This paper aims to verify the effects of work–family conflict and work–family facilitation on employee innovation in the digital era. Based on resource conservation theory, this study regards the work–family relationship as a conditional resource. Employees who are in a state of lack of resources caused by work–family conflict will maintain existing resources by avoiding the consumption of further resources to perform innovation activities; employees who are in a state of sufficient resources are more willing to invest existing resources to (...) obtain more resources. In this study, 405 employees from enterprises in the Chinese provinces of Jiangsu, Anhui, Sichuan, and Guangdong, and in the municipality of Tianjin were selected as the research object. These enterprises are knowledge-based companies, and their employees frequently transfer knowledge at work. We collected questionnaires from the frontline employees of these companies. The results show that negative and positive emotions mediate the effect of work–family conflict and work–family facilitation on employee innovation. Moreover, work flexibility has a significant moderating effect on the mediating role of emotions between work–family facilitation and employee innovation behavior. In the digital era, when facing different work–family situations, employees need to pay attention to and dredge their negative emotions to avoid reducing their innovative behaviors due to self-abandonment; in parallel, they need to guide their positive emotions toward innovation, so as to promote their innovative consciousness and behavior. This paper expands the research perspective of employee innovation behavior. (shrink)

The eco-environmental problems have become a hot topic of global concern today. Many scholars seek intellectual resources from traditional cultures to solve these problems. This article tries to extract the rich ecological thoughts from the text of Laozi. According to Laozi, Tao is ‘the mother of all beneath Heaven’, that is, the whole universe, including man and nature, evolve from Tao. This indicates the primary harmony of man and nature. However, man mistakenly regards himself as the lord of nature, and (...) uses his force and methods of science and technology to enslave nature, causing the current ecological crisis. The way to resolve the crisis is pointed out in the following statement: ‘Man should imitate Earth, Earth should imitate Heaven, Heaven should imitate Tao, and Tao is being what it is’. Laozi advocates man to imitate nature, leading a life of ‘having no self’, ‘wu wei’ or ‘desiring no-desire’. This is the Tao-centred way of living, which brings about a transformation in human existence. Contribution: This article argues that the current ecological crisis is caused by mankind’s mistaken belief that they are the masters of nature. The philosophical ideas of Laozi provide a way to resolve the crisis, advocating that humans should imitate nature and adopt a Tao-centred way of living. This way of living brings about a transformation in human existence. The article provides a philosophical perspective on how to solve contemporary environmental problems. (shrink)

In recent years, the outbreak and persistence of COVID-19 has greatly changed the way people work, and encouraging employees to work online from home has become a new form of work for organizations responding to the epidemic. Based on the W-HR model, this paper explored supervisor support as a situational resource in the context of online office, aiming to verify the changes in work-family status caused by individuals facing the background of supervisor support, and then relate employees’ proactive behavior. Meanwhile, (...) the predicted moderating effect of job role identification on supervisor support and work-family conflict was verified by considering the role identification generated in the positive interaction between employees and supervisors as individual resources. In this study, 555 employees from enterprises in the provinces of Jiangsu and Guangdong were selected as the research participants, and data were recovered at two time nodes. The results show that: Perceived supervisor support significantly relates employee proactive behavior. Work-family conflict mediates the relationship between perceived supervisor support and employee proactive behavior. Job role identification has a significant moderating effect on the relationship between perceived supervisor support and work-family conflict, and high level of job role identification moderated the mediating effect of work-family conflict on perceived supervisor support and employee proactive behavior significantly. This paper expands the research perspective of employee proactive behavior. It can be used as a reference for enterprises to formulate strategies to improve employee proactive behavior in the process of digital reform. (shrink)