BackgroundBone mineral density (BMD) increases progressively during childhood and adolescence and is affected by various genetic and environmental factors. The aim of this study was to establish reference values for lumbar BMD in healthy Chinese infants and young children and investigate its influencing factors.Methods and FindingsHealthy children aged 0 to 3 years who underwent regular physical examinations at the Child Health Care Clinic of Hubei Maternal and Child Health Hospital (N = 11,898) were recruited for this study. We also chose 379 preterm infants aged 0 to 1 years to preliminarily explore the development of BMD in this special population. BMD (g/cm2) measurements of the lumbar spine (L2–L4) were carried out with dual-energy X-ray absorptiometry and a questionnaire was administered to full-term children's parents to gather information on various nutritional and lifestyle factors as well as mothers' nutritional supplement use during pregnancy. Lumbar BMD significantly increased with age among both boys and girls (p<0.05), with fastest growth observed during the first postnatal year. There was no significant difference in lumbar BMD between boys and girls of similar age (p>0.05), either among healthy reference children or preterm infants. However, BMD values in preterm infants were significantly lower than those in term infants 3 to 8 months old (p<0.05) after adjustment for gestational age. Multivariable linear regression analysis indicated significant positive associations between lumbar BMD of healthy children and the child's age and current weight, mother's weight gain during pregnancy, birth weight, children's outdoor activity duration and children's physical activity duration.ConclusionOur study provides reference values of lumbar BMD for healthy Chinese children aged 0 to 3 years and identifies several influencing factors.

While an increasing number of studies focus on work-family balance (WFB), little research has examined WFB in China. We aim to fill this gap by exploring the antecedents to WFB for Chinese employees. On the basis of the WFB model, we propose that servant leadership positively influences WFB through identification with the leader and work-to-family positive spillover (WFPS). We conducted a field survey in an insurance company in Shanghai. Two hundred salespersons with an average age of 32.5 were surveyed (116 women and 84 men). The results indicate that perceived servant leadership indirectly promotes WFB. The positive relationship between servant leadership and WFB is mediated by identification with the leader and WFPS, which operate in tandem. We discuss the theoretical and managerial implications of our findings.Keywords: China, identification with the leader, servant leadership, work-family balance, workfamily positive spillover Key points 1 The findings provide evidence that servant leadership promotes identification with the leader. 2 Resources generated from identification with the leader positively spill over to the family domain. 3 Work-family positive spillover contributes to work-family balance. 4 Perceived servant leadership has an indirect effect on work-family balance through identification with the leader and work-family positive spillover.Work and family are closely interconnected domains of human life (Burke and Greenglass 1987;Kanter 1977;Xiao and Cooke 2012). People play different roles in their work and family. The demands on employees from each domain are key sources of stress (Choi 2008). Moreover, the demands from each domain may conflict with each other, making it difficult for people to achieve work-family balance (WFB).

Leaders’ implicit followership theory describes leaders’ personal assumptions about the traits and behaviors that characterize followers. Unlike traditional organizational behavior research, studies on leaders’ implicit followership theory can deepen our understandings of ‘how leaders and followers perceive, decide and take action’ from follower-centric perspective. Adopting 267 follower–leader dyads from 16 Chinese enterprises as our final sample, we found that: (1) positive leaders’ implicit followership theory had significant positive effect on followers’ creativity; (2) followers’ leader–member exchange with leader, intrinsic motivation and creative self-efficacy mediated the positive relationship between positive leaders’ implicit followership theory and followers’ creativity; (3) no significance difference was found between the mediating effects of leader–member exchange, intrinsic motivation and creative self-efficacy. The current study not only extended the application of social cognitive theory in leadership research, but also made contributions to the enrichment of social exchange theory and componential theory of creativity.

From a self-evaluation perspective, we explored the influence of negative workplace gossip on targeted employees’ innovative behavior. We surveyed 296 employees of 19 enterprises. The results of regression analysis showed that negative workplace gossip was negatively related to employees’ innovative behavior, that organization-based self-esteem mediated the relationship between negative workplace gossip and employees’ innovative behavior, and that employees’ creative selfefficacy moderated the relationship between organization-based self-esteem and employees’ innovative behavior, such that the positive relationship was stronger when employees’ creative self-efficacy was higher. Our findings offer insight into the potential harm of gossip in the workplace and contribute to delineating the underlying mechanism and boundary condition of the link between negative workplace gossip and employees’ innovative behavior. Theoretical and practical implications are discussed.

This study investigated the relationship between authentic leadership as perceived by employees and romantic love as rated by their spouses. It also focused on the mediating role of employee work‐to‐family positive spillover and the moderating role of employee work–home segmentation preference. Data from 200 employee–spouse couples collected in three waves in China indicated that work‐to‐family positive spillover mediated the relationship between authentic leadership and romantic love. In addition, work–home segmentation preference attenuated the relationships among authentic leadership, work‐to‐family positive spillover, and romantic love, as well as the indirect effect of work‐to‐family positive spillover on the relationship between authentic leadership and romantic love. Our findings make important theoretical contributions and contribute practical insight into the leadership and work–family literature.