This paper draws on a conservation of resources perspective to understand employee voluntary turnover. We conceptualise voluntary turnover as an outcome of resource loss, and we view job embeddedness as an indication of resource levels. On the basis of this conceptualisation, we propose that workplace ostracism and leader–member exchange (LMX) affect voluntary turnover via job embeddedness. We also propose an interaction effect of workplace ostracism and LMX: Workplace ostracism increases voluntary turnover by depleting job embeddedness only when people experience high‐quality LMX. Data from 352 employees in a Chinese software company obtained through a three‐wave survey support our model. Our findings illuminate the resource consequences of interpersonal interactions on job embeddedness and voluntary turnover, and we offer practical implications for employee retention.

Low-carbon production has great potential to limit greenhouse gas emissions and protect the living environment. This research innovatively introduces green cognition into the theory of planned behavior (TPB) to validate the effect of green cognition on farmers’ low-carbon production behavior. In this research, we use structural equation model (SEM) to research the low-carbon production behavior of 265 farmers in Yilan County, Harbin City, China. Our results indicate that farmers’ perceived behavioral control (PBC) has a remarkable impact in generating their low-carbon production intention, while attitude (ATT) and subjective norms (SN) have no significant positive impact. Meanwhile, it is verified that the perceived behavioral control and behavioral intention (INT) of farmers have a significant positive impact on their low-carbon production behavior. In addition, the research also verifies that green cognition (GC) has a significant positive impact on farmers’ attitudes and subjective norms of low-carbon production behavior, and green cognition may indirectly affect low-carbon production behavior through farmers’ subjective norms and intention pathways, reflecting that the extended theoretical framework of planned behavior is applicable to the research of farmers’ low-carbon production behavior.

With the increasing complexity of the external organizational environment, employees’ proactive behavior has become a critical factor for organizational success. However, there is limited research exploring the mechanisms behind employees’ proactive behavior from the perspective of family supportive supervisor behavior, which satisfies employees’ work–family balance. Based on the Cognitive–Affective Personality System theory and in the context of escalating work–family conflict and the Chinese cultural context, which emphasizes reciprocity, this study collected survey data from 535 employees in two stages. The study aimed to investigate the relationship between family supportive supervisor behavior and employees’ proactive behavior. The results show that family supportive supervisor behavior has a positive impact on employees’ proactive behavior; perceived insider status and affective commitment partially mediate the impact of family supportive supervisor behavior on employees’ proactive behavior; and perceived insider status and affective commitment play chain-mediating roles in the influence of family supportive supervisor behavior on employees’ proactive behavior. This study innovatively reveals the “black box” of the relationship between family supportive supervisor behavior and employees’ proactive behavior from the internal perspective of individual cognition–emotion. This expands the research on the consequences of family supportive supervisor behavior in the work field and provides inspiration for enterprises on how to motivate employees’ proactive behavior.

Despite years of discussion, whether and to what extent human resource management (HRM) has been psychologized remains controversial. We consider HRM psychologization as indicated by a disciplinary (i.e., the relative contribution of psychology and other fields to HRM research) and an inter-disciplinary component (i.e., knowledge integration of psychology and other fields in HRM research). Accordingly, we apply two bibliometric methods (i.e., citation and co-citation analysis) to a sample of 6,709 articles published in six HRM journals from 2000 to 2021. Overall, psychology became more influential as a citation source in HRM research but integrated more closely with other intellectual sources in the period examined. In addition, HRM psychologization was contingent on HRM journals, the first authors’ countries, and HRM subdomains. This study presents an enriched pattern of psychologization as well as substantial quantitative evidence that confirms, counters, or extends prior findings.

Under the collectivist cultural context that emphasizes hierarchical values, Chinese employees are burdened with significant role stress driven by fierce market competition and continuously escalating role expectations from organizations. Based on the Cognitive-Affective System Theory of Personality, the purpose of this study is to investigate the influence mechanism of role stress on work engagement in the Chinese context via both cognitive and affective pathways, as well as to explore potential boundary conditions from the perspective of traditional Chinese culture. This study conducts empirical analysis based on cross-point survey data of 598 Chinese employees. The PROCESS macro in SPSS was used for regression analysis to test hypotheses. The results indicated that role stress had a negative effect on work engagement; organization-based self-esteem and work alienation partially mediated the effect of role stress on work engagement; and perceived organizational support moderated the negative correlation between role stress and organizational self-esteem, as well as the mediating role of organization-based self-esteem in the relationship between role stress and work engagement. This study contributes to the understanding of the mechanism of role stress in the Chinese setting, offers a new theoretical perspective and entry point for relevant research, and broadens the applicability of the Cognitive-Affective System Theory of Personality.