PurposeThe purpose of this paper is to explore the mediating effect of vocational identity and the moderating effect of work values on the relation between career exploration and fit perception of Chinese new generation employees.Design/methodology/approachA survey was conducted to measure variables in this study. Based on review of the related studies about work value, career exploration, vocational identity and fit perception, the authors establish a theoretical model and propose hypotheses. Data were obtained from 647 Chinese post‐1980s generation employees.FindingsAccording to the statistical analysis result, the paper demonstrates that career exploration can affect fit perception through mediator of vocational identity; when people have stronger preference to chase for job comfort and security, the relations between career exploration effort, vocational identity and fit perception becomes stronger; once individual has stronger preference for status and independence, the relations between career exploration effort, vocational identity and fit perception becomes weakened.Research limitations/implicationsThe data used in this study only came from the employees, although the authors test homologous deviation through Harman single factor test. If the authors can conduct the survey from both employees and their supervisors, it will be better for them to avoid homology bias. Furthermore, more factors need to be considered in the formation of fit perception of Chinese new generation employees.Originality/valueThe paper explains the internal relations between work value, career exploration, vocational identity and fit perception on the basis on of the characteristics of Chinese new generation employees.

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This paper took the social exchange and social cognitive perspectives to examine the effects of family friendly on innovative behavior for social enterprise employees, and how to play a mediation in motivation achievement and moderating effect in organizational justice. In the research, we collected 430 pairing investigation data of social enterprise employees on the 10 provinces in China for statistical analysis, and verified the data does not exist problems of common methods biases by the proposed SEM. Finally, the results indicated that family friendly has a significant positive impact on innovative behavior and motivation achievement plays a mediating role between family friendly and innovative behavior. In addition, organizational justice makes a moderated effect between motivation achievement and innovative behavior.

Abstract. Based on the social exchange theory, the purpose of this study is to explore how perceived family friendly affect occupational commitment and the mediating effect of psychological capital. We collected 456 pairing sample of employees and supervisors on the 9 province in China for statistical analysis. The finding of this study identified and tested the effects of antecedents and mediator. Results indicated that family friendly was positively associate with occupational commitment. Findings also indicated that psychological capital was a significant mediator of the relationship between family friendly and occupational commitment. Finally, the study provides management recommendations for the staff profession.

Abstract. This study explored relations of skill variety, family-friendly, market orientation and task performance among 425 Chinese new generation employees. Results indicated has a significant positive impact on skill variety and task performance, family friendly plays a mediating role between skill variety and task performance. In addition, market orientation makes a moderated effect between skill variety and task performance. The research verified the data does not exist problems of common methods biases by the proposed SEM.