Purpose: The purpose of this paper is to examine the mediating effect of psychological contract breach on the relationship between job insecurity and counterproductive workplace behavior (CWB) and the moderating effect of employment status in this relationship.Design/methodology/approach: Data were collected from 212 supervisor–subordinate dyads in a large Chinese state-owned air transportation group. AMOS 17.0 software was used to examine the hypothesized predictions and the theoretical model.Findings: The results showed that psychological contract breach partially mediates the effect of job insecurity on CWB, including organizational counterproductive workplace behavior and interpersonal counterproductive workplace behavior. In addition, the relationships between job insecurity, psychological contract breach and CWB differ significantly between permanent workers and contract workers.Originality/value: The present study provides a new insight into explaining the linkage between job insecurity and negative work behaviors as well as suggestions to managers on minimizing the harmful effects of job insecurity.

Omnichannel retailing and sustainability are two important challenges for the fast fashion industry. However, the sustainable behavior of fast fashion consumers in an omnichannel environment has not received much attention from researchers. This paper aims to examine the factors that determine consumers’ willingness to participate in fast fashion brands’ used clothes recycling plans in an omnichannel retail environment. In particular, we examine the impact of individual consumer characteristics (environmental attitudes, consumer satisfaction), organizational arrangements constitutive for omnichannel retailing (channel integration), and their interplay (brand identification, impulsive consumption). A conceptual model was developed based on findings from previous research and tested on data that were collected online from Chinese fast fashion consumers. Findings suggest that consumers’ intentions for clothes recycling are mainly determined by individual factors, such as environmental attitudes and consumer satisfaction. Organizational arrangements (perceived channel integration) showed smaller effects. This study contributes to the literature on omnichannel (clothing) retail, as well as on sustainability in the clothing industry, by elucidating individual and organizational determinants of consumers’ recycling intentions for used clothes in an omnichannel environment. It helps retailers to organize used clothes recycling plans in an omnichannel environment and to motivate consumers to participate in them.

Based on social information processing theory, this research examines whether and how an employee’s proactive personality influences intrinsic and extrinsic career growth. It also examines the mediating effects of two types of proactive behaviors (voice behavior and taking charge) and the moderating effect of a leader’s proactive personality. A sample of 307 employee-leader dyads participated in this survey. Structural equation modeling was used to test the hypotheses, and the bootstrap procedure was used to test the indirect effects. Results show that an employee’s proactive personality has significant positive effects on both intrinsic and extrinsic career growth. The mediating effect of taking charge was confirmed, while the mediating effect of voice behavior was not. Leader proactive personality weakens the relationship between employee proactive personality and the two types of proactive behaviors. Employee proactive personality is more positively related to intrinsic and extrinsic career growth via proactive behaviors when a leader’s proactive personality is low. This study extends the literature on proactive personality, proactive behavior, and career development by examining the underlying determination, mediation, and moderation mechanisms.

Assuming that employment prospects in the country of education represent a pull factor for international students to enroll in higher education programs abroad and a selling proposition for higher education institutions campaigning for international students, this study aims at investigating the validity of these prospects. Using a qualitative research approach, in-depth interviews were conducted with recruiters of 12 companies in Germany and Russia. A content analysis was applied to identify and compare employment opportunities and barriers for international graduates with domestic degrees at individual, organizational, and institutional levels. Findings include that country-specific human capital components are highly valued by employers, that the organization’s stage of internationalization determines the valuation of human capital components as well as the availability of customized recruiting practices, and that the institutional framework—particularly the law on labor migration—influences employers’ receptivity for international graduates as well as their international staffing strategies in general. Findings are interpreted on the background of pertinent theoretical perspectives. Conclusions are drawn and recommendations given for international students, higher education institutions, employers, and policy-makers.

This study examines Millennial business students’ expectations of organizational career systems (OCS) to inform the design of work environments that attract and retain Millennial employees. It explores preferred OCS features, the role of personal value orientations (PVO), and potential cross-national differences. Data were collected through a cross-national survey of 284 business students in Canada and Germany. Variance analyses and group comparisons were used to assess differences in OCS expectations, and ordinary least squares regression examined the influence of PVO on preferences for four OCS features: internal recruitment, recognition of group contributions, formal promotion processes, and tenure-based advancement. The results show that Millennial business students favor OCS that emphasize recognition of group contributions and transparent, formal procedures, while placing less importance on internal recruitment and tenure-based advancement. PVO significantly predict these preferences: self-transcendence values are positively associated with preferences for formal procedures, whereas conservation values relate positively to tenure-based advancement. Canadian respondents exhibit slightly stronger preferences for formal procedures, group recognition, and tenure than German respondents, although overall cross-national differences remain modest. The study’s reliance on a convenience sample and self-reported data limits generalizability, highlighting the need for more diverse samples and qualitative approaches. By linking career system expectations to underlying personal values rather than generational labels, this study provides theoretical insight and practical guidance for designing fair and transparent OCS aligned with the career expectations of Millennial respondents.