A test of 300 young students on individual modernity in China was carried out. The results indicated that there was a significant difference in individual modernity between the students from town and those from the countryside, as well as between males and females. There were also differences in individual modernity between each two of the levels of education. The students from town were more modern than those from the countryside. The males were more traditional than the females. With the rising educational level, the students' traditionality will decrease and modernity will increase.

PurposeThe study examines how human resource management practices (HRMPs) – including ability practice, motivation practice and opportunity practice – affect employee well-being (EWB) – including life well-being, job well-being and psychological well-being – in the Chinese cultural context.Design/methodology/approachA sample of 529 employees from various industries in China participated in the survey for this study. Data were analyzed using structural equation modeling.FindingsThe findings indicate that HRMPs have a significant positive effect on EWB. Specifically, practices based on ability, motivation and opportunity have a significant positive effect on job well-being, life well-being and psychological well-being, respectively. Integrity leadership moderates the impact of HRMPs on EWB. Organizational justice has a partial mediating effect on the relationship between HRMPs and EWB. Integrity leadership moderates the mediation effect of organizational justice in the relationship between HRMPs and EWB.Practical implicationsHuman resource policies and practices need to create a fair organizational atmosphere, and managers implementing them must have integrity leadership. When selecting and promoting managers, organizations should pay attention to not only a candidate's ability but also his or her integrity.Originality/valueThis study uncovers how the important roles of organizational justice and integrity leadership act on the relationship between HRMPs and EWB, thus advancing our understanding of how HRMPs can effectively increase EWB.

A strategically novel synthetic method for the fluoroarylation of allenic ester was developed that enables the expedient construction of a host of β‐fluoroalkyl‐containing cinnamate derivatives. The reaction proceeds through visible‐light‐promoted gold redox catalysis, occurs smoothly under very mild reaction conditions, accommodates a large variety of functional groups, and more importantly allows the incorporation of fluorine and aryl groups with excellent regio‐ and stereoselectivity. The concomitant activation mode for both the allene motif and the hydrogen fluoride is key for the success of the reaction.

Purpose Prior studies have consistently shown that leader psychological capital is beneficial for leader–member exchange (LMX) and followers’ outcomes. In this study, the authors challenge this consensus; they propose that a leader with high-level psychological capital may decrease LMX and promote followers’ turnover intention when encountering a follower with low-level psychological capital. Only congruent psychological capital in leader–follower dyads increases LMX and decreases turnover intention.Design/methodology/approach A two-wave survey was designed to collect data from a sample of 207 leader–follower dyads in the service industries of China. Polynomial regression combined with the response surface analysis was used to test the hypotheses.Findings (1) LMX increased when the levels of psychological capital between leaders and followers were congruent, but LMX suffered when they were not congruent (e.g. leaders’ psychological capital was higher than followers’ or otherwise); (2) in the conditions of psychological capital congruence, LMX was higher when a leader’s and a follower’s psychological capital were both high than low; (3) LMX mediated the relationship between psychological capital congruence and followers’ turnover intention.Originality/value These findings provide a novel perspective on understanding of the function of psychological capital and its implications for turnover management.

The research concerning the links between Person-Environment Fit (P-E Fit) and Employee well-being focuses on overall job satisfaction, affective well-being, job-specific well-being and psychological well-being; while the current research not only involves correlation between P-E Fit and happiness but also values the impact of P-E Misfit and its directions on the employees' happiness and builds the integrative models through introducing moderators. The researches to follow shall clarify the definition of P-E Fit and Employee well-being, with their research contents going beyond the job satisfaction to an extent of concerning the relations between different aspects of P-E Misfit with happiness; and they are to be conducted with a dynamic study approach based on specific situations.