sustain their thriving through self‐adaption processes. Collective thriving in the nursing workforce is needed to overcome adversity and hardship in the ever‐changing and increasingly demanding health care industry and to further contribute to the vitality of the broader social and public environments. Patient or public contribution: No patient or public contribution. This study did not involve patients, service users, caregivers or members of the public. [ABSTRACT FROM AUTHOR]

Background: It has been found that a low level of trust among members of a construction project team leads to poor performance in China. Many researchers have described the challenges, consequently advocating partnering as an attractive approach for more valuable cooperation. Because substantial investments have been poured into construction projects since the year 2000, trust research will improve the performance of construction projects and will be meaningful to the Chinese construction industry. Purpose: The purpose of this paper is to investigate the attributes affecting owners' trust of contractors, to understand the potential properties of these factors, and to rank the factors in order of importance. Results: Twenty-four attributes are identified from a literature review. Supported by qualitative reviews, a questionnaire is conducted to obtain relevant data, and 168 valid responses are obtained for data analysis. Principal component analysis (PCA) is employed to find the factor structure of the identified trust attributes. By the method of PCA, the attributes are extracted into eight factors, including interaction history, information sharing and communication, contract and institution, relation-specific investment, reputation, integrity, competence, and opportunistic behaviour. Conclusions: The value and originality of this paper are embodied in using PCA to understand the various attribute groupings and to illuminate trust impact factors in the Chinese context. When they understand the critical factors affecting trust better, owners and contractors can devise more appropriate strategies to improve performance. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to investigate the meditating role of psychological ownership which includes both organisation-based psychological ownership (OPO) and knowledge-based psychological ownership (KPO) on the relationship between affective commitment and knowledge sharing. Design/methodology/approach – This paper is an empirical study based on structural equation modelling, with a sample of 293 employees from 31 high-technology firms in China. Findings – The result indicated that affective commitment had a significant positive effect on OPO but no effect on KPO; OPO was positively related to both common and key knowledge sharing, while KPO exerted a negative impact on both; common knowledge sharing was positively related to key knowledge sharing; the relationship between affective commitment and key knowledge sharing was multi-mediated by OPO and common knowledge sharing. Originality/value – OPO and KPO play an essential role in transferring the effect of employees’ affective commitment to common knowledge sharing and key knowledge sharing, which unravels the blackbox of how effective commitment affects knowledge sharing. [ABSTRACT FROM AUTHOR]

Purpose - This study aims to explore the barriers to implementation of ISO 9000 in China, and to identify how these barriers can be overcome. Design/methodology/approach - Using a structural questionnaire survey, this paper examines the main barriers for enterprises in effective implementation of the ISO 9001 standard. Findings - This paper highlights the problems in implementing the standard, which determines the sustainable implementation, including: short-sighted goal for "getting certified"; over-expectation on the ISO 9001 standard; mandatory requirement (not wholehearted commitment) in some industries; and following others (the trend) in certification. With regard to the effective audit of the ISO 9001 standard, the main problems were explored, including: lack of commitment from some certifying bodies; excessive competition between certifying bodies; and offering of a total packaged service from consultancy to certification by certifying bodies. Practical implications - The ISO 9000 series have permeated into all industrial sectors. Although there are many stories of successful adoption of ISO 9001, problems in implementing the standards need to be explored, which may affect the sustainable implementation. Originality/value - Based on the analysis, the paper proposes that the government should improve the legal framework and enforcement schemes to strengthen supervision and control for effective auditing of ISO 9000 standards. [ABSTRACT FROM AUTHOR]

This paper theorizes and tests how chief executive officers' (CEOs') transformational leadership behaviors, which motivate followers to do more than expected and act for the good of the collective, influence followers' commitment. We theorize that CEOs' values may either enhance or attenuate the effect of transformational behaviors on followers, depending on followers' reactions to the congruence or incongruence between leaders' internal values and their outward transformational behaviors. Self-enhancement values--focusing on the leader's own happiness--would attenuate the effect, whereas self-transcendent values--focusing on others' happiness--would accentuate the effect of CEOs' transformational behaviors on followers' commitment. Using a sample of 45 managers in two companies in China, we validated a Q-sort method of measuring personal values. Results of a second study using cross-sectional and longitudinal surveys as well as interview data from a sample of Chinese CEOs, top managers, and middle managers supported both the attenuation and the accentuation effects and validated the idea that middle managers can detect their CEOs' values. [ABSTRACT FROM AUTHOR]

Background Generic drugs have been seen as a potentially powerful way to alleviate the financial burden on patients and health care systems. Two strategies for achieving rational prices of generic drugs are tiered pricing framework and pooled purchasing power. We compare the pan-Canadian Tiered Pricing Framework (TPF) and the Chinese National Volume-Based Procurement (NVBP) as comparators to explore the similarities and differences between the two mechanisms and summarise lessons for other jurisdictions. Methods This comparative study applies Donabedian's structure-process-outcome framework to systematically analyse the macro contexts, procedures, and long- and short-term results of each pricing mechanism, and the interactions between them. Results Structure: TPF is an upstream initiative aimed at lowering the prices of generic drugs and increasing coverage and price consistency. NVBP is a downstream national initiative prioritised for reducing drug prices to achieve value-based purchasing. Process: By associating the number of manufacturers with price cuts, TPF leaves the choice to manufacturers to decide if they want to enter a specific market. In contrast, the Chinese government determines NVBP list and has the authority to choose manufacturer(s) with the lowest price(s). TPF provides clear price information to potential suppliers with unclear order quantity. The NVBP drug price is determined by tendering, while procurement volume is clear and massive. Outcome: The effectiveness of TPF and NVBP is similar, with both achieving a 53% price cut. Both TPF and NVBP experienced efficiency improvement since their establishment, with 98 and 86 drugs priced per year. By comparing 60 drugs covered by both programmes, the NVBP price is 57% of that of the TPF counterpart on average (1.1 to 301.6%), by purchase power parity. Conclusions The tiered pricing scheme is feasible in regions with a stable and mature pharmaceutical market, typically seen in high-income countries, while tendering is more workable in low- and middle-income countries where the pharmaceutical market is weak and unstable. Experience in the two countries shows that a coordinated pricing mechanism involves many piecemeal interactive problems, which a sophisticated system with a robust long-range plan may address better. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to explore the relationship between employee perspectives of high-performance work systems and employee outcomes, i.e. job satisfaction and affective commitment, and to propose ways of increasing the positive effects of high-performance work systems on firm performance. Design/methodology/approach – The data were collected from 370 employees in the Chinese manufacturing industry during 2010. The Analysis of Moment Structures (AMOS) method was used to test each of the eight hypotheses deriving from the conceptual framework. Findings – The paper finds that: employee perspectives of high-performance work systems have a positive effect on both job satisfaction and affective commitment; and breadth of behavioural script and level of autonomy mediate the relationship between employee perspectives of high-performance work systems and their attitudes towards that organisation (job satisfaction and affective commitment); however, skill variety did not mediate the relationship between employee perspectives of high-performance work systems and employees' attitudes in the data set used. Practical implications – The findings of the paper suggest that managers can improve employees' attitudes by integrating effective high-performance work systems in their working environment. Even more interestingly, it appears that by encouraging broad behavioural scripts or allowing employees more freedom to apply their skills, managers can improve employees' attitudes more significantly than by encouraging employees to acquire a variety of skills. Originality/value – Using signalling and psychological-contract theory, the paper shows the dominant influence of employees' perceived high-performance work systems on employees' attitudes via behavioural scripts and autonomy. [ABSTRACT FROM AUTHOR]

Aim. This study aims to investigate the level of organizational learning within urban Chinese Community Health Centres and reveal its potential association with primary care nurses' work performance and well‐being. Background. Globally, there is a push to establish learning healthcare systems for complex health reform challenges. Existing studies on organizational learning mainly focus on North American and European hospital settings, offering limited insights into primary care environments, particularly in developing countries. Design. Cross‐sectional study. Methods. We recruited 175 nurses from 38 community health centres in four Chinese cities (Shanghai, Shenzhen, Tianjin, and Jinan) using convenience sampling. Trained research assistants conducted face‐to‐face surveys, measuring organizational learning with the Learning Orientation Scale. Nurse‐level outcomes included self‐directed learning, quality of care, organizational commitment, and work stress. Data analysis employed multilevel linear modelling. Results. The 38 community health centres displayed a relatively high level of organizational learning, and there was a positive and significant association between organizational learning within community health centres and nurses' self‐directed learning as well as the quality of care. However, there was no significant association between organizational learning and nurses' organizational commitment or work stress. Conclusion. This study demonstrates a high‐level organizational learning capacity in urban community health centres in China. It provides a new perspective on the potential relationship between CHCs' organizational learning and primary care nurses' well‐being and work performance. Further research is needed to clarify unexpected findings and identify factors promoting organizational learning in primary care settings. Implications for Nursing Management. In China's evolving primary care system, nurses play a vital role amidst physician shortages. Policy should prioritize internal management reform alongside structural changes. This study highlights the importance of fostering organizational learning in primary care settings. Strategic interventions should promote a learning culture in CHCs, which may enhance nurses' self‐directed learning and improve the quality of care. [ABSTRACT FROM AUTHOR]

Background: Social consensus in the nursing industry is that the job is accompanied by dirtiness. It is generally accepted that negative cognition about a career is an important determinant in reducing nursing students' professional commitment. However, the impact of nursing students' perceived work dirtiness on professional commitment and its mechanism remains unclear. This study aimed to analyze the association between perceived work dirtiness and professional commitment and to examine the mediating role of career adaptability and the moderating role of social support among nursing students in mainland China. Methods: A cross-sectional online study was conducted among 341 nursing students from three medical universities in Henan, China. The participants' perceived work dirtiness, career adaptability, professional commitment, and social support were obtained. SPSS 26.0 and Amos 23.0 software were used for the statistical analysis. Results: Perceived work dirtiness was negatively related to career adaptability and professional commitment (P < 0.001). Career adaptability played a partial mediating role (β= -0.177, P < 0.001) in the relationship between perceived work dirtiness and professional commitment. Social support played a moderating role (β = 0.134, P < 0.01) in the relationship between perceived work dirtiness and career adaptability. Moreover, social support moderates the mediating role of career adaptability. Conclusions: Nursing students' perceived work dirtiness is an important factor in reducing professional commitment. Therefore, nursing educators must enhance courses focusing on professional qualities, providing avenues for nursing students to access social support. This proactive approach aims to mitigate the adverse impact of perceived work dirtiness on professional commitment among nursing students. [ABSTRACT FROM AUTHOR]

Purpose – As a relationship-oriented culture, customer-firm relationship plays an important role in consumer decision making process in China. Moreover, there are significant regional differences of Chinese consumers in terms of relationship proneness and its impact on relationship marketing outcomes. The purpose of this paper is to examine the differences of relationship proneness and its effect on relational satisfaction, relationship commitment and benefits between consumers from north and south of mainland China. Design/methodology/approach – Based on previous research and relationship marketing theories, a series of hypotheses were developed comparing the two populations on relationship-related variables. Data were collected from two cities of China using survey method. Findings – Regional differences exist between the two groups of Chinese consumers in relationship proneness, commitment, trust, and relationship benefits perceptions. Gender differences also exist. Relationship proneness interacts with region resulting in moderating effects on relationship marketing outcomes. Research limitations/implications – This research has treated two groups of Chinese consumers as cohorts and individual differences are not taken into consideration. The sample includes only graduate students whose attitudes toward relationship marketing may deviate from average consumers of the country as they have higher education levels but lower income levels. Practical implications – The findings of the research provide managerial implications for marketing segmentation in China. International and domestic marketers should consider using different marketing strategies on consumers from different regions of China. Originality/value – The paper confirms the regional differences of Chinese consumers in relationship proneness, trust, relationship benefits and commitment. The paper contributes to the relationship marketing literature by relating consumer relationship proneness to relationship benefits, and confirming the moderating effect of relationship proneness on relationship benefits and relationship commitment. [ABSTRACT FROM AUTHOR]

Aim: To explore the impact mechanism of transformational leadership and clan culture on the willingness to stay of nursing staff in the aged care industry. Background: Previous researchers had paid much attention to the leadership and culture, yet it was unclear how the transformational leadership and clan culture influence the willingness to stay of nursing staff, especially those in the aged care industry. Methods: A questionnaire was conducted in an aged care agency in Anhui Province, with a total of 217 valid questionnaires collected for empirical analysis. Results: (a) Transformational leadership indirectly affects willingness to stay by affecting organisational commitment and job satisfaction. (b) Clan culture also affects the willingness to stay by affecting their organisational commitment and job satisfaction. (c) Professional identity also has a significant positive impact on the willingness to stay. Conclusions: The findings of the study emphasize the importance of transformational leadership and clan culture in enhancing the willingness to stay of nursing staff in the aged care industry, and clarify the specific impact mechanism. Implications for Nursing Management: Nurse leaders in the aged care agencies should improve transformational leadership, and strive to build clan culture to help retain nursing staff better. [ABSTRACT FROM AUTHOR]

The topic of green human resource management (HRM) has drawn increasing attention of HRM scholars in the past decade. Recent research has called for more studies to identify the antecedents of green HRM used in organizations and explore the mediating mechanisms through which green HRM is related to performance outcomes. This study represents an effort to address these research needs by examining the joint effects of chief executive officer (CEO) environmental belief and external pollution severity on the use of green HRM and testing the mediating role of employee environmental commitment in the relationship between green HRM and firm performance. Drawing upon data collected from multiple sources (i.e., survey data from chief executive officer (CEOs), chief financial officers (CFOs), HR managers and employees, and archival data from government statistics), we found that CEO's environmental belief is significantly related to the use of green HRM, especially for companies operating in locations with severer pollution. Green HRM in turn has a positive relationship with the firm's environmental and financial performances via employee commitment to the environment. The findings highlight the often‐overlooked role of in the strategic HRM literature pertinent to environmental management and clarify the antecedents and influential mechanisms of green HRM at the firm level of analysis. We also discuss theoretical and practical implications in this study. [ABSTRACT FROM AUTHOR]

Aim: To investigate the male nurses' engagement in nursing work and the influencing factors. Design: A cross‐sectional study. Methods: A cross‐sectional survey was conducted in 13 hospitals in China to collect data from 328 male nurses from August to October 2021. A structural equation model design was tested with validated measurement instruments. Results: The work engagement of male nurses in China was at a medium level. There was a high correlation of the male nurses' work engagement with career identity (r = 0.764, p < 0.01), career success (r = 0.735, p < 0.01) and social support (r = 0.477, p < 0.01). The linear multivariate regression analysis showed that career satisfaction (β = 0.393), career identity (β = 0.392) and subjective support (β = 0.116) entered regression equation of male nurses' work engagement (all p < 0.05). The structural equation model results showed that career identity and social support were the influencing factors of the male nurses' work engagement and the model explained variation of 66.4% variables. Conclusion: To know the male nurses' work engagement and influencing factors in China has certain enlightening significance for male nurses themselves and nursing manager. On the one hand, it is necessary to enhance the male nurses' career recognition to nursing work. On the other hand, the society should provide more aid and support to the male nurses. Therefore, the male nurses could devote more into nursing work and promote the nursing development. [ABSTRACT FROM AUTHOR]

Immigration brings particular challenges to older Chinese immigrants' wellbeing because they make a new home in a foreign country. Based on 30 semi-structured in-depth interviews, this study aims to understand the immigration history of this specific group and unravel the complex links between family relationships and wellbeing. Four themes emerged from the interviews. First, the decision to immigrate is the result of the combined influence of family values, affinities and the need for aged care. Second, after immigration, housework normally negatively influences their wellbeing. The third theme pertains to the interactions amongst family members. The final theme shows that Chinese immigrants' perceived wellbeing is influenced by family relationships, an independent lifestyle and social networks. This research highlights older Chinese immigrants' complex feelings of family commitment, personal values and the need for aged care. Practical implications for policymakers to better facilitate this group's wellbeing are provided. [ABSTRACT FROM AUTHOR]

This paper investigates whether an expectations gap exists in the control, strategic and resource provision roles that independent directors play in the corporate governance of listed Chinese firms and the factors that affect their performance of these roles. For this purpose, we interviewed Chinese executive directors, independent directors, institutional investors and stock exchange regulators. We find a performance gap but no reasonableness gap with respect to the control and strategic roles. The results suggest that the performance gap may be attributed to such factors as the ill-defined roles, independent directors' limited amount of time commitment and their lack of competence and objectivity. Interestingly, there is disagreement over the protection of minority interest as the objective of the control role. We find no consensus on the desirability, reasonableness and effectiveness of independent directors' resource provision role, perhaps because of a pejorative interpretation of this role as an exercise of guanxi. [ABSTRACT FROM AUTHOR]

Abstract Social Q&A communities are becoming increasingly popular, but literature on users' continued participation is still relatively limited. Based on theory of planned behavior, this paper aims to answer two research questions: (1) what are the factors that motivate users to continuously participate in online social Q&A communities? (2) How do the factors differ across lurkers, askers and answerers? An online survey was performed on a Chinese social Q&A community. And motivational factors are selected from three perspectives: psychological, social and functional. Results indicate that commitment, shared language and shared vision have positive influence on both lurkers' and answerers' attitude towards continued participation. Concerning the functional dimension, hypotheses about influence of network externalities on users' perceived usefulness are partially supported. And about the psychological dimension, motivations differ greatly between lurkers and answerers. Highlights • Motivational factors affecting users' continued participation in social Q&A communities are studied. • Commitment, shared language and shared vision positively affect lurkers' and answerers' continued participation attitude. • Hypotheses about impacts of network externalities on users' perceived usefulness are partially supported. • Enjoyment in helping others is found to positively affect answerers' continued participation attitude, but not lurkers. • Knowledge demand is found to be a significant predictor of lurkers' continued participation attitude, but not answerers. [ABSTRACT FROM AUTHOR]

Aim. This paper is a report of a study investigating nurse burnout and its association with occupational stressors in Shanghai, China. Background. Burnout is described as feelings of emotional exhaustion, depersonalization and reduced personal accomplishment. Measuring burnout among nurses and its association with occupational stressors are important in providing appropriate intervention to reduce stress and burnout. Method. In total, 527 nurses from 41 hospitals in Shanghai returned self-reported questionnaires in June 2008. Their burden of burnout was measured by the Chinese version of 'Maslach Burnout Inventory', and their stress by the Chinese version of 'job content questionnaire' and 'effort-reward imbalance questionnaire'. Results. Most nurses (74.76%) had a Demand/Control ratio higher than 1 and 27.13% had an Effort/Reward ratio higher than 1. The nurses showed a high level of emotional exhaustion, moderate level of depersonalization, and low level of reduced personal accomplishment. Linear regression analyses showed higher burden of stress and burnout among nurses at younger age, or on shift duty or from higher grade hospitals. Both the job content questionnaire and effort-reward imbalance questionnaire models had good predictive powers of the nurses' burnout, especially the effort-reward imbalance questionnaire model is more powerful than the other in predicting two Maslach Burnout Inventory subscales of emotional exhaustion and depersonalization. Conclusion. Nurses in Shanghai were suffering from high levels of burnout, which was strongly associated with work-related stress. Interventions in reducing occupational stress are needed to reduce the burden of burnout in Chinese nurses. [ABSTRACT FROM AUTHOR]

Background: The Education Commission (EC) of Hong Kong, the advisory body set up by the government on the overall development of education in Hong Kong, began developing a policy of education reform in 1998 and published its blueprint in 2000. In 2006, the EC published its fourth official report on the progress of the reform — Progress Report on the Education Reform (4). Discussion Focus:The policy document developed in 2000 contains a paragraph that summarises the 14,000 public submissions received by the EC at that time. The EC has adopted this summary as its reform priority. It contains four sociopsychological elements — joy in learning, effectiveness of communication, creativity, and sense of commitment — and points out that education for lifelong learning should emphasise more on the inner qualities of a person than personal skills. The policy also recognises for the first time that human knowledge is constructed. This paper analyses the texts of the 2006 progress report and the 2000 policy document and discovered that the progress reported has essentially neglected the priority stated in the policy. In parallel with the textual analysis, the paper explores the meanings of the four socio - psychological elements from the perspective of personal inner qualities. Suggestions: The paper is a reminder that the priority stated in the policy is what the public want and what the EC has promised to act on. It would be undemocratic and negligent for the EC to bypass it quietly. The paper suggests that the deep meanings of the four socio-psychological elements should be explored, to be followed by modification of the strategies of the reform so as to fulfil what the public want. The paper also suggests supplementary empirical studies involving educational professionals to validate the results. [ABSTRACT FROM AUTHOR]

Background: Benevolent leadership is common in organizations, including hospitals, and is known to have positive effects on employees. Yet, nursing literature lacks sufficient research on its relationships with nurses' behavior. Methods: In March to April 2022, a cross-sectional study was carried out involving 320 nurses employed across various hospitals in Sichuan Province, China. Benevolent leadership, affective commitment, work engagement, and helping behavior were evaluated using the Benevolent Leadership Scale, Affective Commitment Scale, Work Engagement Scale, and Helping Behavior Questionnaire, respectively. The study employed structural equation model and the bootstrap method to investigate the proposed relationships. Results: The SEM analysis results indicated a positive association between benevolent leadership and several outcomes among nurses. Specifically, benevolent leadership was found to be positively associated with nurses' affective commitment (β = 0.58, p <.001), work engagement (β = 0.02, p <.001), and helping behavior (β = 0.17, p =.001). Additionally, there was a significant indirect effect between benevolent leadership and nurses' work engagement through affective commitment (β = 0.08, p =.007) as well as between benevolent leadership and helping behavior through affective commitment (β = 0.16, p <.001). Conclusions: This study's findings emphasize the crucial role of benevolent leadership in fostering nurses' positive attitudes and behaviors in the workplace. Hospital administrators could promote the benevolent leadership of head nurses to enhance nurses' affective commitment, work engagement, and helping behaviors. [ABSTRACT FROM AUTHOR]

BACKGROUND: The dropping out of university students is a serious problem faced by higher education all over the world. Studies have shown that academic hardiness is a positive psychological variable to prevent students from dropping out of university and academic burnout. Psychological hardiness can reduce the dropping out by increasing university students' academic engagement and academic achievement. OBJECTIVE: This study aims to discover the influence of psychological hardiness on university student's academic achievement and the mediating role of academic engagement in the relationship between psychological hardiness and academic achievement. A cross-sectional study was conducted among 615 participants. METHODS: Pearson correlation coefficients were conducted to analyze the relationships between psychological hardiness, academic engagement and academic achievement. Mediation analysis was used to evaluate the mediating role of academic engagement in the relationship between psychological hardiness and academic achievement. RESULTS: The research indicated a closely significant association between psychological hardiness, academic engagement and academic achievement. Psychological hardiness can directly predict academic achievement and can also indirectly predict academic achievement through the intermediary effect of academic engagement. CONCLUSION: This study could have important implications for research by linking psychological hardiness and academic achievement. The results suggest that universities should pay attention to the positive role psychological hardiness plays in improving university students' academic achievement. This study also benefits the university administrators, especially, those dealing with university students at the risk of dropping out and high academic stress. [ABSTRACT FROM AUTHOR]

Aim: To investigate organizational commitment among Chinese nurses and analyze factors influencing organizational commitment during COVID‐19. Background: Organizational commitment is the most important link between nurses and the organization because it is effective in work retention and the motivation of nurses, especially when addressing the COVID‐19 crisis. However, there has been no empirical study conducted to predict organizational commitment in the field of nursing by combining work values with professional practice environments. Methods: A cross‐sectional predictive study was done with 362 nurses recruited from two tertiary hospitals in China. The Organizational Commitment Questionnaire, the Work Values Scale, and the Practice Environment Scale of the Nursing Work Index were used to collect data. Two factors related to the organizational commitment of nurses were investigated by using binary logistic regression analyses. Results: Increased work values and a professional practice environment were associated with an increased likelihood of higher organizational commitment. Discussion: The COVID‐19 crisis became the utmost challenge to global healthcare systems and professional organizational commitment. Nurses' organizational commitment was directly influenced by the professional practice environment and work values, especially intrinsic work values, in which the spirit of collectivism was consequential. Conclusion and implications for the field of nursing and health policy: Study results provide information for global hospital administrators to promote these organizational commitment predictive factors, including work values and a professional practice environment in nursing practice. This helped foster a stronger organizational commitment among nurses to reduce nurse resource flow during COVID‐19. [ABSTRACT FROM AUTHOR]

Aim: This study aimed to explore the effect of training on organizational commitment, the mediating effect of employability and the moderating role of person–organization fit. Design: A correctional cross‐sectional research design was adopted for this study. Methods: A questionnaire‐based survey of 859 nurses in a public hospital in Western China was conducted to identify their perceptions of training, employability, organizational commitment and person–organization fit. Hierarchical linear regression and conditional process analysis on moderated mediation were performed. Results: Training had a positive effect on organizational commitment (p <.01). Internal and external employability mediated the relationship between training and organizational commitment (p <.01). Person–organization fit enhanced the indirect effect of training on organizational commitment through external employability (p <.05). [ABSTRACT FROM AUTHOR]

Aims and objectives: To determine the prevalence and the associated factors of self‐perceived medical errors among Chinese emergency department nurses. Background: The emergency department is a place with a high incidence of medical errors. Studies about the occurrence and related influencing factors of medical errors among emergency nurses in China are very insufficient. Design: A nationwide cross‐sectional study. Methods: A nationwide cross‐sectional study was conducted from July 2018–August 2018. A total of 17,582 emergency department nurses from 31 provinces across China were eventually included in the analysis. Logistic regression is applied to examine the association of the independent variables with the perceived medical errors. The reporting of this study was compliant with the Strengthening the Reporting of Observational Studies in Epidemiology (STROBE) checklist for cross‐sectional studies. Results: Of 17,582 participating nurses, 4445 (25.28%) reported self‐perceived medical errors in the past 3 months. Nurses who were serving as nurses‐in‐charge; who reported fair or bad physical health; who reported staff shortage; who were exposed to more verbal abuse at work; who experienced effort–reward imbalance; who reported more over‐commitment; or who had depressive symptoms were more likely to report medical errors. Older age and female gender were protective factors. Conclusions: In this study, a quarter of the emergency nurses reported that they had made medical errors in the past 3 months. Self‐perceived medical errors are associated with multiple domains of work‐related factors and personal distress. Feasible measures should be taken to reduce nurses' workload, improve their working environment, monitor and minimise the occurrence of medical errors among emergency department nurses. Relevance to clinical practice: Emergency nurses, who are the most frequently in contact with patients, play an important role in identifying risk factors and preventing medical errors. Identifying risk factors that may lead to medical errors in the medical environment from both internal and external aspects will help nursing practitioners, hospital administrators and policy makers to take timely preventive measures to reduce the occurrence of medical errors and reduce harm to patients. [ABSTRACT FROM AUTHOR]

This study advances research on high‐commitment work systems (HCWSs) and organizational innovation by examining how the configuration of middle managers' work–family issues (i.e., work–family conflict and work climate for sharing family concerns) shape the relationship between HCWSs and innovation performance. Using a matched sample of senior management team members, middle managers, and frontline employees from 113 Chinese manufacturing firms and two waves of survey, we found that HCWSs are associated with enhanced levels of middle managers' innovative behavior, an association that improves innovation performance. The results also show that high levels of work–family conflict weaken the relationship between HCWSs and innovative behavior, but can be attenuated when a work climate better facilitates the sharing of family concerns. The study contributes to the knowledge of the role of HCWSs and contextual conditions of their effects in enhancing organizational innovation performance, with specific implications for the Chinese context. [ABSTRACT FROM AUTHOR]

Aims and objective: To explore the experiences of frontline nurses through analyzing nurse online diaries during the pandemic. Background: Over 42,600 healthcare professionals took care of patients with COVID‐19 in Wuhan in the initial months between 23 January 2020 and 8 April 2020. Many used to write online diaries on Sina Microblog and still wrote about their experiences in the front line on this site. However, there has been little research on frontline nurses' experiences in the initial months of the pandemic through analyzing their narratives. Design: A qualitative descriptive design. Methods: A qualitative content analysis was used to analyze online diaries written by frontline nurses in Wuhan. A total of 205 entries in online diaries were collected from 12 frontline nurses, as accessible to those who subscribed to Sina Microblog social media site, between 23 January 2020 and 8 April 2020. NVivo12 was used to help analyze the data, and COREQ reporting guidelines were also used in this study. Results: Two themes were identified: constructing a better self and constructing a strong support network. A better self was constructed in describing positive emotions, commitment to care, pride and achievements, and whole‐person growth. A strong support network was constructed through social support via different sources and gaining self‐support via narrating their personal experiences in diaries. Conclusions: Frontline nurses demonstrated personal growth, psychological well‐being, and professionalism in the process of constructing a better self and a strong support network. Relevance to clinical practice: The findings indicate that frontline nurses can use narratives as debriefing opportunities and a way of gaining self‐support. We suggest that online communities of professional support be used as an essential platform for sharing narratives and gaining a more comprehensive understanding of frontline nurses in the COVID‐19 pandemic and other global public health events. [ABSTRACT FROM AUTHOR]

Objectives: Accumulating evidence suggests that there may be differences in sexual behaviors, condom use, and HIV prevention service utilization (e.g., HIV testing, PrEP use) between gay and bisexual men, but this remains under-explored, especially among gay and bisexual men in China. Methods: We surveyed 4,142 gay and bisexual men on a geosocial networking app in China. Results: In adjusted model, bisexual men were less likely to have received HIV testing in their lifetime (AOR =.62, 95% CI [.53,.72]) or to have received a recent HIV test (AOR =.78, 95% CI [.68,.90]). Conversely, among those who reported having had anal sex in the past six months, bisexual men were more likely to report consistent condom use than gay men (OR = 1.38, 95% CI [1.17, 1.62]). Compared with gay men, bisexual men were significantly less likely to be aware of PrEP (AOR =.62, 95% CI [.52,.74]) and significantly less willing to use PrEP (AOR =.58, 95% CI [.46,.73]). Conclusions: Tailored HIV prevention interventions are needed to address bisexual men's needs in the context of the unique sociocultural influences on sexual behavior in China. [ABSTRACT FROM AUTHOR]

The COVID-19 pandemic has wreaked havoc on global economy and human communities. Promoting the accessibility and affordability of vaccine via diplomacy is the key to mitigating the pandemic crisis. China has been accused of seeking geopolitical objectives by launching vaccine diplomacy. The definition of vaccine diplomacy is neutral by nature. China's vaccine diplomacy is based on its holistic approach to national security and the importance China attaches to the "Belt and Road" Initiative. With a whole-of-government approach on both the bilateral and multilateral levels and marketization of vaccines, China's vaccine diplomacy has immense implications for global health governance, in that it helps to narrow the global immunization vaccination gap and to promote human-right-based approach to global health governance. However, the sustainability of China's vaccine diplomacy is questionable because of the Sino-American geopolitical competition and doubts over the efficacy of China's vaccines. The escalation of power rivalry between China and the U.S. and the concerns over the efficacy of China's vaccines forebode the gloomy future of China's vaccine diplomacy. [ABSTRACT FROM AUTHOR]

Aim: This research explores and examines the differentiated mediation roles of multi‐foci commitment in the relationship between HPWS and knowledge exchange and combination among Chinese hospital nurses. Design: This study employs a quantitative research approach and survey design. Methods: Individual‐level time‐lagged data were collected from 845 nurses in public hospitals in China using online questionnaires. Aside from personal information, the items in the questionnaires were adopted from mature scales in previous research. Results: The results of multiple regression analysis demonstrate that nurses' professional and affective commitments partially mediate the relationship between HPWS and KEC. Nurses' continuance commitment does not play a mediation role in HPWS‐KEC relationship, although HPWS positively influences nurse continuance commitment, which then weakly and positively impacts KEC. [ABSTRACT FROM AUTHOR]

The current research investigated whether employees' self-construals moderated the effects of supplementary fit and complementary fit on their work-related outcomes (i.e. affective commitment and citizenship behavior). An organisational sample of 317 Chinese employees provided evidence that the relations between supplementary fit and these two work-related outcomes were stronger among employees with a higher interdependent self-construal. Conversely, the relations between complementary fit and work-related outcomes were stronger among employees with a higher independent self-construal. Theoretical and practical implications of these findings are discussed. [ABSTRACT FROM AUTHOR]

Aim: To test the influence of humble leadership, job embeddedness and affective commitment on the voice behaviour of nurses. Background: A nurse's voice behaviour is regarded as an important measure to identify and solve problems in medical institutions, and improve patients' satisfaction. It is urgent to pay sufficient attention to nurses' advice to determine which factors can stimulate enthusiasm in this area. Methods: This study is a cross‐sectional study involving 598 nurses. Results: The results showed that humble leadership, job embeddedness, affective commitment and voice behaviour were significantly positively correlated. Job embeddedness played a partial mediating role in humble leadership and affective commitment; meanwhile, affective commitment also partially mediated the influence of job embeddedness on voice behaviour. Conclusions: Humble leadership was the key to improve the voice behaviour of nurses; as a mediating mechanism, job embeddedness and affective commitment further explained how humble leadership promoted the voice behaviour of nurses. Implications for Nursing Management: The effects of humble leadership, job embeddedness and affective commitment to voice behaviour could be used to guide the management of clinical nurses. In particular, the humble leadership style perceived by nurses and the enhanced emotional connection with the organisation would contribute to the generation of voice behaviour. [ABSTRACT FROM AUTHOR]

Background: Military nurses should possess the competency to provide quality care in both clinical and military nursing contexts. This study aimed to identify the competencies of military nurses in general hospitals. Methods: A qualitative study was carried out using a qualitative content analysis. We purposefully sampled and interviewed 21 nurses in general hospitals in China. Results: The data analysis revealed 40 competencies, which were categorised into four main categories according to the Onion Model. These categories were motive (mission commitment), traits (perseverance, flexibility, etc.), self-identity of dual roles (obedience, empathy, etc.), as well as knowledge, skills and abilities (clinical and military nursing knowledge and skills, basic nursing ability, professional development ability, leadership and management ability). Conclusions: Existing knowledge of competencies of military nurses in general hospitals is limited. A detailed exploration of this topic can provide guidance for recruitment, competency assessment, and competency building. [ABSTRACT FROM AUTHOR]

This study highlights competitive market conditions as an important structural determinant of escalation of commitment. Bridging escalation behavior literature and competitive dynamics research, we argue that reference to certain rivals may enable or disable decision makers to justify continuing investment in an underperforming initiative, thereby influencing a firm's tendency toward escalating commitment. We test our ideas using data on a set of leading companies in the information technology industry and their investment activities in China. Empirical analysis reveals strong evidence that a firm's escalating tendency is increased by larger competitors' high action volume and smaller competitors' positive performance. In contrast to prior research focus on decision makers' persistence irrespective of external cues, we also find that a firm's escalation behavior is decreased by larger rivals' negative performance. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Advanced Nursing (John Wiley & Sons, Inc.) is the property of John Wiley & Sons, Inc. and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Moral appeals consistent with an individual's values affect their propensity to take action against inequality and its deleterious effects. Accordingly, moral foundations such as harm, fairness, loyalty, authority, or purity concerns could also affect perceptions of inequality and attributions regarding who is to blame for it. For instance, individuals high in loyalty concerns, who are typically more conservative, may show in‐group favoritism toward their own country by expressing less moral judgment of inequality in their own country versus other countries. Further, research germane to the belief in a just world has shown that conservatives are more likely to blame the poor for their poverty. The current research investigated the degree to which participants' moral reactions to a high degree of economic inequality are influenced by the country in which that inequality exists as well as the degree to which liberals (Democrats) versus conservatives (Republicans) blame inequality on different target groups. A mixed‐design experiment tested participants' degree of blame for equality across all targets (the poor, the rich, corporations, the government) for one of three randomly assigned countries (the United States, Australia, or China). Results were consistent with predictions related to moral concerns and ideological differences in attributions. [ABSTRACT FROM AUTHOR]

Complementing previous research that showed a positive effect of general human resource management (HRM) systems on general firm performance, this article undertakes an integrative approach to compare the main effects and examine the interaction effects of two particular HRM systems on influencing firm innovation and performance. Using data from 179 organizations in China, we found that both the commitment-oriented system, which emphasized internal cohesiveness, and the collaboration-oriented system, which was intended to build external connections, contributed to firm innovation and, subsequently, bottom-line performance. We also found an attenuated interaction between the two HRM systems in predicting firm innovation. We employed a mediated-moderation path model to extricate the relationships. Results suggested that organizations that implemented both HRM systems to promote innovation might face ambidexterity challenges. Ideas for future research and practical implications are discussed. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Advanced Nursing (John Wiley & Sons, Inc.) is the property of John Wiley & Sons, Inc. and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Relationships outside of work impact employee effectiveness at work. But how do we explain this? Our study focuses on the guanxi relationship in China. This is based on close personal ties between supervisors and subordinates initiated outside the workplace. Drawing on conservation of resources theory, we develop a model that explains how supervisor–subordinate guanxi constitutes a social resource that spills over into the workplace and impacts subordinates' job resources (including autonomy, support and development at work), job crafting (proactive behaviors aimed at increasing resources and reducing demands) and job performance (task performance and organizational citizenship behavior). Our model was tested on a sample of 406 subordinates and their supervisors from seven manufacturing organizations in China. The results of a multilevel path analysis indicate that high-quality guanxi relations with supervisors facilitate subordinates' job resources, job crafting behaviors and organizational citizenship behavior at work. In addition, job resources mediate the relationship between supervisor–subordinate guanxi and job crafting, and job crafting mediates the relationship between supervisor–subordinate guanxi and subordinate task performance and organizational citizenship behavior. Overall, our research highlights the importance of externally-generated guanxi between subordinates and supervisors and the mechanisms that contribute to improving employee performance in the workplace. [ABSTRACT FROM AUTHOR]

This longitudinal study of newly hired Chinese college graduates (N = 143) investigates the effects of contract fulfillment, employee reports of company inducements (organizational support and job rewards), and supervisory reports of individual contributions (job performance and extra-role citizenship behavior) upon changes in the graduates' psychological contracts. Three survey waves were administered a year apart, starting with the recruits' job offer acceptance. Analyses revealed that employee fulfillment and perceived contributions predicted particular changes in employer psychological contract obligations, whereas employer fulfillment and perceived inducements predicted changes in employee obligations. The effects of inducements on employee obligation changes and contributions on employer obligation changes were mediated by their respective fulfillment measures. Changes in obligations were greater in the first year of employment than in the second. This study yields implications for managing newcomers and researching the initial phase of employment. ©2011 Wiley Periodicals, Inc. [ABSTRACT FROM AUTHOR]

One challenge to the success of online knowledge-sharing communities relates to the participants' longtime participation. Literature has explored the determinants of initial participation rather than longtime participation despite significant differences between them. To fill this research gap, this article conceptualizes involvement and continuous commitment regarding longtime participation and examines their antecedents in the Chinese context. Extending the expectancy-value theory, knowledge-sharing expectancy, knowledge-sharing value, and knowledge-sharing affect are identified as antecedents of involvement and continuous commitment. This article further suggests that interpersonal trust and the norm of reciprocity are important contextual factors in the Chinese context that enhance the positive impacts of these antecedents on involvement and continuous commitment. Empirical results confirm most hypotheses. Interestingly, the impact of knowledge-sharing affect is not influenced by interpersonal trust or the norm of reciprocity. Both theoretical and practical implications are discussed. [ABSTRACT FROM AUTHOR]

The current Chinese social work licensure program does not mandatorily require formal social work education. This compromised policy is contradictory to the mission of formal social work education and the trajectory of professionalization in other Western countries. This study examined whether social work graduates differ from those who do not have formal social work education in terms of competency, commitment, and turnover intention. Results described the struggles of social work graduates in their experiences in the field. The diminishing role of formal social education may affect the professional identity of social workers in social work development in China. [ABSTRACT FROM AUTHOR]

Two common public models of community health centres (CHCs) exist in China, i.e. the ‘government-owned and government-managed’ CHCs (G-CHCs) and the ‘government-owned and hospital-managed’ CHCs (H-CHCs). Shanghai and Shenzhen are two Chinese megacities that lead the primary care development on the G-CHC and H-CHC models, respectively. Using a qualitative case study design, this study compares the management of the G-CHC model in Shanghai and H-CHC model in Shenzhen, through perspectives of a range of health providers. In each city, we randomly selected four CHCs and in total conducted 31 interviews with officers from the municipal health authorities, directors, GPs, nurses and public health doctors of the CHCs. When comparing with the H-CHC model in Shenzhen, the G-CHC model in Shanghai, a model with more simplified but accountable structure tended to present better management conditions, in terms of financial transparency, recruitment autonomy, community health workforce development (CHC staffing and family medicine training), funding and priority for public health. However, regardless of the models, staff retention remained a challenge. While our study tends to suggest that the G-CHC model in Shanghai presents better management conditions, future study can test whether and to what extent the model itself can lead to such differences. [ABSTRACT FROM AUTHOR]

Guanxi has long been thought to play a critical role in understanding and practicing leadership, teamwork, and organizational partnerships in China. Researchers have argued that guanxi can be usefully understood as a kind of close relationship that obliges partners to assist each other. This study proposes that the theory of cooperation and competition as developed in the West can help us to understand how guanxi affects partner relationships. Findings from data on partnerships between banks and small or medium enterprises in Shanghai support the argument that guanxi strengthens cooperative goals, which in turn results in relationship commitment and productive conflict. Our study’s findings suggest that partners with guanxi interact in mutually beneficial ways that enhance their cooperative goals. Further research is needed to provide a stronger foundation for the causal inferences of these findings, and to investigate whether guanxi as it is known in China can also serve to develop cooperative goals, relationship commitment, and productive conflict among partnerships in other Asian societies and in the West. [ABSTRACT FROM AUTHOR]

Paul Gewirtz has suggested that contemporary Chinese society lacks a shared framework. A Rortian might describe this by saying that China lacks a 'final vocabulary' of 'thick terms' with which to resolve ethical disagreements. I briefly examine the strengths and weaknesses of Confucianism and Legalism as potential sources of such a final vocabulary, but most of this essay focuses on Zhuangzian Daoism. Zhuangzi 莊子 provides many stories and metaphors that can inspire advocates of political pluralism. However, I suggest that Zhuangzi is ultimately an 'ironist' in Rorty's sense. Many intellectuals assume there is something progressive and liberating about broadly ironic stances like relativism and skepticism. Ethically, though, irony is 'the night in which all cows are black': since it regards all positions as equally undermined, an ironic stance cannot be enlisted in support of tolerance or humanitarianism or in opposition to absolutism or cruelty. [ABSTRACT FROM AUTHOR]

Aims and objectives To examine the associations among professional self-concept, organisational commitment and burnout, and to analyse the mediating role of organisational commitment on the relationship between professional self-concept and burnout among community health nurses in Chengdu, China. Background Previous studies have focused on work environmental variables that contributed to burnout in nurses. However, no study has explored the mediating effect of organisational commitment on the correlation between professional self-concept and burnout in community health nurses. Design A cross-sectional descriptive study. Methods This study was conducted at 36 community health centres in Chengdu, China with 485 nurses sampled using a two-stage sampling method. The measures used in our study included Nurses' Self-concept Questionnaire, Organisational Commitment Scale and Maslach Burnout Inventory. Results The results of structural equation model techniques indicated that, in the direct approach, positive professional self-concept resulted in increased organisational commitment and reduced burnout. Higher organisational commitment resulted in less burnout. In the indirect approach, organisational commitment performed as a partial mediator on the correlation between professional self-concept and burnout. Conclusions Positive perception of professional self-concept can result in reduced burnout via enhancing organisational commitment. Relevance to clinical practice It is crucial for nursing administrators to develop effective intervention strategies such as skills escalator training and assertive training, and establishing a supportive working environment to enhance nurses' professional self-concept and organisational commitment, and decrease burnout. [ABSTRACT FROM AUTHOR]

The two-dimensional (hierarchical and job content) model have been predominating the extant career plateau literature. However, based on Schein's cone-shaped organizational mobility model, we contend that stagnation in organizational centrality (inclusive plateau) may be another dimension of career plateau. Furthermore, grounded in social exchange theory and need-satisfaction models, we aim to examine the effects of career plateau on affective commitment and underlying mechanisms. In Study 1, based on a sample of 219 employees from different professions, we developed a primary validation of our threedimensional career plateau scale. In Study 2, we examined our hypothesized model with another dataset of 288 employees. The results suggest that job satisfaction fully mediates the relationship between the job content plateau, the inclusive plateau and affective commitment. The analysis demonstrates that the specific indirect effect of job content plateauing and inclusion on affective commitment through intrinsic job satisfaction was greater than through extrinsic job satisfaction. However, the hypothesis regarding the relationship between hierarchical plateau and affective commitment was not supported, when another two dimensions of career plateau were added to the model. Our findings provide some theoretical and practical implications. [ABSTRACT FROM AUTHOR]

Decision makers often tend to escalate their commitment when faced with a dilemma of whether to continue a losing course of action. Researchers recently began to investigate the influence of discrete emotions on this decision tendency. However, this work has mainly focused on negative emotions and rarely considered positive emotions, to say nothing of comparing the effects of both of them simultaneously. The current study addresses this need by presenting the results of three experiments that examined the effects of four emotions of both positive and negative valences in escalation situations. Experiment 1 investigated the relationships of three trait emotions (hope, shame, and anger) and escalation of commitment. Experiments 2 and 3 examined the effects of three induced emotions (anger, shame, and gratitude) on escalation of commitment in a student sample and an employee sample, respectively. The results revealed that the effects of discrete emotions in escalation situations are mainly due to their associated differences on the appraisal dimension of responsibility that is related to escalation situations rather than their valence. The theoretical and practical implications are discussed. [ABSTRACT FROM AUTHOR]

This article reports on an inquiry into a group of English language teachers’ professional experiences that interpreted their motivation to teach and their shifting professional commitment with reference to representations and visions that they had and did not have about themselves in rural secondary schools in China’s hinterland regions. It revealed that the association between the participants’ social mobility and English competence and their visions of the ‘ideal self’ pushed them to join the teaching profession, which they disliked at the very start. Their subsequent association of teaching with their visions of the ‘ideal self’ in teaching paradoxically caused fluctuations in their commitment to teaching, as the pursuit of English competence and idealized professional roles were constrained by contextual realities. Due to the significant roles that these teachers have in improving English language education in China’s hinterland areas, it has become imperative for teacher educators and educational administrators to take measures for retention of English teachers while supporting their professional development efforts. [ABSTRACT FROM AUTHOR]

National legal systems are distinctive with strong institutional legacies and societal contexts. Research on the lawyers' work and their operating environment in China has been limited. This study fills part of this gap by investigating the nature of work and career prospect, with gendered implications, in six Chinese law firms. We argue that the lack of commitment to each other between the employer and the lawyers is a result of the governance structure, culture and business process of the law firms, societal norms, market pressure and the active involvement of other stakeholders. The political, economic, social and physical insecurity that engulfs lawyers' work environment undermines their ability to uphold justice for the weak, standards of the profession and ethical values of the society. The study has implications for western law firms operating in China as well as for Chinese law firms that intend to internationalize as part of an emerging trend of Chinese professional services firms. It also has broader implications for human resource management of professional services organizations in China. [ABSTRACT FROM AUTHOR]

Compared with the rich knowledge in the West, studies of the impact of wives' relative income on marital quality during the fast socioeconomic change period in urban China have surprisingly fallen far behind. This study attempted to examine the impact of relative income on marital happiness among urban Chinese women. Using an urban Beijing sample of 763 married women, this study found that a woman married to a husband with lower income tended to be less happy with her marriage, but this effect will be countered if there is more love in the sense of a genuine concern about the well-being of the partner and a willing to make sacrifice for him. The results were interpreted from theoretical verification and possible mechanisms linking personal commitment and marital happiness. [ABSTRACT FROM AUTHOR]

Aims and objectives. To verify with empirical evidence the hypothesised relation and the effect of quality of work life, job embeddedness and affective commitment on turnover intention of clinical nurses in China. Background. High turnover of the nursing workforce in healthcare organisations is a difficult and recurring problem in China as well as in many other countries in the world. It leads to great waste of resources and increases management cost. Developing and retaining the nursing workforce, which is a major challenge faced by human resources practitioners in hospitals and public health agencies, also becomes a subject of interest for management studies. Most of the literature about voluntary turnover focused on such traditional measures as job satisfaction and job alternatives in the past. The introduction of such new concepts as quality of work life, job embeddedness and affective commitment, which views the issue from a much broader and comprehensive spectrum, made a great breakthrough in the turnover study. In this study, we selected quality of work life, job embeddedness and affective commitment - three of the most important factors in employer-employee relations - and analysed the interaction between each one of them, as well as their co-effect on turnover intention of Chinese nurses. Methods. Cross-sectional survey and structural equation modelling were applied in studying the self-report questionnaires distributed to 1000 nurses employed in five large-scale government-owned hospitals in Heilongjiang Province, Northeast China. Findings. Our study confirmed the hypothesised positive relation of quality of work life with job embeddedness and affective commitment and the hypothesised negative relation of quality of work life with turnover intention, that is, high quality of work life perceived by the nurses enhances their job embeddedness and affective commitment and thus reduces their intention to leave the job. Conclusions. The effect of quality of work life is positive on job embeddedness and affection commitment and negative on turnover intention. Relevance to clinical practice. Nurse managers should pay great attention to the nurses' perception of quality of work life, and make great efforts in developing strategies and projects that can strengthen the nurses' embeddedness or connection with the job. [ABSTRACT FROM AUTHOR]