Green loyalty is a crucial factor that influences consumers' purchase intentions and is essential for the sustainable development of ecological environments. However, research on this topic is still scattered, and exploring the research hotspots and trends of green loyalty is vital for future studies. This systematic literature review clarified the conceptual content, structure, and measurement of green loyalty. Additionally, the study conducted a bibliometric analysis of 236 articles on green loyalty from 2002 to 2022 in the Web of Science database. The content analysis revealed the theoretical basis, antecedent and outcome variables, and mechanisms of green loyalty, providing important guidance for future research.

Purpose: The aim of this study is to examine when and why employee creative behavior leads to unethical pro-organizational behavior (UPB). Drawing on research on moral licensing, we argue that the relationship between employee creative behavior and UPB is indirectly mediated by moral licence.Design/methodology/approach: The data were collected from 214 employees and their immediate supervisors, and the theoretical hypotheses were tested by correlation and a hierarchical regression analysis.Findings: We found that: (1) employee creative behavior is positively correlated with their moral credentials and moral credits; (2) it supported the mediating role of moral credentials between creative behavior and UPB but did not support the relationship between creative behavior and UPB through moral credits and (3) the indirect relationship between creative behavior and UPB is strengthened through moral credentials when perceptions of organizational valuing of creativity are high.Originality/value: This study responds to calls from researchers to explore more detrimental outcomes of creativity, and we extend existing research by empirically showing that creativity can promote some unethical pro-organizational behavior. We also contribute to explore the mediated role of moral licensing and the moderated role of the perceived organizational valuing of creativity to explain the creative behavior–UPB relationship.

Background: In the digital era, the nursing workplace has experienced profound changes, exposing nurses to complex career shocks. Existing professional studies often overemphasize individual agency in career development, neglecting how environmental stressors such as career shocks influence job performance through psychological mechanisms. Aim: Grounded in the job demands–resources (JD‐R) model, this research examines how positive and negative career shocks differently influence the job performance of nurses, paying particular attention to the moderating effect of psychological resilience. Methods: This research employs a cross‐sectional quantitative design. A total of 385 nurses were recruited through convenience sampling. Data were collected using questionnaires, and structural equation modeling (SEM) was utilized to analyze the relationships among the variables via Mplus. Results: The findings show that both positive and negative career shocks have a positive relationship with nurses’ job performance. Psychological resilience demonstrated a significant positive moderating effect on the relationship between positive career shocks and nurses’ job performance, amplifying the beneficial effects of positive shocks; however, it showed no significant moderating effect on the link between negative career shocks and nurses’ job performance. Conclusion: This study elucidates the influence pathways and mechanisms of positive and negative career shocks on nurses’ job performance, thereby contributing to the advancement of nursing management research.