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This study examined whether time slack would influence the prediction of task completion time and whether need for cognition would influence prediction accuracy if time scenarios were manipulated. With a laboratory experiment in which 140 subjects were involved, two major results were obtained: (1) People expected time slack to be greater in the future than in the present, but the operation of time slack scenarios did not reduce the participants' optimism about when their tasks would be completed. Time constraint scenarios enhanced their prediction optimism. (2) Individual differences in need of cognition would influence the effects of operation of time scenarios.

On the basis of the social constructivist theory of emotion, we examined the relationship between employees' emotional creativity and innovative performance in the Chinese business environment, as well as the mediating or moderating roles of intrinsic motivation and supervisors' support
for employee creativity in this relationship. Participants were 546 supervisor–subordinate dyads employed at 18 enterprises in the areas of Changsha, Guangzhou, Nanjing, Hangzhou, and Shanghai in China. We performed factor analysis, correlation analysis, and regression analysis of the
collected data, and found that employees' emotional creativity had significant effects on their innovative performance, and that their intrinsic motivation played a mediating role in the relationship between emotional creativity and innovative performance. We also found that the supervisors'
support for employee creativity positively moderated the relationship between emotional creativity and intrinsic motivation. In addition, the supervisors' support for creativity acted as a mediated moderator of the relationship between employees' emotional creativity and innovative performance.

The concept of approaching psychological capital (PsyCap) as an influencer on behaviors and results at both an individual and an organizational level is gaining support from a growing body of research. However, to date, the construct and impact of the PsyCap on adolescents' behavioral outcomes have not been tested. If tested, an understanding of the psychological construct and its impact could be helpful for teachers and administrators in adjusting institutional methodology in accordance with the mental health status of the students. We explore the impact of PsyCap and the moderating role of perceived social support. We also adopt an innovative perspective to detect how to reduce problem behaviors. A construct of PsyCap of adolescents and the relationships among PsyCap, perceived social support, and behavioral problems is proposed. The findings provide a strong evidence-based recommendation for the use of PsyCap in a public school education management.

We examined how construal level and job insecurity affect employees' responses to perceived external employability (PEE). Participants were 494 employees from enterprises in China. Multigroup analysis results showed that construal level moderated the effect of PEE on quantitative job
insecurity and work engagement. Specifically, participants with concrete (low-level) construals experienced less quantitative job insecurity and displayed higher work engagement when they had higher PEE. In contrast, participants with abstract (high-level) construals reported the same amount
of quantitative job insecurity and work engagement regardless of their PEE level. In addition, qualitative job insecurity mediated the relationship between PEE and work engagement. Theoretical and practical implications are discussed.

People experience regulatory fit when their strategy of how to achieve a goal accords with their regulatory orientation. It has been widely documented that regulatory fit could create value enhancement. We conducted 2 studies and our results showed that this was not the case when people
were functioning at a high construal level (HCL) rather than a low construal level (LCL). Specifically, we found that for the HCL group of participants the effects of regulatory fit on both consumption intention (Study 1) and environmental intention (Study 2) were mitigated. Depending on construal
level, the effect of fit versus nonfit on intention was mediated by processing fluency (Study 2). These results provided support for the proposal that an HCL helps people to distinguish objective information from subjective feelings, whereas an LCL is not implicated in making such a distinction.

Basic-level police work in China is regarded as highly stressful. The purpose of this article is to examine the relationship between stress, job satisfaction, job burnout, and locus of control as related to the police work. The article consists of an empirical study with a sample of 521 basic-level policemen and policewomen in an autonomous region of China. Participants completed a series of questionnaires that included Police Stress Questionnaire, the Overall Job Satisfaction Scale, the Maslach Burnout Inventory, and the Internality, Powerful Others, and Chance Scale. The results indicated that police stress was negatively related to job satisfaction, whereas it was positively related to job burnout. The relationship between police stress and job satisfaction was mediated by job burnout. Locus of control acted as a moderator in the stress–burnout relationship as well as in the burnout–satisfaction relationship. The findings had certain practical implications for mental health, police management, and personnel recruitment of police in China.

The IPMA-HR competency model forms the basis for a certification training program developed by International Public Management Association for Human Resources (IPMA-HR) for HR professionals, which has been introduced into China in recent years. The program is welcomed by Chinese HR professionals and serves as fairly popular and influential competency training for human resources and the HR certification system of China. However, few scholars have conducted systematic tests and analyses on the model's stability, dependability and its scientific nature and no actual measurement has been performed on its reliability and validity as well. From empirical study perspective and on the basis of field survey and data collected in this study, we aim to test and analyze the four fundamental roles and twenty two competencies designed in the IPMA-HR Competency Model through using two main methods: the reliability & validity test and the path analysis. Besides concluding with positive findings of the program, we also summarize the practical applications of the IPMA-HR Competency Model in China's HR management and training market and propose our suggestions to improve the competency model in terms of a cultural identity perspective.

After decades of development effort and referring to best practices from other public sectors, an integrated performance management system for the police organizations in China has already been established. However, it is rare that any evaluation of the effect of implementing performance management is conducted either by researchers or practitioners. This study targets police officers as samples from police organizations in Zhejiang Province in China. A questionnaire on evaluation of performance management for police officers was developed which included four factors: job characteristic, leadership style, internal operational mechanism of performance management, and interpersonal relationship. This study also explored the relationship between evaluation of performance management and job satisfaction, and tested the mediating effect of perceived social support on job satisfaction. The practical implications of this study on the Chinese system of policing are discussed.