The development of energy-saving building projects has been progressing for many years and with the emergence of carbon peaking and carbon neutrality, it faces a greater risk. To ensure its continued success, effective risk management is required. Therefore, a tripartite evolutionary game model for the collaborative risk management of the government, property owners and contractors has been created. Through the use of Matlab software for numerical simulation, the factors that affect the three-party strategy selection have been analyzed, and the results demonstrate the varying influence the initial willingness to participate has on the three-party strategic choice. It was found that the contractor is more sensitive to the government's preferential policies, while the owner is more responsive to the government's financial support. Besides, the increase in penalty is seen to be beneficial in promoting collaboration between the owner and contractor.

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We conducted a multi-study, field research program to (a) develop, validate and cross-validate an emic-etic, bi-dimensional measure of Chinese workers’ organizational identification (OID) based on our previously conceptualized framework, and (b) classify employees into three levels of OID. We found convergent evidence showing that the Chinese OID construct consists of emotional and behavioral dimensions. Specifically, in Study 1 ( N = 408), we developed and validated a bi-dimensional measure called the Chinese Organizational Identification Questionnaire (COIQ; 8 items). In Study 2 ( N = 299), we cross-validated the COIQ and established the construct validity by examining several hypothesized relationships between the Chinese OID construct and other relevant organizational variables, such as unethical pro-organizational behavior, perceived psychological contract violation, and perceptions of business practices of compensations and benefits. Based on the factor analytic and structural equation modeling results, we concluded that the bi-dimensional Chinese OID model as measured with the COIQ has construct validity. More importantly, we used the latent profile analysis method to generate three OID profiles of Chinese workers based on their COIQ scores: The Strong Identifier, the Moderate Identifier and the Action-Oriented Identifier. Those profiles were differentially related to the organizational constructs of interest. The implications for researchers and practitioners were discussed.

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