Although the topic of employee resilience has recently received increased attention, existing research has largely failed to explore its situational triggers. Drawing on social information processing theory, the current study integrates the literature of humility and resilience to theorize the underlying mechanism through which humble leadership facilitates employee resilience. This research proposes a potential heterogeneous effect that humble leadership catalyzes employee resilience through multiple pathways. Field ( N = 434) and experimental studies ( N = 104) conducted in Mainland China support hypotheses that humble leadership enhances employee resilience through simultaneous increases in work-related promotion focus and perceived insider identity. Research implications are discussed, and directions for future research are offered.

Job satisfaction, as an academic concept, has aroused wide attentions from the fields of management, social psychology, and practical operations in recent years. This paper reviews more than a decade of researches on the antecedents and outcomes of job satisfaction. Starting from the definition of job satisfaction, the author discusses the several models for the measurement of job satisfaction. Then, the author discusses the achievements of job satisfaction and mentions a model describing the job satisfaction. Finally, the author presents a paradox of job satisfaction and job performance.

Behavior, as a variable, has caused widespread concerns in various disciplines. Based on different perspectives, different disciplines define it differently. Based on the different interpretations of behavior in various disciplines, this research defines the individual behavior of the employee as “a series of dynamic reactions of the employee, as a member of the organization, to the internal and the external environmental stimulates”. On the basis of previous studies, this research tries to abstract and integrate the individual behavior of the employee and concludes that the behavior of the employee, as the member of the organization, can be divided into two types, i.e. the in-role behavior and the extra-role behavior

Feeling good makes us stronger: How team resilience mediates the effect of positive emotions on team performance.

We explored the negative spillover impact of perceptions of organizational politics (POP) on work-family conflict (WFC), by examining the mediating effect of organizational cynicism (OC) on the relationship between POP and WFC. The results from a survey of 495 full-time staff members in public organizations in Mainland China indicated that POP exerted a significant positive effect on WFC, and that this relationship was mediated by OC. Theoretical and practical implications of our findings are discussed.