Ischemia‐reperfusion injury (IRI) has indeed been shown as a main complication of hepatectomy, liver transplantation, trauma, and hypovolemic shock. A large number of studies have confirmed that microvascular and parenchymal damage is mainly caused by reactive oxygen species (ROS), which is considered to be a major risk factor for IRI. Under normal conditions, ROS as a kind of by‐product of cellular metabolism can be controlled at normal levels. However, when IRI occurs, mitochondrial oxidative phosphorylation is inhibited. In addition, oxidative respiratory chain damage leads to massive consumption of adenosine triphosphate (ATP) and large amounts of ROS. Additionally, mitochondrial dysfunction is involved in various organs and tissues in IRI. On the one hand, excessive free radicals induce mitochondrial damage, for instance, mitochondrial structure, number, function, and energy metabolism. On the other hand, the disorder of mitochondrial fusion and fission results in further reduction of the number of mitochondria so that it is not enough to clear excessive ROS, and mitochondrial structure changes to form mitochondrial membrane permeable transport pores (mPTPs), which leads to cell necrosis and apoptosis, organ failure, and metabolic dysfunction, increasing morbidity and mortality. According to the formation mechanism of IRI, various substances have been discovered or synthesized for specific targets and cell signaling pathways to inhibit or slow the damage of liver IRI to the body. Here, based on the development of this field, this review describes the role of mitochondria in liver IRI, from aspects of mitochondrial oxidative stress, mitochondrial fusion and fission, mPTP formation, and corresponding protective measures. Therefore, it may provide references for future clinical treatment and research.

Purpose: This study aims to explore the influence of psychological empowerment on the career competencies of Generation Y employees and the relationship between empowerment and career satisfaction.Design/methodology/approach: Generation Y working in the hospitality industry comprised the target population of this study. A total of 500 questionnaires were distributed, and 458 valid questionnaires were obtained. Structural equation modeling was used to analyze the data and to test the causal relationships among the constructs.Findings: Psychological empowerment was positively related to career competencies and career satisfaction. Moreover, the four dimensions of psychological empowerment, namely, impact, competence, self-determination and meaning, also contributed positively to the career competencies and satisfaction of Generation Y. Findings indicated that empowerment was an important predictor of career management among young employees.Research limitations/implications: The limitation of this study is the use of convenience sampling method, with participants selected according to their accessibility. Future studies should collect a reasonably broad sample by using probability sampling methods.Practical implications: The findings of this study provided useful guidance to manage and empower Generation Y employees. First, the importance of psychological empowerment to enhance the career competencies and satisfaction of young employees was proved. Second, this study provided detailed information on how to empower Generation Y employees. Third, this study may help to retain qualified employees by empowering and supporting their career development.Social implications: This study highlighted the importance of empowerment in managing Generation Y employees. Once Generation Y employees are trusted and empowered, they tend to perform well in both their job and career. Findings indicated that the four factors of psychological empowerment had different contributions to careers of the employees. Results suggest that managers should attempt to assign challenging and meaningful tasks to young employees and to increase their responsibility and impact in the organization. To attract and retain qualified young employees, career competences should be enhanced to achieve a level of career satisfaction.Originality/value: This study presented new findings on Generation Y and the outcomes of psychological empowerment. Initial evidence on the contribution of empowerment to the career issues of the new generation was proved. The findings outlined detailed information on psychological empowerment by exploring the function of its four factors. The results may serve as a foundation for future research on empowerment and career issues of Generation Y.

The current study explores the antecedents of hotel employee turnover in China and determines new antecedents in the hospitality industry. Three focus group interviews were conducted with 13 supervisory employees from a hotel in Shenzhen, China. The findings replicate and extend the extant hospitality literature. Several themes emerged to explain hotel employee turnover intention, such as promotional/advancement opportunity, work-life balance, community fit, work-group cohesion, leader-related factors, and pay, which have been found to be the antecedents of employee turnover intention. Most importantly, we found that community fit is a new category for explaining the turnover intention of hotel employees. Employees were more likely to stay in a city with good environmental quality, and to pursue their career goals in a city that fits their values or lifestyles well. By contrast, employees may leave a city where they do not find an appropriate fit. Finally, the practical implications of reducing employee turnover are discussed.

The high-speed railway has been an appropriate embodiment both of China's phenomenal rise and of its inherent economic and social dilemmas, which are assuming growing regional and international relevance. This study develops an econometric model to investigate the impacts of the Wuhan–Guangzhou high-speed railway on domestic tourism receipts in three Chinese provinces. The auto regressive and moving average (ARMA) model is integrated into a time series approximation and analysis. The results indicate that, while the provinces of Guangdong and Hunan have benefited from the high-speed railway, it has limited influence on Hubei province. The theoretical contributions and practical implications of the study are also elaborated.

Emotional labor claims its significance as the key indicator both of the psychological health of contemporary employees, and the productivity of service-based businesses depending upon genuine emotional input of employees. By far, research on emotional labor of employees in an organizational context is still lacking. This study aims to explore the relationships among emotional labor, organizational support, career competences and career commitment to investigate how emotional labor interacts with the organizational context and affects the career management of the employee. Data were collected from a sample of 387 frontline employees working at two luxury hotel brands in China. Structural equation modeling (SEM) was utilized to estimate the relationships among the constructs. It is demonstrated by the findings that organizational support mediates positively on emotional labor, which exerts positive influences on career competences and career commitment. Sound handling of emotional labor, boosted by a supportive organizational environment, has been ascertained to positively predict long-term career paths of the employees at the company. This study provides insights into how the tourism and hospitality industry can optimize the functions of emotional labor for in enhancing service quality and customer satisfaction, as well as promoting the psychological well-being of the employees.

This research note employs discourse analysis to investigate the mechanism of China’s golden week holiday system, a unique policy regimen impacting the leisure lives of 1.4 billion Chinese citizens five times a year. It was revealed by the research results that the ideological paradigms of state control over leisure and emphasis on productivity derived from orthodox Marist articulations, as well as centralised policy planning and integration of traditional Chinese cultural values of naturalised Marxist theories in China, have been underpinning this holiday system. The authors make the cautionary prediction of the stability of this system in the near future, in the light of the satisfactory policy outcomes it has yielded for the Chinese authorities. Implications of this note for leisure researchers and practitioners are also addressed.