Influence of mentoring on the proactive behavior of new employees: moderated mediation effect of agreeableness.

Objective: In recent years, faced with a complex economic development environment and the evolving dynamics of the Chinese workplace, talent has become a precious resource that is invaluable yet scarce for every enterprise. As Generation Z employees have gradually entered the labor market, they contribute new perspectives and energies to various enterprises and pose unique challenges. The traditional step-by-step approach no longer meets the needs of today's businesses. Companies require more proactive talents to drive superior performance. Individuals with proactive behavior can effectively plan their career paths and are better equipped to fulfill core organizational tasks. Therefore, it is crucial for organizations to effectively mitigate the perceived negative impacts of proactive behavior, encouraging individuals to exhibit more positive proactive actions. Methods: Based on the proactive motivation model, this study investigates the effects of mentoring, balanced psychological contract, proactive behavior, and agreeableness on the proactive behaviors of new employees. The research surveyed 417 new employees from Guangdong Province, China, who had graduated within the last three years, with a gender distribution of 49.4% male and 50.6% female. Results: Structural Equation Modeling was used for data analysis, and the following results were obtained: First, mentoring positively affected the balanced psychological contract and new employees' proactive behavior. Second, mentoring positively affected the new employees' proactive behavior through the balanced psychological contract. Third, agreeableness played a moderating role in the relationship between mentoring and new employees' proactive behavior, and in the relationship between mentoring and the balanced psychological contracts. Finally, the positive indirect effect of mentoring through the balanced psychological contract on new employees' proactive behavior is positively moderated by agreeableness. Conclusion: The results of this study offer new insights into mentoring research for new employees and provide practical guidance for fostering the balanced psychological contract and proactive behavior among new employees. This research enriches the existing literature on mentoring for new employees by demonstrating the integral roles of agreeableness and a balanced psychological contract in fostering proactive behavior, offering valuable insights for organizational practices aimed at enhancing employee proactivity.

Nurses' organizational climate of perceived organizational support and its relationships with psychosocial working conditions and psychological contracts: A longitudinal questionnaire study.

OBJECTIVE: The aim of the present study was to investigate the longitudinal relationships between nurses' organizational climate of perceived organizational support (POS-climate) and their psychosocial working conditions and psychological contracts. METHODS: A two-wave longitudinal cohort questionnaire study was carried out among registered nurses employed within six hospitals in two regions in Sweden (n = 711). Two cross-lagged panel models were tested after ensuring scalar factorial invariance of the measurement models. The first model investigated longitudinal relationships between psychosocial working conditions and the POS-climate, while the second model investigated such relationships between the psychological contracts and the POS-climate. RESULTS: The results indicated that influence at work and an ideology-infused psychological contract had positive effects on the nurses' POS-climate. CONCLUSIONS: These results highlight the importance of providing nurses with such influence, and of a shared ideology within the entire health-care organization, centered on the ethical values of the health-care professions.

The straw that broke the nurse's back-Using psychological contract breach to understand why nurses leave.

AIM: To deepen our understanding of why nurses decide to leave their occupation instead of changing jobs, we examined the antecedents that led to this decision through the theoretical lens of psychological contract breach. DESIGN: A qualitative design with semi-structured interviews. METHODS: We collected 28 interviewees from our social networks and a social media platform. We included professional nurses who had decided to leave or had left the occupation. We analysed our data with reflexive thematic analysis, thereby giving space for the interviewee voices to rise. RESULTS: We identified various experiences of dissonance between interviewee expectations and reality. The interviewees expressed unfulfilled expectations or psychological contract breaches in relation to their occupation on different levels and over extended time periods. The psychological contract breaches and decisions to leave the occupation were built up over time because of continuous disappointment and dissonance between expectations and reality. The frustration, dissonance and unfulfilled expectations were expressed towards the institution of nursing rather than a specific employer or organization. CONCLUSION: Unfulfilled expectations over a longer period might cause psychological contract breach, leading to turnover intentions. Our research brings novel insights into the psychological contract, as our findings indicate that the psychological contract can be formed and breached, also between the employee and the occupation. This means that turnover intentions might result in nurses leaving the profession rather than seeking work in new organizations. IMPACT: The study addresses the problem of nurse shortage by showing the root reasons for deciding to leave the occupation. Our findings show how psychological contract breaches over time erupt as turnover intentions regarding the occupation rather than a job. The results guide healthcare managers and decision-makers to recognize factors leading to a psychological contract breach, thereby enabling the retention of nurses. PATIENT OR PUBLIC CONTRIBUTION: No patient or public contribution.

Role of safety-specific transformational leadership in fostering extra-role behaviors through psychological contract fulfillment among frontline workers during COVID-19.

Objectives. The emergence of COVID-19 has drastically changed the safety outlook of how the work world is viewed by leaders and followers. In this backdrop, the current study aimed at extending the safety leadership literature in the context of organizations operating in crisis situations by investigating the impact of safety-specific transformational leadership on the followers' extra-role behaviors through the mediation of psychological contract fulfillment. Methods. Using a time-lagged and multisource design, data were collected from 384 frontline rescue and healthcare workers dealing with COVID-19-related situations. Results. Results revealed that safety-specific transformational leadership behavior positively affects extra-role behaviors of frontline employees by enhancing their innovative work behavior, knowledge sharing behavior and organizational citizenship behavior. Also, psychological contract fulfillment plays a bridging role in translating the impact of safety-specific transformational leadership behavior on extra-role behaviors. Conclusion. The followers working in an unsafe context view the safety concern of their leader as a fulfillment of their unwritten expectations from their employers. Implications of these findings along with limitations and future research directions are also delineated.

The influence of internship satisfaction and the psychological contract on the career identity behavior of fresh graduates.

Introduction: Frequent resignation of young workers brings huge costs to the organizational management of enterprises. The frequent turnover behavior is a sign of low career identity, and exploring the paths that influence career identity behaviors is necessary. Previous studies have found that internship satisfaction and the psychological contract can influence career identity behavior. However, the dimensions of the psychological contract are unclear, and it is uncertain whether internship satisfaction can influence career identity behavior through the different dimensions of the psychological contract. This study attempts to expand the concept of psychological contract and construct a multiple mediation model. It aims to analyze the mediating role of different dimensions of the psychological contract between internship satisfaction and career identity behavior. Methods: A sample survey was conducted on Chinese fresh graduates by way of the questionnaire survey, and a total of 576 valid questionnaires were collected. Amos 26.0 was used to analyze the data and verify the multiple mediation model. Results: The results showed that psychological contract can be divided into three dimensions: transactional contract, relational contract, and developmental contract. Internship satisfaction can positively influence career identity behavior via the three dimensions of psychological contract, and there are differences in mediating effects among the dimensions. The mediating effect of developmental contract is the highest, relational contract is the second, and transactional contract is the lowest. Discussion: This article expands the dimensions of psychological contract, emphasizes the importance of developmental contract, contributes to the literature on organizational psychology, and provides scales and empirical evidence for future research. The analysis points out that fresh graduates with long-term development opportunities often show higher career identity behavior. This provides valuable insights for enhancing career identity behavior, improving career sustainability, and assisting organizations in managing human resource mobility.

Influence of kindergarten principals' contingent rewards on teachers' creative teaching performance: Testing a moderated-mediated model.

BACKGROUND: Although research has increased the current understanding of creative teaching, evidence on the factors that influence this behavior and the underlying mechanisms remains limited. OBJECTIVE: This study, grounded in conservation of resources theory, proposed and empirically examined the relation between contingent reward leadership (CRL) among Chinese kindergarten principals and teachers' creative teaching performance (CTP). In addition, the study assessed the mediating effect of organizational innovation support (OIS), bureaucratic organizational culture (BOC), and innovative organizational culture (IOC), as well as the moderating effect of ideological psychological contracts (IPCs), to provide robust insights into how CRL can motivate kindergarten teachers' CTP. METHODS: A total of 518 kindergarten teachers aged 20-55 years participated in the study. Structural equation model analysis was conducted to examine the multiple mediating effects of OIS, BOC, and IOC, as well as the moderating effect of IPC in the relation between CRL and CTP. RESULTS: OIS served as a mediator in the relation between CRL and CTP. OIS and BOC played a chain mediating role in the relation between CRL and CTP. OIS and BOC played a chain mediating role in the relation between CRL and CTP. Additionally, IPC positively moderated the indirect relation of CRL on CTP via OIS. CONCLUSIONS: Kindergarten principals should pay attention to the positive impact of leadership style and organizational culture on teachers' innovative behavior. Moreover, prioritizing the improvement of IPCs would benefit the development of innovative behavior.

Exploring the relationships among safety leadership, safety climate, psychological contract of safety, risk perception, safety compliance, and safety outcomes.

Background: Recently, two types of safety compliance behaviors including deep compliance and surface compliance were differentiated. The current study aimed to investigate the relationships among safety leadership, safety climate, psychological contract of safety (PCS), risk perception, and deep compliance and surface compliance behavior of workers. In addition, the effects of both deep and surface compliance on safety outcomes were considered. Methods: Workers' perceptions in terms of safety leadership, safety climate, PCS, risk perception, deep compliance, and surface compliance were measured by appropriate questionnaires. Three questions were asked to measure undesired safety outcomes. Structural equation modeling and correlation analysis were applied to examine the research model and relationships among variables. Results and discussion: The results of the current study showed that deep compliance was positively predicted by safety leadership, safety climate, and PCS and negatively predicted by risk perception. Surface compliance was positively predicted by safety leadership and safety climate and negatively predicted by risk perception. Surface compliance is not significantly predicted by PCS. With regard to the adverse safety outcomes, the results showed that both deep and surface compliance were negatively associated with adverse safety outcomes, however, deep compliance had a stronger negative correlation with adverse safety outcomes than surface compliance.

Managing in Critical Care Settings: A Qualitative Study of South African Nurse Unit Managers and the Psychological Contract.

Introduction: Little is written about the management of psychological contracts by nurse unit managers (NUMs) in critical care settings and how this perspective contributes to the performance, experiences, and views of nurses and nursing teams. Psychological contracts are important regulators of the employer-employee relationship, with managers (NUMs) being the embodiment of the employer in managing the contract. Objectives: This qualitative study answers a call for research on the NUM perspective of the psychological contract given the role they play in the wellbeing of critical care nurses and quality of care provided. The study aims to understand the expectations and obligations that constitute the psychological contract NUMs have with their nursing teams, the nature of the contract, and how NUMs practically manage these aspects on their teams. Methods: Using an interpretive qualitative research design and a purposive sampling technique, semi-structured interviews were conducted with 10 of the 14 NUMs from a public health facility about critical incidents relating to their obligations and expectations of managing critical care nurses. Results: A thematic analysis of their responses revealed five main themes that represent the contents of their psychological contracts with critical care nurses: professional commitment and obligation; leading by example; trust and support; teamwork; and on-the-job training and further development. In their discussion of these components, the NUMs also revealed how they manage the psychological contract with nurses. Conclusion: Based on the expectations and obligations NUMs hold with their staff, their psychological contracts were found to be largely relational, with elements of the balanced type, suggesting that they rely on interpersonal connection and coordination, as well as knowledge dissemination, to uphold the contract. This contract appears to be effective in inculcating the commitment of nurses to their profession and professional standards through the building of trust and offering of support. However, recommendations are offered to ensure NUMs are best prepared to sustain these psychological contracts and continue to support nurse wellbeing and related patient care.

Cross-Level Influence of Group-Focused Transformational Leadership on Organizational Citizenship Behavior among Chinese Secondary School Teachers.

The organizational citizenship behavior of teachers holds paramount significance in elevating school organizational effectiveness and sustaining competitive advantage. To address this, this study examines the cross-level influence of group-focused transformational leadership on organizational citizenship behavior among secondary school teachers. This exploration includes investigating the mediating role of individual-level psychological contract fulfillment and the moderating impact of group-level collectivism. An empirical investigation involving 1162 secondary school teachers in China was designed for this purpose. The results demonstrate that group-focused transformational leadership significantly positively impacts teachers' organizational citizenship behavior. Moreover, this relationship is positively moderated by collectivism at the group level, suggesting a stronger effect of transformational leadership on organizational citizenship behavior in more collective-oriented groups. Additionally, the findings reveal that psychological contract fulfillment at the individual level mediates this cross-level relationship, providing evidence for its role in translating leadership's influence to organizational citizenship behavior. The findings underscore the significance of concentrating on group-focused transformational leadership, cultivating a collectivist atmosphere, and guaranteeing the fulfillment of psychological contracts as pivotal strategies for bolstering organizational citizenship behavior among teachers.

The effect of psychological contract on turnover intention among nurses: a meta-analytic review.

BACKGROUND: The turnover intention (TI) of nurses is common, posing a threat to modern healthcare organizations. Psychological contract (PC) is a predictor of TI, affecting significantly nurse's TI. However, the extent of the association between PC and nurse's TI is unknown. We performed a meta-analysis to quantitatively analyze the relationship between PC and nurse's TI. METHODS: We searched nine electronic databases from inception to July 2023. Observational studies were included using a retrieval strategy related to PC and TI. Meta-analyses of common effect and random effect models were performed using R software with Spearman or Pearson correlation coefficients. Meta-regression, subgroup analysis, publication bias, and sensitivity analysis were also carried out . RESULTS: Eighteen studies including 8,908 nurses were identified. Based on various PC-related perspectives, 16 studies explored nurses' TI in terms of the content and three-dimensional structure of PC. Of these, 9 studies reported the negative direction of the correlation between PC and TI (r ranged from - 0.20 to -0.45), whereas 7 studies reported the positive direction of the correlation between PC and TI (r ranged from 0.32 to 0.50). The PC total and its dimensions were found to have moderately significant associations with TI, with the exception of the PCE and PCE-I. Additional, 2 studies reported the relationship between the outcome of PC and TI, the PCF, PCB, and PCV were powerful predictors of nurses' TI. Meta-regression and subgroup analysis found that only nurses working in specialized departments might be the source of heterogeneity. CONCLUSIONS: To our knowledge, this was the first meta-analysis to quantitatively examine the relationship between PC and TI among nurses. The findings reaffirmed the necessity for healthcare administrators and the medical profession to valued nurse' good interpersonal, social support, humanistic environment, and meet nurses' psychological and spiritual needs in addition to their material demands. Moderators of the connection between PC and TI, based on meta-regression and subgroup analyses, should be carefully explored as they may aid in identifying nurses' TI. Additional, longitudinal research, as well as mixed research, should be conducted to more comprehensively explore the relationship between PC and TI.

Evaluation of Low-Frequency Noise, Infrasound, and Health Symptoms at an Administrative Building and Men's Shelter: A Case Study.

Responses to complaints about low-frequency noise and infrasound at workplaces have not been extensively documented in the literature. The National Institute for Occupational Safety and Health evaluated low-frequency noise, infrasound, and health symptoms among employees of an organization providing services to homeless persons. The organization's campus was evacuated after two loud noise and vibration incidents related to methane flare on an adjacent landfill. Employees were interviewed about health symptoms, perceptions of noise, and how the incidents were handled. Available medical records were reviewed. Sound level and noise frequency measurements taken in vacated campus buildings not during these incidents revealed overall levels across frequencies up to 100 hertz were 64 to 73 dB, well below those associated with adverse health effects. However, an unbalanced frequency spectrum could have contributed to the unusual sounds or vibrations reported before the first incident. Some symptoms predating the incidents are consistent with low-frequency noise exposure but are also common and nonspecific. Most interviewed employees (57%) reported being uncomfortable returning to work on the campus. Multiple factors such as noise characteristics, health effects, and employee perceptions need to be considered when assessing health concerns related to low-frequency noise and infrasound.

Internet Addiction and Academic Anxiety Among Chinese College Students During COVID-19: The Mediating Role of Psychological Contract.

Purpose: The objective of this study is to investigate the underlying mechanism connecting internet addiction and academic anxiety, with the aim of assisting higher education professionals and administrators in developing comprehensive solutions to effectively mitigate the systemic risks associated with these issues. Patients and Methods: This study utilizes the smart data collection instrument of Wenjuanxing to gather data from 270 Chinese college students through an online questionnaire survey. Through building and analyzing a structural equation model that consists of four latent variables, such as internet addiction, relational psychological contract, transactional psychological contract, and academic anxiety. The study analyzed the fundamental characteristics of the transformation mechanism of Internet addiction and academic anxiety. It specifically focused on conducting a mediating effects test of the psychological contract variable to validate the significant role of both relational psychological contract and transactional psychological contract in this transformation mechanism. Results: First, the study found that internet addiction (ß=0.094; p=0.179) cannot directly impact academic anxiety. It can only influence academic anxiety through the mediating effects of the relational psychological contract (ß=0.088; p=0.022) and the transactional psychological contract (ß=0.123; p=0.003), with the latter having a more significant impact. Second, the destructive effect of Internet addiction on relational psychological contracts (ß=-0.496; p<0.001) is greater than that on transactional psychological contracts (ß=-0.476; p<0.001). Third, compared to the weakening of the relational psychological contract (ß=-0.177; p=0.017), the weakening of the transactional psychological contract (ß=-0.258; p=0.001) has a more significant impact on college students' academic anxiety. Conclusion: This study shows that the weakening of the corresponding psychological contract is the key link for the development of Internet addiction into academic anxiety. Stabilizing the psychological contracts at the psychological level of college students can help suppress the vicious transformation process from internet addiction to academic anxiety, ensuring students' mental health and reducing systemic risks in educational work.

The Impact of Psychological Contract, Physical and Mental Health on Burnout in Grassroots Civil Servants: Evidence from China.

Introduction: The report of the 20th Party Congress proposes to build a high-quality cadre capable of taking on the important task of national rejuvenation. Grassroots civil servants are facing great pressure and challenges, and alleviating burnout has become an important issue in the construction of grassroots civil servants. Empirically analysing the impact of psychological contract on burnout of grassroots civil servants in the Chinese context will help to build a high-quality grassroots civil service team. Methods: Using a sample of 1824 grassroots civil servants in China, this study empirically examined the effect of the psychological contract on burnout among grassroots civil servants using the OLS methodology, conducted a robustness test by way of substituting variables and research methods, and then discussed the mediating effect of physical and mental health in the psychological contract and burnout among grassroots civil servants. Results: The study showed that grassroots civil servants' psychological contract had a significant negative impact on burnout; transactional psychological contract was positively related to burnout, and relational and developmental psychological contracts were negatively related to burnout in grassroots civil servants. The results of the heterogeneity analysis showed that the effect of psychological contract on burnout differed by age, gender, exercise frequency, and sleep status. The results of the mediation analysis showed that higher psychological contract scores were related to better physical and mental health, thus inhibiting burnout among grassroots civil servants. This indicates a significant mediation effect of physical and mental health in the relationship between psychological contract and burnout of grassroots civil servants. Conclusion: The psychological contract of grassroots civil servants has a significant negative effect on burnout, and physical and mental health mediate between the two. These conclusions are of great theoretical and practical significance for alleviating the stress of grassroots civil servants and improving their work performance.

The spillover effect of after-hours electronic communication on nurses' cyberloafing: the mediating role of psychological contract breach.

BACKGROUND: Considerable research has investigated the influencing factors of cyberloafing in the workplace. However, few studies have focused on the antecedents in non-work fields, especially for nurses. According to the effort-reward imbalance theory, this study aims to explore the spillover effect of after-hours electronic communication on nurses' cyberloafing, and the mediating role of psychological contract breach. METHODS: A total of 282 nurses completed the online survey. PROCESS macro for SPSS was used to test how after-hour electronic communication affect nurses' cyberloafing. RESULTS: After-hours electronic communication has a significant positive impact on nurses' cyberloafing, and psychological contract breach plays a mediating role in the relationship. CONCLUSION: Psychological contract breach was the linchpin linking after-hours electronic communication to nurses' cyberloafing in workplace. This study provides a guide for healthcare organizations to reduce or manage inappropriate telework arrangements and strengthen nurses' psychological contracts.

Investigation into psychological contract in ethically disciplined group: a case study of academics in Chinese higher education.

Ethical values and beliefs are increasingly realized as important factors in the operation of psychological contract for their potential role in determining individuals' attitudes toward employment relationships by valuing mutual exchange. However, to incorporate ethical terms into psychological contract analysis is challenging because they are often confused with relational contract, and ethics of professions can be difficult to summarize and interpret. This study has demonstrated how psychological contract operates within academics in Chinese higher education, an occupational group that is typically considered ethically disciplined and culturally bonded to their identity. Here, we designed a questionnaire survey focusing on transactional/relational psychological contract, ethical framework, and job performance, and statistically analyzed the responses to this survey from 230 Chinese higher education academics. It finds that the sample population perceived psychology contact with a relatively low contribution from monetary terms, while a strong correlation was observed between ethics and relational terms. In addition, the influence of emotional and ethical terms on job performance was clearly differentiated in statistics. From analyzing through a mediation model, it suggested an intermediated role of ethics between psychological contract and job performance. Findings in this study have demonstrated that ethically disciplined groups exhibit unique features in both their perceptions of psychological contract and their correlation with ethics and job performance, which is anomalous in other occupations. This study provides a protocol demonstrating the role of ethical framework in the operation of psychological contract, particularly within occupational groups bonded strongly to their identity/profession and constrained by ethics imposed by the society.

The relationship between negative workplace gossip and thriving at work among Chinese kindergarten teachers: the roles of psychological contract breach and bianzhi.

Introduction: Exploring the influencing factors and functioning mechanisms of thriving at work is of practical significance both for teachers and kindergartens. Based on the socially embedded model of thriving at work, this study aimed to examine the association between negative workplace gossip and thriving at work. The mediating role of psychological contract breach and the moderating role of bianzhi were also examined. Methods: A total of 1105 Chinese kindergarten teachers were chosen to complete a questionnaire on negative workplace gossip, psychological contract breach, and thriving at work. Results: The results demonstrated that negative workplace gossip was positively associated with psychological contract breach and negatively associated with thriving at work. In addition, psychological contract breach was negatively associated with thriving at work. According to the mediation model test, psychological contract breach was a mediating factor between negative workplace gossip and thriving at work. The impact of psychological contract breach on thriving at work could be further moderated by bianzhi. Conclusion: This study complements knowledge systems about the influential factors and functional mechanisms of thriving at work. In practical terms, this study offers a fresh and innovative perspective for kindergartens seeking to enhance teachers' thriving at work.

Workplace conflicts and knowledge hiding: Mediating role of relational psychological contract breach.

This study explains workplace conflicts (interpersonal and task-related) as antecedents of knowledge-hiding behaviors. Moreover, a relational psychological contract breach is a mediator between workplace conflicts and knowledge-hiding behavior. For empirical evidence, data were collected from research and development institutions in Pakistan. The results confirm the significant association between conflicts and knowledge-hiding behaviors and the mediating role of relational psychological contract breach. The objective of this study is to investigate the impact of workplace conflicts (interpersonal conflict and task-related conflict) on knowledge-hiding behaviors (evasive hiding, playing dumb, and rationalized hiding). Besides, a relational psychological contract breach is used as a mediator between workplace conflicts and knowledge-hiding behaviors. By using a simple random sampling technique and time lag strategy, the data were collected from 408 employees working in research and development institutions in Pakistan. For analyses, this study employed partial least squares structural equation modeling statistical technique by using SmartPls-3 software. The results of the study confirm the significant relationship between workplace conflicts and knowledge-hiding behaviors. Relational psychological contract breach also significantly mediates the relationship between conflicts and knowledge-hiding behaviors. However, this study found an insignificant association between interpersonal conflict and evasive knowledge hiding.

How Does Person-Environment Fit Relate to Career Calling? The Role of Psychological Contracts and Organizational Career Management.

Purpose: The formation of one's career calling involves endowing work with meaning and realizing oneself in work, and it has become a focus of organizational behavior research in the past decade. Although there are many studies on the outcome variables of career calling, research on the antecedents of career calling formation is relatively scarce, and its mechanisms are unclear. Based on fit theory and social exchange theory, we analyzed the data of 373 employees and explored the relationship between person-environment fit (focusing on person-organization fit and person-job fit), psychological contract, career calling and organizational career management. Methods: We adopted a multi-timepoint data collection method to analyze data from 373 employees from an internet technology company. A mediated moderation model and hypotheses were tested using Mplus 8.3 software. Results: The results showed that person-organization fit and person-job fit were positively related to career calling, and the psychological contract played a partial mediating role. The moderating effect of organizational career management on person-organization fit, person-job fit and the psychological contract was also confirmed. Moreover, the mediating effect of the psychological contract was stronger when organizational career management was higher. Conclusion: We examined the important influence of individual-level and organizational-level factors on the formation of career calling. The findings highlight the important role and mechanism of person-environment fit in the formation of career calling through psychological factors, which has managerial implications for how to develop employees' career calling.

Perceived identity threat and organizational cynicism in the recursive relationship between psychological contract breach and counterproductive work behavior.

Counterproductive work behavior toward the organization (CWB-O) or supervisor (CWB-S) is commonly treated as a consequence of psychological contract breach (PCB). However, drawing from Self-Consistency Theory, the authors in this article argue that the PCB-CWB relationship is recursive through two mediating mechanisms: self-identity threat and organizational cynicism. Furthermore, the authors predict that the relationship between feelings of violation and CWB-O (or CWB-S) would depend on the extent to which the victim attributed blame to the organization (or supervisor). Using weekly and daily survey data, the study found that identity threat was a stronger mediator for recursive CWB-PCB relationships. Moreover, it was found that PCB related positively to violation feelings, which in turn related positively to CWB-O and CWB-S over time. As predicted, the former was moderated by organizational blame attributions, whereas the latter was moderated by supervisor blame attributions. The authors discuss the theoretical implications and propose novel practical implications based on these reciprocal findings.

The impact of overqualification on the intention of urban withdrawal from the perspective of talent crowding.

Talent agglomeration greatly promotes the development of cities as a special form of talent allocation. However, excessive agglomeration of talent also leads to talent crowding and overqualification, which undermines the effectiveness of employing human resources and stimulates talent urban withdrawal. Based on the data from 327 questionnaires, data analysis was performed using Mplus 8.0 and HLM 6.08, this study explores the internal mechanism between overqualification and talent's intention of urban withdrawal from the perspective of talent crowding. The following conclusions were drawn: (1) Overqualification is positively correlated with talents' intention of urban withdrawal. (2) Psychological contract breach plays a mediating effect between overqualification and the talents' intention of urban withdrawal. (3) Relational mobility is negatively correlated with talents' intention of urban withdrawal. (4) Relational mobility plays a moderating role in the relationship between overqualification and talents' intention of urban withdrawal. (5) Urban livability is negatively correlated with talents' intention of urban withdrawal. (6) Urban livability plays a moderating role in the relationship between overqualification and talents' intention of urban withdrawal. The results can further improve the human resource management theory and serve as a foundation for developing and implementing population management policies in cities.