The belongingness literature has largely examined the antecedents of non-teleworkers’ sense of belongingness, but little attention has been paid to what job-related factors could affect teleworkers’ sense of belongingness. Grounded in organizational support theory, our research focuses on why feedback quality from the direct leader brings sense of belongingness and considers how conscientiousness of teleworkers shapes this effect. Based on data from 329 participants obtained at three different time points from one technology service organization in China, our results indicated that (...) teleworkers’ perceived organizational support serves as an essential mediator of the positive relationship between feedback quality from the direct leader and sense of belongingness. Additionally, the teleworkers’ conscientiousness strengthened the positive direct effect of feedback quality on perceived organizational support and the indirect effect on sense of belongingness. The moderating role of conscientiousness in strengthening the link between feedback quality and perceived organizational support was significant for high levels of conscientiousness and not significant for low levels. Finally, we discussed theoretical and practical implications. (shrink)

With the development of our society, the diversity of the university environment has been increased. The complexity of the diversified university environment also greatly increases the frequency of campus crisis incidents. Therefore, how to evaluate the emergency response ability of college students and how to take effective response measures have become problems that need urgent attentions. In this study, the evaluation of college students’ emergency response capability based on the questionnaire-TOPSIS innovative algorithm is conducted. Firstly, the questionnaire method is used (...) to analyze the current situation of college students’ ability of emergency response, and then a comprehensive evaluation is made using the TOPSIS innovative algorithm. The results of the ranking of emergency response ability are as follows: excellent > good > undergraduate > graduate > inferior. Secondly, the reasons for the lack of ability of emergency response to students based on the evaluation results are studied intensively. Finally, the development countermeasures for college students’ emergency response ability training are put forward. (shrink)

Boomerang employment has become an increasingly significant third way to obtain employees, yet little research has focused on why does ex-employee want to come back. Drawing from social identity theory, we propose that legacy identification could increase boomerang intention and both perceived corporate prestige and psychological contract violation could affect boomerang intention through legacy identification. The cooperative relationship between the former organization and the current organization could enhance these effects. Results from a two-time points survey of 202 Chinese employees showed (...) that legacy identification could increase boomerang intention, perceived corporate prestige could increase boomerang intention via legacy identification, psychological contract violation could decrease boomerang intention via legacy identification. Besides, the positive effect of legacy identification on boomerang intention, the positive indirect effect of corporate prestige on boomerang intention via legacy identification, and the negative indirect effect of psychological contract violation on boomerang intention via legacy identification are all stronger when there is a cooperative relationship. Theoretical and practical implications are discussed. (shrink)