Can board of directors' faultlines improve corporate innovation performance? Evidence from China.

Innovation, which is a pivotal force behind the sustained growth of enterprises, has garnered significant attention across various industries. As the epicenter of corporate decision-making, the board of directors plays a pivotal role in allocating resources and overseeing the execution of strategy. Consequently, it inevitably impacts the innovation capabilities of a business. Previous research has focused primarily on single board member characteristics, such as age, gender, tenure, and educational qualifications, overlooking the cumulative influence of multiple attributes. Therefore, this study aims to investigate the impact of faultlines arising from the intersection of these characteristics within a board on innovation performance. Using panel data from China's A-share listed companies from 2010 to 2021, this research constructs a framework to analyze board faultlines based on gender, age, education, director tenure, independence status, and occupational background. A comprehensive examination reveals a positive association between board faultlines and innovation performance, indicating that diversity within a board can foster enhanced innovative outputs. These findings persist even after rigorous robustness tests, including two-stage instrumental variable regression using lagged innovation performance as well as when substituting explanatory variables and sample intervals. Further analysis reveals that the influence of board faultlines on innovation performance is significant only under certain contextual conditions: when equity concentration is low, industry competition is intense, and risk aversion is greater. This study offers valuable insights for optimizing board membership configurations and thus, ultimately, enhancing the innovation capabilities of enterprises.

How time pressure affects promotive and prohibitive voice of emergency nurse: A cross-sectional study.

BACKGROUND: As a developing country, the number of emergency nurses in China is not growing nearly as rapidly as the number of patients, which puts a great deal of stress on emergency nurses' working hours and may thus impede care quality and patient safety. OBJECTIVE: This study aims to investigate the relationship between time pressure and voice behavior and to explore whether temporal leadership acts as a moderator in the relationship between time pressure and voice behavior. METHODS: Data were collected using scales that have been published in authoritative foreign journals and translated and validated by Chinese scholars. To examine the results more accurately, this paper used the partial least squares (PLS) approach to analyze the research model and verify the research hypothesis. RESULTS: The results of the path analysis and hypothesis testing showed that challenge time pressure and hindrance time pressure both positively and significantly influenced prohibitive voice and promotive voice, while the moderating effect of temporal leadership on the relationship between time pressure and voice behavior was not significant. CONCLUSIONS: Our study revealed that challenge time pressure positively influences emergency nurses' promotive voice and motivates them to provide their opinions in a reasonable way, while hindrance time pressure motivates emergency nurses' prohibitive voice, which is not conducive to the improvement of overall organizational functioning and may even damage otherwise good organizational relationships. Furthermore, the study found that the level of temporal leadership does not affect the strength of the relationship between time pressure and voice behavior.

Connor Davidson resilience scores, perceived organizational support and workplace violence among emergency nurses.

BACKGROUND: Workplace violence can threaten the physical and mental health of emergency nurses, increasing their mobility and burnout rates. However, little research has focused on how to mitigate the negative effects of workplace violence. OBJECTIVES: To investigate the relationships among resilience scores, perceived organizational support, and workplace violence and to explore the mediating role of perceived organizational support in the relationship between resilience scores and workplace violence among emergency nurses. RESEARCH DESIGN: A quantitative, cross-sectional study. METHODS: From June to July 2023, 466 valid questionnaires were collected via the WeChat app Credamo Seeing Numbers. Participants were assessed using the Connor-Davidson Resilience Scale, the Perceived Organizational Support Scale, and the Fear of Future Violence at Work Scale. ETHICAL CONSIDERATION: The study was approved by the Ethics Committee of Hunan Normal University (No. 2023-389). FINDINGS: The Connor-Davidson resilience scores of emergency nurses were negatively associated with workplace violence and positively associated with emergency nurses' perceived organizational support. Emergency nurses' perceived organizational support was negatively associated with workplace violence. Perceived organizational support moderated the relationship between Connor-Davidson resilience scores and workplace violence among emergency nurses to some extent. DISCUSSION: High levels of Connor-Davidson resilience scores can mitigate the negative effects of workplace violence. Perceived organizational support can increase with increasing levels of Connor-Davidson resilience scores. When nurses face workplace violence, support from the organization can, on the one hand, reduce the negative impacts of stress and, on the other hand, elicit positive emotions. CONCLUSION: To mitigate the effects of workplace violence on emergency nurses, interventions aimed at both internal and external organizational conditions must be developed to establish a supportive environment that can increase emergency nurses' Connor-Davidson resilience scores and sense of perceived organizational support, and decrease workplace violence.

Moral disengagement, moral identity, and counterproductive work behavior among emergency nurses.

BACKGROUND: Morality is a fundamental component of nurses' daily work. Nurses' cognitive tendencies toward moral disengagement in high-stress work environments can easily lead them to engage in counterproductive work behaviors that are not conducive to the organization. However, there is limited research on how to mitigate the impact of moral disengagement on counterproductive work behavior. OBJECTIVE: The objective was to explore the impact of moral disengagement on counterproductive work behavior, as well as the reverse regulatory mechanism of moral identity on the relationship between moral disengagement and counterproductive work behavior. RESEARCH DESIGN: This was a quantitative, cross-sectional study. PARTICIPANTS AND RESEARCH CONTEXT: From September to October 2023, nurses from emergency departments of major hospitals in Hunan Province were recruited, and 500 questionnaires were distributed and collected using the WeChat app Credamo Seeing Numbers. ETHICAL CONSIDERATION: All study procedures were approved by the Ethics Committee of Hunan Normal University (No. 2023-388). FINDINGS: Moral disengagement had a positive effect on counterproductive work behavior directed at the organization (CWB-O) as well as counterproductive work behavior directed at individuals (CWB-I). Moral identity was not significant in moderating the relationship between moral disengagement and CWB-O. Moral identity had an inverse moderating effect on the mechanism of action between moral disengagement and CWB-I. CONCLUSION: Counterproductive work behavior guided by moral disengagement is detrimental to organizations, and moral identity can inhibit the effect of moral disengagement on CWB-I. Nursing administrators should focus on improving nurses' moral identity and improving the healthcare workplace environment so that moral identity can better exert its inhibitory effect on counterproductive work behavior among nurses.

Thriving at work, career calling, and moral distress among nurses.

BACKGROUND: Emergency nurses who thrive at work experience positive emotions that help reduce burnout and thus enhance career calling. However, few studies have focused on the relationships among thriving at work, career calling, and moral distress among emergency nurses. OBJECTIVES: To investigate the relationships among thriving at work, career calling, and moral distress and to explore the mediating role of career calling in the relationship between thriving at work and moral distress among emergency nurses. DESIGN: A quantitative, cross-sectional study. METHODS: A cross-sectional study was conducted by reference to 390 emergency nurses in China using an online survey that include the Thriving at Work Scale, the Career Calling Scale, and the Moral Distress Scale-Revised. The data were analyzed using SmartPLS software. ETHICAL CONSIDERATION: The study was approved by the Ethics Committee of Hunan Normal University (No. 2023-388). FINDINGS: Among emergency nurses, thriving at work is positively associated with career calling, while career calling is negatively associated with moral distress. Career calling negatively and completely mediates the relationship between thriving at work and moral distress (ß = -0.087, p < 0.01). DISCUSSION: Theoretically, the findings enhance our understanding of the relationships among thriving at work, career calling, and moral distress among emergency nurses. CONCLUSION: By emphasizing the benefits of thriving at work, nursing managers can improve nurses' level of thriving at work by providing a favorable environment, a flexible scheduling system, and appropriate authorization as well as by ensuring organizational fairness and providing training opportunities in a hierarchical manner.

Moral distress, moral resilience, and job embeddedness among pediatric nurses.

BACKGROUND: Nurses often face ethical issues in their daily work that can have an impact on their level of job embeddedness. And positive job embeddedness is essential to reduce burnout among nurses and improve professional retention in the medical industry. However, few studies have focused on the relationship between moral distress, moral resilience, and job embeddedness. OBJECTIVES: To investigate the relationship between moral distress, moral resilience, and job embeddedness, and explore the mediating role of moral resilience between moral distress and job embeddedness among nurses. DESIGN: A quantitative, cross-sectional study. METHODS: Nurses from a number of tertiary general hospitals in central China were surveyed and assessed using the Moral Distress Scale, the Nurse Moral Resilience Scale, and the nurse job embeddedness Scale from February to March 2023. The study was conducted in line with the 1964 Declaration of Helsinki. ETHICAL CONSIDERATION: All study procedures were approved by the Ethics Committee of Hunan Normal University (No. 2023-313). FINDINGS: Moral distress was positively correlated with moral resilience (ß = 0.525, p < 0.01) and negatively correlated job embeddedness (ß = -0.470, p < 0.01). Moral resilience partially mediated the relationship between moral distress with job embeddedness (ß = -0.087, p < 0.01). DISCUSSION: The findings reveal a relationship between moral distress, job embeddedness, and moral resilience among nurses. CONCLUSION: Moral distress and moral resilience are important correlates of job embeddedness in nurses. Interventions to reduce moral distress and increase moral resilience may have potential benefits for improving nurses' job embeddedness. It is recommended that clinical nursing administrators create a favorable ethical atmosphere, educate nurses about ethics, and increase nurses' moral resilience.

An evolutionary game for the behavior of third-party evaluators in pension public-private partnership incorporating public participation.

This study analyzes the impact of public participation on the choice of third-party evaluators' behavior strategies during the service quality supervision process of China's pension public-private partnership project. An evolutionary game model between third-party evaluators and government regulators is developed, wherein the evolution rule of the two sides and public participation's influence on their behavior under the two different conditions are analyzed, and a numerical simulation is carried out using MATLAB 2016a. It is found that third-party evaluators may choose the false evaluation strategy without public participation because of the inducement of rent-seeking or insufficient government punishment when the regulatory revenue of the government regulatory agencies is less than the regulatory cost. In contrast, in the case of public participation, the true evaluation strategy is chosen with an improvement in the level of public participation or an increase in reputation incentive. This suggests the construction and improvement of a third-party evaluation system, which shows that the construction of the service quality supervision system in China's pension PPP project has a large operating space.

Exploring the Mechanisms of Well-Being Occurrence Among Event Tourists: Mixed Empirical Evidence from Positive Psychology.

Introduction: This study explores the well-being dimensional components of event tourists and their identification processes in validating the well-being occurrence mechanism of event tourism and the correlation between the well-being of event tourists and the frequency and length of event tourism. Methods: This study adopted a sequential mixed-methods design that followed a pragmatic paradigm through a photo interview with event tourists and festival travel organizers (N=16). The qualitative research method provided evidence to explore the framework of content and dimensional identification of event tourists' well-being according to Seligman's PERMA model. The quantitative research phase (N=475) focused on identifying and validating the PERMA model in the event tourist well-being dimension through descriptive statistical analysis and validated factor analysis, followed by a one-way analysis of covariance to explore the effects of the frequency and endurance of FSE tourism. Results: The results show quantitative differences in the well-being dimensions and framework presentation of the PERMA model (Positive emotion, Engagement, Relationship, Meaning, and Achievement). R (relationship) and A (achievement) are identified and validated as dimensions of well-being outcomes for event tourists, while single-day or short trips of 2-3 days were most significant for event tourists' perceived well-being. Conclusion: This study provides an empirical argument, thus providing an empirical argument for uncovering the deeper influencing and exhibiting factors of the PERMA theoretical framework and a research paradigm for PERMA theory in more tourism behaviors and psychology. Second, this study provides an in-depth explanation of the five dimensions of well-being in the PERMA model. The findings show the salience of the relationship and achievement in FSE tourism well-being, providing theoretical insight into existing studies integrating positive psychology models for in-depth tourism well-being research.

When Does Overqualification Affect Bootlegging Positively?

Purpose and Discussion: Individual knowledge and skills are important factors in promoting employee innovation. Research shows that a large number of employees perceive that their qualification level exceeds the formal requirements of the position. These people may spontaneously seek to change their current situation and dare to develop innovative ideas in an unconventional way. The purpose of this study is to explore the relationship between overqualification and bootlegging through the mediating effect of proactive career behavior on the basis of the human environment matching theory. This study also explored the moderating effect of a proactive personality between overqualification and bootlegging. This study shows that leaders should prioritize the potential of overqualified employees, encourage them to engage in challenging tasks, broaden the innovation channels of individuals and organizations, and monitor bootlegging activities. Highly motivated employees with overqualifications are more likely to actively plan and manage their careers, they will actively seek innovation to solve problems when encountering obstacles in their career development. Participants and Methods: In this study, 457 questionnaires were collected from employees of many enterprises in Hunan Province and Guangdong Province of China. Partial least squares structural equation model based on variance (PLS-SEM) was used for data analysis. Results: The results of the study reveal that there is a significant relationship between overqualification and bootlegging. In addition, proactive career behavior plays an intermediary role in the relationship between overqualification and bootlegging. Moreover, a proactive personality moderates the relationship between overqualification and bootlegging. Finally, the relationship between overqualification and bootlegging is stronger when a proactive personality is strong.

Moderating Effects of Self-Efficacy and Time Pressure on the Relationship Between Employee Aging and Work Performance.

Purpose: The relationships among employee aging, working memory capacity, and task performance in the context of information technology were studied, and these investigations in turn provide insight into improving employee task performance and mitigating the negative effects of employee aging. Participants and Methods: Based on the limited resource theory and the inhibitory deficit theory, a total of 296 valid questionnaires were collected and the relationships among the variables were examined using cascaded linear regression via SPSS 22.0. Results: Aging negatively affects working memory capacity and task performance. Working memory capacity partially mediates the relationship between age and task performance. Time pressure can exacerbate the negative effects of age on task performance, and self-efficacy mitigates the negative effects of age on task performance. Discussion: Employee information system learning and training can be enhanced to ameliorate the negative impact of aging on task performance. IT-related work can be limited to a manageable level to reduce the negative effects of reduced working memory capacity. Employees' internal motivation can be gradually cultivated, and employees can be guided toward the improvement of their IT self-efficacy.

Impact of Occupational Risks of Medical Staff on Willingness to Occupational Mobility in COVID-19 Pandemic.

Purpose: Medical staff are a crucial resource in the battle against the COVID-19 pandemic but are vulnerable to both SARS-CoV-2 infection and negative psychological outcomes. This study evaluated medical staff's occupational risks, professional identity, and occupational mobility intention during the pandemic. Patients and Methods: The questionnaire was anonymous. All respondents were Chinese medical personnel. Results: Our findings suggest that the professional risks faced by medical professionals can enhance their professional mobility willingness and weaken their professional identity. They cannot only directly enhance their professional mobility willingness but also indirectly strengthen their professional mobility willingness through professional identity. The objective support and subjective support obtained by medical professionals cannot only alleviate the negative impact of occupational risk on professional identity alone but also jointly, and in the process of their joint mitigation, the former has been internalized and absorbed, while the latter has a stronger mitigation effect. The objective support and subjective support obtained by medical professionals can neither alone nor jointly alleviate the direct and positive impact of occupational risk on the willingness of occupational mobility. Conclusion: The occupational risks faced by medical personnel can improve their willingness to move professionally and weaken their occupational identity. Early screening of high-risk groups for turnover intention among health care workers and more psychosocial health care and physical protection are needed during the COVID-19 pandemic in China.

Does new-type urbanization help reduce haze pollution damage? Evidence from China's county-level panel data.

Urban transformation is the key to sustainable urban development. China is currently undergoing massive urban transformation, that is, new-type urbanization. This study explored the relationship between new-type urbanization construction and haze pollution by constructing a time-varying DID model based on 2013-2018 district and county data. Our empirical results show that new-type urbanization can significantly improve haze pollution. We also examined the heterogeneous differences in new-type urbanization's effects on haze pollution. First, we find that new urbanization construction has no significant effect on haze pollution in cities rich in natural resources. Second, its effect on haze pollution was most pronounced in the eastern region, which had the highest urbanization rate. This study also explored the moderating effect of new urbanization and haze pollution from the urban governance perspective. The results show that the government's fiscal spending capacity is significant for new-type urbanization's ability to improve haze pollution. In addition, in the pilot year, the turnover of regional officials enhanced new-type urbanization construction to improve haze pollution. We also find that districts and counties implementing pilot new-type urbanization are conducive to reducing haze pollution in surrounding areas in the same city not implementing new-type urbanization; however, they exacerbate haze pollution in other provincial areas that have not implemented new-type urbanization. Finally, we propose relevant policy recommendations based on the empirical results.