Due to increasingly intense competition among companies, employees' innovative behavior has not only become a crucial factor for company development but also a topic of broad and current interest among companies and researchers. It is a requisite for companies to identify the antecedents of employees' innovative behavior. The main objective of this study was to investigate the effect of psychological capital (PsyCap) on employees' innovative behavior through its relationship with job satisfaction and organizational commitment. The partial least squares method was adopted in this study to analyze 266 employees from China. The results showed that PsyCap had positive effects on job satisfaction and organizational commitment, and verified the relationship between employees' innovative behavior and their job satisfaction and organizational commitment. Moreover, the mediating effect of PsyCap in terms of job satisfaction and organizational commitment on employees' innovative behavior was verified by a mediation analysis. Employees' innovative behavior is not only essential for the research and development department; rather, it is also important for other departments. The empirical results of this study show that companies should consider taking measures to increase employees' PsyCap, so as to enhance their innovative behavior. Lastly, the study also provided the managerial implications of its findings and recommendations for future research.

High-tech industries often regard workers as their main source of value creation. In order to stimulate their employees' willingness to innovate and their innovative behavior and reduce the turnover intention, companies are now seeking to establish employer–employee relationships in which their employee's willingness to stay is not simply driven by extrinsic motivations. Therefore, it is an important topic in human resources for companies to implement measures that encourage employees to willingly devote themselves to their jobs and consider organizational growth as a component of their career development. This study aimed to investigate the effect of person–organization fit and person–job fit on employees' innovative behavior and turnover intention via the mediators including job satisfaction and organizational commitment. Six hundred ninety-seven employees from China's eight major high-tech industries were examined in this study, and the empirical results were analyzed using partial least squares. Based on the results, it is suggested that the person–organization fit and person–job fit are both crucial factors affecting employees' job satisfaction and organizational commitment, which, in turn, increase employees' willingness to innovate in their jobs and reduce their turnover intentions. Furthermore, this study could serve as a reference for companies in selecting employees, promoting job satisfaction, and developing strategies for sustainable development.

As a new type of public health service product, online medical websites (OMWs) are becoming quite popular. OMWs can address patients’ basic medical problems remotely and give health guidance online. Compared to traditional hospitals, OMWs are more convenient and inexpensive, they can usually provide a better service for patients with poor medical conditions (especially in rural areas), and they also contribute to the rational distribution of medical resources. Therefore, key factors that affect patients’ acceptance of OMWs must be identified to contribute to public health. By integrating perceived risk (PR) and the technology acceptance model (TAM), we proposed a modified TAM and clarified how PR and other factors affect patients’ behavioral intention (BI) towards OMWs. A sample of 245 research participants in China took part in this study and the structural equation model (SEM) was used to test our hypotheses. The results revealed that perceived usefulness (PU) is a positive predictor of BI but has no significant effect on attitude (ATT), while perceived ease of use (PEOU) can affect BI through PU and attitude (ATT). Moreover, trust (TRU) was identified as a mediator of PR and PU/PEOU. Also, the doctor–patient relationship (DPR) was shown to moderate PR and TRU. In order to increase patients’ BI, OMW providers need further innovations to improve patients’ TRU and reduce their PR.