This paper draws on a conservation of resources perspective to understand employee voluntary turnover. We conceptualise voluntary turnover as an outcome of resource loss, and we view job embeddedness as an indication of resource levels. On the basis of this conceptualisation, we propose that workplace ostracism and leader–member exchange (LMX) affect voluntary turnover via job embeddedness. We also propose an interaction effect of workplace ostracism and LMX: Workplace ostracism increases voluntary turnover by depleting job embeddedness only when people experience high‐quality LMX. Data from 352 employees in a Chinese software company obtained through a three‐wave survey support our model. Our findings illuminate the resource consequences of interpersonal interactions on job embeddedness and voluntary turnover, and we offer practical implications for employee retention.

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Given the availability of a new generation of general circulation model simulations from the Coupled Model Intercomparison Project Phase 5 (CMIP5) archive, we attempt to evaluate the model output by using three variants of the transformed Mielke measure to assess (1) the performance of the models in simulating historical surface temperature and precipitation, (2) the climate change response of the models to future greenhouse gases (GHGs) scenarios, and (3) the consistency of the projected change of each model with that of the multi-model ensemble (MME) mean. Most models exhibited varying degrees of skills, depending on the region and season, whereas a few models were identified as performing well globally, including the CMCC models, IPSL-CM5A-MR, and BCC-CSM1.1M. Models with the highest and lowest climate sensitivities, as well as those that project future climate changes most resembling the MME mean, were identified. The future precipitation and temperature changes projected by the MPI models and NCAR-CESM1 models were found to best resemble the overall MME. Finer resolution was found to improve model performance in simulating historical climate in most regions and seasons, particularly for temperature; however, it does not have a significant effect on the response of model climates to future GHGs scenarios. We found that no model can simultaneously exhibits good performance in simulating historical climate and in projecting a future climate that is close to the MME mean. Determining the 'best' overall model is difficult because 'best' is dependent on the specific applications for which a model will be used. Evaluating climate models is an important step to build confidence in their application for impact assessment. Our study provides a basis for concerned groups choosing climate models for their subsequent studies.

Drawing upon self-determination theory, this study aimed to explore the mechanisms underlying the impact of perceived organizational support on proactive innovation behavior and reveal the serial mediation effects of basic psychological needs. We collected time-lagged data of 481 employees from research institutions in China, and structural equation modeling analyses were carried out to test the hypotheses. The results indicate that perceived organizational support is significantly and positively related to proactive innovation behavior, and this relationship was mediated by the need for autonomy, competence, and relatedness. These findings contribute new knowledge to proactive innovation behavior by providing a new perspective of the satisfaction of psychological needs. Theoretical and practical implications are discussed.