Due to increasingly intense competition among companies, employees’ innovative behavior has not only become a crucial factor for company development but also a topic of broad and current interest among companies and researchers. It is a requisite for companies to identify the antecedents of employees’ innovative behavior. The main objective of this study was to investigate the effect of psychological capital (PsyCap) on employees’ innovative behavior through its relationship with job satisfaction and organizational commitment. The partial least squares method was adopted in this study to analyze 266 employees from China. The results showed that PsyCap had positive effects on job satisfaction and organizational commitment, and verified the relationship between employees’ innovative behavior and their job satisfaction and organizational commitment. Moreover, the mediating effect of PsyCap in terms of job satisfaction and organizational commitment on employees’ innovative behavior was verified by a mediation analysis. Employees’ innovative behavior is not only essential for the research and development department; rather, it is also important for other departments. The empirical results of this study show that companies should consider taking measures to increase employees’ PsyCap, so as to enhance their innovative behavior. Lastly, the study also provided the managerial implications of its findings and recommendations for future research.

High-tech industries often regard workers as their main source of value creation. In order to stimulate their employees' willingness to innovate and their innovative behavior and reduce the turnover intention, companies are now seeking to establish employer–employee relationships in which their employee's willingness to stay is not simply driven by extrinsic motivations. Therefore, it is an important topic in human resources for companies to implement measures that encourage employees to willingly devote themselves to their jobs and consider organizational growth as a component of their career development. This study aimed to investigate the effect of person–organization fit and person–job fit on employees' innovative behavior and turnover intention via the mediators including job satisfaction and organizational commitment. Six hundred ninety-seven employees from China's eight major high-tech industries were examined in this study, and the empirical results were analyzed using partial least squares. Based on the results, it is suggested that the person–organization fit and person–job fit are both crucial factors affecting employees' job satisfaction and organizational commitment, which, in turn, increase employees' willingness to innovate in their jobs and reduce their turnover intentions. Furthermore, this study could serve as a reference for companies in selecting employees, promoting job satisfaction, and developing strategies for sustainable development.

As a new type of public health service product, online medical websites (OMWs) are becoming quite popular. OMWs can address patients’ basic medical problems remotely and give health guidance online. Compared to traditional hospitals, OMWs are more convenient and inexpensive, they can usually provide a better service for patients with poor medical conditions (especially in rural areas), and they also contribute to the rational distribution of medical resources. Therefore, key factors that affect patients’ acceptance of OMWs must be identified to contribute to public health. By integrating perceived risk (PR) and the technology acceptance model (TAM), we proposed a modified TAM and clarified how PR and other factors affect patients’ behavioral intention (BI) towards OMWs. A sample of 245 research participants in China took part in this study and the structural equation model (SEM) was used to test our hypotheses. The results revealed that perceived usefulness (PU) is a positive predictor of BI but has no significant effect on attitude (ATT), while perceived ease of use (PEOU) can affect BI through PU and attitude (ATT). Moreover, trust (TRU) was identified as a mediator of PR and PU/PEOU. Also, the doctor–patient relationship (DPR) was shown to moderate PR and TRU. In order to increase patients’ BI, OMW providers need further innovations to improve patients’ TRU and reduce their PR.

Recognizing that building work will continually encompass, to a certain degree, unfavorable ecological consequences, green building has been encouraged and advocated as a managerial concept to progress in the construction segment. This research created a conceptual model that analyzed whether sustainable transformational leadership (STL) supported sustainable innovation ambidexterity (SIA) in green building industries. This research model was based on organizational support theory, hope theory, social cognitive theory, and attribution theory. This paper aimed to observe the relationship between STL with SIA via the mediating effect of psychological capital (PC). Furthermore, it examined the impact of perceived organizational support (POS) on PC. Moreover, it further examined the relationship between STL and POS. Likewise, it investigated the mediating effect of PC on the relationship between POS and SIA. Finally, it examined POS as a mediator between the relationship of STL and PC. The data for this study were collected from 600 workers employed at green building businesses in China. A questionnaire was delivered to the workers of green building corporations. According to the findings, STL was discovered to have a positive impact on PC. Furthermore, POS had a significant impact on PC. Moreover, PC significantly influenced SIA. Finally, STL was found to be in a significant relationship with POS. The outcomes of this research are extremely beneficial particularly in the situation of developing economies. This research contributes to the existing knowledge that employees with STL exhibit high PC, POS, and SIA in green building industries.

Inter-organizational information systems are critical in the modern business world, as a large portion of economic activities are done through inter-organizational collaborations. One such important collaboration is social innovation/entrepreneurship, which involves multiple parties from diverse areas cooperating in major tasks. Against such a backdrop, exploring beneficial factors for organizational members to actively develop and/or make good use of a management information system (MIS) for collaborative performance has become a vital research question. This conceptual paper argues that positive psychology is critical to encourage members to volunteer to construct an MIS that facilitates social innovation effectiveness. Specifically, we discuss the four dimensions of psychological capital (i.e., hope, optimism, self-efficacy, and resilience) on effective inter-organizational MIS attributes (e.g., connectivity), and on the consequences of social innovation. At the core of this discussion, we believe that a positive psychological foundation is a driver for staff effort to contribute to a better MIS, which could benefit social innovation success. This research contributes by offering inspiration for future studies to link the micro- and macro-level aspects of social innovation and entrepreneurship phenomena.

As a leading enterprise in China's communication industry, Y Company's ICT business scale shows an increasing trend year by year, playing an important role in the company's transformation and upgrading, reform and innovation. At the same time, ICT business involves complex business types and long business processes, and the company pays little attention to ICT business in various audits over the years. Therefore, there may be certain problems and risks in the daily operation of ICT. Starting from ICT business audit, this paper analyzes the problems existing in revenue and cost confirmation of Y Company's ICT project, and puts forward targeted suggestions such as strengthen the effective linkage between ICT business and finance, improving the professional competence of employees, optimize the review process and strengthen daily supervision of ICT business.