Using the Pooled Mean Group (PMG) approach of Pesaran, Shin, and Smith [1999. “Pooled Mean Group Estimation of Dynamic Heterogeneous Panels.” Journal of the American Statistical Association 94 (446): 621–634], this article attempts to empirically examine the heterogeneous effects of trade openness and urbanization on CO₂ emissions in 55 middle-income countries over the period from 1992 to 2012. We find that trade openness has a benign effect on the environment in the short run, but a harmful effect in the long run. Meanwhile, our results show that urbanization has a negative and significant impact on CO₂ emissions both in the short and long run, implying that urbanization improves environmental quality. The results are robust even after controlling for a number of factors such as economic or non-economic factors.

Purpose: The purpose of this paper is to examine the effect of employees’ perceptions of high-performance work systems (HPWS) on unethical pro-organizational behavior (UPB), and explores the mediating role of psychological ownership and the moderating role of moral identity. Design/methodology/approach: The hypotheses were tested by using two-wave survey data that were collected from 306 employees in Chinese enterprises. Findings: This study found that HPWS were positively related to UPB, and psychological ownership partially mediated this relationship. Results also revealed that moral identity negatively moderated the relationship between psychological ownership and UPB, and the indirect effect of HPWS on UPB via psychological ownership was weaker for employees high in moral identity. Research limitations/implications: The generalizability of the findings is limited, and the cross-sectional data cannot draw any clear causal inference among variables. Practical implications: Managers should pay attention to the “dark side” of HPWS and incorporate ethics in the HPWS. Moreover, organizations should provide correct guidance for their pro-organizational behaviors to avoid employees doing bad things for good reasons. Originality/value: This study first extends HPWS research to employee’s UPB, uncovers employees’ psychological ownership toward organizations as the pivotal mechanism underlying this relationship, and indicated moral identity can regulate employees unethical behavior.

Based on social exchange theory, we developed and tested a mediated moderation model to investigate the effects of psychological contract breach (PCB), person–organization fit (P–O fit) and high-performance work system (HPWS) on employee engagement. Using a sample of 255 employees in China, our results revealed that PCB has significant negative effect on employee engagement, and P–O fit partially mediates this relationship. We further found that high levels of perceived HPWS aggravate not buffer the negative effect of PCB on employee engagement and P–O fit. In addition, the interaction of HPWS and PCB on employee engagement is mediated by P–O fit. Implications for the research and practices, limitations and directions for future research are discussed.