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Haiyan Zhang,1 Shuwei Sun2 1Business School, Jiangsu Normal University, Xuzhou City, Jiangsu, People’s Republic of China; 2School of Mathematics and Statistics, Xuzhou University of Technology, Xuzhou, Jiangsu, People’s Republic of ChinaCorrespondence: Shuwei SunSchool of Mathematics and Statistics, Xuzhou University of Technology, No. 2 Lishui Road, Yunlong, Xuzhou, Jiangsu, 221111, People’s Republic of ChinaTel +86 15996963525Fax +86 051683105396Email ssw@xzit.edu.cnPurpose: Studies of GHRM practices number in thousands; however, they have failed to provide Chinese contextual evidence for their interactive effects on employee pro-environmental behavior (EPEB). To bridge this research gap as well as to address organizational practitioners’ concern in GHRM practices, our study explores the possible interactive effect of green compensation (GC) and green training (GT), which are two core practices of GHRM and are widely employed by Chinese organizations simultaneously, on EPEB drawing on self-determination theory, and unravels the underlying mechanism by introducing employee green self-accountability (EGSA) as a mediator based on the cognitive dissonance theory of self-standards.Methods: Using on-line survey and five-point Likert rating method, employees (N=847) working in Chinese organizations were requested to self-rate GC, GT, and EGSA; their direct supervisors were invited to evaluate EPEB. The mediated moderation testing procedures with SPSS and the bootstrapping approach with MPLUS were adopted to test the mediated moderation.Results: When being used separately, GC and GT are positively related to EPEB (β=0.426, p < 0.001; β=0.368, p < 0.001). When being adopted simultaneously, a negative relationship (the simple slope=− 0.454, t=3.671, p=0.000) exists between GC and EPEB at higher-level GT. EGSA partially mediates the negative interaction with 95% bias-corrected confidence intervals [− 0.054, − 0.018].Conclusion: In the Chinese context, when being used simultaneously with high–high combination, GC and GT negatively interact with each other to engender the squeezed effect of intrinsic motivation by extrinsic motivation, which directly impairs EPEB, and cause employee cognitive dissonance of self-standards, which indirectly weakens EPEB through reducing EGSA. This paper is an attempt to show novelty in identifying negative interactions between GC and GT in EPEB in China and a mediating role of EGSA. Additionally, it addresses organizational practitioners’ concern well and provides important implications for decision-making in GHRM practices and EPEB enhancement.Keywords: green compensation, green training, employee pro-environmental behavior, employee green self-accountability, cognitive dissonance of self-standards, mediated moderation

Digital literacy is becoming more important because of the skillset of functioning in online is becoming a necessary skill set in daily life. The purpose of this study was to examine the association between loneliness and digital literacy and the mediation effect of motivation in that association. Also, this study examined the moderating effect of mindset in the meditation effect of motivation in the association between loneliness and digital literacy. 287 respondents were recruited from online survey in United States. To investigate the direct effect of loneliness on digital literacy, the mediating effect of motivation, and the moderating of mindset on the mediating effect, this research employed a mediated moderation model. The findings of this research suggest that prevention-focused motivation mediated the effect of loneliness on digital literacy and the effect was moderated by a fixed mindset (as opposed to a growth mindset). The result of the study contributes to the literature by examining how loneliness could impede acquiring digital literacy through prevention-focused motivation and fixed mindset.

The main objective of the study was to examine whether negative experiences at work, irrational beliefs, alone and in interaction, and negative affectivity as a mediator, could predict psychosomatic complaints and frequency of sickness absenteeism. The hypothesized model showed acceptable fit to the data, suggesting that negative affectivity mediates the relationship between negative experiences and irrational beliefs on the one hand, and psychosomatic complaints on the other. The results also revealed no significant effect of interaction between negative experiences and irrational beliefs, while fatigue and physical symptoms have a significant and direct effect on the number of days of absence. It was concluded that the lack of an effect of psychological symptoms on absenteeism may indicate that employees in Serbia do not see them as a sufficient reason for sick leave. The results are discussed within frameworks of Rational-emotive behaviour therapy and strategic stress management approach.

The theory of planned behavior states that individuals act on their intentions, especially when they have behavioral control. The current study examines how seeking recycling-related procedural information—i.e., information about how and where to recycle—is related to behavioral control. Hypothesis testing used hierarchical ordinary least squares regression analysis of longitudinal data from 553 survey respondents. Results supported seven hypotheses. Most notably, procedural information seeking both mediated and moderated the relationship between intention and behavior. Further, the moderation effect was itself mediated by behavioral control. The argument for this mediated moderation is that information seeking enhances behavioral control, and it is primarily behavioral control that moderates the relationship between intention and behavior. These results have implications for the theory of planned behavior and, more generally, for how individuals use information to support their behaviors.