The development of new occupation practitioners in China's first-tier cities: A comparative analysis.

Owing to the increasingly complex economic environment and difficult employment situation, a large number of new occupations have emerged in China, leading to job diversification. Currently, the overall development status of new occupations in China and the structural characteristics of new occupation practitioners in different cities are still unclear. This study first constructed a development index system for new occupation practitioners from five dimensions (group size, cultural appreciation, salary level, occupation perception, and environmental perception). Relevant data to compare and analyze the development status of new occupation practitioners were derived from the big data mining of China's mainstream recruitment platforms and the questionnaire survey of new professional practitioners which from four first-tier cities and 15 new first-tier cities in China. The results show that the development level of new occupation practitioners in the four first-tier cities is the highest, and the two new first-tier cities, Chengdu and Hangzhou, have outstanding performance. The cities with the best development level of new occupation practitioners in Eastern, Central, and Western China are Shanghai, Wuhan, and Chengdu, respectively. Most new occupation practitioners in China are confident about the future of their careers. However, more than half of the 19 cities are uncoordinated in the five dimensions of the development of new occupation practitioners, especially those cities with middle development levels. A good policy environment and social environment have not yet been formulated to ensure the sustainable development of new occupation practitioners. Finally, we proposed the following countermeasures and suggestions: (1) Establish a classified database of new occupation talents. (2) Implement a talent industry agglomeration strategy. (3) Pay attention to the coordinated development of new occupation practitioners in cities.

Empirical Investigation of How Social Media Usage Enhances Employee Creativity: The Role of Knowledge Management Behavior.

Employee use of social media in the workplace has become a common phenomenon. Thus, how to effectively manage and utilize employee social media usage in the workplace has become a new issue. This study examines how employees' work-related and social-related social media usage at work can present different impacts upon their creativity through knowledge management behaviors. To test the research model, this study collected data from 425 employees in various industries in China and utilized a covariance-based structural equation model (CB-SEM) to test the hypotheses. The results suggested that work-related social media usage enhances employee creativity through promoting knowledge sharing and restraining knowledge manipulation. On the contrary, social-related social media usage cannot indirectly influence employee creativity through knowledge management behaviors. This study contributes to the literature on social media research by providing theoretical arguments on how employee use of social media for different purposes affects their creativity. Furthermore, this research offers the insight of the different paths of work-related and social-related social media usage that influence employee creativity rather than treating social media usage as a unitary concept and linking it simply with work results. This study also explores the role of three knowledge management behaviors in the relationship between social media usage and employee creativity.

Analysis on the Spatio-Temporal Evolution Characteristics of the Impact of China's Digitalization Process on Green Total Factor Productivity.

Green production is an inevitable choice for China's high-quality economic development. With the rise of the digital technology revolution, China's digital transformation may play an integral and important role in increasing green total factor productivity (GTFP). Based on the panel data of 30 Chinese provinces from 2014-2020, the impact of digitization on GTFP was explored using the model of geographically and temporally weighted regression (GTWR), and the spatial and temporal distribution characteristics and development trends of such effects were further explored. The main findings are as follows: (1) China's digitalization level and GTFP has significant spatial autocorrelation and similar spatial distribution characteristics. (2) Digitalization has a significant positive impact on GTFP, but this impact decreases yearly, and there are noticeable regional differences. Digitalization in the eastern and central regions has a more significant impact on GTFP than in the west. (3) The region where China's digital development has extensively promoted GTFP has shifted from China's southern coastal region to the northwest and northeast regions. (4) The time-series fluctuations of the regression coefficients of the digitization level in each province in China also show agglomeration characteristics. That is, the regression coefficients of neighboring provinces have similar time-series fluctuations.

Do overqualified employees hide knowledge? The mediating role of psychological contract breach.

Although the negative effects of a sense of overqualification on organizations and individuals have been examined, it is debatable whether overqualified employees hide knowledge. Relying on the social comparison theory and psychological contract theory, this paper tried to investigate the non-linear relationship between perceived overqualification and knowledge hiding via psychological contract breach by surveying employees with bachelor's degrees or above and eventually recruited 475 participants. The results indicated that psychological contract breach acts a partial mediating role in the inverted U-shaped relationship between perceived overqualification and knowledge hiding, while leader-member exchange acts as a moderator. The finding manifests that overqualification encourages employees to hide knowledge, but their possibly vigorous aspects will be displayed when a certain limit is exceeded. This study benefits organizations by advising them to dialectically treat and properly place overqualified employees and contributes to the research on overqualified employees' knowledge management by offering a new explanation and complete understanding of perceived overqualification and knowledge hiding, with specific focus given to the psychological states of employees.