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.

Purpose: Risk analysis plays a vital role in controlling and managing cost overruns in complex construction projects, particularly where uncertainty is high. This study attempts to address an important issue of cost overrun that encountered by metropolitan rapid transit projects in relation to the significance of risk involved under high uncertainty.Design/methodology/approach: In order to solve cost overrun problems in metropolitan transit projects and facilitate the decision-makers for effective future budgeting, a cost-risk contingency framework has been designed using fuzzy logic, analytical hierarchy process and Monte Carlo simulation.Findings: Initially, a hierarchical breakdown structure of important complexity-driven risk factors has been conceptualized herein using relative importance index. Later, a proposed cost-risk contingency framework has investigated the expected total construction cost in order to consider the additional budgeted cost required to mitigate the risk consequences for particular project activity. The results of cost-risk analysis imply that poor design issues, an increase in material prices and delays in relocating facilities show higher dependency and increase the risk of cost overrun in metropolitan transit projects.Practical implications: The findings and implication for project managers could possibly be achieved by assuming the proposed cost-risk contingency framework under high uncertainty of cost found in this research. Furthermore, this procedure may be used by experts from other engineering domains by replacing and considering the complex relationship between complexity-risk factors.Originality/value: This study contributes to the body of knowledge by providing a practical contingency model to identify and evaluate the additional risk cost required to compute total construction cost for getting stability in future budgeting.

Studying how weather conditions might relate to customer ratings and reviews represents a research lacuna, even though anecdotal evidence suggests that weather is likely to influence the reviewer behavior. Building on affect theories, the present research combines two complementary methodologies to investigate whether and how the levels of air quality influence customers’ online numeric ratings and review-writing behaviors. The results of econometric analysis based on a large-scale daily review data set obtained from a restaurant review site reveal that customers are more prone to provide relatively lower numeric ratings when they are exposed to a high-pollution environment. Also, the customers are reluctant to expend time and effort in writing detailed and vivid reviews on high air pollution days. The subsequent randomized controlled experiment further confirms the causal effect of psychologically experiencing an air pollution situation on decreased rating scores by showing that the feelings of anxiety and psychological aggressiveness serially mediate the effect. This study is the first to empirically establish the link between air quality and review bias, and the findings suggest that merchants should integrate air quality information into their online review management strategies and provide incentives to stimulate reviewers to write high-quality reviews on high air pollution days.

Based on coopetition literature, we deconstruct alliance coopetition to horizontal coopetition and vertical coopetition, so as to pursue deeper insight into the impacts of different types of alliance coopetition on breakthrough innovation in the context of the firm’s knowledge resource endowment. Drawing on the data extracted from 222 Chinese firms, we theorise and demonstrate that there is a positive relationship between alliance coopetition and breakthrough innovation and the incentive of alliance coopetition on breakthrough innovation performance is contingent on the resource integration ability of firms. In addition, we find the knowledge ambiguity positively moderates the direct effect of horizontal coopetition on firms’ resource integration, but negatively moderates the effect of vertical coopetition on firms’ resource integration. Our findings help to clarify the controversial relation between coopetition and innovation studies.