Arithmetic ability is an important high‐level cognitive function that requires interaction among multiple brain regions. Previous studies on arithmetic development have focused on task‐induced activation in isolated brain regions or functional connectivity among particular seed regions. However, it remains largely unknown whether and how functional connectivity among large‐scale brain modules contributes to arithmetic development. In the present study, we used a longitudinal sample of task‐based functional magnetic resonance imaging (fMRI) data comprising 63 typically developing children, with two testing points being about 2 years apart. With graph theory, we examined the longitudinal development of large‐scale brain modules for a multiplication task in younger (mean age 9.88 at time 1) and older children (mean age 12.34 at time 1), respectively. The results showed that the default‐mode (DMN) and frontal‐parietal networks (FPN) became increasingly segregated over time. Specifically, intra‐connectivity within the DMN and FPN increased significantly with age, and inter‐connectivity between the DMN and visual network decreased significantly with age. Such developmental changes were mainly observed in the younger children but not in the older children. Moreover, the change in network segregation of the DMN was positively correlated with longitudinal gain in arithmetic performance in the younger children, and individual difference in network segregation of the FPN was positively correlated with arithmetic performance at Time 2 in the older children. Taken together, the present results highlight the development of the functional architecture in large‐scale brain networks from childhood to adolescence, which may provide insights into potential neural mechanisms underlying arithmetic development.

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To both survive and develop continuously, enterprises must overcome many kinds of competition and challenges. Cultivating employees' active and sustainable organizational citizenship behavior is important for enterprises to successfully cope with turbulence and uncertain events during their development. In this study, we investigated the development level of and factors influencing employees' organizational citizenship behavior in current organizations. By using the Belief in a Just World Scale, Organizational Citizenship Behavior Scale, and Interpersonal Intelligence Scale, we investigated 230 employees from 15 different enterprises. The results showed that belief in a just world, interpersonal intelligence, and organizational citizenship behavior were significantly positively correlated. Interpersonal intelligence played a moderating role between belief in a just world and organizational citizenship behavior; the organizational citizenship behavior of individuals with high interpersonal intelligence increased with the strengthening of the belief in a just world, and this increase was larger than that experienced by individuals with low interpersonal intelligence. This meant that under a certain level of belief in a just world, a high level of interpersonal intelligence was more conducive to promoting employees' sustainable organizational citizenship behavior.

To both survive and develop continuously, enterprises must overcome many kinds of competition and challenges. Cultivating employees’ active and sustainable organizational citizenship behavior is important for enterprises to successfully cope with turbulence and uncertain events during their development. Building on social exchange theory, this study proposes a theoretical framework. In this framework, belief in a just world has a certain predictive effect on organizational citizenship behavior, and this effect is affected by interpersonal intelligence. In this study, we investigated the development level of and factors influencing employees’ organizational citizenship behavior in current organizations. This research adopted the empirical research method of a questionnaire survey, and investigated 230 employees from 15 different enterprises by using the Belief in a Just World Scale, Organizational Citizenship Behavior Scale, and Interpersonal Intelligence Scale. After excluding the questionnaires that did not meet the requirements, a total of 193 valid questionnaires were obtained. To estimate the proposed relationships in the conceptual model, we analyzed the data through SPSS-21. The results showed that belief in a just world, interpersonal intelligence, and organizational citizenship behavior were significantly positively correlated. Interpersonal intelligence played a moderating role between belief in a just world and organizational citizenship behavior; the belief in a just world of individuals with high interpersonal intelligence had a more significant positive predictive effect on organizational citizenship behavior. This meant that under a certain level of belief in a just world, a high level of interpersonal intelligence was more conducive to promoting employees’ sustainable organizational citizenship behavior.

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