Drawing on the upper echelons theory and targeted at Chinese coal enterprises, this research examines the interactions of commitment to human resource management on green creativity, and discusses the mediating mechanism of green human resource management (GHRM) between them. The results show that commitment to human resource management indirectly affects the enterprise of green creativity, while GHRM intermediates the process. Environmental regulation positively regulates the relationship between commitment to human resource management (COHRM) and GHRM, as well as the intermediary role of GHRM in the relationship between COHRM and green creativity. This study provides an important reference value for the research of GHRM in China and offers practical enlightenment for the manufacturing and coal industry enterprises to carry out environmental management and achieve sustainable development.

This study examines how the use of artificial intelligence (AI) by healthcare professionals affects their work well-being through the satisfaction of basic psychological needs, framed within Self-Determination Theory. Data from 280 healthcare professionals across various departments in Chinese hospitals were collected, and the hierarchical regression and regression were analyzed to assess the relationship between the use of AI, psychological needs satisfaction (autonomy, competence, and relatedness), and their work well-being. The results reveal that the use of AI enhances work well-being indirectly by increasing the satisfaction of these psychological needs. Additionally, job complexity serves as a boundary condition that moderates the relationship between the use of AI and work well-being. Specifically, job complexity weakens the relationship between the use of AI and the satisfaction of autonomy and competence, while having no significant effect on the relationship between the use of AI and the satisfaction of relatedness. These findings suggest that the impact of the use of AI on healthcare professionals’ well-being is contingent on job complexity. This study highlights that promoting healthcare professionals’ well-being at work in the context of AI adoption requires not only technological implementation but also ongoing adaptation to meet their evolving psychological needs. These insights provide a theoretical foundation and practical guidance for integrating AI into healthcare to support the well-being of healthcare professionals.

Purpose: The current study aims to identify work-related use of information and communication technologies after-hours (W_ICTs) from passive and active perspectives and examine mechanisms and different effects of information and communication technologies on employee innovation behavior.Design/methodology/approach: Experience sampling method (ESM) was employed to capture dynamic within-person variance in daily-behaviors and daily-mood. In total, 92 employees completed an identical online survey each day for ten workdays.Findings: The findings showed that the influence patterns and mechanisms of passive and active W_ICTs were utterly different. Passive W_ICTs was negatively associated with employee innovation behavior via emotional exhaustion, while active W_ICTs was positively associated with employee innovation behavior through perceived insider status. Furthermore, differential leadership significantly narrowed the positive relationship between passive W_ICTs and emotional exhaustion. However, differential leadership did not significantly moderate the relationship between active W_ICTs and perceived insider status.Originality/value: This study is an important step forward in dividing W_ICTs into passive and active W_ICTs and discovers a dual path of two types of W_ICTs on employee innovation behavior. Findings of this study have heuristic value for future research.

Purpose: Drawing on theories of social information processing and social identity, the authors explore how abusive supervision climate affects team creativity in a Chinese cultural context. The authors propose that this relation will be mediated by collective efficacy and group identification and moderated by task interdependenceDesign/methodology/approach: The study conducted a confirmatory factor analysis and hierarchical regression to analyze the paired data from 67 research and development (R&D) teams involving 378 employees and employers in a Chinese cultural context.Findings: Results demonstrate that abusive supervision climate was negatively related to team creativity, fully mediated by collective efficacy and group identification in a Chinese cultural context. In addition, task interdependence strengthened the positive relation between collective efficacy and team creativity, as well the positive relation between group identification and team creativity.Originality/value: Although research has explored how abusive supervision climate influences individual creativity, few studies have investigated the relation between abusive supervision climate and team creativity in a Chinese cultural context. This study is one of the first to explore how abusive supervision climate affects team creativity in a Chinese cultural context and examine the moderating role of task interdependence in the relation between abusive supervision climate and team creativity.