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In response to a financial crisis, many organizations adjust their pay systems to reduce labor costs. In this research, we focus on the use of delayed pay (the postponement of employees' contractual compensation) and examine its effect on employee voluntary turnover outcomes. In a field study (Study 1) with data collected from the executive managers of 129 Chinese hotels experiencing a financial crisis caused by coronavirus disease 2019 (COVID‐19), we find a positive relationship between delayed pay and the voluntary turnover rate at the organizational level. In addition, this relationship becomes weaker when delayed pay consists of a larger proportion of pay‐for‐performance (PFP). We then conduct an experiment (Study 2) to extend our theoretical framework to the individual level, establish causality, and examine the underlying mechanism. The results show that the perceived negative instrumentality of stay (i.e., expected economic losses associated with staying in an organization) explains why individuals intend to leave organizations adopting delayed base pay but not delayed PFP. We further replicate these findings in a critical incident technique study (Study 3). We also discuss the theoretical and practical implications of these findings. [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]

Circular RNA (circRNA) was an important modulator and potential molecular target of nonsmall cell lung cancer (NSCLC). CircSATB2 was reported to be upregulated in NSCLC. However, the role and mechanism of circSATB2 in NSCLC progression remain to be illustrated. The RNA and protein expression was detected by quantitative real‐time polymerase chain reaction, western blot, and immunohistochemistry assay. Cell counting kit‐8, cell colony formation, and 5‐ethynyl‐2′‐deoxyuridine assays were applied to assess cell growth. The migrated and invaded cells were examined by transwell assay. Flow cytometry was performed to measure apoptotic cells. The interaction among circSATB2, microRNA‐150‐5p (miR‐150‐5p), and tripartite motif‐containing protein 66 (TRIM66) was identified by dual‐luciferase reporter assay and RNA immunoprecipitation assay. An in vivo experiment was conducted to investigate the effect of circSATB2 on tumor growth. CircSATB2 expression was highly expressed in NSCLC tissues and cell lines. CircSATB2 and TRIM66 silencing both suppressed NSCLC cell growth, migration, and invasion whereas promoted NSCLC cell apoptosis. CircSATB2 acted as a molecular sponge for miR‐150‐5p, and miR‐150‐5p interacted with the 3′ untranslated region (3′UTR) of TRIM66. Moreover, circSATB2 knockdown‐induced effects were partly reversed by TRIM66 overexpression in NSCLC cells. Besides, cirSATB2 expression was negatively correlated with miR‐150‐5p level and positively correlated with TRIM66 level in NSCLC tumor tissues. CircSATB2 knockdown blocked xenograft tumor growth in vivo. In summary, this study verified that circSATB2 stimulated NSCLC cell malignant behaviors by miR‐150‐5p/TRIM66 pathway, providing a possible circRNA‐targeted therapy for NSCLC. Highlights: CircSATB2 silencing inhibited nonsmall cell lung cancer (NSCLC) progression.Circ_SATB2 acted as a sponge for miR‐150‐5p to regulate TRIM66 expression in NSCLC cells.CircSATB2/miR‐150‐5p/TRIM66 signal axis existed in the pathogenesis of NSCLC. [ABSTRACT FROM AUTHOR]

Research on retirement decisions has invited studies to examine how personal, work‐related, and environmental factors interplay to affect older workers' retirement decisions. Drawing upon the person‐environment fit framework, we proposed a negative relationship between high‐involvement work practices (HIWPs) and older workers' retirement intention. We further developed hypotheses regarding the moderating effects of gender, age, educational level, managerial status, and external economic environment on the relationship between HIWPs and retirement intention. We tested the hypotheses using a sample of 754,856 employees aged 50 and over from 360 U.S. government agencies participating in the Federal Employee Viewpoint Survey from 2006 to 2015. The results, based on mixed effect logit regressions and cross‐classified modeling, indicated that older workers' experience of HIWPs had a negative relationship with their retirement intention, and the negative relationship was stronger for older male workers, older workers aged 50–59 years, older workers without a bachelor's degree, and non‐managerial older workers than for older female workers, those aged 60 years or over, those with a bachelor's degree, and those with managerial responsibilities, respectively. Moreover, the results showed that the negative HIWPs‐retirement intention relationship has become stronger since the Great Recession of 2008. We discussed the theoretical and practical implications of older workers' retirement decisions by considering the interactions between human resource management practices and personal and environmental factors. [ABSTRACT FROM AUTHOR]

Budd, Pohler, and Huang's (Industrial Relations: A Journal of Economy and Society 2022) proposed a theory of (mis)matched frames of reference to explain how managers' and employees' frames of reference regarding employment relationships may influence the use of human resource (HR) practices and help to explain the HR outcomes and conflicts observed in practice. We concur with Budd et al. that frames of reference provide a valuable and unique approach to studying employment relations and HR systems but have not received much attention. Therefore, we aim to extend their theory of (mis)matched frames of reference to strategic human resource management (HRM) research. We begin this commentary with a summary of their theoretical framework. We then introduce the background of strategic HRM and propose opportunities of applying frames of reference to advance strategic HRM research. Moreover, we discuss challenges of and considerations for using their framework in strategic HRM research. [ABSTRACT FROM AUTHOR]