Happiness is the eternal pursuit of mankind and is also the ultimate goal of social governance and national development. Based on data from the Chinese General Social Survey, this study used a structural equation model to analyze the influence of social class identity and public service satisfaction on the happiness of residents. The effect of public service satisfaction and social trust between social class identity and residents’ happiness was tested using the Monte Carlo method. The empirical results show that social class identity, social trust, and public service satisfaction all had a significant positive impact on residents’ happiness. The influence coefficients of social class identity on the happiness of residents and on the satisfaction degree of public service for those born in the1970s group were greater than the 1980s and 1990s groups. The influence coefficients of social class identity on the happiness and public service satisfaction of non-agricultural household residents were greater than those of agricultural household residents. Therefore, to improve the happiness of residents, we should make new breakthroughs in the equality of quality and the quality of public services, promote the integration of urban and rural areas, highlight key areas of rural development, and increase the construction of basic public services for agricultural household residents.

In an increasingly complex external environment, innovation is an important way for companies to build sustainable competitiveness. This research discusses employee creativity from the perspective of Family Supportive Supervisor Behavior (FSSB) based on conservation of resource theory, social exchange theory, psychological capital theory and emotional spillover theory. Through a series of surveys of employees in different companies and jobs, we can understand the impact of family-supporting supervisors’ behavior on their creativity. Combined with the survey data, a structural equation model (SEM) is constructed to analyze the mediating effects of psychological capital and positive emotions based on the causal mediation model. The research found that the positive influence of family-supporting supervisors’ behavior on employees’ creativity has three forms. First, supervisors improve employees’ motivation and sense of efficacy by providing various support resources. Second, supervisors can generate positive spillover effects among employees by influencing employees’ psychological state. Third, supervisors stimulate the creativity of subordinates by promoting work participation and mobility. According to the research conclusions, in order to improve the employee creativity, we should provide incentives to encourage supervisors to carry out family support behaviors, identify employee characteristics to help supervisors provide personalized support, cultivate family supportive leaders, and attach importance to emotional support and play the role of psychological capital and positive emotions.

Purpose: The derivation of employees’ innovative behaviour is a complex multi-stage process influenced by decision logic. However, previous research on the relationship between the two has not been comprehensive without considering the individual level of employees, and the mechanism of action between the two is still unclear. Based on the behavioral decision theory, the broaden-and-build theory of positive emotions and triadic reciprocal determinism. This study investigates the mediating effects of positive error orientation between decision-making logic and employees’ innovative behavior, and the moderating effects of environmental dynamics between decision-making logic and employees’ innovative behavior, focusing on the individual level. Methods: The questionnaire data was obtained from 403 employees randomly selected from 100 companies in Nanchang, China, in various industries such as manufacturing, transportation, storage and postal services, trade, and wholesale and retail trade. Hypotheses were tested using structural equation modeling. Results: Effectual logic had a significantly positive impact on employees’ innovative behavior. The direct effect of causal logic on employees’ innovative behavior was not significant, but the total effect was significantly positive. Positive error orientation played a mediating role between both types of decision-making logic and employees’ innovative behavior. Moreover, environmental dynamics played a negative moderating role between effectual logic and employees’ innovative behavior. Originality/Value: This study expands the application of behavioral decision theory, the broaden-and-build theory of positive emotions and triadic reciprocal determinism in employees’ innovative behaviour, enriches the research on the mediating and moderating mechanism between employees’ decision-making logic and innovative behaviour, and provides a new research perspective and empirical support for subsequent related research. Practical Implications: The results of this study provide practical suggestions for promoting employees’ innovative behaviour. For example, employees need to cultivate logical thinking, train their decision-making ability, form a positive error orientation, and objectively assess the external environment.

To keep pace with the evolving needs of enterprise development, Human Resource Management (HRM) must embrace digital and intelligent transformation. However, organizational change is inherently risky and unpredictable, and employees' willingness to proactively engage in such changes remains uncertain. Drawing on Social Cognitive Theory (SCT), Self-Determination Theory (SDT), and the Ability-Motivation-Opportunity (AMO) model, this study explores how employees' perceptions of digital-intelligent HRM change influence their proactive change behavior. Work engagement is introduced as a key mediating mechanism in this relationship. Person-organization fit serves as a significant moderator between work engagement and proactive change behavior, ultimately leading to greater employee enthusiasm. First, based on 390 valid responses, the study reveals that employees' perception of digital-intelligent HRM change has a positive impact on proactive change behavior. Second, work engagement partially mediates this relationship. Third, person-organization fit negatively moderates the relationship between work engagement and proactive change behavior. These findings suggest that managers should recognize the critical role of employees during organizational change, create a supportive environment for change, communicate change-related information effectively, and establish open feedback channels to encourage employees at all levels to engage in the change process.

Against the backdrop of China's "dual carbon" agenda and the push for high-quality development, coordinated development between producer services and manufacturing is increasingly viewed as a pathway for industrial upgrading. However, evidence on the spatiotemporal evolution and spatial spillovers of this integration across China's provinces remains limited. Using panel data for 31 provincial-level regions in China from 2013 to 2022, we construct entropy-weighted composite indices and quantify integration with a coupling coordination degree (CCD) model. Spatial dependence is assessed via global Moran's I and local indicators of spatial association (LISA), and a spatial Durbin model (SDM) with effect decomposition is estimated to examine determinants and spillovers. CCD increases steadily over time but remains uneven, exhibiting a persistent east-central-west gradient with significant positive spatial autocorrelation and stable local clusters. General public service expenditure raises CCD mainly through within-province effects, and its spillover effects are comparatively weaker, whereas residents' income and informatization strengthen CCD largely via positive spillovers to neighboring provinces. Industrial structure and labor force level show negative direct effects on CCD. Robustness checks confirm these findings. These results underscore the importance of strengthening local public services and cross-regional coordination to improve integration performance and better leverage spillovers. The "dual carbon" agenda is treated as policy context rather than a directly measured environmental outcome.