Why and When Temporary Workers Engage in More Counterproductive Work Behaviors with Permanent Employees in Chinese State-Own Enterprise: A Social Identity Perspective.

Why do temporary workers sharing the same working conditions as permanent employees still frequently engage in deviant behaviors that negatively affect the organization's interests? Drawing on the theory of social identity, this articlr discusses the relationships among employment status, organizational identification, and counterproductive work behavior. Time-lagged data were collected from sample of 210 dyads of employees and corresponding supervisors from a large Chinese state-owned service company, to test hypothesis. Results showed that temporary workers engage in counterproductive work behaviors more frequently than permanent employees, and organizational identification plays a mediating role in this process. Turnover intention moderated the relationship between employment status and counterproductive work behavior (organizational identification). In terms of turnover intention, organizational identification and counterproductive work behavior, two types of employees did not exhibit a significant difference. However, when turnover intention increase, there was a sharper decline in organizational identification and a greater increase in counterproductive work behaviors among temporary employees than among permanent employees. Finally, the theoretical and practical implications of these findings and future research directions are discussed.

Hatred out of love or love can be all-inclusive? Moderating effects of employee status and organizational affective commitment on the relationship between turnover intention and CWB.

Owing to the prevalence of flexible employment practices around the world and increasingly loose employee-organization relationships, employee turnover intention is gradually becoming normalized. This study aimed to examine the counterproductive work behaviors (CWB) of employees with turnover intention in the hybrid employment context. Drawing on the psychological contract process perspective, this research endeavored to examine whether higher turnover intention is associated with greater levels of CWB and to determine whether and how the association between turnover intention and CWB differs across temporary and permanent workers by considering organizational affective commitment. The results of analyzing 211 pairs of two-wave subordinate-supervisor matching data from a Chinese service company indicated that turnover intention is positively related to CWB, and the association is stronger for temporary workers than permanent ones. Such difference is caused by permanent workers' higher organizational affective commitment than temporary workers. The findings' implications for theory and research are provided in hybrid employment.

Highly Stable 4.6 V LiCoO2 Cathodes for Rechargeable Li Batteries by Rubidium-Based Surface Modifications.

Among extensively studied Li-ion cathode materials, LiCoO2 (LCO) remains dominant for portable electronic applications. Although its theoretical capacity (274 mAh g-1 ) cannot be achieved in Li cells, high capacity (≤240 mAh g-1 ) can be obtained by raising the charging voltage up to 4.6 V. Unfortunately, charging Li-LCO cells to high potentials induces surface and structural instabilities that result in rapid degradation of cells containing LCO cathodes. Yet, significant stabilization is achieved by surface coatings that promote formation of robust passivation films and prevent parasitic interactions between the electrolyte solutions and the cathodes particles. In the search for effective coatings, the authors propose RbAlF4 modified LCO particles. The coated LCO cathodes demonstrate enhanced capacity (>220 mAh g-1 ) and impressive retention of >80/77% after 500/300 cycles at 30/45 °C. A plausible mechanism that leads to the superior stability is proposed. Finally the authors demonstrate that the main reason for the degradation of 4.6 V cells is the instability of the anode side rather than the failure of the coated cathodes.

Job Security and Organizational Citizenship Behaviors in Chinese Hybrid Employment Context: Organizational Identification Versus Psychological Contract Breach Perspective Differences Across Employment Status.

The goal of the present research was to identify the mechanism through which job security exerts its different effects on organizational citizenship behaviors (OCB) among contract and permanent employees from social identity and social exchange perspectives. Our research suggests two distinct, yet related explanatory mechanisms: organizational identification and psychological contract breach, to extend the job security literature by examining whether psychological contract breach and organization identity complement each other and explaining the mechanism of different behaviors response to job security across employment status. Data were collected from 211 Chinese employees and 61 supervisory ratings of OCBs. Our results showed that relative to psychological contract breach, organizational identification plays a stronger mediating role in the association between job security and OCBs. Evidence from multi-group analyses also suggested employment status moderated the mediation mechanism of organizational identification between job security and OCB. Implications for job security and hybrid employment management are discussed.

The Effect of Job Security on Deviant Behaviors in Diverse Employment Workplaces: From the Social Identity Perspective.

Organizational scholars concur that job security can attach employees to a workplace and improve their job quality. The relationship between job security and employees' deviant behaviors in the workplace, such as counterproductive work behavior (CWB), lacks insights into how or why this occurs, especially in a diversified employment context. To address these limitations, we developed a theoretical model of job security impact on employees' CWB from the perspective of social identity. Analysis of employees (N = 208) and their supervisors in a China state-owned company were used to test the hypothesis. Results confirmed the negative relationship between job security and CWB; organizational identification partly mediates the relationship between job security and CWB. Moderated mediation analyses further indicate that the indirect effect of job security on CWB via organizational identification are stronger for temporary employees than for permanent employees. This article contributes to the understanding of job security's impact on employees' deviant behavior, practical implications and research aspects are discussed.

How Does the Entrepreneurship Education Influence the Students' Innovation? Testing on the Multiple Mediation Model.

This study aims to explore the multiple mediating effects of political skills and entrepreneurial opportunity recognition between perceived entrepreneurship education and innovation. Structural equation is used to analyze data collected from 269 Chinese student entrepreneurs. Results showed that (1) there is a positive relationship between perceptions of entrepreneurship education and perceptions of innovation, (2) political skills and entrepreneurial opportunity recognition individually play a mediating role between perceived entrepreneurship education and innovation, and (3) political skills and entrepreneurial opportunity recognition play a chain mediating effect between perceived entrepreneurship education and innovation.