By combining the Job Demand-Resources model with Arnold's action sequence as the overall logic, this study explores the connections between abusive supervision and job performance. Participants and Methods: This study employed two-point surveys, with 474 valid responses, to reduce the risk of common method bias. On this basis, confirmatory factor analysis was used to test the reliability and validity of data, and Smart-PLS was used to test the hypotheses. Results: Our findings suggest that abusive supervision has a significant positive impact on job performance. Furthermore, challenge stressors and innovative work behavior partially mediate the relationship between abusive supervision and job performance, and these two factors also form a chain mediating effect. Leader-member exchange moderates the relationship between abusive supervision and job performance, as higher levels of leader-member exchange are associated with a stronger positive effect of abusive supervision on job performance. Practical Implications: This study provides insights to managers about the link between abusive supervision and employee performance. In addition, it recommends that leaders at all levels adopt abusive supervision when they can properly consider a specific employee's perception of the reasons for their behavior and must consider the previous inclusion in the manager's circle of members, as well as the link between the challenging pressures they face and innovative work behavior to deal with such management behaviors. Originality: Most research on abusive management has focused on its negative effects on employee performance. This study, by contrast, explores whether there are positive impacts from abusive management and when such positive effects will occur.

Purpose The relationships among employee aging, working memory capacity, and task performance in the context of information technology were studied, and these investigations in turn provide insight into improving employee task performance and mitigating the negative effects of employee aging. Participants and Methods Based on the limited resource theory and the inhibitory deficit theory, a total of 296 valid questionnaires were collected and the relationships among the variables were examined using cascaded linear regression via SPSS 22.0. Results Aging negatively affects working memory capacity and task performance. Working memory capacity partially mediates the relationship between age and task performance. Time pressure can exacerbate the negative effects of age on task performance, and self-efficacy mitigates the negative effects of age on task performance. Discussion Employee information system learning and training can be enhanced to ameliorate the negative impact of aging on task performance. IT-related work can be limited to a manageable level to reduce the negative effects of reduced working memory capacity. Employees’ internal motivation can be gradually cultivated, and employees can be guided toward the improvement of their IT self-efficacy.

Innovation is of great significance to a company's sustainable development. Using structural equation modeling, we analyzed data from an online survey conducted with 385 employees of software companies in China. We explored the mechanism through which innovation climate helped improve knowledge management and innovative work behavior in the businesses. The results show that innovation climate had a positive impact on knowledge acquisition, knowledge dissemination, and responsiveness to knowledge, as three dimensions of management of knowledge; and also on idea generation and idea promotion, as two of three dimensions of innovative work behavior. However, the impact of innovation climate on the dimension of idea realization was nonsignificant. These findings enrich the literature on innovation in regard to work behavior and workplace climate, and highlight the important impact of innovation climate on knowledge management and innovative work behavior. The cultivation of employees' innovative behavior helps to improve enterprise performance, so enterprise managers will also benefit.

Purpose Medical staff are a crucial resource in the battle against the COVID-19 pandemic but are vulnerable to both SARS-CoV-2 infection and negative psychological outcomes. This study evaluated medical staff’s occupational risks, professional identity, and occupational mobility intention during the pandemic. Patients and Methods The questionnaire was anonymous. All respondents were Chinese medical personnel. Results Our findings suggest that the professional risks faced by medical professionals can enhance their professional mobility willingness and weaken their professional identity. They cannot only directly enhance their professional mobility willingness but also indirectly strengthen their professional mobility willingness through professional identity. The objective support and subjective support obtained by medical professionals cannot only alleviate the negative impact of occupational risk on professional identity alone but also jointly, and in the process of their joint mitigation, the former has been internalized and absorbed, while the latter has a stronger mitigation effect. The objective support and subjective support obtained by medical professionals can neither alone nor jointly alleviate the direct and positive impact of occupational risk on the willingness of occupational mobility. Conclusion The occupational risks faced by medical personnel can improve their willingness to move professionally and weaken their occupational identity. Early screening of high-risk groups for turnover intention among health care workers and more psychosocial health care and physical protection are needed during the COVID-19 pandemic in China.

Hotel internship for undergraduates of tourism management is a learning process combining theory with practice, and the only way to achieve talent training. In this study, hotel internship effect of undergraduates of tourism management in Hezhou University was investigated, and three components of mayor effect, industry effect and occupation effect were extracted through exploratory factor analysis. Through the independent samples t-test and ANOVA, the research found that: (1) there was no significant difference in the mayor effects perceived by different gender interviewees, while the industry effects and occupation effects perceived by male interviewees were significantly higher than female interviewees; (2) There was no significant difference in the mayor effects and industry effects perceived by the respondents from different departments, while there were significant differences in the occupational effects perceived by the respondents from different departments.