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.

To address the problems of traditional insurance compensation methods for flood losses, such as difficulty in determining losses, poor timeliness, a complicated compensation process and moral hazard, an urban flood index insurance tiered compensation model integrating remote sensing and rainfall multi-source data was proposed. This paper first extracted the area of water bodies using the Normalized Difference Water Index and estimates the urban flood area loss based on the flood loss model of remote sensing pixels. Second, the tiered compensation mechanism triggered by rainfall was determined, and the urban flood index insurance tiered compensation model was constructed using remote sensing and rainfall multi-source data. Finally, the economic losses and flood insurance compensation in urban flood were estimated. The results show that: (1) the geo-spatial distribution of flood-affected areas by remote sensing inversion is consistent with the actual rainfall characteristics of Henan Province, China; (2) based on the flood losses model of remote sensing pixels, the estimated flood losses for Henan Province are CNY 110.20 billion, which is consistent with the official data (accuracy ≥ 90%); and (3) the proposed model has good accuracy (R² = 0.98, F = 1379.42, p < 0.05). The flood index insurance compensation in Henan Province is classified as a three-tier payout, with a total compensation of CNY 24,137 million. This paper can provide a new approach to estimate large-scale urban flood losses and the scientific design of flood index insurance products. It can also provide theoretical and technical support to many countries around the world, particularly those with underdeveloped flood insurance systems.

In recycle logistics, the users' demands are often fuzzy and the returns are random, thus it is very difficult for the enterprise to make the stock choice. Therefore, how to choose a suitable stock, and an ordering strategy is worth studying. In order to study the recycle logistics inventory problem with fuzzy demand, this paper will apply the batch method for returns recovery. Not considering the lead-time, and supposing that the product return is permitted and has a Poisson distribution, this paper establishes an optimal reverse logistics inventory strategy model and introduces the hybrid intelligent algorithm to solve the single-period recycle logistics inventory model with fuzzy demand. We hope to find the estimate of total cost in fuzzy circumstances and to derive the corresponding optimal order quantity. Finally, a numerical example is provided to verify the efficiency of the designed algorithm.