With increasing consumer awareness of environmental issues, green marketing has gained prominence in the fashion industry. However, the rise of greenwashing has raised concerns about its impact on consumer behavior. The study aims to investigate the influence of greenwashing perceptions on consumer purchase intention in the Chinese fashion industry, proposing green skepticism as a mediating factor and brand loyalty as a moderating variable. A moderated mediation model, grounded in the theory of planned behavior, was proposed. Data were collected through an online survey conducted in June 2024, using random sampling to select 350 consumers who interacted with merchants during live-streaming sessions on Douyin in the fast fashion sector. The results largely supported the proposed framework. Specifically, the findings indicate that greenwashing perceptions negatively impact consumer purchase intention (β = –0.43, p < 0.01). Furthermore, green skepticism was found to partially mediate the relationship between greenwashing perception and purchase intention (β = –0.26, p < 0.01). Finally, the moderating role of brand loyalty was confirmed, as it moderates the effect of greenwashing perceptions on green skepticism (β = –0.22, p < 0.01), thereby buffering the indirect effect of greenwashing perceptions on purchase intention through green skepticism (β = 0.06, 95% CI = [0.028, 0.091]). This study contributes to the growing body of green marketing literature by emphasizing the interplay between consumer greenwashing perceptions, green skepticism, and brand loyalty in shaping purchasing behavior in the fashion industry.

Purpose: Employee emotional exhaustion is widely recognized as a hidden cost associated with high-performance work systems (HPWS). To delve deeper into the pathway from HPWS to emotional exhaustion and explore the boundary conditions capable of mitigating these hidden costs, this study, building upon the job demands-resources (JD-R) model, proposes that psychological strain serves as a mediator and theorizes that leader-member exchange (LMX) operates as a job resource serving to buffer the adverse effect of HPWS-induced psychological strain on emotional exhaustion.Design/methodology/approach: This study adopts a time-lagged research design with a four-week interval to test the proposed hypotheses. Two waves of survey data were collected from 398 respondents in the Chinese state-owned banking sector.Findings: The findings largely supported our hypotheses. Specifically, the results indicated that psychological strain mediated the relationship between HPWS and emotional exhaustion. In addition, LMX, as a job resource, moderated the indirect relationship between HPWS and emotional exhaustion. High-quality LMX reduced the likelihood of employees experiencing psychological strain caused by HPWS, thereby buffering the manifestation of emotional exhaustion.Originality/value: By innovatively introducing the LMX as a job resource, this study demonstrates that the hidden costs of HPWS are not inevitable. This finding relieves organizational researchers and practitioners from the dilemma of choosing between enhancing performance and alleviating employee emotional exhaustion when implementing HPWS.

This study aims to examine the effects of supervisors' Dark Triad on subordinates' counterproductive work behaviors, differentiating between counterproductive work behaviors toward the organization and those toward individuals. Drawing from the social exchange perspective, psychological contract fulfillment is introduced as a boundary condition to mitigate these adverse effects. Data collected from China's banking sector largely supports the proposed theoretical framework and hypotheses. The findings revealed that all three dimensions of supervisors' Dark Triad-narcissism, psychopathy, and Machiavellianism-adversely influence subordinates' counterproductive work behaviors toward both the organization and individuals. Additionally, psychological contract fulfillment moderates the relationship between supervisors' Dark Triad and subordinates' counterproductive work behaviors toward the organization, buffering its adversely impact. However, no significant moderating effect was found for counterproductive work behaviors toward individuals.

Based on the Conservation of Resources (COR) theory, this study aims to examine how precarious employment influences voice behavior, focusing on the mediating role of work disengagement and the moderating role of perceived organizational support. Data were collected from public sector employees using Partial Least Squares (PLS) analysis. The results showed a negative relationship between precarious employment, specifically contract-based work, and voice behavior, supporting all hypotheses. Additionally, employees perceiving high organizational support exhibited a positive association between precarious employment and work disengagement, as well as a willingness to provide constructive feedback. Understanding these dynamics enables organizations to develop strategies that support precarious workers and promote a culture of open communication. By applying COR theory, this research offers new insights into the connection between precarious employment and employee voice behavior. It also expands existing literature by identifying perceived organizational support as a significant moderator in this relationship.