Aim. This study is aimed at exploring the relationship between green behavior intentions and green behavior and analyzing the moderating role of ethical leadership in this relationship. Background. Nurses’ green behavior can directly reduce costs and protect the natural environment and organizational sustainability by saving resources and energy. It is not clear how green behavior intention affects green behavior or how the positive influence of green behavior intention on green behavior can be enhanced. Design and Methods. This is a cross‐sectional study, and the surveys are collected from 3 hospitals in China. Of the initial cohort of 489 nurses, 89.6% were female. There were 327 subjects (66.9%) aged 35 or less, 267 subjects (54.6%) with 10 years or less of work experience, and 220 unmarried subjects (44.9%). Data were collected from January to July 2018, using three surveys: green behavior intentions, green behavior, and ethical leadership. Results. Green behavior intentions impacted employee green behavior (b = 0.32, t = 5.37, p < 0.01). The interaction term for green behavior intentions and ethical leadership was significant (b = 0.28, t = 2.53, p ≤ 0.01); the conditional direct effect of green behavior intentions was only significant at a high level of ethical leadership (conditional effect = 0.53, SE = 0.16, t = 3.38, p < 0.01, 95% confidence interval of 0.22‐0.84). Conclusion. The intention to engage in green behavior influences nurses’ green behavior positively, and the relationship is stronger when ethical leadership is high in the organization than when ethical leadership is low. The results of this study can help both academics and practitioners to understand the micromechanism of environmentally sustainable development in more detail and to identify the mechanisms and boundary conditions of green behavioral intentions, green behavior, and ethical leadership.

Studies on the relationship between feedback and creative performance have only focused on the feedback-self and have underestimated the value of the feedback environment. Building on Self Determined Theory, the purpose of this article is to examine the relationship among feedback environment, creative personality, goal self-concordance and creative performance. Hierarchical regression analysis of a sample of 162 supervisor-employee dyads from 9 industry firms. The results indicate that supervisor feedback environment is positively related to creative performance, the relationship between the supervisor feedback environment and creative performance is mediated by goal self-concordance perfectly and moderated by creative personality significantly. The mediation effort of goal self-concordance is significantly influenced by creative personality. The implication of improving employees’ creative performance is further discussed. The present study advances several perspectives of previous studies, echoes recent suggestions that organizations interested in stimulating employee creativity might profitably focus on developing work contexts that support it.

The purpose of this study is to investigate the role of career adaptability, feedback environment, and goal-self concordance in improving police psychological safety. Questionnaires with integral and regular answers were collected from 295 police officers from four provinces in China. The police officers completed a questionnaire that included items measuring goal-self concordance, supervisor feedback environment, psychological safety, and demographics. In a separate questionnaire, each supervisor rated the subordinate’s career adaptability. Career adaptability indirectly influences psychological safety through the feedback environment. Career adaptability has a greater influence on improving psychological safety for police officers with lower goal-self concordance than for individuals with higher goal-self concordance. Police officers with lower goal-self concordance must care about their future work roles, control their personal professional activities, make education and career choices based on curiosity, and be confident in their own careers to improve their psychological safety.

Turnover intention is a negative outcome for an organization. The purpose of this article is to examine the relationships among work passion, subjective well-being, career adaptability, and turnover intention for Chinese government employees. The article consists of an empirical study with a sample of 472 government employees in Shandong Province, China. Participants completed a series of questionnaires in three waves. The results indicate that harmonious passion is negatively related to turnover intention and that obsessive passion is positively related to turnover intention. Additionally, the relationship between harmonious/obsessive passion and turnover is mediated by subjective well-being, and career adaptability moderates the relationship between harmonious/obsessive passion and subjective well-being. Implications are discussed.

The mentoring relationship affects the growth and development of new employees. For nurses, the uncertainty of the influence of the mentoring relationship may be magnified by the unique nature of hospitals as public departments, however it is unclear whether and how nurses’ mentoring relationship influence the outcome. Protean career orientation defined as a tendency of individuals to achieve subjective career success through self-management of their career is crucial to the influence mechanism of the mentoring relationship. The aim of this study was to explore the path and boundary conditions of the influence of the nurses’ mentoring relationship on organizational commitment. As a cross-sectional sample, 371 nurses were investigated. The results showed that protégé career optimism plays an intermediary role in the influence of the mentoring relationship on organizational commitment, and protean career orientation plays a moderating role in the influence of the mentoring relationship on career optimism. The mentor relationship between mentors and protégés facilitates protégés’ career optimism, enhancing the protégés’ organizational commitment, especially for protégés with low protean career orientation. These findings contribute to the improving nurses’ organizational commitment through mentoring relationship. Hospitals should provide space for nurses to exert their abilities, enhance opportunities to improve their team cooperation ability, clearly define the scope of nurses’ work and rights, and give nurses the right to make decisions.