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Based on the conservation of resources theory, this study aims to create new knowledge on the antecedents of emotional exhaustion. We explore the internal mechanism and boundary conditions of the impact of ethical leadership on emotional exhaustion, using data gathered from 460 frontline service employees at an airport in China. Employees completed questionnaires regarding ethical leadership, emotional exhaustion, organizational embeddedness, job satisfaction, and demographic variables. After controlling for the effects of demographic variables and company tenure, ethical leadership was found to have a negative impact on emotional exhaustion (β = −0.128, p < 0.01), and to be positively related to organizational embeddedness (β = 0.518, p < 0.01). After adding in the mediating variable (organizational embeddedness), the effect of ethical leadership on emotional exhaustion was no longer significant (β = 0.012, ns), while organizational embeddedness emerged as significantly related to emotional exhaustion (β = −0.269, p < 0.01), implying that the effect of ethical leadership on emotional exhaustion was completely mediated by organizational embeddedness. Simultaneously, the results suggested that job satisfaction could strengthen the mediating effect of organizational embeddedness on emotional exhaustion (the difference in the mediating effect between the groups with respective high and low job satisfaction was −0.096, p < 0.05). This study proposed and validated a moderated mediation model, the implications of which are that ethical leadership is an effective way to alleviate frontline service employees’ emotional exhaustion.

Household education expenditure is an important component of human capital investment in children. In China, the rising child education expenditure and the subsequent financial burden on families have attracted much research and policy attention in the recent years. Using 2007 and 2011 data from the Urban Household Education Surveys, our empirical study provides new evidence on the education expenditure level, ratio of expenditure to household income, and inequality in this expenditure. We also elucidate changes in China's household education expenditure and explore factors associated with such changes. From the analysis, we obtain the following findings. First, education expenditure incurred outside the school significantly contributes to increasing household education expenditure. Second, compulsory education programs are effective in curbing in-school education expenditure; however, it does not prevent the rapidly increasing education investment outside school. Third, education expenditure disproportionally increases with family income. In other words, a larger share of the income earned by lower income families is spent on children's education, compared to higher income families.

As a bottom-up leadership style, leader humility has received considerable attention from researchers. Among the abundant studies revealing the positive impact of leader humility on employees’ work attitude and behaviors, there is less knowledge on how leader humility influences subordinates’ organizational citizenship behavior (OCB) and withdrawal behavior. On the basis of the social information processing theory, this study proposed a cross-level mediation model and examined the direct impact of leader humility on subordinates’ OCB and withdrawal behavior. We also further explored the underlying psychological mechanism and examined the mediating effect of psychological capital on these relationships. Using a two-wave panel design and 274 employees’ questionnaire data, the empirical analysis found that: (1) leader humility was positively related to subordinates’ OCB and negatively related to subordinates’ withdrawal behavior; (2) leader humility was positively related to subordinates’ psychological capital; and (3) psychological capital played a cross-level mediating role in the leader humility-subordinates’ OCB relationship and the leader humility-subordinates’ withdrawal behavior relationship. Theoretical and practical implications, limitations, and suggestions for future research are also discussed.

This study examines whether and how different employment arrangements (temporary versus regular employment) may affect employees' voice behaviors (promotive and prohibitive voice). Using a twowave panel design, we collected data from a sample of 355 employees from 66 teams in four Chinese organizations. The results show that temporary employees engage in fewer promotive voice behaviors than their regular counterparts, but there is no difference between the two groups when it comes to prohibitive voice. Moreover, self-efficacy is a mediator between employment status and voice behaviors, and political savvy acts as a moderator. For employees with high political savvy, the negative relationships between temporary employment status and promotive and prohibitive voice is attenuated.