Background Although SARS-CoV-2 infection often causes milder symptoms in children and adolescents, young people might still play a key part in SARS-CoV-2 transmission. An efficacious vaccine for children and adolescents could therefore assist pandemic control. For further evaluation of the inactivated COVID-19 vaccine candidate BBIBP-CorV, we assessed the safety and immunogenicity of BBIBP-CorV in participants aged 3–17 years. Methods A randomised, double-blind, controlled, phase 1/2 trial was done at Shangqiu City Liangyuan District Center for Disease Control and Prevention in Henan, China. In phases 1 and 2, healthy participants were stratified according to age (3–5 years, 6–12 years, or 13–17 years) and dose group. Individuals with a history of SARS-CoV-2 or SARS-CoV infection were excluded. All participants were randomly assigned, using stratified block randomisation (block size eight), to receive three doses of 2 μg, 4 μg, or 8 μg of vaccine or control (1:1:1:1) 28 days apart. The primary outcome, safety, was analysed in the safety set, which consisted of participants who had received at least one vaccination after being randomly assigned, and had any safety evaluation information. The secondary outcomes were geometric meant titre (GMT) of the neutralising antibody against infectious SARS-CoV-2 and were analysed based on the full analysis set. This study is registered with www.chictr.org.cn , ChiCTR2000032459, and is ongoing. Findings Between Aug 14, 2020, and Sept 24, 2020, 445 participants were screened, and 288 eligible participants were randomly assigned to vaccine (n=216, 24 for each dose level [2/4/8 μg] in each of three age cohorts [3–5, 6–12, and 13–17 years]) or control (n=72, 24 for each age cohort [3–5, 6–12, and 13–17 years]) in phase 1. In phase 2, 810 participants were screened and 720 eligible participants were randomly assigned and allocated to vaccine (n=540, 60 for each dose level [2/4/8 μg] in each of three age cohorts [3–5, 6–12, and 13–17 years]) or control (n=180, 60 for each age cohort [3–5, 6–12, and 13–17 years]). The most common injection site adverse reaction was pain (ten [4%] 251 participants in all vaccination groups of the 3–5 years cohort; 23 [9·1%] of 252 participants in all vaccination groups and one [1·2%] of 84 in the control group of the 6–12 years cohort; 20 [7·9%] of 252 participants in all vaccination groups of the 13–17 years cohort). The most common systematic adverse reaction was fever (32 [12·7%] of 251 participants in all vaccination groups and six [7·1%] of 84 participants in the control group of the 3–5 years cohort; 13 [5·2%] of 252 participants in the vaccination groups and one [1·2%] of 84 in the control group of the 6–12 years cohort; 26 [10·3%] of 252 participants in all vaccination groups and eight [9·5%] of 84 in the control group of the 13–17 years cohort). Adverse reactions were mostly mild to moderate in severity. The neutralising antibody GMT agains...

through which followers' felt trust influences their in-role and extra-role performance. Based on social cognitive theory, we proposed that occupational self-efficacy (OSE) mediates the felt trust-performance relationship in workplace settings, and tested these relationships in two empirical studies. Study 1 was a cross-sectional pre-study (N = 189) investigating only the mediating effects of OSE. For the main study, i.e., Study 2 (N = 500), we collected data at three different measurement occasions to minimize response bias. Study 2 investigated the mediation of the felt trust-performance relationship not only by OSE, but also by an additional mediator variable (organization-based self-esteem) that had been identified in previous studies, in order to determine whether the OSE effects remained significant. In both studies, structural equation modelling results supported the proposed mediating effects of OSE on the three performance outcomes for the reliance component of felt trust, but not for the disclosure component of felt trust.

Although the extant literature has demonstrated the benefits of building a higher leader-member exchange (LMX) relationship with a leader, it has overlooked the efforts by lower LMX employees to leverage the difference from higher LMX coworkers. Integrating social comparison theory and EASI theory, we contend that lower LMX social comparison (LMXSC) is associated with positive (self-improving) and negative (undermining) behavior via different emotional mechanisms and that the focal employee's perceptions of the comparison coworker's pride play a critical role in qualifying the effects of lower LMXSC. The results from a time-lagged field study and an online experiment reveal that lower LMXSC is associated with both benign and malicious envy, which in turn respectively relate to the focal employee learning and socially undermining the superior coworker. The negative indirect effect of LMXSC on learning behaviors via benign envy is stronger when the coworker compared is perceived to be higher (vs. lower) in authentic pride, whereas the indirect effect of LMXSC on social undermining via malicious envy is stronger when the coworker compared is perceived to be higher (vs. lower) in hubristic pride. We conclude with theoretical and practical implications.

Drawing on social exchange theory, we examine the conditions under which employees’ good intentions motivate them to engage in unethical pro-organizational behavior (UPB) and the psychological mechanism behind this behavioral decision. Findings from a time-lagged field study and a scenario study indicate (1) an interactive effect between perceived organizational support and employee performance on UPB; (2) that low performers who perceive high levels of organizational support are more likely to engage in UPB; and (3) that feelings of indebtedness to the organization mediate the interactive effect on UPB. Therefore, the paper highlights the importance of conditional factors in motivating UPB by combining employee ‘good intentions’ and ‘disadvantageous situations’ to understand the UPB decision process. The paper concludes with theoretical and practical implications.

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