This study aims to investigate the impact of digital capabilities on business model innovation, and emphasizes the pivotal mediating role of dynamic capabilities, comprising sensing, seizing, and reconfiguring resources, in translating digital strengths into innovative business models. And also uncovers a nuanced perspective on organizational inertia, showcasing its potential to positively moderate the relationship between digital capabilities and business model innovation. A questionnaire-based, time-lagged study with a 1-week interval. From January 2023 to March 2023, we collected a total of 262 questionnaires from entrepreneurs located in the Pearl River-West River Economic Belt, such as Guangzhou and Nanning, China. To analyse the moderation and mediation model, we utilized The PROCESS Model 5. Digital capabilities have a positive impact on the innovation of enterprises’ business models. Moreover, the connection between digital capabilities and business model innovation is mediated by dynamic capability. The findings also illustrate that organisational inertia moderates the relationship between digital capabilities and business model innovation. This study contributes to the existing literature on enterprise sustainable development by shedding light on the mediating and moderating mechanisms through which digital capabilities enhance business model innovation in enterprises. These findings offer valuable insights for enterprises aiming to thrive in dynamic markets, emphasizing the importance of a balanced approach to digital innovation, and instrumental for entrepreneurs seeking to refine their organisational strategies, particularly by bolstering their digital capabilities.

This research studies the mediating effect of employee’s social capital on job crafting and job performance, and the moderating effect of core self-evaluation on social capital and job performance. This research will help Guangxi enterprises, against the background of “One Belt One Road”, to improve their competitiveness through rational human resource management. A questionnaire survey was conducted, using the convenience sampling method, on 438 employees in Guangxi enterprises, and data analysis was performed using Amos, Smart-PLS and SPSS. The results of the hierarchical linear regression analysis show that social capital partly mediates the effect of job crafting on job performance, and core self-evaluation moderates the effect of social capital on job performance. However, the impact of social capital on job performance cannot be tested by SEM.

Purpose: Employee health is a major challenge for enterprises. Fostering a healthy work environment and promoting employee engagement are key to addressing this challenge. Health-promoting leadership and employee health are the driving forces of corporate development; at the same time, employability is the core element of employee relations. Based on self-determination theory, this study aims to explore the effects of health-promoting leadership and employee health on employee engagement in light of employee employability.Design/methodology/approach: The data of this study encompass 723 valid questionnaires from employees of MSME in China. This study focuses on health-promoting leadership and employee health, engagement relationship and the above relationship moderating by employability.Findings: Health-promoting leadership plays a key role in the workplace, results show that health-promoting leadership has a positive impact on employee health and employee engagement, while employee health did not have a positive effect on employee engagement. Employability negatively moderated the relationship between employee health and employee engagement.Research limitations/implications: This study is based on cross-sectional survey data collected at the COVID-19 pandemic. The pandemic rapidly and continuously changed the organizational responses to employee health. Future studies could utilize longitudinal methods or focus on measurement instruments of the culture of health, to create additional insights about health promoting.Originality/value: This study adds important knowledge regarding health-promoting leadership and employee health in Chinese MSMEs, an area for which limited research exists. The findings provide insights and knowledge about health-promoting leadership how to affect employee health and to improve engagement outcomes. The findings also identify the moderating role of employability.

Purpose: We established a dual-pathway model in which Taoism at work can shape employee low-carbon behavior via two mediating mechanisms: perceived value as a psychological mediator and guanxi as a social mediator. Patients and Methods: Data were collected from 788 Chinese enterprises employees. Results: Our results confirm the direct positive effect of Taoism on employee low-carbon behavior and the partial mediating effects of perceived value and co-worker guanxi. However, supervisor-subordinate guanxi does not mediate the relationship between Taoism and employee low-carbon behavior. Conclusion: Despite the key role of employee low-carbon behavior, the individual-level antecedent to employees’ pro-environmental behavior remains underexplored. This study examines the influence of Taoism (an individual-level cultural value) on employee low-carbon behavior in the Chinese context. Theoretical and managerial implications were discussed.

Purpose: Although prior research has found outdoor activities to be an important effect on employee well-being, the mechanisms of their effect are understudied. This study integrated the Broaden-and-Build Theory, Attention Restoration Theory and Cognitive Assessment Theory to examine the relation between passion for outdoor activities (two dimensions, namely, harmonious passion, obsessive passion) and employee well-being (three dimensions, namely, life well-being, workplace well-being, psychological well-being) by the mediating role of nature connectedness and the moderating role of environmental identity. Participants and Methods: Data were collected from 403 employees of Guangxi enterprises in China. The structural equation model was constructed using AMOS and SmartPLS to test the hypotheses proposed in this study. Results: Our results confirm that harmonious passion for outdoor activities had a positive effect on employee nature connectedness, workplace well-being and psychological well-being. Obsessive passion for outdoor activities had a negative effect on employee nature connectedness, life well-being and psychological well-being. Natural connectedness has a positive effect on all three dimensions of employee well-being. Nature connectedness mediates between harmonious passion for outdoor activities and all three dimensions of employee well-being. Environmental identity positively moderated the relationship between nature connectedness and the three dimensions of employee well-being. Harmonious passion for outdoor activities has no direct effect on employee life well-being. Obsessive passion for outdoor activities had no direct effect on employee workplace well-being. Conclusion: This study reveals the mechanism of passion for outdoor activities on employee well-being from a new perspective and unveils that the two dimensions of passion for outdoor activities have different effects on employees’ life well-being, workplace well-being, and psychological well-being. Business managers should give attention to the benefits of outdoor activities and nature connectedness for their employees, through which they can relieve stress at work, recover attention and improve well-being.

Purpose: Job crafting can improve employees’ performance and competitive advantage. This study integrated the self-determination and equity theories to examine the relation between an individual’s Confucianism and job crafting by highlighting the mediating effect of psychological contract fulfilment and the moderating effect of distributive justice on this relation. Participants and Methods: Data were collected in two waves from 372 employees in numerous private companies in Guangxi, China. Results: The hypothesized model was supported in part. Specifically, as expected, psychological contract fulfilment mediated the positive relation between Confucianism and task crafting and cognitive crafting. Confucianism had a positive effect on psychological contract fulfilment and relational crafting, while psychological contract fulfilment had no mediating effect and its positive effect on relational crafting was not significant. Distributive justice moderated the relation between psychological contract fulfilment and cognitive crafting and task crafting positively. Conclusion: This study reveals the mechanism of Confucianism’s effect on job crafting from a new perspective and confirms its differing effects on different types of job crafting. Business managers should give attention to Confucianism and maximize their organization’s psychological contract fulfilment to improve employees’ job crafting.