When children enter adolescence, their personality traits easily give rise to psychological reactance (PR). PR involves a desire for autonomy and independence, as well as an aversion to parental and social rules and restrictions. Factors that influence PR include physiological, familial, and social aspects. However, most studies on adolescent noncompliance have primarily focused on rebellious behavior. Little research has examined motivational state reactance, although its interaction with environmental perception can significantly affect adolescents’ lives. This study aimed to explore the relationship between the perceived friendliness of the community environment and cognitive processing at different quality of life (QoL) levels in relation to PR among adolescents. Propensity score matching was performed on a sample of 3546 adolescents, collected in Sanya, China. The results show that child-friendly communities (CFCs) had a significantly negative impact on adolescents’ PR levels. Additionally, QoL had a moderating effect, meaning that the higher the QoL, the stronger the role of a CFC in alleviating PR. In contrast to claims that PR is determined by temperament or character profiles, this study reveals the importance of environmental shaping through triadic reciprocal determinism and a focus on the key role of the community environment.

Purpose: A vast body of research focuses on ways to ensure human resource management (HRM)'s effectiveness in improving labor relations and retaining human capital. HRM research has now moved beyond simple rationalism, as scholars increasingly emphasize the impact of institutional isomorphism on HRM practices based on neoinstitutionalism. However, few empirical studies have examined institutional isomorphism as a moderator to explore its impact on the internal mechanisms of HRM. Thus, this study explores the inhibitory effect of training on job search and introduces work engagement as a mediator to explore the potential psychological mechanisms based on person–job (P-J) fit theory. This study integrates P-J fit theory and neoinstitutionalism to develop a multilevel model containing regional, organizational and individual levels of institutional isomorphism, training, job search and work engagement. Design/methodology/approach: The data were taken from a national survey of social work agencies in China. We conducted a multilevel regression analysis of 215 social work agencies and 2,971 community workers in 41 regions. Findings: The findings confirmed that training can reduce job search, and work engagement can play a mediating role. Mimetic isomorphism and normative isomorphism can strengthen the inhibitory effect of training on job search, while coercive isomorphism weakens it. Originality/value: This study shows that institutional isomorphism moderates the internal mechanisms through which HRM practices achieve rational objectives. It provides a comprehensive framework for understanding HRM that integrates rationalism and institutionalism.