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While there is evidence that high performance work systems (HPWS) are related to positive employee attitudes, the underlying mechanism is not yet thoroughly understood. Similarly, though the benefits of employees' psychological capital (PsyCap) in the workplace are well documented, little is known about the extent to which PsyCap stems from the context in which people work. Adopting a multi-level approach and using the ability-motivationopportunity (AMO) framework and the conservation of resources (COR) theory as theoretical backdrop, we develop and test a moderated mediation model to explain how organizationlevel HPWS relate to individual employee work attitudes (job satisfaction and affective organizational commitment) that reflect well-being through the mediating mechanism of employees' PsyCap. Analysis of multi-source data from 569 employees in 44 firms showed that HPWS were positively related to job satisfaction and affective commitment, and that these relationships were partially mediated by PsyCap. Furthermore, moderated path analysis revealed that an interactional justice climate strengthened the direct effect of HPWS on PsyCap and work attitudes as well as the indirect effects of HPWS on work attitudes. The theoretical and practical implications of these findings are discussed.

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Diterpene ginkgolides meglumine injection (DGMI) is a therapeutic extract of Ginkgo biloba L, which has been used for the treatment of cerebral ischemic stroke in China. Ginkgolides A, B and C are the main components of DGMI. This study was designed to investigate the neuroprotective effects of DGMI components against ischemic stroke in vivo and in vitro. Acute cerebral ischemic injury was induced in rats by occlusion of the middle cerebral artery (MCA) for 1.5 h followed by 24 h reperfusion. The rats were treated with DGMI (1, 3 and 10 mg/kg, iv) at the onset of reperfusion and 12 h after reperfusion. Administration of DGMI significantly decreased rat neurological deficit scores, reduced brain infarct volume, and induced protein kinase B (Akt) phosphorylation, which prompted the nuclear translocation of nuclear factor-erythroid 2-related factor 2 (Nrf2) and phosphorylation of the survival regulatory protein cyclic AMP-responsive element binding protein (CREB). Nrf2 activation led to expression of the downstream protein heme oxygenase-1 (HO-1). In addition, PC12 cells were subjected to oxygen-glucose deprivation/reperfusion (OGD/R) in vitro, treatment with DGMI (1, 10 and 20 μg/mL) or ginkgolides A, B or C (10 μmol/L for each) significantly reduced PC12 cell death and increased phosphorylation of Akt, nuclear translocation of Nrf2 and activation of CREB. Activation of Nrf2 and CREB could be reversed by co-treatment with a phosphoinositide-3-kinase (PI3K) inhibitor LY294002. These observations suggest that ginkgolides act as novel extrinsic regulators activating both Akt/Nrf2 and Akt/CREB signaling pathways, protecting against cerebral ischemia/reperfusion (I/R) damage in vivo and in vitro.

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Subjective career success has long been of interest to scholars because of its importance in the career area. However, the subjective career success literature suffers from the lack of measurement. To fill this void, after reviewing the limitations of the existing instruments, the current study developed a three-dimensional scale of subjective career success based on the framework of Zhou et al. Three independent studies were conducted using three separate samples (N = 244; N = 411; N = 254) in China to examine the reliability and validity of the developmental scale. The results provided evidence of internal homogeneity, structural validity, convergent validity, discriminant validity, and incremental validity of the developed scale. To conclude the study, the limitations of the article and implications for future study were discussed.

The purpose of the study is to explore the relationship between career success and happiness using specific moderators during the process. Data was collected on MBA classes in China and 994 employees participated in the study. Regression analyses were used to test the hypotheses. Results showed two things: first that career success value (internal satisfaction) does in fact moderate the salary-happiness relationship, and second, that career commitment does moderate the career satisfaction-happiness relationship. This paper makes a valuable contribution to both happiness and career success literature by being one of the first to examine the moderating effects of career success value and career commitment and the relationships between these important career concepts.Are successful people more likely to be happier over time? Similar questions, which are not merely of academic interest or idle curiosity, have been debated for centuries. Many individuals are personally interested in these questions because of the important implications that often determine how they should deal with their life. Organizations are also very concerned with these questions because employees' career success will likely impact the outcomes of an organization. A wealth of research has discussed the theme, suggesting that happy individuals are relatively more successful in their career (Cropanzano and Wright Key points 1 The present study explored the relationship between career success and happiness and the result generally supports the positive association between the two constructs. 2 Career success value (internal satisfaction) does moderate the salary-happiness relationship. 3 Career commitment does moderate the career satisfaction-happiness relationship.