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The purpose of this paper is to provide the extensive review on dynamic monitoring of forestry area in China.

Countermeasure and suggestions were proposed for three aspects including the establishment of data sets with unified standards, top-level design of monitoring and assessment and analysis models, and establishment of the decision support platform with multiple scenario simulation.

Finally, the authors proposed key research area in this field, i.e., improving the systematic and optimal forest management through integrating and improving the data, models and simulation platforms and coupling the data integration system, assessment system and decision support system.

The authors explored the limitation of dynamic monitoring and state of the art research on data accumulation, professional model development and the analytical platform.

Preventing and tackling bullying effectively are important agenda for schools to safeguard all children’s well-being, engagement and sense of belongingness. Children perceived to be different from their peers tend to have a higher risk of being bullied at school, in particular, children with disabilities. It can be challenging for teachers to stop bullying that targets children with disabilities. This chapter considers bullying as a barrier to ensuring inclusive and quality education for everyone. It draws on findings from an ethnographic study concerning the status of inclusion of children identified as having learning difficulties in mainstream schools in China, by listening to what children and teachers have to say (Wang, 2016). The study found that the child participants were subject to forms of bullying. They found it useful to gain support from others when bullying happened, and they showed empathy towards peers’ well-being. The teacher participants reflected on the dilemmas and challenges of dealing with bullying and were keen to share experiences about what they found helpful in addressing the issue. The chapter discusses how insights about bullying learned from children and teachers can be used to inform the enactment of inclusive pedagogy. It is concluded that an inclusive pedagogical response that recognizes every child’s voice is necessary for tackling bullying and co-creating an inclusive environment.

Based on the intrinsic motivation theory and spiritual leadership theory, the current study proposes a chain mediation model for testing the linkage between spiritual leadership and employees' innovative behavior through individual values and role identity.

In this study, 309 valid leader–subordinate matching questionnaires from 10 Internet enterprises and 21 manufacturing enterprises in China were collected through a field study. The hypotheses were tested using structural equation modeling and bootstrapping.

The results show that spiritual leadership has a positive impact on employees' innovative behavior. Uncertainty avoidance and creative role identity not only respectively play a mediating role but also play a chain mediating role in the process of spiritual leadership influencing employees' innovative behavior.

This study explores the influence of leadership style on employees' individual values, which has rarely been done in previous studies. Furthermore, the research explores the impact of personal values (uncertainty avoidance) on employee self-perception (creative role identity). And it enriches the relationship between spiritual leadership and employees' innovative behavior and reveals the deeper influence mechanism between them.

Based on the social information processing theory, the purpose of this study is to propose a conceptualized moderated mediation model for testing the linkage between leader narcissism and employees’ innovative behavior through the mediating effect of employees’ cognitive dependency and the moderating effect of environmental uncertainty between employees’ cognitive dependency and their innovative behavior.

In this study, multisource data from 266 employees and their supervisors in 11 large high-tech Chinese companies were collected through a field study and an online survey. The hypotheses were tested using structural equation modeling and bootstrapping.

The results of this study show that leader narcissism has a negative impact on employees’ innovative behavior and that employees’ cognitive dependency plays a mediating role between leader narcissism and employees’ innovative behavior. Cognitive dependency and environmental uncertainty play moderated mediation roles between leader narcissism and employees’ innovative behavior.

In the future, longitudinal research and experimental methods can be used to avoid common method bias. Further studies could allow leaders to evaluate environmental uncertainty and explore the emotional path by which leader narcissism has negative effects on followers’ innovation from social information processing theory. In addition, future studies can explore cognitive dependency more deeply from the perspectives of forced obedience and active worship.

Organizations should warn leaders to control the dark side of narcissism and minimize environmental uncertainty to reduce barriers to innovation.

This study constructs the path of the effect of leader narcissism on employees’ innovation through employees’ cognitive dependency in a specific context, which enriches theoretical research on the link between leaders’ traits and employees’ innovative behavior. Along with the finding of leader narcissism’s negative effect on employees’ innovative behavior, this study explores the dark side of leader narcissism in the context of China’s high-tech firms and environmental uncertainty.

Based on the resource conservation theory, this research paper aims to evaluate the positive impact of customer orientation on frontline employees' emotional exhaustion and the moderating effects of customer incivility and supervisor monitoring.

Two-wave data from 484 frontline employees in power supply business halls were analyzed. This study used AMOS 23.0, SPSS22.0 and PROCESS macro for data statistics and analysis.

Our empirical research demonstrates that customer orientation has a significant positive impact on frontline employees' emotional exhaustion. At the same time, supervisor monitoring moderates the relationship between customer orientation and emotional exhaustion. The higher the interactional or observational monitoring, the stronger customer orientation's effect on frontline employees' emotional exhaustion. Moreover, a three-way interaction model exists between customer orientation, customer incivility and supervisor monitoring.

This study yields practical implications for helping the frontline employees of service-oriented organizations alleviate multiple interpersonal workplace pressures.

Based on resource conservation theory, this paper used a novel approach to focus on customer orientation, customer incivility and supervisor monitoring as interpersonal stressors.

This paper aims to explore the impact of flexible human resource management system (FHRMS) on employee innovation performance in Chinese context. The boundary conditions of employability and organizational identity are also discussed.

This study is based on 322 questionnaire survey from employees in China. The questionnaires were collected at two time points. This study used the method of multi-level linear model analysis for empirical test.

This study has three conclusions. First, FHRMS have a significant positive impact on employee innovation performance, with employability playing a mediating role. Second, organizational identity plays a moderating role between employability and employee innovation performance. Third, organizational identity moderates the mediating effect of a human source management systems on employee innovation performance through employability.

The results are helpful to open the “black box” of the influence of FHRMS on employees’ individual innovation performance. This study provides a reference for enterprises to establish flexible human source management system to improve employee innovation performance.

Psychosocial factors have received increasing attention regarding significantly influencing safety in the construction industry. This research attempts to comprehensively summarize psychosocial factors related to safety performance of construction workers. In the context of coronavirus disease 2019, some typical psychosocial factors are selected to further analyze their influence mechanism of safety performance.

First, a literature review process was conducted to identify and summarize relevant psychosocial factors. Then, considering the impact of the epidemic, hypotheses on the relationship between six selected psychosocial factors (i.e. work stress, role ambiguity, work–family conflict, autonomy, social support and interpersonal conflict) and safety performance were proposed, and a hypothetical model was developed based on job demands-resources theory. Finally, a meta-analysis was used to examine these hypotheses and the model.

The results showed these psychosocial factors indirectly influenced workers’ safety performance by impacting on their occupational psychology condition (i.e. burnout and engagement). Work stress, role ambiguity, work–family conflict and interpersonal conflict were negatively related to safety performance by promoting burnout and affecting engagement. Autonomy and social support were positively related to safety performance by improving work engagement and reducing burnout.

This research is the pioneer systematically describing the overall picture of psychosocial factors related to the safety performance of construction workers. Through deeply discussed the mechanism of psychosocial factors and safety performance, it could provide a reference for the theory and application of psychosocial factors in the field of construction safety management.

The purpose of this paper is to explore how visionary leadership influences employees’ creativity in R&D teams in China, and the role of employee knowledge sharing and goal orientation.

A survey was conducted on 331 professional technical engineers in R&D departments of 62 high-tech corporations in China. Hierarchical regression was used to model the relationships between visionary leadership style, employee goal orientations, knowledge sharing and employee creativity.

The results show that visionary leadership is positively associated with employee creativity in Chinese organizations and the relationship is positively mediated by employee knowledge sharing. Furthermore, employee “learning goal” orientation strengthens the relationship between visionary leadership and employee knowledge sharing, whereas employee “performance-avoid goal” orientation weakens the relationship between visionary leadership and employee knowledge sharing.

This study contributes to the literature on the effects of leadership on employee creativity by showing that, contrary to western organizations, where a less directive leadership style is generally recommended to enhance employee creativity, in Chinese organizations, visionary leadership is positively associated with employee creativity, but the effect is contingent on employees’ goal orientations and knowledge sharing.

The purpose of this paper is to explore the psychological mechanism linking green human resource management (GHRM) to the in-role and extra-role green behavior of new employees.

Based on the AMO framework, the authors used three-wave survey data from 399 newcomers and 103 superiors in China. This study uses the bootstrapping approach with Mplus 7.0.

The analysis shows the direct effect of GHRM on the in-role and extra-role green behavior of new employees as well as the mediating effects between perceived insider status and perceived external prestige.

This study expands research on GHRM to the in-role and extra-role green behavior of new employees. This paper also enhances the understanding of green behaviors inside and outside the roles of new employees and provides scientific implications for the green development of organizations.